Levels Of Organizational Identification Research Articles

Sustainable human resource management and job satisfaction—Unlocking the power of organizational identification: A cross‐cultural perspective from 54 countries

AbstractSustainable human resource management is gaining importance in organizations due to its role in developing a sustainable work environment and well‐being. This paper discusses the relationship between employee perceptions of sustainable human resource management and job satisfaction in 54 countries. We propose that sustainable HRM is positively associated with job satisfaction but that this relationship is moderated by employees' identification with the organization and country‐level individualism–collectivism. Thus, we suggest national culture functions as a second‐level moderator of the relationship of sustainable HRM with organizational identification on job satisfaction. Findings from the multi‐level analyses using data from 14,502 employees nested within 54 countries provided support for our hypotheses, namely that employee perceptions of sustainable HRM were positively associated with job satisfaction and that this relationship was more pronounced for employees with lower levels compared to higher levels of organizational identification in individualistic rather than collectivistic countries. These findings bear important implications for both theory and practice.

Attachment theory, organizational identification, and communication engagement strategies of successful college students: A retention study

Institutional attachment (belongingness) is the single strongest predictor of college student retention (Credé & Niehorster, 2012) and the preponderance of retention research has focused on the first-year student experience. The present study investigated attachment theory, organizational identification, and the communication engagement strategies of 189 graduating seniors from two universities. As graduation is the ultimate goal of retention, more can be learned from seniors who have successfully navigated the college experience. Attachment theory explicated varying approaches that students use to develop belongingness. College seniors demonstrated a high level of organizational identification and levels differed between attachment styles. Quantitative analysis demonstrated functional outcomes for both secure and preoccupied attachment styles for student engagement. In contrast to previous research (Bernier et al., 2004; Larose et al., 2005; Mattanah et al., 2011), which has associated a preoccupied attachment style with dysfunctional outcomes, the preoccupied style of attachment in the present study demonstrated the highest level of organizational identification and proved to be the most engaged student. Qualitative thematic analysis of responses to four scenarios describing college student challenges revealed insight as to the communication strategies based on the four-attachment style model. Implications for attachment theory, retention research, and student support services are discussed.

THE RELATIONSHIP BETWEEN ORGANIZATIONAL RESPECTABILITY AND ORGANIZATIONAL IDENTIFICATION IN PHYSICAL EDUCATION AND SPORTS TEACHERS

The aim of this study is to examine the relationship between organizational prestige and organizational identification in physical education and sport teachers. The research was designed in relational survey model. The sample of the study consisted of 220 physical education and sports teachers determined by simple random sampling method. In the analysis of the data, descriptive statistics such as mean and standard deviation of the variables were used. Firstly, it was determined whether the organizational prestige scale and organizational identification scale complied with the normal distribution hypothesis by looking at the skewness and kurtosis coefficients and parametric test methods were preferred. The relationship between organizational dignity and organizational identification, which are the variables of the study, was examined with Pearson Product Moment Correlation Coefficient. As a result, it was determined that there was a significant, moderate, positive relationship between organizational prestige levels and organizational identification levels of physical education and sports teachers. In other words, it can be said that as the organizational prestige levels of physical education and sports teachers increase, their organizational identification levels also increase.

Perceptions Matter: Do Divergent Views of Management and Colleagues on Social Climate Drive Employee Engagement Through Organizational Identification and Growth Satisfaction?

A growing body of research has explored the conditions that motivate employees to engage at work. While employees’ attitudes and behaviors are socially influenced by their significant others’ perceptions, the divergent perceptions of organizational climate are underexplored. This study examines the socio-psychological mechanisms by which employees’ and managers’ perceptions of social climate enhance employee engagement at work. Based on the postulate that “ psychological state engagement” are the primary catalyst for “ behavioral engagement,” this study presents a serial mediation model that examines the role of divergent perceptions of social climate (as characterized by cooperation, shared codes and language, benevolence, and integrity) in fostering individual engagement through the mechanisms of organizational identification and growth satisfaction. Data were collected from both managers and employees, using a time-lagged design at two-time points. The findings revealed that managers’ collective perceptions of social climate were associated with organizational identification and growth satisfaction, which in turn fostered employee engagement at work. Contrary to expectations, there was no statistically significant relationship between employees’ collective perceptions of social climate and their engagement. However, individuals who had more favorable perceptions of the social climate (compare to colleagues’ collective perception) reported higher levels of organizational identification. These results point to ways in which social climate can impact employee engagement, and underscore the importance of taking divergent perceptions of organizations into account. They advance theories on the inherent tension between individuals’ desire for inclusion and the need to maintain a sense of individuality and distinctiveness.

