Abstract
Purpose The purpose of this paper is to examine the effects of procedural justice, training opportunities and innovation on job satisfaction and affiliation commitment via the mediating effect of organizational identification. The authors also explored the moderating role of satisfaction with supervisor on the relationship between the antecedents and organizational identification as well as its moderating effect on the mediational chain. Design/methodology/approach The authors used structural equation modeling techniques, using MPLUS 7.4, to analyze data collected from 247 full-time employees who were recruited by undergraduate students attending a private university in the Southeast region of the USA. Findings Results demonstrated that the indirect effects for procedural justice and training opportunities as predictors were significant, while none of the paths for innovation as a predictor were significant. Satisfaction with supervisor moderated the relationships between procedural justice and organizational identification and innovation and organizational identification. Originality/value This research expands the nomological network concerning antecedents and consequences of organizational identification. It also explores the role of satisfaction with one’s supervisor, as this can affect identification with the organization. This research provides support for the notion that stronger employee–organization relationships lead to positive individual and organizational outcomes.
Highlights
Results demonstrated that the indirect effects for procedural justice and training opportunities as predictors were significant, while none of the paths for innovation as a predictor were significant
The purpose of this study was to examine the effects of procedural justice, training opportunities and innovation on job satisfaction and affiliation commitment via the mediating effect of Organizational identification (OID)
By confirming full mediation of procedural justice and training opportunities on job satisfaction and affiliation commitment through the influence of OID, we offer support for OID as a useful cognitive linking variable between individual perceptions of identity/self-worth and outcomes
Summary
Results demonstrated that the indirect effects for procedural justice and training opportunities as predictors were significant, while none of the paths for innovation as a predictor were significant. This research expands the nomological network concerning antecedents and consequences of organizational identification It explores the role of satisfaction with one’s supervisor, as this can affect identification with the organization. Employees whose sense of self is tightly connected to the social status and organizational prestige which the employing organization conveys are more satisfied and more involved in their jobs (He & Brown, 2013) This cognitive linking (Dutton, Dukerich, & Harquail, 1994) between the organization and the self is generally seen as the key to ensuring organizational effectiveness (Pratt, 1998)
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