Organizational identification

About: Organizational identification is a research topic. Over the lifetime, 1988 publications have been published within this topic receiving 97047 citations.

Social identity and self-categorization theories’ contribution to understanding identification, salience and diversity in teams and organizations

Abstract: Within social and organizational psychology and the other social sciences the concept of identity is now widely embraced. Two theories that are increasingly being applied to help make sense of group and organizational identification are social identity theory and self-categorization theory (Tajfel, 1978; Turner, 1982; Turner, Hogg, Oakes, Reicher & Wetherell, 1987). These theories, jointly referred to as the social identity perspective, recognise that people’s individual characteristics and their group memberships play a significant role in shaping attitudes, values, beliefs, and behavior. Given this focus, interest in these theories mirrors the growing popularity of group-based management techniques applied to topics such as group decision-making, team building, group performance, organizational culture and organizational change.

Two parallel mechanisms of the relationship between justice perceptions and employees' citizenship behaviour: A comparison of the organizational identification and social exchange perspective

Abstract: Based on the widely accepted relationship between procedural justice and organizational citizenship behaviour (OCB), this study examines and compares two mechanisms—social exchange with organization and organizational identification, through which employees are motivated to engage in organizational citizenship behaviour. A total of 152 teachers and their corresponding peers in a middle school completed the survey. We used bootstrapping to test our hypotheses. We found that procedural justice perception of employees is associated with their OCB-I (individual-oriented OCB) and OCB-O (organizational-oriented OCB) through two different mechanisms. Justice perception was related to OCB-I mainly through social exchange. Meanwhile the effect of justice perception on OCB-O was mainly channelled through organizational identification of the employees. Social exchange and identification are two parallel mechanisms, which may explain the relationship between procedural justice and OCB. However, their psychological me...

Does Fair Treatment in the Workplace Matter? An Assessment of Organizational Fairness and Employee Outcomes in Government

Abstract: The purpose of the current study was to investigate how perceptions of organizational fairness may facilitate positive outcomes and prevent negative consequences in government organizations. In that effort, this study examined relationship between perceived organizational fairness and organizational identification, job involvement and turnover intention with data collected through an organizational survey from 764 professional employees working in 65 geographically distributed offices in an agency in state government. The findings indicated that perceptions of procedural and distributive fairness have positive effects on professional employees’ job involvement and negative influences on their turnover intention, though these effects are mediated by their organizational identification. Implications of these findings for public management theory and practice are discussed.

Effects of CSR on employee retention via identification and quality-of-work-life

Abstract: This paper aims to explore the sequential effects of employee perceptions of corporate social responsibility (CSR), organizational identification (OI), higher-order quality-of-work-life (HQWL) and intention to stay (IS).,The survey responses were gathered from employees of a casino hotel company in the USA. All hypotheses were tested via structural equation modeling.,The results demonstrated that ethical and philanthropic CSR dimensions had significant direct effects on OI and indirect effects on HQWL via OI. OI had positive effects on HQWL (directly) and IS (directly and indirectly via HQWL). Both ethical and philanthropic CSR dimensions indirectly influenced IS via OI and HQWL, while economic CSR had a significant indirect effect on IS via HQWL.,This study addressed the lack of theory-driven empirical work on the relationship between CSR and employee retention by presenting new insights into how different dimensions of CSR can contribute for improving employee HQWL and IS via OI based on social identity theory (SIT) and social exchange theory (SET). In this study, the results may not generalize to other countries and cultures because the data arises from a casino hotel in the USA.,Based on the results, hospitality companies can improve employee OI, HQWL and IS by more effectively implementing different types of CSR programs.,This study provided support for the positive influence of CSR initiatives on hospitality employees in a controversial sector (i.e. casino hotels) in which there is a lack of empirical research.

The Role of Job Challenge and Organizational Identification in Enhancing Creative Behavior among Employees in the Workplace

Abstract: Organizations recognize the importance of creative employees and constantly explore ways to enhance their employees' creative behavior. Creativity research has directed substantial efforts to understanding how work environment fosters creativity. Yet, this research has paid little attention to the importance of specific characteristics of the work environment and organizational identification in augmenting creative behavior in employees at work. The present study examines the influence of job challenge on employees' creative behavior, arguing that organizational identification plays a mediating role in this relationship. The results show that organizational identification mediates the relationship between job challenge and employees' creative behavior.