Levels Of Organizational Identification Research Articles

KONAKLAMA İŞLETMELERİ ÇALIŞANLARININ HİZMETKAR LİDERLİK ALGILARININ ÖRGÜTSEL ÖZDEŞLEŞME ÜZERİNE ETKİSİ: KONYA İLİ ÖRNEĞİ

Servant leadership perceptions of employees directly or indirectly affect organizational identification levels. The purpose of this study is; the relationship between servant leadership and organizational identification is examined in the tourism sector. In this context, an empirical study has been conducted with 379 occupations in the accommodation enterprises in Konya with easy sampling method from non-random sampling methods. The collected data were analyzed using SPSS Amos 21™ software. According to the research findings, servant leadership perception of the employees of the lodging enterprises has a positive and significant influence on organizational identification. It has been understood that the empowerment, a sub-dimension of the servant leadership, has a positive and significant influence on the organizational identification; the authenticity, a sub-dimension of the servant leadership, has a positive and significant influence on organizational identification; humility, a sub-dimension of the servant leadership, has a positive and significant influence on the organizational identification; stewardship, a sub-dimension of the servant leadership, has a positive and significant influence on organizational identification. Furthermore, it has also been found that the courage, a sub-dimension of the servant leadership, has a negative but significant effect on organizational identification

Public service motivation and performance: The role of organizational identification

ABSTRACTAlthough the association between public service motivation (PSM) and job performance has received increased attention, there is limited knowledge of the mechanisms underlying its effects. Utilizing data from Chinese civil servants and their supervisors, the authors found that PSM results in higher levels of organizational identification and leads to higher levels of job performance because civil servants perceive the organization’s fate and results as their own.IMPACTOur study demonstrates that organizational identification is a key mechanism that explains how public service motivation (PSM) leads to higher levels of performance. To improve performance, public agencies should create an environment that helps employees identify with the organization, for example by highlighting the distinct services that the organization provides for the public and by establishing socialization practices for newcomers.

Goal importance, use of performance measures, and knowledge exchange: An empirical study on general practitioners' performance.

In many health systems, general practitioners (GPs) exhibit high levels of isolation and, at the same time, low levels of organizational identification, which can hinder their individual performance. The extant health care literature suggests that the physicians' belief that organizational goals are important, the adoption of performance measurement systems, and knowledge-sharing practices affect their individual performance. Most research has investigated these constructs in isolation, however, rather than explored their collective impact on GPs' individual performance. The aim of this study was to explore how GPs' belief in goal importance, use of performance measures, and knowledge exchange affect their individual performance, here defined as their individual achievement of organizational goals. We developed five hypotheses regarding how GPs' belief in goal importance and use of performance measures may affect individual performance, as well as how knowledge exchange may moderate these relationships. We tested our theoretical conjectures using data collected in a community of GPs in the Italian National Health Service. A survey questionnaire was administered to gather information about the GPs' level of belief in goal importance, use of performance measures, and perception about knowledge exchange in their primary care units. We considered two measures of GPs' individual performance: efficiency and appropriateness of drug prescription. We tested our hypotheses using probit regressions. Our findings show that perceived importance of organizational goals and use of performance measures have a positive effect on GPs' individual performance. Meanwhile, GPs' use of performance measures moderates the relationship between their belief in goal importance and individual performance. Finally, perceived knowledge exchange moderates the relationships between belief in goal importance/use of performance measures and individual performance. Executives could improve GPs' individual performance through interventions that reinforce their belief that organizational goals are important, facilitate a more intensive use of performance measures, and encourage knowledge exchange practices.

Paternalist Liderlik Davranışının Örgütsel Özdeşleşme Üzerindeki Etkisinde Çalışanların İşe Tutkunluk Düzeylerinin Aracılık Rolü - The Mediating Role of Employee s Work Engagement in the Effect on Organizational Identification of Paternalistic Leadership Behaviour

