Abstract
Previous research has found inconsistent results on the impact of work-status (permanent vs. fixed term vs. causal work) on attitudinal and behavioural outcomes. This study explored this topic from a social identity perspective and examines the effect of communication climate, organisational and team identification on job-affective well-being, organisational commitment and intentions to recommend. In Study 1, 631 professionals working in Chile completed our survey. In Study 2, which was pre-registered, 520 professionals from the UK completed the same survey. In both studies we conducted multi-group path analyses comparing employees with three work-statuses: permanent, fixed-term, and casual workers (Study 1: n = 369, 129, and 131, respectively; Study 2: n = 438, 53, and 34, respectively). We found work-status influenced the relationship between organisational and team identification with job-affective well-being, but not with organisational citizenship behaviour or intentions to recommend. Across all groups, communication climate was an important predictor for identification measures, job-affective well-being and intention to recommend. These findings offer an understanding of the dynamics of social identification in the workplace that are related to work-status in the context of two different countries; Chile, a country that is characterised by high rates of fixed-term and casual job agreement and the UK, which has comparatively fewer non-standard work-arrangements.
Highlights
Previous research has found inconsistent results on the impact of work-status on attitudinal and behavioural outcomes. This study explored this topic from a social identity perspective and examines the effect of communication climate, organisational and team identification on job-affective well-being, organisational commitment and intentions to recommend
These findings offer an understanding of the dynamics of social identification in the workplace that are related to work-status in the context of two different countries; Chile, a country that is characterised by high rates of fixed-term and casual job agreement and the UK, which has comparatively fewer non-standard work-arrangements
We found that the positive influence of communication climate and intention to recommend seem to be stable across groups and contexts; this means that in Chile and the UK and across different work status, there is a positive relationship between communication cli‐ mate and intentions to recommend
Summary
Previous studies have linked work-status and organisational identifica‐ tion by assessing their effect on organisational outcomes (Buonocore, 2010; Feather & Rauter, 2004; Veenstra, Haslam, & Reynolds, 2004), the present study expands these ef‐ forts in four important ways It incorporates two forms of identification in the workplace: with the organisation as a whole and with the team of which employees are Gleibs & Lizama Alvarado part. Millennials experience more job and or‐ ganisational mobility and a higher proportion of lateral or downward career moves (Lyons, Ng, & Schweitzer, 2014) These attitudes could be driven by the fact that younger workers experience greater job instability and are more often affected by nonstandard forms of employment that older workers (ILO, 2016; OECD, 2018). All of these facts indicate that it is worthwhile to study the influence of work-status on job-related variables in the context of younger workers (e.g., millennials) in Chile and the UK
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