Organizational Identification Research Articles

The impact of diversity communication on employee organizational identification and employee voice behaviors: A moderated mediation model

The current study examines how communicated commitment to diversity relates to employee voice behaviors through the mediating role of perceived organizational authenticity and organizational identification. Through a quantitative survey with 657 employees who work for a variety of organizations in the United States, the study’s results indicated that communicated commitment to diversity plays a critical role in fostering perceived organizational authenticity, which in turn encourages organizational identification and employee voice behaviors. The study also found that diversity management moderated the relationship between communicated commitment to diversity and perceived organizational authenticity.

BUSINESS SCHOOL FACULTY PERCEPTIONS OF CSR INITIATIVES ON COLLEGE/UNIVERSITY ORGANIZATIONAL CITIZENSHIP BEHAVIOR: THE MEDIATING EFFECT OF ORGANIZATIONAL IDENTIFICATION

Purpose-This study aims to explore the influence of faculty perceptions of corporate social responsibility (CSR) on their engagement in organizational citizenship behavior (OCB) within Nepal's Business school settings, with organizational identification tested as a mediator. Design/Methodology/Approach: Data were collected from 298 full-time and part-time Business school faculty members, both inside and outside Kathmandu, using a self-administered questionnaire. Step-wise regression analysis was employed to assess the research hypotheses. Findings: The findings indicate a positive relationship between faculty perceptions of CSR initiatives and their engagement in OCB. Additionally, organizational identification was found to be positively associated with OCB and partially mediated the relationship between CSR perceptions and OCB. Practical Applications: These results suggest that enhancing faculty perceptions of CSR could foster greater engagement in OCB, thereby benefiting organizational effectiveness and culture within Business schools. Strategies focusing on CSR communication and fostering organizational identification among faculty may be effective in promoting desired behaviors. Originality/Value: This study contributes to the literature by integrating insights from social identity theory and perceived external prestige theory in examining CSR perceptions and OCB among faculty in a specific cultural and organizational context, offering practical implications for management practices in educational institutions.

Foreign Director Exit in the Midst of Deteriorating Bilateral Political Relations

Amid global geopolitical realism pushing for a race of hegemonic rivalry nowadays, an outflow of global human talents is a pressing organizational concern. Our study draws attention to the underexamined phenomenon of the exit of foreign directors from their host countries during geopolitical tensions. Theorizing from a sensemaking logic, we posit that the deterioration of bilateral political relations serves as an unexpected event that activates foreign directors’ schemas for dual identity conflict, propelling them to react behaviorally to such identity threats by exiting the board in the host country. In addition, we further posit that the sensemaking process is contingent on how the foreign director draws cues from the embedded social context, including organizational identification, socialization and homophily effect, and socioemotional climate. Our empirical analyses from a sample of 1,014 foreign directors in China from 1999 to 2018 provide strong and robust support for the hypotheses. This study instills important theoretical insights into the transcending impacts of international relations and geopolitics, international governance and foreign directors, and the situated cognitive process of sensemaking regarding the intertwining effects of cognitive schema and social contexts.

Organizational attachment in hybrids: identification, commitment and exit/voice/loyalty

PurposeThis study aims to examine member attachment in hybrid identity organizations (HIOs), assessing the distinct effects of identification with respect to two elements (normative and utilitarian) of a hybrid’s identity. Specifically, the author explored how such dual identifications influence commitment and exit/voice/loyalty.Design/methodology/approachTo distinguish the effects of the two identities, the author used the mechanism of identity congruence – the gap between identity perceptions and expectations – as an analog of identification. The models of identity gap, commitment and exit/voice/loyalty were examined via a survey of agricultural cooperative members.FindingsBoth the social and economic forms of identity gap were significantly related to commitment and exit/voice/loyalty. In addition, commitment mediated the relationship between identity gap and exit/voice/loyalty.Research limitations/implicationsThe results demonstrate the distinctive effects of the dual identities and reinforce the importance of delineating such differences when examining identification in hybrid organizations.Practical implicationsManagers should recognize the duality inherent in hybrid organizational identification and understand the potential for different outcomes stemming from the separate identities.Originality/valueThis study represents the first quantitative examination of an integrated model of dual identification and commitment in HIOs. It is also unique in exploring the exit/voice/loyalty framework as a consequent of identification.

Institutional structure of organization and employees’ pro-environmental behaviors: the mediating effect of employees’ organizational identification

PurposeThe purpose of this study is to enrich the literature on employee relations with a new model focusing on the effect of institutional structure and that of employees’ organizational identification on the relationship between institutional structure in an organization and employees’ pro-environmental behaviors, which represents an alternative approach for understanding employees’ pro-environmental performance.Design/methodology/approachWe collect multi-level and multi-source data from 52 four- or five-star hotels in China (N = 963). For data analysis, we adopt the approach of multilevel structural equation modeling.FindingsThe results suggest that organizations’ green institutional structure (G-structure) can significantly influence employees’ organizational identification, which in turn can increase their pro-environmental performance.Originality/valueWe propose a new multi-level theoretical perspective to explain employees’ pro-environmental behaviors. While prior studies on the issue mainly consider only the effects of such micro-level variables as ability, motivation and personality, we focus on the effect of organizational institution and its interaction with micro-level variables so that we can evaluate the effect a commonly-studied contextual variable, i.e. green institutions, on the behaviors. Moreover, in this new theoretical model, we also take into account the effect of another insufficiently-tested micro-level variable, i.e. employees’ identification, which has not been considered as frequently as other micro-level variables in studying employees’ pro-environmental performance. Our results highlight the importance of all these variables and suggest a valuable alternative model for more comprehensive research of employees’ green performance.

