Organizational identification

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

Why and When Workplace Ostracism Inhibits Organizational Citizenship Behaviors: An Organizational Identification Perspective

Abstract: Why and when do employees respond to workplace ostracism by withholding their engagement in citizenship behavior? Beyond perspectives proposed in past studies, we offer a new account based on a social identity perspective and propose that workplace ostracism decreases citizenship behavior by undermining employees’ identification with the organization. We also theorize that perceived job mobility influences the extent to which employees identify with the organization when being ostracized. These hypotheses were examined in two time-lagged studies conducted in China. The proposed hypotheses were supported by results in Study 1, and findings were generally replicated in Study 2, where effects of other known mediators (i.e., organization-based self-esteem, job engagement, and felt obligation towards the organization) and moderators (i.e., collectivism, power distance, and future orientation) suggested by previous perspectives were controlled. Results of Study 2 provided further support of the hypothesized directional effect of workplace ostracism on citizenship behavior via organizational identification. Our studies support the identification perspective in understanding workplace ostracism and also strengthen the application of this perspective in understanding workplace aggression broadly.

Organizational Citizenship Behavior of Temporary Knowledge Employees

Abstract: This study examines accounts of organizational citizenship behavior (OCB) by temporary knowledge employees. Most studies of OCB are based on the perspective of permanent employees and may not account for the unique perspective of temporary knowledge employees. This study finds that the most prominent themes in temporary knowledge employees' explanations for why they engaged in OCB are their perceived norms of professional behavior for their occupation and an experience of positive regard with and among their co-workers. This is in contrast with the themes of social exchange, organizational identification, and impression management that are currently invoked in explaining OCBs among permanent employees.

Different identifications cause different types of voice: A role identity approach to the relations between organizational socialization and voice

Abstract: Drawing on role identity theory, this study examines the mediating effects of identifications at two different levels, that is, organizational identification and job involvement (the extent of identification with job) on the relations between the level of organizational socialization and employee voice behavior. To better understand voice behavior, we propose that voice behavior is driven by role identity and categorize employee voice into self-job-concerned voice and self-job-unconcerned voice. A theoretical model is developed and empirically tested using a sample of 231 supervisor–subordinate dyads collected in China. Results show that the level of organizational socialization is positively related to self-job-concerned voice and self-job-unconcerned voice. Organizational identification mediates the relationship between organizational socialization and employee self-job-unconcerned voice. Job involvement mediates the relationship between organizational socialization and self-job-concerned voice. However, we find that the mediating effect of organizational identification between organizational socialization and self-job-concerned voice is not supported. Implication and contributions are discussed.

Behavioral and psychological consequences of corporate social responsibility: need of the time

Abstract: Purpose Although the concept of corporate social responsibility (CSR) has become an inspiring catch all in the eyes of researchers and practitioners, little from its psychological and behavioural consequences has been focused. This study aims to examine the relationship between CSR and organizational citizenship behaviour and the underlying mechanism between this relation using organizational identification and organizational commitment as mediating variables. Design/methodology/approach A questionnaire-based survey was given to 486 Malaysian employees of the hotel industry. Findings First, instruments were checked regarding its unidimensionality by applying confirmatory factor analysis (CFA), and then, structural equation modelling (SEM) was applied to test the model. SEM confirms that organizational commitment (OC) mediate the relationship between CSR and organizational citizenship behaviour (OCB), while organizational identification (OI) mediate the relationship between CSR and OC. Research limitations/implications The study selected sample from Malaysia hotel industry, the results might be different if samples are taken from a geographically different area. Practical implications The study has theoretical and practical implications for hotel managers to enhance employees’ identification, commitment and extra-role behaviour. Originality/value The study revealed underlying mechanism between CSR and OCB by incorporating OC and OI as mediating variables.

Investigating the relationship between the practice of pharmaceutical care, construed external image, organizational identification, and job turnover intention of community pharmacists.

Abstract: Background Pharmacy employers are being challenged to recruit and retain qualified employees. Objectives Our study hypothesized that pharmacists who practice pharmaceutical care have an attractive construed external image (how employees think outsiders view their organization), which strengthens their organizational identification (perceptions of oneness with or belongingness to the organization) and decreases job turnover intention (thoughts of quitting/searching for another job). Methods A 7-page questionnaire was mailed to the homes of a random sample of 759 licensed pharmacists practicing in the United States. Participants had the option of returning the completed survey via postal mail or a Web site. The study variables were measured with previously validated scales. Structural equation modeling with latent variables evaluated the hypothesized relationships. Several demographic variables were included. Results Responses were received from 252 subjects (33%); 121 were community pharmacists. As hypothesized, organizational identification and job turnover intention were significantly related ( B =−0.24) as well as construed external image and organizational identification ( B =0.41). The practice of pharmaceutical care and construed external image were not significantly correlated ( B =0.10). Although not hypothesized, construed external image was directly related to job turnover intention ( B =−0.25). The effects of the practice of pharmaceutical care on job turnover intention were mediated through organizational identification. Position had significant effects. Conclusions One additional benefit to the practice of pharmaceutical care may be strengthened organizational identification. Pharmacists' perception of the image of their employer may increase organizational identification and decrease job turnover intention. An understanding of the organizational identification of pharmacists would be useful in decreasing job turnover intention. Given the current demand for pharmacists, this is a worthwhile endeavor. Future research should focus on other predictors of construed external image and ways to enhance organizational identification. Encouraging the practice of pharmaceutical care may be 1 such way.