Levels Of Organizational Identification Research Articles

Effect of organizational identification on organizational commitment among primary Omani schools: Empirical study: أثر التماثل التنظيمي في الالتزام التنظيمي لدى معلمي مدارس التعليم الأساسي في سلطنة عمان: دراسة ميدانية

The current research amid to examine the effect of organizational identification on organizational commitment of the primary school teachers, Sultanate of Oman. The researchers adopted the descriptive survey method which is the appropriate approach that suits the objectives of this study. Based on the nature of this quantitative study, the researcher used the cross-sectional method to collect its data. A questionnaire of 50 items was distributed randomly to 846 teachers (419 males and 427 females) in seven educational governorates. The results from the descriptive analysis revealed high level of organizational identification and organizational commitment among the primary school teachers, the mean was (4.296) and (3.978) respectively. The results from structural equation modeling showed a direct impact of organizational identification on organizational commitment, Where the size of the effect came (3.69). In addition, teachers’ qualification (diploma, bachelor, and master) showed a moderating effect on the relationship between organizational identification and organizational commitment was 0.41, 0.55 and 0.64, however no moderating effect was found for both teachers’ gender and years of experience in this relationship. The research included a number of recommendations, including supporting the teachers financially and emotionally, creating the conducive learning environment by providing the requirements of the educational process. The current research also recommended supporting the professional development and scientific scholarship as well as the participation in various educational activities. Finally, this study recommended granting the teachers special privileges from both government and private sector as well as enhancing their social status.

Relationship Between Teachers’ Organizational Silence Behaviors and Organizational Identification

Bu çalışmanın temel amacı çeşitli kademelerde görev yapan öğretmenlerin örgütsel sessizlik ve örgütsel özdeşleşme düzeyleri arasındaki ilişkinin incelenmesidir. Bunun yanında örgütsel sessizlik ve örgütsel özdeşleşme arasındaki ilişkinin yönünü ve düzeyini belirleyebilmektedir. Bu bağlamda Düzce ilinde görevli toplamda 660 öğretmenden Örgütsel Sessizlik ve Örgütsel Özdeşleşme ölçekleri ile veriler toplanmıştır ve araştırma ilişkisel tarama yöntemine uygun olarak tasarlanmıştır. Yapılan Mann Whitney-U-testi ve Kruskal Wallis-H testi analizi sonuçlarına göre öğretmenlerin örgütsel sessizlik ve özdeşleşme düzeyleri ile çalıştıkları okul türü, yönetici ile aynı sendikadan olma ve çalışılan okul kademesine göre istatistiksel olarak anlamlı fark tespit edilmiştir. Öğretmenlerin cinsiyeti, kadro türleri (kadrolu-sözleşmeli-ücretli), kıdemlerine göre her iki değişken açısından istatistiksel olarak anlamlı fark yoktur. Özel okullardaki örgütsel sessizlik düzeyi devlet okullarından anlamlı şekilde daha yüksek olarak tespit edilmiştir. Bununla beraber okul kademeleri arasında da anlamlı farklılık söz konusudur ve örgütsel sessizliğin en yüksek düzeyde lise kademesinde, en az düzeyde ise ilkokul kademesinde olduğu görülmektedir. Örgütsel özdeşleşme düzeyleri de kademeler arasında anlamlı farklılık göstermektedir. Örgütsel özdeşleşme en yüksek ilkokul kademesinde daha sonra ortaokul kademesinde iken en az düzeyde ise lise kademesinde görülmektedir. Örgütsel sessizlik ile örgütsel özdeşleşme arasında negatif, düşük düzeyde ve anlamlı korelasyon vardır. Öğretmenlerin örgütsel sessizlik düzeyi arttıkça özdeşleşme düzeyleri düşmektedir. Okullarda katılımcı yönetim anlayışını yerleştirecek, her öğretmenin okulun değerli bir üyesi olduğu düşüncesini oluşturacak yönetsel uygulamalara daha çok yer verilmesi önemli görülmektedir.

Exploring Contagion in Budgetary Misreporting

This study investigates the effect of internal reporting environment openness and organizational identification on managers’ budgetary misreporting. Using an experiment, we find that organizational identification moderates the effect of internal reporting environments on misreporting. That is, with weak organizational identification, there is significantly higher misreporting under an open reporting environment compared to a closed reporting environment. However, with strong organizational identification, there is no difference in misreporting between open and closed reporting environments. Our findings provide insight into how the internal reporting environment and the level of organizational identification jointly affect managerial reporting behavior. Our study has important implications for practice given many organizations are moving towards more open, transparent environments and increasing investment in building organizational identification. Our results suggest that organizations need investment in enhancing organizational identification first before considering having an open environment.