The effect of athlete endorsement on employees' organizational identification: a case study utilizing an Olympic athlete

PurposeThis study aims to investigate the effects of sponsorship on organizational identification among employees of companies that sponsor individual athletes from the perspective of internal marketing.Design/methodology/approachAn online survey was conducted in July 2021 targeting employees of Company A. Specifically, employees were invited to participate via email notifications sent through the company's intranet. To clarify the impact of company sponsorships for individual athletes on employee organizational identification, this study focused on the relationship between Company A and an athlete they support. Psychometric scales were used to measure the factors of the hypothetical model, such as sponsor fit and attitudes toward sponsorship. The analysis was conducted using IBM SPSS 28.0 and AMOS 25 Graphics, and the hypotheses were tested using structural equation modeling.FindingsWe collected a total of 365 survey responses in two weeks. All the hypotheses in this study were supported, indicating that athlete identification and brand knowledge had a significant positive effect on perceived sponsor fit. In addition, attitudes toward the employer significantly have positive relationships with brand commitment and organizational identification. This study showed that perceived sponsor fit plays an important role in employee perceptions of sponsorship. Athlete endorsement is effective from an internal marketing perspective.Research limitations/implicationsThe limitation of this study is the selection of the research subject. Conducting the same survey targeting individual athletes with different characteristics may lead to discoveries about the impact of corporate sponsorship on employee organizational identification.Practical implicationsThe practical implication of this study is that business executives should also use sponsorship for individual athletes as a means to unify and motivate their employees. In selecting athletes for sponsorship, it is necessary to select individuals who fit the company image. In this process, listening to employees' opinions may help select the most suitable athlete who matches the company's image.Originality/valueMany studies conducted on sports sponsorship have focused on the impact on potential customers, from external marketing. Even in studies examining the effects of sports sponsorship on employees, the sponsored subjects are typically teams or events. Therefore, the originality of this study lies in examining the impact of athlete endorsement on the company's employees from the perspective of internal marketing.

Temporal Dynamics: Internal CSR, Organizational Identification, and Job Performance

Temporal Dynamics: Internal CSR, Organizational Identification, and Job Performance

Organizational Identity And Corporate Sustainability: A Systematic Literature Review

Organizational Identity And Corporate Sustainability: A Systematic Literature Review

Identification in Temporary Organizations: A Framework of Identification as a Cross-Level Construct

Identification in Temporary Organizations: A Framework of Identification as a Cross-Level Construct

I Think; Therefore, I am. Crafting the Strategic Identity of a Boundary Organisation

I Think; Therefore, I am. Crafting the Strategic Identity of a Boundary Organisation

Venture Board Formation: The Role of Founder Organizational Identification

Venture Board Formation: The Role of Founder Organizational Identification

Courage in the Workplace: Unraveling the Duplicitous Effects of Organizational Identification

Courage in the Workplace: Unraveling the Duplicitous Effects of Organizational Identification

Showtime: How Organizational Identity Companies the State in the Media—A Dramaturgy View

Showtime: How Organizational Identity Companies the State in the Media—A Dramaturgy View

Mediated Organizational Identity Work: Future-Making in Family Firms

Mediated Organizational Identity Work: Future-Making in Family Firms

Organizational Identity Work in Times of Identity Ambiguity

Organizational Identity Work in Times of Identity Ambiguity

Questioning Organizational Identity During Radical Technological Change

Questioning Organizational Identity During Radical Technological Change

Understanding the impact of abusive leadership on third-party observers' turnover intentions: Insights from organizational identification and authority orientation

This study proposes and tests a conceptual model including three predictors (observed abusive leadership, workplace identification, and authority orientation) of third-party observers' turnover intentions. Analyzing responses from of 367 sales employees from Chinese hotels suggests that organizational identification partially mediates the relationship between observed abusive leadership and observer turnover intention. Also, observed abusive leadership is negatively associated with observers' workplace identification. Finally, authority orientation is negatively associated with observers' turnover intentions. This study contributes theoretically to understanding the repercussions of abusive leadership and offers managerial insights for hospitality firms to mitigate high turnover rates.

The Effects of Leader Humility on OCB and CWB: Mediating Effects of Leader Identification and Organizational Identification

The Effects of Leader Humility on OCB and CWB: Mediating Effects of Leader Identification and Organizational Identification

Investigating Eco-Awareness and Green Human Resource Management: A Correlational Study on Sustainability and Workplace Performance

The main aim of this research project was to make everyone environmentally conscious, increasing the overall productivity, reducing the cost, increasing the efficiency and productivity of employees and sustainability. Moreover, it helped to implement green resource management at the workplace for employees to prioritise and protect the environment. Many variables were taken into consideration for the study. That included 1. Green Human Resource Management, 2. Green Purchase Intention, 3. Workplace Environment, 4. Motivation, 5. Performance, 6. Social Support, 7. Stress, 8. Job Satisfaction, 9. Voluntary Green Behaviour, and 10. Environmental Concern in a sample of 151 participants. The research used the theory of planned behaviour to look at how certain things are related. They used surveys with a 5-point Likert scale to measure these factors. The study included adults over 18 from different backgrounds. The gathered data underwent analysis through JASP, including descriptive analysis, t-tests, ANOVA, and correlation tests. The result shows that age is linked to job satisfaction and green organisational identity; area of residency is linked to environmental concern: and gender is linked to social support and stress.

Remuneration satisfaction, organizational identity and employee engagement: Basis for compensation management framework

Remuneration satisfaction, organizational identity and employee engagement: Basis for compensation management framework