Abstract
Understanding the relationship between an organization and the employees in that organization is of paramount importance for the success and future of that organization. This is related to the measurement of the organizational attitudes and behaviours of employees and the use of these attitudes and behaviours for forward-looking predictions. This being said, the aim of the study is to explore the relationship between the organizational identification levels of employees in ship agencies, and their job satisfaction and organizational commitment. For the purpose of this study, the data were obtained from 265 employees of different ship agencies in the cities of Istanbul and Kocaeli, Turkey, through questionnaire. The data then were analyzed via the structural equation modeling analyses, which were conducted using AMOS v22 by Bootstrap resampling with 5000 replications; the results have showed that organizational identification has both a positive direct and an indirect effect on organizational commitment, the latter through job satisfaction. Further, this study revealed that organizational identification, together with job satisfaction, explained about 0.59% of the variation in organizational commitment.
Highlights
Understanding the psychological bond between the individuals and the organization is of a pivotal role in organizational behaviour studies as it shapes the attitudes and behaviours of employees (Rhoades and Eisenberger, 2002)
The results of the explanatory factor analysis (EFA) using the principal components analysis and Varimax rotation, which was performed to determine the structural validity of the measurement model, demonstrated that there were two items with factor loads less than 0.50, which were removed from the scale
This study seeks to reveal the casual relationship between organizational identification, job satisfaction and organizational commitment in ship agencies based on the data obtained through face-to-face interviews and questionnaire using Google form between May and July, 2020
Summary
Understanding the psychological bond between the individuals and the organization is of a pivotal role in organizational behaviour studies as it shapes the attitudes and behaviours of employees (Rhoades and Eisenberger, 2002). Organizations which desire to enhance their competitive power, need highly motivated, committed, satisfied and innovative human capital (Abou Elnaga and Imran, 2014). For this reason, determining employees’ perceptions about their organization is critical to understand and control mechanisms that influence employees’ attitudes, and behaviours toward their jobs (Tüzün, 2009). OI which reflects ‘oneness’ perception of members with organization, is known to increase organizational citizenship behaviour (Ashforth, et al, 2008; Tanghe et al, 2010), in-role behavior (Haslam and Ellemers, 2005; van Knippenberg, 2000); extra-role behavior (Riketta, 2005; Lee et al, 2015), job satisfaction (Feather and Rauter, 2004; Yang and Chang, 2008; Alegre et al, 2016), organizational commitment (Meyer et al, 2004; Marique and Stinglhamber, 2011; DeConinck, 2011) and many other desirable outcomes. Though a sizable number of studies exploring these subjects with different variables have been published over years, there has been
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