Volunteers’ satisfaction with the voluntary association: exploring the role of service climate, organizational identification, and understanding motivation

AbstractThis study employs the Attraction-Selection-Attrition model and Social Identity Theory to examine if organizational identification mediates the relationship between volunteers’ perception of service climate and satisfaction with the voluntary association they belong to. The study also investigates if understanding motivation, a component of motivation to volunteer, moderates the relationship between volunteers’ organizational identification and satisfaction with the voluntary association. A cross-sectional study was conducted using an online questionnaire completed by 166 participants serving as volunteers in a Red Cross local committee in an Italian city. Results suggest that there is a significant positive relationship between service climate and satisfaction with the voluntary association. Additionally, it was observed that organizational identification partially and positively mediates the relationship between service climate and satisfaction with the voluntary association. Contrary to what expected, the moderation effect was negative instead of positive. Specifically, the findings suggest that understanding motivation improves the satisfaction with the voluntary association when volunteers have low level of organizational identification but decreases the satisfaction with the voluntary association when volunteers have high level of organizational identification. In the discussion, it is emphasized the importance of volunteers’ satisfaction with the association for organizational functioning and discussed the moderation results in the context of known theories. Finally, the paper presents the practical and research implications of the findings.

How does empowering leadership promote employee creativity? The sequential mediating mechanism of felt obligation for constructive change and job crafting

Integrating the reciprocity lens and the componential model of creative process, we develop novel theoretical insights regarding how and when empowering leadership promotes employee creativity. In a scenario-based experimental study of 198 participants (Study 1), we found that empowering leadership was positively related to employees' felt obligation for constructive change, especially for employees who had a high level of organizational identification. In a three-wave field survey study of 221 employees and their direct supervisors (Study 2), we found that organizational identification strengthened the positive effects of empowering leadership on employees' felt obligation for constructive change. Furthermore, employees' felt obligation for constructive change was positively associated with job crafting behavior, subsequently employee creativity. Our research generates valuable insights into how and when empowering leadership enhances employee creativity.

The Regulatory Role of Organizational Identification in the Effect of Pygmalion on the Cyberslacking Behaviour of Hotel Businesses Employees

The objective of this study is to investigate the regulatory role of organizational identification in the effect of pygmalion on cyberslacking behaviour in five-star hotel business employees. A survey consisting of three different scales was administered to measure pygmalion, cyberslacking behaviour and organizational identification. Participants were asked to answer 4 questions about demographic factors, 10 questions about pygmalion, 14 questions about cyberslacking and 7 questions about organizational identification. The data obtained from 254 employees using convenience sampling and face-to-face survey methods were analysed using SPSS, SPSS Process and Amos software. The study found that when hotel employees have a low level of organizational identification, pygmalion does not significantly impact their cyberslacking behaviour. However, when organizational identification is medium or high, pygmalion has a significant negative effect on cyberslacking behaviour. According to result of the analysis, the effect of pygmalion on cyberslacking behaviour is regulatory by the level of organizational identification.

Do sectors (still) matter? Exploring similarities and differences between public, private, and non‐profit organizations from an organizational identity perspective

AbstractThis paper uses an organizational identity perspective to investigate similarities and differences between public, private, and nonprofit organizations. The analysis is focused on three interrelated identity domains: the content used by members to define their organizations; the orientation of the organizational identity (individualistic, relational, and collectivistic); the nature of members' attachment to their organizations (identification, neutral identification, ambivalent identification, disidentification). Using a sample of 256 members of organizations belonging to these three sectors we found that: the content used to describe public, private, and nonprofit organizations, although sharing numerous elements, also contains sector‐specific meanings, especially in nonprofit organizations; concerning the organizational identity orientation, private organizations are seen as more individualistic and more relational than public and nonprofit ones, while public organizations score high in the collectivistic orientation; regarding the nature of members' attachment, although members of the three types of organizations exhibit the same levels of organizational identification and neutral identification, nonprofit organizations generate more disidentification and ambivalent identification among their members than public and private ones. Overall, organizational elements revealing operational practices tend to be similar, while those elements representing organizational identity tend to be different.