Mediating role of job satisfaction in the relationship between organizational identification and organizational commitment

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.

LEADERSHIP STYLE AND ITS RELATIONSHIP WITH EMPLOYEE’S ORGANIZATIONAL IDENTIFICATION: EVIDENCE FROM THE HOTEL BUSINESSES in TURKEY

This study aims to identify the relationships between democratic, autocratic, and laissez-faire leadership behaviours perceived by the five-star hotel employees for their managers and their organizational identification levels. In this context, data were obtained by using questionnaires from 464 employees working in five-star hotels operating in Antalya, Turkey. A simple random sampling method was used in the selection of individuals. Structural equation modelling (SEM) was used to test the research hypotheses. As a result of the analysis, it was found that the managers working in tourism enterprises show democratic leadership behaviour most, and the level of organizational identification of the employees is medium. Besides, it was concluded that the democratic leadership behaviour that employees perceive for their managers positively affects the level of organizational identification, while that of autocratic and laissez-faire leadership negatively. The theoretical and managerial implications of these findings are discussed.

Structural empowerment and serving culture as determinants of organizational identification and turnover intention

PurposeThis paper aims to provide an alternative explanation for how organizations could increase levels of organizational identification, in turn reducing employee turnover intention. Specifically, the study empirically tests the joint effect of two types of organizational resources – structural empowerment and serving culture (SE*SC) – on employee identification. Moreover, it investigates the mediating effect of organizational identification on the relationship between the joint effect (SE*SC) and turnover intention.Design/methodology/approachThe data were collected in 2018 from employees working in a higher education institution located in the USA. Structural equation modeling was used to test the proposed model.FindingsStatistical analysis reveals the positive joint effect (SE*SC) on organizational identification and the mediating effect of identification on the relationship between the joint effect (SE*SC) and turnover intention.Originality/valueThis study contributes to past research by revealing a new important mechanism. Business organizations could increase levels of employee identification and, in turn, reduce turnover by providing empowering resources that allow employees to successfully complete their jobs. Moreover, the study also contributes to practice by providing some recommendations that managers may implement to improve internal effectiveness in their respective organizations.

The Conditional Effect of CEO Organizational Identification on the CSR-CSIR Interrelationship

A growing number of studies have examined corporate social responsibility (CSR) and irresponsibility (CSiR) as distinct constructs that can simultaneously describe a firm’s behavior. Yet prior work also suggests they might be interrelated, especially through the mechanisms of moral licensing and moral cleansing. That is, a firm’s current engagement in CSR is positively related to its future engagement in CSiR, and vice versa. In this paper, guided by upper echelons theory and social identity theory, we propose that CEO organizational identification has a conditional influence on the interrelationship between CSR and CSiR. Drawing on theories of moral reasoning, we develop a set of competing hypotheses to argue that CEO organizational identification has either an amplifying effect to strengthen their interrelationship, or a diminishing effect to weaken their interrelationship. Using a sample of S&P 500 firms from 2006 to 2016, we find that CEOs with higher levels of organizational identification are more likely to engage in moral licensing and moral cleansing, and thus show that CEO organizational identification has an amplifying effect on the CSR-CSiR interrelationship.

Örgütsel Destek, Örgütsel Özdeşleşme ve İşe Yabancılaşma Arasındaki Yapısal İlişkiler