This study examines the influence of perceived paternalist leadership behavior on the level of organizational identification of employees with benevolent, ethical and authoritarian leadership subdivisions, and in this effect the mediator role of employees' levels of work engagement. In this scope; the conceptual framework established primarily for paternalist leadership, organizational identification and work engagement is presented. Then, findings and conclusions related to the survey implemented within the scope of the research are included. The sample of the study consists of a total of 1032 employees working in the public sector and private sector organizations operating in the province of Kirsehir, which is reached through the face-to-face survey method. Likert type scale was used in the questionnaire form and structural equality model (SEM) was chosen as the research model. For the analysis of the data, the SPSS 22.0 package program and AMOS 24 SEM program were used together. The findings of the research show that the paternalist leadership’s authoritarian leadership subdimension does not have a meaningful effect on the organizational identification and therefore the role of mediation of work engagement can not be examined as well as that the paternalist leadership’s the benevolent leadership subdimension has a positive and meaningful effect on the organizational identification and the work engagement has a fully mediator role in this effect. It is also found that the moral leadership subdimension of the paternalist leadership has a positive and meaningful effect on organizational identification, but that work engagement has partly mediator role in this effect.

Home away from home: community embeddedness and expatriate retention cognitions

PurposeThe purpose of this paper is to propose a model that examines the influences of expatriate community relationship building behaviors on community embeddedness and community embeddedness on expatriate retention cognitions. The authors further investigate the moderating role of organizational identification.Design/methodology/approachSurvey data from 127 expatriates in the USA were collected and analyzed. The authors used multiple (moderator) hierarchical regression analyses to test the hypotheses. In addition, simple slopes analyses were conducted to further understand the interaction effects.FindingsThe results demonstrate that community relationship building behaviors positively influence expatriate community embeddedness, and the latter is associated with stronger retention cognitions. In addition, the paper finds that, for individuals who have lower levels of organizational identification, community embeddedness is particularly important.Research limitations/implicationsThis study is based on cross-sectional and self-report data, which limits the ability to draw definitive conclusions about causality. Thus, more multi-source and longitudinal data from different expatriate populations would increase the validity and the generalizability of findings. The theory and empirical evidence indicate the importance of community embeddedness, particularly when organizational identification is low, for expatriates’ retention cognitions.Practical implicationsThis study examines the important role of community relationship building behaviors on community embeddedness, and the role of community embeddedness in expatriates’ intention to stay.Originality/valueThis paper integrates the unique view of personal resources associated with different social contexts (i.e. community and organizational contexts) in expatriate studies.

Analysıs of the relatıon between organızatıonal ıdentıfıcatıon levels and organızatıonal justıce perceptıons of academıcıans

The purpose of the study was to examine the relationship between the organizational justice and organizational identification perceptions of the academicians in terms of some variables. The descriptive review model was used in the study as the method. As the data collection tool, the “Organizational Justice Perception Scale”, which was developed by Colquitt (2001) whose Turkish adaptation was performed by Özmen, Arnak and Özeri (2007), and the “Organizational Identification Scale”, which was developed by Mael and Ashforth (1992) whose Turkish adaptation was performed by Polat (2009), were used in the study. The study group consisted of 207 volunteering participants (152 male, 55 female) who worked at Sports Sciences Faculties of universities and who were selected according to the simple random sampling method The Multilinear Regression Analysis was used to examine the effect of organizational justice scores of the academicians who worked at Sports Sciences Faculties of universities on organizational identification levels. For the purpose of determining the difference between the organizational justice and organizational identification levels of the academicians according to gender and marital status, the Independent Samples t-test was applied; and the One-Way ANOVA test was applied to determine the difference according to service years and the department worked at. The significance level was determined as 0.05. As a result, it was determined that there is a positive and significant relation between the procedural justice, distributional justice and interpersonal justice levels, which are among the sub-dimensions of organizational justice of academicians who worked at sport sciences faculties, and their organizational identification levels; the organizational identification levels of the participants were high; their organizational justice perceptions were above the medium level, and the service years, which is one of the demographical variables, increased, it had a positive effect on these levels

The impact of perceived effort–reward imbalance on workplace bullying: also a matter of organizational identification

Work environments characterized by inadequate work conditions have been widely recognized as being particularly prone to the occurrence and exacerbation of bullying behavior. Accordingly, this longitudinal study aimed to explore whether the impact of effort–reward imbalance (ERI) on workplace bullying was mediated by a lower perception of organizational justice, and whether the association between ERI and perceptions of justice was moderated by organizational identification. In the current study, a sample of N = 195 Spanish employees from different occupational sectors filled in an online questionnaire at two different times with a time lag of 8 months. In line with the hypothesized moderated mediation model, results showed that organizational justice mediated the impact of ERI on workplace bullying. Moreover, the effect of perceived ERI on organizational justice was stronger for employees with low organizational identification. Overall, this study can contribute to better understanding how and when ERI boosts the risk of workplace bullying. Accordingly, early intervention designed to buffer the negative effects of ERI should focus on increasing individual levels of organizational identification.