Nurses Job Crafting: Correlation Between Organizational Identification and Workplace Attachment Among Nurses.

The aim of this study was to investigate the relationship between nurses' job crafting, organizational identification, and work attachment. Job crafting is a proactive activity in which nurses adapt the physical, cognitive, or social aspects of their jobs to make them more meaningful. Nurses are considered fundamental healthcare stakeholders who are able to transform initiatives implemented by the healthcare organization into valuable work outcomes. Nurses' perceptions of their jobs shape the community's opinion toward an organization. This is a descriptive correlational study. Two hundred seventy nurses were recruited from 1 governmental hospital in Egypt. Respondents completed the self-administered, printed questionnaires. Measures included job crafting, organizational identification, and work attachment questionnaires. Findings were investigated via descriptive and inferential statistics. Over half of the nurses reported a moderate level of job crafting, whereas none of the nurses reported a high level of organizational identification. More than half of the nurses reported low levels of work attachment. Job crafting is significantly related to nurses' organizational identification and work attachment.

Keep Off My Turf! Low-Status Managers’ Territoriality as a Response to Employees’ Novel Ideas

Although employees come up with creative (i.e., novel and useful) ideas, many of those ideas are not endorsed or implemented by managers. In shedding light on this phenomenon, we propose that managers who have lower social status in the organization are more likely to reject employees’ novel (but still useful) ideas. Guided by associative-propositional evaluation theory (AP-E) and the literature on the psychology of having low status, we hypothesize that when employees propose novel (compared with more mundane) ideas, it triggers greater feelings of insecurity and threat in low-status (versus high-status) managers, who perceive that these employees, if successful, could potentially infringe on their own domains at work. In turn, such low-status managers feel the need to be territorial—that is, to maintain and protect their existing work domains from potential infringement by others—and therefore refrain from endorsing their employees’ novel, yet useful ideas. However, we suggest that such negative effects are attenuated when low-status managers have high levels of organizational identification, allowing them to subordinate their self-interest to the interests of the broader organization. We demonstrate these effects in four preregistered studies—three laboratory experiments and a field study (with real employee ideas provided to managers for their assessment). We discuss the implications for the literature on the receiving side of creativity, territoriality, and status in organizations. Funding: This research was partly supported by the National Natural Science Foundation of China [Grant 72002214, 72372151 and 72302122] and Humanities and Social Sciences Research of Ministry of Education of China [Grant 22YJC630105]. Supplemental Material: The online appendix is available at https://doi.org/10.1287/orsc.2021.15132 .

Investigation the Perceptions of the Academicians in the Faculties of Sports Sciences on the Internationalization Policies of the University They Work in and Their Organizational Identification

This study was carried out to determine the views of the academic staff working in the faculties of sports sciences on the internationalization policies of the university they work and the levels of organizational identification and to examine the relationship between them. Relational screening model was used in the research. While the population of the research consists of academic staff in sports sciences faculties, the sample group consists of a total of 363 academic staff, 263 men and 100 women. In the study, “Personal Information Form” created by the researcher to determine the demographic variables of the participants; “Academics’ Views of Universities on Internationalization Scale”, developed by Taşçı (2018) to determine the views of academicians on the internationalization policies of the universities they work for; In order to examine the organizational identification of the participants, the “Instructor Organizational Identification Scale", developed by Eker (2015) was used. Frequency analysis to determine the demographic variables of the participants, descriptive test to determine the mean scores of the scales and the sub-dimensions of the scales; t-test for independent variables in comparison of participants’ mean levels of scales according to gender, administrative position and research university status; one-way anova test in comparison of title, professional service time and institutional service time variables; and tukey test to determine from which groups the differences originate; Simple regression tests were applied to examine the effect of the participants’ perceptions of the internationalization of the universities they work for on organizational identification, and multiple linear regression tests were used to examine the effect of the perception sub-dimensions of the internationalization of universities on organizational identification. As a result of the comparison of the participants’ perceptions of the internationalization of universities and their organizational identification, according to the status of the university they work at is a research university, it was determined that there were significant differences between the groups. When the effect of the participants’ perceptions of the internationalization of the universities they work for on their organizational identification was examined, it was determined that there was a moderate positive relationship.According to the results of the research, it has been determined that the participants whose university is a research university have higher perceptions of the internationalization of the university they work and their organizational identification than those who do not have a research university. It has been determined that as the level of perception of the academic staff in the faculties of sports sciences regarding the internationalization policies of the university they work in increases, their organizational identification also increases.

