Direct and Interactive Effects of Perceived Organizational Support and Positive Reciprocity Beliefs on Organizational Identification: An Empirical Study

Abstract

Organizational identification (OID) plays a crucial role in employee-organization relationship, which leads to a range of positive individual and organizational outcomes such as employee satisfaction and well-being, organizational citizenship behavior, performance and turnover intentions. Drawing on the social exchange theory, it is proposed that the positive relationship between perceived organizational support (POS) on OID will be stronger for the employees with positive reciprocity beliefs. Data was collected using structured questionnaires to measure the variables under study. The sample of the study was 306 employees working in different Indian organizations. The data was analyzed using hierarchical multiple regression. The results of the study show that POS had positive impact on OID. Further, the relationship between POS and OID was moderated by positive reciprocity beliefs such that the relationship was stronger when the positive reciprocity beliefs were higher. Theoretical and practical implications of the results are discussed for better understanding and application of the research.