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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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TL;DR: Lee et al. as mentioned in this paper examined the relationship between employee psychological entitlement (PE)- the belief that one should receive desirable treatment irrespective of whether it is deserved- and employee willingness to engage in unethical proorganizational behavior (UPB).
Abstract: Growing research has demonstrated that employees commonly engage in unethical behaviors that are intended to serve the interests of their organization. In this research, we examine the relationship between employee psychological entitlement (PE)- the belief that one should receive desirable treatment irrespective of whether it is deserved- and employee willingness to engage in unethical pro-organizational behavior (UPB). Drawing upon the conceptual framework proposed by Lee et. al. (2019), we included other factors such as Egoistic Deprivation in their modified model. We argue that driven by self-interest and the desire to look good in the eyes of others, highly entitled employees may be more willing to engage in UPB when their personal goals are aligned with those of their organizations. Moreover, we also explored whether this entitlement would also lead to counterproductive work behavior (CWB). We also proposed that entitlement also increase 1. status striving, 2. moral disengagement, and 3. strong identification with the organization. It also causes 4. egoistic deprivation – the sense of unfairly deprived in comparison to other individuals- when their perception of entitlement is not fulfilled. Empirical validity was established by conducting a survey using a close-ended questionnaire. Data was collected from 300 employees and analyzed using confirmatory factor analysis and structured equation modeling. The results suggested that PE has a significant and positive impact on Organizational identification, as well as egoistic deprivation among employees. It also seems to have a direct positive effect on UPB, on the contrary, a significant negative effect on CWB. Moreover, Egoistic deprivation seems to have a negative effect on UPE whereas, Organizational identification seems to have a positive impact. Against expectation, Status striving seems to have a significant negative impact on UPB. Moreover, Moral Disengagement seems to be affecting CWB positively, whereas Organizational identification has a negative effect o it. Organizational identification also seems to be affecting Status striving, Moreover, Organizational identification positively Moderates the effect of Psychological entitlement on Status striving in a way that incases organizational identification, the effect of Psychological entitlement on status striving is pronounced. Hence Organizational identification has a positive, and Egoistic deprivation has negative mediation on the effect of PE on UPB and CWB. Organizational identification also has an indirect mediation on PE UPB nexus through Status striving.
Journal Article
TL;DR: In this paper, a conceptual model was proposed for examining the mediating effects of organizational identification on the relationship between employer brand and employee voice, which was tested empirically using data collected from 276 humanitarian workers in Jordan through questionnaire.
Abstract: A conceptual model was proposed for examining the mediating effects of organizational identification on the relationship between employer brand and employee voice. The research model was tested empirically using data collected from 276 humanitarian workers in Jordan through questionnaire. The findings supported the proposed hypotheses that organizational identification mediates the relationship between employer brand and employee voice. This paper adds significant contributions to the knowledge base and related theoretical and practical implications for the humanitarian organizations since it the first time the relationship between employer brand and voice behavior is investigated, using the job demand resource model.
Journal ArticleDOI
TL;DR: Zhang et al. as mentioned in this paper investigated the mechanism underlying the effect of sexual harassment on hospitality employees' leave intention and job search behavior, and found that sexual harassment positively undermined hospitality employees’ organizational identification, which further induced their intention to leave the organization.
Abstract: Drawing on social identity theory, we investigated the mechanism underlying the effect of sexual harassment on hospitality employees’ leave intention and job search behavior. The results of a time-lagged survey conducted in six hotels in China revealed that sexual harassment positively undermined hospitality employees’ organizational identification, which further induced their intention to leave the organization and job search behavior. In addition, perceived organizational support moderated the direct link between sexual harassment and organizational identification as well as the indirect link from sexual harassment to leave intention and job search behavior via organizational identification. The theoretical and managerial implications of this study are discussed.

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Performance
Metrics
No. of papers in the topic in previous years
YearPapers
202377
2022205
2021146
2020151
2019152
2018139