Abstract
The aim of this research is to find out connections of identifications with the work group (group identification), informal subgroups (micro-group identification), and other members in the work group (interpersonal identification), considering cognitive, affective, and behavioral components, with an employee’s contribution to cooperative activities. The sample includes 302 fellows of 35 workgroups in Russian commercial companies and public organizations. Empirical data were collected with the Questionnaire of Interpersonal Identification, the Questionnaire of Micro-group and Group Identification, and the Collaborative Group Activity Scale from the Leadership, Contribution, and Interpersonal Style Questionnaire. All the tools were assembled into the computer-based assessment program “Group Profile” (GP) to conduct the survey individually on PC. It was found that all three dimensions of group identification and affective measures of interpersonal and micro-group identification predict individual contribution to collaborative activities in groups. Employee involvement in the informal subgroup within the work group mediates relations between identification dimensions at different levels and contribution to collaborative activities. The ties of additional characteristics (gender, age, tenure with the organization) with cooperative activities have been described. The multivariate model of identification makes it possible to extend the research scope and enhance the understanding of causes and effects of employee identification in the group.
Highlights
In recent years, employee’s identification with the organization and work group has drawn particular attention of both theorists and managers because it sets grounds for a variety of organizational attitudes and behaviors in employees
An earlier study of working groups shows that (a) micro-group identification is significantly stronger in all components in comparison with interpersonal and group ones (Sidorenkov et al, 2014); (b) there is a significant linear correlation between interpersonal identification and micro-group identification in all components, non-linear correlation is registered between micro-group and group identifications, whereas there is not any correlations between interpersonal and group identifications (Sidorenkov & Dorofeev, 2016); (c) micro-group identification in all components is significantly positively related with some indicators of group performance, whereas interpersonal and group identifications are not significantly related with them (Sidorenkov et al, 2014). These findings implicitly indicate that different identifications and their components can relate with behaviors and group characteristics in different ways
In different groups under the survey, the proportion of fellows establishing relations within an informal subgroup varied from 16.7% to 100%
Summary
Employee’s identification with the organization and work group has drawn particular attention of both theorists and managers because it sets grounds for a variety of organizational attitudes and behaviors in employees. Some attitudes and extra-role behaviors of employees are beneficial to the organization, as well as in-role behavior is considered a prerequisite to organizational functioning and effectiveness. In this way, extra-role and other kinds of prosocial behaviors—such as organizational citizenship behavior (OCB), contextual performance, and organizational spontaneity—have significant individual- and organizationallevel outcomes P. Podsakoff et al, 2009)
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