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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 paper, the authors examined the linkage between perceived external prestige and emotional labor strategies among the pharmaceutical representatives in India, drawing from the social comparison theory and social identity theory, the study showed that perceived externally prestige influences employees' emotional labour strategies directly as well as through organizational identification.

42 citations

Journal ArticleDOI
TL;DR: Li et al. as mentioned in this paper extended the relationship between paternalistic leadership and employee creativity by identifying employee organizational identification as a mediator and employee perceived job security as a moderator, and they found that employee perception of job security moderated a relationship between the morality component of paternalistic leaders and creativity.
Abstract: Our study extends the relationship between paternalistic leadership and employee creativity by identifying employee organizational identification as a mediator and employee perceived job security as a moderator. Results based on the data of 378 employees from a large bank in China indicated that employee perceived job security moderated the relationship between the morality component of paternalistic leadership and employee creativity. In addition, employee organizational identification mediated the relationship between the morality component of paternalistic leadership and employee creativity. We discuss implications for research on paternalistic leadership and employee creativity.

42 citations

Journal ArticleDOI
TL;DR: In this article, the authors proposed a parallel-sequential multiple mediator conceptual model for assessing the nexus between CSR and employees' desire to have a significant impact through work in the airline industry.

42 citations

Journal ArticleDOI
TL;DR: This study suggests that organizations should support the organizational and economic autonomy of their physicians to project an organizational identity that preserves the continuity of a doctor’s self-concept and that is evaluated as positive by doctors.
Abstract: Managing medical professionals is challenging because professionals tend to adhere to a set of professional norms and enjoy autonomy from supervision. The aim of this paper is to study the interplay of physicians’ professional identity, their organizational identity, and the role of professional autonomy in these processes of social identification. We test hypotheses generated according to social identity theory using a survey of physicians working in public hospitals in Italy in 2013. Higher degrees of organizational and economic professional autonomy are correlated with higher organizational identification. Identification with the profession is positively correlated with identification with the organization. Although the generalizability of our results is limited, this study suggests that organizations should support the organizational and economic autonomy of their physicians to project an organizational identity that preserves the continuity of a doctor’s self-concept and that is evaluated as positive by doctors. As a result, organizations will be able to foster organizational identification, which is potentially capable of inducing pro-social organizational behavior.

42 citations

Journal ArticleDOI
TL;DR: This article explored the relationship between employee perceptions of relative deprivation during a merger and acquisition (M&A) process and their turnover intention and found that egoistic relative deprivation, defined as people's feelings of deprivation due to their dissatisfaction with their position as an individual, predicts employee turnover intention.
Abstract: Recognizing the importance of postmerger integration from a human resource management perspective, this study explores the relationship between employee perceptions of relative deprivation during a merger and acquisition (M&A) process and their turnover intentions. Drawing on social identity theory, we investigate whether the relationship between relative deprivation and turnover intention can be mediated by employee organizational identification. The results, based on a two-phase survey of 222 employees in a merged Korean company, show that egoistic relative deprivation, defined as people's feelings of deprivation due to their dissatisfaction with their position as an individual, predicts employee turnover intention. Moreover, employee identification with the postmerger organization was found to fully mediate the relationship between egoistic relative deprivation and turnover intention. The article concludes with theoretical contributions, practical implications, and future research directions

42 citations


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