Influence of social identity on service sabotage in hospitality organizations: cross-level roles of job embeddedness, organizational identification and supervisor support

PurposeOn the basis of social identity theory, the purpose of this study is to simultaneously examine how social-based identity (i.e. organizational identification and supervisor support) and personal-based identity (i.e. work-related characteristics and job embeddedness) influence employees’ service sabotage.Design/methodology/approachBy using a sample of 685 employee–customer dyads, this study investigated whether the cross-level moderating roles of organizational identification and supervisor support can activate linkage between work-related characteristics and job embeddedness.FindingsThe results of this study indicated that job embeddedness mediates the multiple cross-level effects of organizational identification, supervisor support and work-related characteristics on service sabotage. Moreover, work-related characteristics influence job embeddedness more positively in higher than lower levels of organizational identification and supervisor support.Practical implicationsThis study provides a valuable approach to effective management practices, helps to clarify identification at work and expands perceived external prestige for hospitality companies.Originality/valueThese findings support that identity in organizations can be recognized as one of the fundamental concepts that influence individual psychological traits, capabilities, bodily attributes, group classifications and organizational effectiveness.

Eğitim Yönetiminde Örgütsel Özdeşleşme Bağlamında Sınıf Yönetimi Becerilerinin İncelenmesi

The aim of this study is to examine classroom management skills in the context of organizational identification in educational management. Schools are the organizations that serve to meet the wishes and expectations of society in education and constitute the lowest unit of the education system. The main purpose of educational organizations is to transfer the culture and values that will ensure the continuity of society to future generations and to shape these culture and values. One of the necessary conditions for these to be realized is that students, teachers and administrators involved in educational organizations should establish a psychological connection with their organizations and all kinds of activities organized by the organization. Because identification with an organization is a form of social identification in which a person has the phenomenon of unity and a sense of belonging and bonding associated with the institution, activities and members of which he is a member. Teachers who identify with their organizations adopt and believe in organizational goals and values individually and feel motivated to achieve these goals. In these teachers, high organizational identification is achieved by adopting organizational beliefs, values, attitudes and goals. In other words, individuals with a high level of organizational identification can defend the organization in any way. As a result of organizational identification, performance increases in the organization and productivity increases, with high coordination and cooperation, the organization adapts to environmental changes easily and quickly. Thus, organizational performance increases at the expected level. The first stage of educational management that comes to mind is classroom management. Class; while it is known as the environment in which the student group actively participates in educational activities, the classroom is expressed as “A community formed by individuals whose certain qualities are the same” as the word. Examples of this are the working class, the military class, the class created in a school environment. The students in the class show closeness to each other in terms of age, level of readiness, level of knowledge. The cluster name that this cluster creates is also a class. In educational activities, the word class should also be used in this nature. The teacher quality of classroom management also depends on the impact and quality of educational management. Success in the field of education is directly related to the success of classroom management. Key Words: Educational Management, Organizational Identification, Classroom Management

Sınıf Sınıf Yönetimi Becerileri ile Örgütsel Özdeşleşme Arasındaki İlişki önetimi Becerileri İle Örgütsel Özdeşleşme Arasındaki İlişki

The aim of this research is to determine the relationship between classroom management skills and organizational identification levels of classroom teachers working in primary schools. The study was designed according to the relational survey model, one of the quantitative research methods. The study group of the research consists of 120 teachers selected by using random sampling method among the primary school teachers working in the official primary schools in Gaziantep province Nizip district. In the research, data were collected through the "Classroom Management Scale" and the "Organizational Identification Scale". Classroom management skills and organizational identification levels of classroom teachers were determined according to the variables of gender, marital status, age, professional seniority and educational status according to the perceptions of the participants, and the relationship between the variables was tried to be revealed. Classroom management skills of classroom teachers were found at the level of "often", while their organizational identification perceptions were at the level of "agree". The findings were discussed on the basis of the relevant literature and recommendations were made.