Örgütsel destek algısı, öğretmenlerin tutum ve davranışları üzerinde olumlu etkilere sahip önemli bir faktördür. Bu araştırmada; algılanan örgütsel destek ile öğretmenlerin örgütsel özdeşleşme ve işe yabancılaşma düzeyleri arasındaki ilişkinin tespit edilmesi amaçlanmıştır. Çalışma, nicel araştırma desenlerinden ilişkisel tarama modelinde tasarlanmıştır. Araştırmanın örneklemi; Osmaniye ilinde bulunan ilkokul, ortaokul ve liselerde görev yapmakta olan öğretmenler arasından küme örnekleme yöntemiyle tesadüfi olarak seçilmiş 35 okuldaki 231 öğretmenden oluşmaktadır. Araştırmanın veri seti; Algılanan Örgütsel Destek Ölçeği, Örgütsel Özdeşleşme Ölçeği ve İşe Yabancılaşma Ölçeği yardımıyla elde edilmiştir. Ölçüm modeli, değişkenlerin birbiriyle istatistiki olarak anlamlı ilişkilere sahip olduğunu göstermektedir. Yapısal eşitlik modellemesi sonuçları; algılanan örgütsel desteğin, öğretmenlerin örgütsel özdeşleşme düzeyi üzerinde istatistiki açıdan anlamlı ve negatif etkisi olduğunu göstermektedir. Algılanan örgütsel destek; öğretmenlerin işe yabancılaşma düzeylerini, örgütsel özdeşleşmenin tam aracılık etkisiyle negatif olarak etkilemektedir. Araştırma sonuçları esas alındığında; öğretmenlerin tutum ve davranışları üzerinde olumlu etki bırakabilmek için örgütsel destek algılarını güçlendirmeye yönelik uygulamalarda bulunulması gerekmektedir.

Örgütsel Kısıtların Görev Performansı ve Bağlamsal Performans Üzerindeki Etkisinde Örgütsel Özdeşleşmenin Aracılık Rolü (The Mediating Role of Organizational Identification in the Relationship Between Organizational Constraints, Task Performance and Contextual Performance)

Purpose – The aim of this study is to examine the mediating role of organizational identification in the impact of organizational constraints on task performance and contextual performance. Design/methodology/approach – The research was carried out by collecting data from 592 graduates from universities working in public institutions in Ankara. SPSS and SmartPLS programs were used in the analysis of the data. Structural equation modeling method was used to test the hypotheses. Findings – According to the findings, organizational constraints do not have a significant effect on perceived task performance and contextual performance. However, organizational constraints affect organizational identification negatively and significantly. Organizational identification also affects task performance and contextual performance positively and significantly. Even if organizational constraints do not affect task performance and contextual performance, it was observed that this effect occurred indirectly when evaluated according to the approach of Zhao, et al. (2010). Therefore, according to the study results, organizational identification plays a mediating role in the effect of organizational constraints on performance. Discussion – One important thing to note is that the level of constraints, as measured by the Organizational Constraints Scale, is not the degree to which the mentioned constraints exist but rather the degree to which the mentioned constraints make it difficult or impossible to do one’s job. According to the results of the analysis, it has been revealed that the organizational constraints for the participants create problems on average once or twice per month. Considering that the research is conducted in public institutions, the factors among the scale items that are high in average and seen as more constrained than others are “interruptions by other people, other employees and conflicting job demands”. It is seen that employees consider the reasons arising from individuals rather than a public institution as a constraint. According to the results of the research, the organizational identification levels of the participants are high and this positively affects the task performance and contextual performance. Since a study examining the relationship between organizational constraints and identification has not been found in the literature, another contribution of the research to the literature is that organizational identification decreases as the organizational constraints increase. Another conclusion that arises in the research is that organizational identification has more impact on contextual performance than on task performance. In this case, it is necessary to investigate which factors can explain why organizational identification has an impact on contextual performance rather than task performance. Since the research model has not been tested before, it is thought that it will contribute to the literature.

Dual organizational identification within multisite nonprofit organizations

What influences the organizational identification of volunteers and employees within multisite nonprofit organizations? Specifically, is identification focused on the central office, affiliate office, or both? This study questions the self-assessed identification of those in affiliate offices over multiple levels, along with how variables such as distance, perceived organizational support, and competition impact these relationships. Based on a survey of 72 individuals, the findings show that those with a higher level of organizational identification with the affiliate office will also have a higher organizational identification with the central office. This identification could be because multiple levels of identification influence each other.

