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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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Journal ArticleDOI
TL;DR: In this article, the authors investigated the predictors of different organizational identification profiles and found that different subgroup characteristics (prestige, contact, and size) may be used to explain four different combinations of subgroup identification with the subcontractor and superordinate identification (with the shipyard).
Abstract: The primary aim of this study was to investigate the predictors of different organizational identification profiles. Hypotheses based on the social identity approach and the literature on organizational commitment were formed and tested in a sample gathered from employees of 20 shipyard subcontractors. The results supported the idea that different subgroup characteristics (prestige, contact, and size) may be used to explain four different combinations of subgroup identification (with the subcontractor) and superordinate identification (with the shipyard). However, contrary to our hypotheses, none of the variables concerning relationships between the subgroups (intergroup competition, intergroup contact and perceived discrimination) emerged as significant predictors.

78 citations

Posted Content
TL;DR: In this article, the authors extended the concept of identity and identification to the study of industrial districts and proposed a theoretical model to explain how identity and identity occur within localized production networks and examines how the process of identification affects the industrial districts performance and competitiveness.
Abstract: The aim of this article is to extend the concept of identity and identification to the study of industrial districts. The theoretical model presented explains how identity and identification occur within localized production networks and examines how the process of identification affects the industrial districts’ performance and competitiveness. The study adopts a multi-disciplinary approach which integrates the traditional framework rooted in the fields of regional studies, governance structures, and management theory with some theoretical contributions developed in the field of social psychology. The concept of district identity is proposed as the missing link between the traditional macro-perspective based on shared culture, history, and values and a micro-founded approach to the study of industrial districts. It is stated that, through the process of identification, district identity explains at the actor level the adoption of distinctive behaviors, such as commitment, trust, and cooperation, which represent the ultimate source of competitive advantage of the district model.

77 citations

Journal ArticleDOI
TL;DR: In this article, the authors propose and test a moderated mediation model examining the relationships among ethical work climate, organizational identification, leader-member exchange (LMX) and organizational citizenship behavior (OCB).
Abstract: This paper aims to propose and test a moderated mediation model examining the relationships among ethical work climate, organizational identification, leader-member-exchange (LMX) and organizational citizenship behavior (OCB).,Numerous regression analyses were performed using PROCESS (version 2.13), a macro for SPSS developed by Hayes (2017) to test this moderated mediation model.,The analytical results showed that organizational identification mediates the positive relationship between an ethical work climate and OCB. The analytical results also showed that LMX moderates the direct effect of ethical work climate on organizational identification and that LMX also moderates the indirect effect of ethical work climate on OCB via organizational identification.,This study provides numerous valuable implications for hotels to develop effective strategies to promote employees’ OCB and improve their organizational identification.,This study was the first attempt to propose and test a moderated mediation model that explores the relationships among ethical work climate, organizational identification, leader-member-exchange (LMX) and OCB.

76 citations

Journal ArticleDOI
Yang Qi1, Liu Ming-xia1
TL;DR: In this article, the authors examined the link between ethical leadership and employee voice behavior by focusing on the mediating role of organizational identification and the moderating roles of organizational trust, finding that ethical leadership positively relates to employee voice behaviour and that organization identification fully mediates the positive influence of ethical leadership on employee voice behaviors.
Abstract: This study examines the link between ethical leadership and employee voice behaviour by focusing on the mediating role of organizational identification and the moderating role of organizational trust. The results of distinctive data from 293 supervisors–follower pairs in an insurance group from the People's Republic of China reveal that ethical leadership positively relates to employee voice behaviour, and that organization identification fully mediates the positive influence of ethical leadership on employee voice behaviour. We also found that organization trust moderates the relationship between the organization identification and employee voice. Furthermore, the mediating effect between ethical leadership and employee voice is moderated by organizational trust, that is to say moderated mediation. We discuss implications of these findings for research and practice.

76 citations

Journal ArticleDOI
TL;DR: This article proposed a theoretical model that links the two types of psychological contracts (relational vs. transactional psychological contracts) with organizational identification and service employees' in-role performance and organizational citizenship behaviors.

76 citations


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