Company Facebook and Organizational Identification

This study examined links between organizational Facebook pages and employee connection to the larger organization. Employee interaction with their company’s Facebook page was linked to higher levels of organizational identification and bridging social capital outcomes. Bridging social capital outcomes was also associated with organizational identification. Results indicate that the company Facebook page, considered primarily as a tool to engage external stakeholders, may also function to engage employees.

Organizational identification and students' achievement: The moderating role of perceived organizational prestige

This study examined the relationship between teachers' organizational identification levels and students' achievement and the moderator role of perceived organizational prestige in this relationship. The universe of the study is made up of 4537 teachers working in Konya central districts. The population was 523 teachers randomly selected from 4 private and 25 public schools on the basis of 2013-2014 TEOG (Transition from Primary Education to Secondary Education Exam) results and representation of the three central districts. Data was collected using Organizational Identification Scale, Perceived Organizational Prestige Scale and 2013-2014 TEOG results' school averages to evaluate the student achievement. The results of the study revealed that teachers' organizational identification and perceived organizational prestige were significant predictors of student achievement. Besides, perceived organizational prestige moderated the association between organizational identification and student achievement, suggesting that organizational identification and student achievement positively correlated when perceived prestige was high and this association was negative when perceived prestige was low.

Identificação organizacional entre funcionários públicos brasileiros: um estudo no setor cultural

Purpose – This study aims to understand the identification of public employees with the organizations in which they work by analyzing its determinants and consequences, in order to subsidize human resource management policies within these organizations. Design/methodology/approach – The study is based on data collected from two federal public institutions in the cultural sector, hereby metaphorically named “Young Executive” and “Older Lady”. A structured questionnaire was developed and voluntarily answered by employees from both organizations. The measurement and structural models were evaluated through structural equations, applying Partial Least Squares (PLS). Findings – Data analysis indicates that alignment between individuals’ values and the values of organizations is related to employees’ organizational identification with the company. The results show that there is greater organizational identification among “Older Lady” employees, as a consequence of their greater alignment to it in comparison with “Young Executive” employees. The level of organizational identification influences employees’ organizational citizenship and intention to leave these organizations. Originality/value – The study contributes to understand organizational identification among Brazilian public company employees, presenting evidence that advance knowledge on the subject and subsidize the formulation of management policies in the sector.

The effects of gender role orientation and career/family role salience on organizational identification and intention to leave

PurposeThe purpose of this study is to examine how gender role orientation (i.e. masculinity and femininity) and career/family role salience affect individuals’ organizational identification (OID) and intention to leave. Alternative models were developed to specify different relationships among the study variables.Design/methodology/approachData were collected via a questionnaire survey of 362 employees from three large companies in China. Structural equation modeling was used to evaluate alternative models and test the hypotheses.FindingsThis paper found that masculinity was positively related to career role salience, whereas femininity was positively related to family role salience. Career role salience, but not family role salience, was positively related to OID, which in turn was negatively related to intention to leave. A positive relationship was also found between femininity and OID, as well as between family role salience and intention to leave.Research limitations/implicationsThe cross-sectional nature of the data of this study precludes any definitive inferences about causality and directionality. The use of self-report measures also invites the potential threat of common method variance. The generalizability of results has been restricted, given that the respondents were drawn from three large companies.Practical implicationsOrganizations may provide more resources and support for their employees so as to increase their career role salience, which in turn enhances their level of OID. For employees who are high in femininity, employers may offer family-friendly programs to help them address resource drain from family to work, and hence to retain them.Originality/valueThis study provided evidence for the linkage between gender role orientation with career/family role salience. It also revealed the impacts of career/family role salience on OID and intention to leave. Some gender differences in this regard were highlighted.

Transformational leadership, adaptability, and job crafting: The moderating role of organizational identification

In this study, we aim to explore the link between transformational leadership and job crafting. We predict that transformational leadership will stimulate employee job crafting (seeking resources, seeking challenges, and reducing demands) by increasing their adaptability; but that transformational leadership will be less effective when employees have higher levels of organizational identification. We collected data from 185 dyads of subordinates and supervisors. Supervisors rated their own transformational leadership and subordinates' adaptability, and subordinates rated their own job crafting and organizational identification. Results from structural equation modelling analyses partially supported our hypotheses. In general our findings suggest that transformational leadership is associated with more expansion job crafting (seeking resources and seeking challenges) via adaptability, particularly for employees with lower organizational identification. We conclude that transformational leadership is an important antecedent of employee adaptability and proactivity at work.