Örgütsel Özdeşleşmenin İş Tatminine Etkisi: Burdur İlinde Bir Araştırma

Bireylerin kendisini işine, çalışma arkadaşlarına ve yöneticilerine bağlı hissetmesi durumunda örgütüyle özdeşleşmesi muhtemeldir. Ancak örgütü ile özdeşleşen her bireyin işinden tatmin olduğunu ifade etmek mümkün değidir. Bu sebeple örgütsel özdeşleşmenin iş tatmini üzerindeki etkisini belirlenmesi bu araştırmanın temel amacını oluşturmaktadır. Araştırmanın Burdur ilinde gerçekleştirilme sebebi ise alanda daha önce benzer nitelik taşıyan çalışma yapılmamış olması ve kamu çalışanlarının örgütsel özdeşleşme düzeylerinin tespit edilmemiş olmasıdır. Çalışmanın özgün yanını ifade eden bu kapsam doğrultusunda kamu çalışanlarından oluşan 285 kişiye yüz yüze anket çalışması uygulanmış, 34 kişi ile gerçekleştirilen görüşmenin yarıda kesilmesi sebebi ile 251 kişilik veri seti değerlendirmeye alınmıştır. Araştırma sonucunda örgütsel özdeşleşmenin iş tatminin örgüt boyutu ile hem anlamlı ilişkiye hem de anlamlı etkiye sahip olduğu, ücret boyutu ile herhangi bir ilişki ya da etkiye sahip olmadığı tespit edilmiştir. Bu tespit örgütsel özdeşleşme algısına sahip olan kamu çalışanlarının içinde bulundukları çalışma ortamından tatmin oldukları ancak ücretin bu tatmin içerisinde yer almadığı şeklinde yorumlanabilmektedir. Anahtar Kelimeler: Örgütsel Özdeşleşme, İş Tatmini, Kamu KurumlarıJEL Sınıflandırması: D23, M10, M12, M54

Hizmetkâr Liderlik Davranışının Örgütsel Özdeşleşme ve İşgören Performansı Üzerine Etkisi: Restoran Çalışanları Üzerinde Bir İnceleme (The Effect of Perceived Servant Leadership Behaviour on the Organizational Identification and Performance Of Employees: A Research on Restaurant Employees)

Purpose: The main purpose of this study is to determine the effect of perceived servant leadership behaviour of restaurant employees on the organizational identification and performance of employees. Design/methodology/approach: In order to realize the purpose of the research, the theoretical structure of the study was formed via literature research and depending on this structure, three hypotheses were developed. The data needed to test these hypotheses were collected by questionnaire method. The population of the research consists of food and beverage establishments operating in Izmir Province, and the sample is composed of first class restaurant employees. The data were obtained from 392 restaurant employees selected by sampling method. Findings: As a result of the research, it was determined that perceived servant leadership has a positive and significant effect on employee performance and organizational identification level. At the same time, it was determined that employees' perceptions of servant leadership and their level of performance and organizational identification were moderate. Discussion: It can be stated that restaurant managers exhibit behaviors that deal with the problems of the personnel, give priority to their career development, wishes and needs and act in line with ethical principles in the process of achieving the objectives of the business. If the managers exhibit servant leadership behavior may increase the organizational identification and performance levels of the employees.

Algılanan Örgütsel Desteğin Örgütsel Özdeşleşmeye ve İşten Ayrılma Niyetine Etkisi: Afyonkarahisar Örneği

The aim of this study is to determine the level of relationship between hotel employees’ organizational support perceptions, organizational identification levels and intention to leave. In this study, opinions of hotel employees were taken by questionnaire technique. The population of the research consists of five-star hotel employees working in Afyonkarahisar province and a total of 407 surveys were taken into consideration. Participants' responses were analyzed with factor analysis, reliability analysis, percentage, frequency and arithmetic mean values, correlation analysis and regression analysis methods. According to the findings, it was found that there was a significant positive correlation between perceived organizational support levels and organizational identification levels of five-star hotel employees. A significant negative correlation was found between the perceived organizational support levels of the participants and intention to leave. Moreover, as a result of the simple linear regression analysis, it was determined that hotel employees’ organizational support perceptions had a positively significant effect on organizational identification levels, and organizational support perception levels had a negative effect on their intention to leave.

Egoistic norms, organizational identification, and the perceived ethicality of unethical pro-organizational behavior: A moral maturation perspective

Do some employees engage in unethical behavior because they actually believe it is the right thing to do? We explore this question in this article. Unlike other forms of unethical behavior, unethical pro-organizational behavior (UPB) is aimed at benefiting the perpetrator’s organization. We propose that employees are increasingly likely to engage in UPB when they believe these acts are ethically appropriate, and that these ethicality beliefs are strongest among employees who work in departments with egoistic norms. Such norms lack guidance on the importance of protecting outside stakeholders’ interest, and provide limited moral knowledge about the broader implications of UPB. We further propose that organizational identification strengthens these effects. Across three field studies, we find support for the hypothesized effects. Ethical judgments of UPB were positively related to both self (Studies 1 and 3) and supervisor (Study 2) ratings of employee UPB. In turn, acts of UPB were judged more ethically appropriate in departments with egoistic norms, and these positive ethical judgments mediated the relationships between egoistic norms and employee UPB (Study 2). Finally, the indirect effects of egoistic norms were strongest among employees with high levels of organizational identification (Study 3). Implications for theory and research are discussed.

