Abstract
PurposeThis study aims to investigate the impact of three determinants of organizational identification (OID) on employee performance (EP) in the context of private business institutions.Design/methodology/approachA sample of 175 permanent faculty members from four top universities in Karachi, Pakistan, was interviewed using a five-point Likert scale questionnaire. The data were inserted in SPSS 22 and SmartPLS v 3.2 for performing the analysis.FindingsResults of the study showed a significant effect in perceived supervisor support on OID; OID; job satisfaction and EP; and mediating relationship. Conversely, an insignificant effect was observed in workplace incivility.Research limitations/implicationsIt is highly recommended that organizations work on the areas that lead to enhancing their employees’ performance. Also, human resource should create a healthy culture that promotes initiatives, open-door policies and discourages power distance. Lastly, one of the key responsibilities of management is to strengthen their OID because employees are more likely to identify with their supervisors if they invest in the organizations they work for.Practical implicationsThis study will help strengthen the relationship between supervisors and university employees. It will guide the supervisors to acknowledge and appreciate the efforts of their subordinates and develop recreational policies and employee engagement activities. In addition, it will help develop a conducive environment and enhance the quality of education in the university and the society.Originality/valueUnderstanding the determinants of OID on EP in the educational context is very important as it enhances the quality of EP and the overall quality of education of the institution.
Highlights
Organizations make many efforts to meet their existing necessities and enhance employees’ performance to ensure productivity and conductivity at their workplace
The purpose of this study was to determine the relationship between workplace incivility (WI), perceived supervisor support (PSS), job satisfaction (JS) and employee performance (EP) to ascertain whether organizational identification (OID) predicts EP
The study took place in a non-contrived environment. It demonstrated the significance of PSS on OID and revealed that EP plays an essential role in shaping the organization’s vision
Summary
Organizations make many efforts to meet their existing necessities and enhance employees’ performance to ensure productivity and conductivity at their workplace. Organizations must prepare for their upcoming necessities to confront impending challenges (Argote, 1999). The two main challenges of the organization are employees’ performance and motivation (Appelbaum, 2000). Employees are considered the tangible business assets that encourage the everyday activities and operations of an organization. © Syeda Wajiha Kazmi and Syeda Tuba Javaid. The full terms of this licence maybe seen at http:// creativecommons.org/licences/by/4.0/legalcode
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