Негативные последствия организационной идентификации работника: роль трудоголизма

In the previous researches it is shown that the strong feeling of identification of the worker with the organization has a row of positive correlates both for the worker, and for the organization. However, in several recent researches the empirical evidence of presence at organizational identification of negative correlates are obtained. In this research communication of organizational identification and wellbeing of the worker is studied, namely, the assumption of a mediation role of workaholism is tested. The results received by means of the survey of 1783 employees of the large Russian organization showed that the level of organizational identification of the worker promotes increase for it in excessiveness and compulsiveness of work that in turn, promotes the increase of its emotional exhaustion and the work-family conflict. These results show a dual role of identification of the worker with the organization, empirically show presence at organizational identification of potential negative effects, and also explain one of mechanisms of their emergence.

A Study on Determining the Influence of Organizational Identification on Organizational Justice and Organizational Silence

This study aims at determining how the organizational identification levels of individuals affect their organizational justice perception and organizational silence behavior. The research was performed with contribution of 213 people employed at two five-star hotels located at the province of Afyonkarahisar. The relationships and interactions among the variables of the study were determined through testing the structural regression models established at YEM. The regression models were confirmed as a result of the analyses and statistically significant relationships were observed among the variables. It was determined that organizational identification has significant and positive effects on the distributive justice, procedural justice and interactional justice dimensions of organizational justice. Besides, the research results revealed that organizational identification has negative significant effect on acquiescent and defensive silence dimensions of organizational silence, while it has positive significant effect on prosocial silence.

Culpable leaders, trust, emotional exhaustion, and identification during a crisis

PurposeThe purpose of this paper is to investigate followers’ judgments of the culpability of their leaders and the organization’s external stakeholders in causing a crisis. The authors study the differences in effects of these judgments on their trust toward their leaders, their emotional exhaustion, and their levels of organizational identification.Design/methodology/approachUsing the survey method the authors collected data from 354 individuals from an organization that filed for bankruptcy. Respondents’ comments also provided qualitative data that was used to triangulate the findings.FindingsThe authors find that individuals’ judgments that their leaders were culpable led to reduced trust, increased emotional exhaustion, and contrary to expectations reduced organizational identification. Therefore, it appears that in situations of perceived leader culpability during a crisis, followers tightly couple their leaders with the organization as a whole. In contrast, their judgments that external stakeholders were culpable were associated with increased trust toward their leaders, increased organizational identification, and they had no relationship with their levels of emotional exhaustion. The analysis of the qualitative data provides some insights into their judgments and the dependent variables.Research limitations/implicationsOrganizational members’ judgments of culpability are important factors that should be considered in crisis management research, and in research on trust, emotional exhaustion, and organizational identification. A limitation of the study is that it is cross-sectional in nature. Therefore, future research could test the findings in a longitudinal study.Practical implicationsLeaders need to understand the judgments of their followers during an organizational crisis. These judgments have implications for when and how leaders can mobilize their followers and the leadership tasks during crisis containment.Originality/valueExtant research tends to focus on the judgments of external stakeholders during a crisis. This study is one of the first to examine the effects of internal stakeholders’ judgments of culpability for causing a crisis on their trust, emotional exhaustion, and organizational identification. Further, existing empirical studies on followers’ attributions during a crisis tend to be laboratory based. The study provides empirical evidence from individuals in an actual organization in crisis.

Addressing Differences Between Inbound and Outbound Agents for Effective Call Center Management

To contribute to the management of blended call centers, researchers explored the moderating effects of personality traits and organizational identification on the turnover intention of inbound and outbound agents in a Canadian call center. The results reveal that the level of organizational identification among inbound agents is lower than it is among outbound agents. Contrary to previous research, however, turnover intention among inbound employees was found to be lower than that among outbound employees. The results also illustrate that openness to experience, which serves to reduce turnover intention, is a trait common to both types of call center agents. The finding that two personality traits—conscientiousness and emotional stability—have a positive impact on organizational identification for both inbound and outbound call center agents can be used to improve recruitment selection processes at call centers of all types.

