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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TL;DR: In this article, the authors explore the impact of corporate social responsibility engagement on employee motivation, job satisfaction and organizational identification as well as employee citizenship in voluntary community activities, and find significant differences between APs and non-APs on organizational identification and motivation.
Abstract: Purpose – The purpose of this paper is to explore the impact of corporate social responsibility (CSR) engagement on employee motivation, job satisfaction and organizational identification as well as employee citizenship in voluntary community activities.Design/methodology/approach – Employees (n=224) of a major airline carrier participated in the study based on a 54‐item questionnaire, containing four different sets of items related to volunteering, motivation, job satisfaction and organizational identification. The employee sample consisted of two sub‐samples drawn randomly from the company pool of employees, differentiating between active participants in the company's CSR programs (APs) and non participants (NAPs).Findings – Significant differences were found between APs and NAPs on organizational identification and motivation, but not for job satisfaction. In addition, positive significant correlations between organizational identification, volunteering, job satisfaction, and motivation were obtained. ...
89 citations
TL;DR: It is argued that over-identification and over-disidentification have direct effects on workplace crimes, whereas under-identify and ambivalent identification indirectly influence the propensity to engage in workplace crimes.
Abstract: Although research has shown that there may be very different types of workplace crimes, scholarly work in this area a is currently fragmented with very little communication between very similar streams of research and b tends to be incomplete and can lead to conflicting findings. We address both of these shortcomings. First, we propose a typology of different types of workplace crimes consisting of pro-organizational, nonaligned-organizational, and anti-organizational crimes based on the intentions of the perpetrators. Second, we link these intentions to various identification “pathologies”—such as over-identification and over-disidentification, under-identification and ambivalent identification—and argue that these pathologies are linked to propensities to commit certain types of workplace crimes. Specifically, we contend that over-identification and over-disidentification have direct effects on workplace crimes, whereas under-identification and ambivalent identification indirectly influence the propensity to engage in workplace crimes. We suggest that this research aids us in clarifying the inconsistent conclusions in previous work in the domain of workplace crimes and that it emphasizes the importance of including organizational identification as a key factor in the extant models of workplace crimes. This research also highlights policy implications regarding workplace crimes in that it suggests that different agencies may be more effective in enforcing the law and disciplining those engaged in the different types of workplace crimes.
88 citations
TL;DR: In this paper, the authors investigated the effects of social and organizational identifications on student commitment, achievement and satisfaction in higher education and found that organizational identification is a stronger predictor of student commitment and achievement than social identification.
Abstract: The purpose of this research is to investigate the effects of social and organizational identifications on student commitment, achievement and satisfaction in higher education. The sample comprised 437 students enrolled in an undergraduate or postgraduate programme in business or management. A model was developed and tested using structural equation modelling. It was found that organizational identification is a stronger predictor of student commitment, achievement and satisfaction than social identification. Although organizational identification was a strong predictor of student satisfaction, student commitment was better at explaining student achievement. The implications for higher education institutions are discussed. To the knowledge of the authors, this is the first study to examine the effects of organizational identification on student commitment, achievement and satisfaction. The key contribution of the research is in providing support for the hypothesis that organizational identification can in...
88 citations
TL;DR: In this paper, the authors investigated how prior corporate reputation, nonprofit brand familiarity, and fit between company and nonprofit influence supportive CSR outcomes and examined the mediation role of perceived altruism and consumer-company identification in such associations.
88 citations
TL;DR: In this article, a model of identification for family business employees based on social identity theory has been proposed, which mediates the relationship between organizational justice, homophily, and commitment.
87 citations