Örgütsel Sosyalleşme Etkisinde Örgütsel Özdeşleşme: Sosyal Kimlik Teorisinin Geçerliliği

There is increasing interest in how to enhance the level of organizational identification as an attitude that organizations desire for their employees to develop in today's new generation enterprises. The search for new antecedents to increase the level of identification has proceeded for a long time in several organizational settings. An antecedent of the identification can be the organizational socialization process that employees experience through the organization’s direction. The validity of the theory for hypothesized relations gains importance as the conditions change in this context. It is expected that the socialization level of the employees increases the level of organizational identification in the institutions in the light of social identity theory. The main research question is to test the validity of social identity theory on the relationship. According to the findings of the quantitative-research with 448 participants, high level of explanatory effect of organizational socialization process on organizational identification was not found in accordance with the proposals of social identity theory. The findings of the study reveal the necessity of exploring new antecedent factors for organizational identification.

IMPACT OF ORGANIZATIONAL IDENTIFICATION ON THE PERFORMANCE OF FACULTY MEMBERS, EVIDENCE FROM JORDANIAN UNIVERSITY

This study aims to identif the organizational identification dimensions (loyalty, similarity and membership) and its impact on the performance of faculty members at Isra University/Jordan, in order to expand knowledge in this field, descriptive analysis and statistics methods have been applied for this research. The study population consisted of all faculty members working at Isra University (236) members. The study sample consisted of (170) members,(153) questionnaires received and subjected to statistical analysis, the result showed that the attitudes of the study sample towards the level of organizational identification at Al-Isra University are positive with high degree, and the attitudes of the study sample towards the performance level of the faculty members are positive and high. In addition, there is a statistically significant impact of organizational identification (similarity and membership) on the performance of the faculty members, and there is no significant impact of organizational identification (loyalty) on the performance of the faculty members. The study recommended strengthening the faculty members affiliation with their university, and the university administration works to achieve the conformity of the goals of the faculty member with his university, also the university administration offers better benefits to faculty members, and improving their incentives, salaries and wages.

Building Work Engagement in Organizations: A Longitudinal Study Combining Social Exchange and Social Identity Theories

Starting from the insights of social identity theory and social exchange theory, the present study aimed to understand how social support and organizational identification relate to work engagement. Moreover, it sought to verify if social support and organizational identification interact with each other to explain work engagement three months later. A longitudinal study was conducted on a sample of 150 employees, in which organizational identification, social support, and work engagement were measured through a questionnaire. The results show that when employees can count on their supervisors' and colleagues' support, they will be more engaged in their work. In addition, when an employee strongly identifies with their organization, the employee's evaluation of the social support received from colleagues and supervisors becomes less critical in determining their work engagement. These results confirm our hypotheses and extend the findings of previous research on withdrawal behaviors. From a practical point of view, it seems important for organizations to invest in increasing identification, as well as in building a high-quality social exchange relationship, especially when levels of organizational identification are low or decreasing.

Measures of Relationship Currency and Commitments in Higher Educational Institutions

This study examines the effect of relationship currency on organizational commitment in higher educational institutions in Lagos, Nigeria. A cross-sectional survey was adopted to gather information useful for assessing the effects of relationship currency on organizational commitment in participating higher educational institutions. The study population consisted of all staff (both academic and non-academic) of the participating state-owned higher educational institutions in Lagos. A total of 329 respondents were selected from the study population. A 6-Point Likert type scale format questionnaire was developed to capture reality in real terms. Data were analysed using a variance-based structural equation modelling with SmartPLS version 3.3.9. The findings reveal that relationship currency exerts a significant effect on organizational commitment in state-owned higher educational institutions, based on the results obtained from the hypotheses assessed. Therefore, the study recommends that management should provide an enabling environment that fosters social relationships among employees across departments and units in the institutions, as this will enhance the levels of organizational identification, thereby influencing organizational commitment. This study examines the effects of relationship currency on employee commitment in higher educational institutions, both empirically and expository-wise.