Directives and Dialogue: Examining the Relationship Between Participative Organizational Communication Practices and Organizational Identification Among IT Workers

This study explores how the dialogue—or lack thereof—between employees’ opinions and organization-wide communications relates to employees’ identification with the organization. Using survey data from a sample of 111 IT workers, we performed cross-level tests to explore how employee voice, the perceived adequacy of organization-wide downward communication, and job satisfaction related to employees’ organizational identification. The results of the hierarchical regression and mediation analyses revealed that higher levels of employee voice were associated with higher levels of organizational identification and fully mediated by job satisfaction. Similarly, higher levels of organization-wide communication adequacy were associated with higher levels of organizational identification and partially mediated by job satisfaction. The findings suggest that inclusive and participative organizational communication practices are most likely to foster organizational identification when they are viewed favorably by employees and positively impact their job experiences.

The Perceptions and Expectations Toward the Social Responsibility of Hospitals and Organizational Commitment of Nursing Staff.

The labor rights of medical workers in hospitals in Taiwan have been a key issue of discussion and controversy in recent years. Generally, poor work conditions and manpower shortages in hospitals have resulted in a vicious circle of severely overworked medical and healthcare staff and chronically low staffing and retention rates. This study employed corporate social responsibility as the conceptual framework of the social responsibility of hospitals to examine the perceptions and expectations of nurses toward the social responsibility practices of the hospital where they serve and to explore the relationship between these perceptions and organizational commitment (OC). The participants were all nurses who were employed by one medical group in southern Taiwan. Two hundred forty anonymous questionnaires, which included scales that were designed to measure the social responsibility of hospitals and OC, were distributed. Two hundred twenty-seven valid questionnaires were returned. Exploratory factor analysis was used to validate the dimension of the social responsibility of hospitals, and hierarchical multiregression analyses were used to verify the relationship between the perceptions of nurses with regard to the social responsibility practices of the hospital where nurses serve and OC. There were considerable differences between participants' perceptions and expectations toward the social responsibility of hospitals. The nurses with high perceptions toward the social responsibility practices of the hospital where they serve tended to have relatively high OC. Senior nurses who had high perceptions of the legal and rational, ethical, and economic dimensions of the social responsibility practices of the hospital where they serve exhibited relatively strong affective commitment. Nurses in junior positions who had high perceptions of the practices of ethical responsibilities exhibited relatively strong continuance commitment. Senior nurses who had high perceptions of the legal and rational, ethical, and discretionary dimensions of the social responsibility practices of the hospital where they serve exhibited relatively strong normative commitment. A friendly and humane work environment in hospital settings facilitates the implementation of social responsibility, which has been shown to foster higher levels of organizational identification and job performance among nurses and other hospital employees.

Employee Entitlement and Proactive Work Behaviors

Organizations are concerned that the newest generation of workers believe they are entitled to positive organizational outcomes, regardless of their level of effort. To better understand employee entitlement and organizational outcomes, we tested whether entitlement was directly related to the proactive work behaviors of voice and taking charge. We also examined whether narcissism and organizational identification moderated these relationships. Results suggest that entitlement is not directly related to either of the proactive work behaviors examined. However, support was found for a model where narcissism moderated the relationship between entitlement and taking charge behaviors. Low narcissism employees are less likely to exhibit taking charge behaviors when they report low levels of entitlement. When employees are high in narcissism, low entitlement employees are actually more likely to take charge than employees high in entitlement. Organizational identification was also found to moderate the relationship between entitlement and voice as well as between entitlement and taking charge. Highly entitled individuals will engage in more voice and taking charge when they demonstrate high levels of organizational identification. Implications for research and practice are discussed.

Organizational identification moderates the impact of organizational justice on job satisfaction.

Few studies concern the moderator effect of organizational identification between organizational justice and job satisfaction. This study aimed to examine the trilateral relationship among organizational identification, organizational justice and job satisfaction, especially focus on the moderator effect of organizational identification. 354 staffs completed the measures of organizational justice, organizational identification and job satisfaction. Hierarchical regression analysis showed that organizational identification moderated the association between organizational justice and job satisfaction. When staffs reported a low level of organizational identification, those with high organizational justice reported higher scores in job satisfaction than those with low organizational justice. However, the impact of organizational justice on job satisfaction was not significant in high organizational identification group. Organizational identification can significantly moderate the impact of organizational justice on job satisfaction. The significance and limitations of the results are discussed.