Topic
Organizational identification
About: Organizational identification is a research topic. Over the lifetime, 1988 publications have been published within this topic receiving 97047 citations.
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23 May 2007
1 citations
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08 Jun 2009TL;DR: Wang et al. as mentioned in this paper investigated the relationship between Chinese employee's turnover intentions and organizational identification and work values in a sample of 264 from 25 service firms and found that organizational identification, work values of payment and social status are robust predictors of turnover intentions.
Abstract: This study investigated the relationships between Chinese employee's turnover intentions and organizational identification and work values in a sample of 264 from 25 service firms. The study aims to discuss relationship between turnover and organization and work values, and moderating effect of work values between organizational identification and turnover intentions in modern service sector. All of subjects are distributed from modern service industries, namely, financial service industry, business industry or computer service industry and real estate service industry. The study's result shows that organizational identification, work values of payment and social status are robust predictors of turnover intentions in modern service sector; Employee's work values partially moderate the relationship between organizational identification and turnover intentions. And social status work value positively moderate relation between organizational identification and turnover intentions.
1 citations
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01 May 2020TL;DR: This article explored the relationship between individual identity and organizational attachment using individual data from employees at a large employer in the services sector and found that making individual values salient (through a value affirmation) on average reduces organizational attachment.
Abstract: This paper explores the relationship between individual identity and organizational attachment. Using individual data from employees at a large employer in the services sector, we show that making individual values salient (through a value affirmation) on average reduces organizational attachment. However, this effect is heterogenous across individuals: those initially attached to the organization increase their attachment, while those who started off less identified with the organization reduce their attachment. Overall, the results illustrate the importance of heterogeneity and how individual identity/values and organizational attachment can conflict.
1 citations
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TL;DR: In this article , the authors investigated the role of coaching leadership in reducing the adverse effects of job insecurity on knowledge hiding behavior by Korean workers, and empirically found that employees who perceive job insecurity are less likely to feel organizational identification, leading to increased knowledge-hiding behavior.
Abstract: As the global economic situation deteriorates due to the prolonged COVID-19 pandemic, the business environment is plagued by uncertainty and risk. To address this, many organizations have sought to optimize efficiency, especially by downsizing and restructuring, to reduce costs. This causes anxiety among employees, who worry about whether they will be fired. We hypothesize that such job insecurity increases knowledge-hiding behavior by employees, and we investigate the mechanism underlying such a negative effect. In addition, we attempt to capture the boundary conditions of how to reduce the adverse effects of job insecurity, focusing on the role of coaching leadership. Using three-wave time-lagged cohort-study data from 346 Korean workers, we empirically found that employees who perceive job insecurity are less likely to feel organizational identification, leading to increased knowledge-hiding behavior. This study also demonstrated that coaching leadership operates as a boundary condition which buffers the negative influence of job insecurity on organizational identification. Theoretical and practical implications are discussed.
1 citations
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TL;DR: A comprehensive review of research on the antecedents of OI can be found in this article , where the authors provide an overview of the existing research that reflects each of the four major research categories: organizational characteristics, managerial policies and practices, interpersonal interactions, and personal attributes.
1 citations