Investigation of Perceived Organizational Identification from Different Generations: TRC1 (Gaziantep, Adiyaman, Kilis) Zone Example of Organized Industrial Enterprises

The rapid changes and developments in the environment of enterprises have led to changes in the perceptions of employees from different generations as well as the activities of the enterprises. In particular, the organizational identification levels of the different generation of employees in organized industrial enterprises, which play an active role in the regional economic development of the countries, have become one of the key factors in achieving the goals and objectives of the enterprises in order to carry out their activities continuously. Because, organizational identification differences of different generations also affect employees' expectations, perceptions, attitudes and behaviors towards the organization. It has become inevitable for the enterprises that have to be successful in reaching their goals and targets thanks to the employees of different generations, giving the necessary importance to the organizational identification that creates positive business results. In this study, perceived organizational identification level is examined in terms of different generations. In this context, the data set of the study was reached with the survey method applied to 1,105 employees selected by random sampling method among the employees in the organized industrial enterprises of TRC1 Zone. SPSS 22.0 program was used to analyze the data set. Within the scope of data analysis, frequency analysis, reliability analysis, normal distribution test and factor analysis were applied.The reliability coefficient of the organizational identification scale used in the study was 0.927. The level of consistency between factor analysis and items of organizational identification scale was found to be excellent and significant (KMO = 0.948; Barlett’s Test Sig. = 0.000). In addition, with the Rotated Factor Matrix, the organizational identification scale has reached a two-dimensional structure. The first di mension of the scale was named as cognitive identification and the second dimension was called emotional identification. In addition, as a result of the normality test, it was found that the data did not show a normal distribution characteristic (p <0.01). Spearman rho correlation test was used to determine whether there is a significant relationship between the cognitive and emotional identification dimensions of the organizational identification scale. According to the results of the study, significant differences were found between the cognitive and emotional dimensions of organizational identification of the different generation employees (p = 0.00 and 0.00 <0.05). In addition, a significant positive and significant relationship was found between cognitive and emotional identification dimensions of the organizational identification scale. According to the results of the study, suggestions were made for future researches. Keywords: Organizational identification, Generation X, Generation Y, Generation Z, TRC1 Zone. DOI : 10.7176/JEP/10-22-09 Publication date : August 31 st 2019

Feeling Identified vs. Behaving as Such: A Multi-Study Project on Chinese Organizational Identification and Chinese Employees' Identification Profiles.

We conducted a multi-study, field research program to (a) develop, validate and cross-validate an emic-etic, bi-dimensional measure of Chinese workers’ organizational identification (OID) based on our previously conceptualized framework, and (b) classify employees into three levels of OID. We found convergent evidence showing that the Chinese OID construct consists of emotional and behavioral dimensions. Specifically, in Study 1 (N = 408), we developed and validated a bi-dimensional measure called the Chinese Organizational Identification Questionnaire (COIQ; 8 items). In Study 2 (N = 299), we cross-validated the COIQ and established the construct validity by examining several hypothesized relationships between the Chinese OID construct and other relevant organizational variables, such as unethical pro-organizational behavior, perceived psychological contract violation, and perceptions of business practices of compensations and benefits. Based on the factor analytic and structural equation modeling results, we concluded that the bi-dimensional Chinese OID model as measured with the COIQ has construct validity. More importantly, we used the latent profile analysis method to generate three OID profiles of Chinese workers based on their COIQ scores: The Strong Identifier, the Moderate Identifier and the Action-Oriented Identifier. Those profiles were differentially related to the organizational constructs of interest. The implications for researchers and practitioners were discussed.