Mediating Effect of Burnout Dimensions on Musculoskeletal Pain: The Role of Emotional Intelligence and Organisational Identification

Aim/Purpose: The present study aims to frame the relationship between job and personal resources (namely, organizational identification and emotional intelligence), burnout, and musculoskeletal disorders (i.e., back pain, upper limb pain, lower limb discomfort), into the theoretical framework provided by the JD-R health model. Background: Empirical research indicates a connection between burnout and the onset of musculoskeletal problems, one of the most important occupational health issues affecting all jobs and organizations. In light of the JD-R health model, we investigated the association between personal and job resources with burnout and musculoskeletal disorders. Methodology: An anonymous online questionnaire was answered by 320 workers (82.4% female, Mage = 42.18; SDage = 12.24) investigating their perceived level of burnout, the presence of musculoskeletal pain (back, neck, and shoulder), and their level of organizational identification and emotional intelligence. Descriptive analysis, correlation, and moderated mediation model were performed using SPSS. Contribution: We confirmed the role of personal and organizational resources in the salutogenic process considered by the JD-R health model. Emotional intelligence, decreasing the perceived level of burnout, limited the development of musculoskeletal disorders. Moreover, when organizational identification presented low and medium levels, the association between emotional intelligence and burnout strengthened. Findings: Our results showed a negative, indirect effect of emotional intelligence on musculoskeletal disorders via burnout. Moreover, we found a moderation of organizational organization, indicating that at low and medium levels of identification, the association between emotional intelligence and burnout is stronger. Recommendation for Researchers: In addition to work factors involved in the link between burnout and musculoskeletal disorders, it is also important to consider personal and emotional factors, which can decrease the occurrence of adverse consequences. Future Research: Future research developments could contribute to a deeper understanding of the mechanisms linking emotional intelligence, burnout, and musculoskeletal problems, as well as consider objective indicators of burnout levels or consider using ecological data collection methodologies (e.g., ecological momentary assessment), to identify patterns and associations between burnout and musculoskeletal disorders.

Okul Yöneticilerin Kurumsal İmaj Algılarının Örgütsel Özdeşleşme Düzeylerine Etkisine İlişkin Veri Analizinin ve Araştırma Bulgularının İncelenmesi

In this research, it is aimed to examine the data analysis and research findings related to the effect of school administrators' perceptions of corporate image on organizational identification levels. In this research on the effect of school administrators' perceptions of corporate image on organizational identification levels, the survey method was used to collect data in parallel with performing data analysis. The sample of the research consists of 40 school administrators selected by random sample who worked in official primary schools of Bahçelievler district of Istanbul province in the 2016-2017 academic year in which the research was conducted. According to the findings of the research, school administrators' perceptions of corporate image are medium and their organizational identification levels are high. With the perception of corporate image and corporate image the relationship between organizational identification organizational identification levels of correlation between weak, has a significant positive correlation (R=0.344, p=0,030<0.05). The result was obtained that there was a weak but positively significant relationship. A regression analysis to determine the relationship of cause and effect between corporate image and organizational identification was found to be statistically significant (F=6,235; p=0,017 for<0.05). As a determinant of the level of organizational identification, it was found that its relationship with corporate image variables (explanatory power) was weak (R2=0.118). The level of corporate image of managers increases the level of organizational identification (ß=0.905). Organizational identification levels of school administrators with perceptions of corporate image; it was concluded that there was no significant difference according to seniority year, educational status, marital status and age. The perceptions of corporate image of those who had 5 years of study at school and less increased more than those who had 5 years and more. On the other hand, there was no statistical significance of organizational identification levels according to the variable of the working year at school. In accordance with the scientific statistical data obtained, suggestions were made to researchers and senior Ministry of Education (Ministry of National Education) managers for scientific studies.