THE RELATION BETWEEN ORGANIZATIONAL IDENTIFICATION, HOPE AND PERCEİVED STRESS OF STUDENTS IN SPORTS SCIENCES FACULTY

The aim of this study was to determine the relationship between the students’ level of organizational identification, level of hope and perceived stress. The study group consisted of 280 students studying at the Faculty of Sport Sciences of Erciyes University in 2017-2018 academic year. When we look at the students’ demographic information; 63.6% male; 34.6% coaching department; 45.7% between the ages of 24-26; 58.9% stay in dormitory; 65.1% were middle income level. Participants were administered the Organizational Identification Scale (OIS), Perceived Stress Scale (PSS-10) and Adult Hope Scale (AHS). As a result of the correlation analysis, there was a positive and significant relationship between the organizational identification and level of hope scores of the students (p<0.01). In addition, there was a high and negative correlation between organizational identification and perceived stress scores of coaches (p<0.01). As a result of the regression analysis, the level of hope of the students on organizational identification; on the level of organizational identification of students; the perceived stress of the students was a significant predictor of the level of hope (p<0.01). Article visualizations:

Participative Leadership and Its Relationship with Organizational Identification among Specialists in Youth Welfare Departments, Helwan University

The aim of the current investigation was to know participative leadership and its relationship with organizational identification in sports specialists in departments of youth welfare, Helwan University through outlining the following: 1- The score of practicing participative leadership among directors of departments of youth welfare, Helwan University from specialists’ point of view. 2- The level of organizational identification among specialists in departments of youth welfare, Helwan University. 3- The relationship between participative leadership and organizational identification among specialists in departments of youth welfare, Helwan University. 4- Rate of contribution of dimensions of participative leadership in outlining the level of organizational identification among specialists in departments of youth welfare, Helwan University. The researcher concluded the following results: 1- The score of practicing participative leadership among directors of departments of youth welfare, Helwan University is high. 2- The level of organizational identification among specialists in departments of youth welfare, Helwan University has a high score. 3- There is a significantly direct correlation between participative leadership and organizational identification among specialists in departments of youth welfare, Helwan University. 4- Dimension of delegating power gets the highest ratio of contribution of participative leadership to outline the level of organizational identification among specialists in departments of youth welfare, Helwan University according to opinions of the research sample.

Relationship between Academicians’ Organizational Identification Levels and Cynicism Attitudes in Sports Sciences

&lt;p style="text-align:justify"&gt;This study aims to analyze whether academics’ organizational cynicism attitudes and levels of organizational identification in the field of sports sciences differ based on certain variables and determine if any relationship exists between these two variables. “Organizational Cynicism Scale” and “Academics’ Organizational Cynicism Scale” were applied to 106 academics as a data collection tool. Mann-Whitney U test and Kruskal Wallis test were used for nonparametric statistical data analysis. Bonferroni correction was taken into account in order to identify different groups. Spearman order correlation coefficient was calculated in order to identify the correlations among variables. The findings suggest that academics’ organizational cynicism and identification sub-dimensions did not display significant differences in terms of gender, marital status and academic title. However, significant differences were found among some sub-dimensions in terms of sufficiency of institution’s physical facilities, the status of place where the institution is located and financial aid from the institution. Additionally, negative and moderately significant correlations were found between all sub-dimensions of organization cynicism attitude and cognitive/behavioral/affective organizational identification sub-dimensions. It is considered that the present study will make important contributions to educational psychology thanks to its findings.&lt;/p&gt;

Uticaj verbalne komunikacije na zadovoljenje društvenih potreba zaposlenih i uloga organizacione identifikacije

Employees which social needs are satisfied are more motivated to achieve better performance. This is in the best interest of an organization, as a social group, so it is important to know how to support employees in meeting the needs. In the previous studies in the field of organizational behaviour, internal communication and internal marketing, the relationship between verbal communication and the level of satisfying social needs of employees, as well as the role of organizational identification in this relationship has not been examined. The aim of this paper is to answer the question of how verbal communication affects satisfying employees'social needs. It is assumed that there is a direct and positive effect of verbal communication on both the level of satisfying social needs of employees and the level of organizational identification. It is also assumed that there is an indirect effect of verbal communication on the level of satisfying social needs of employees which occurs through organizational identification. It follows that verbal communication affects satisfying employees'social needs through organizational identification. To test the assumptions structural equation modeling was used and the partial least squares technique was applied. In order to collect the data, the survey (online questionnaire) was conducted in the last quarter of 2018 among employees in the territory of Belgrade, in Republic of Serbia. The obtained results confirmed the hypotheses. Verbal communication directly and positively affects the level of satisfying social needs of employees, but it also affects it indirectly through the increase of the organizational identification.