Perceived External Prestige Research Articles

Team identification more than organizational identification predicts counterproductive work behavior and organizational citizenship behavior and mediates influences of communication climate and perceived external prestige

AbstractOrganizational identification has been linked to both positive behavior and negative behavior at work. Based on theory and research that suggest that for many organizational behaviors, team identification may be a more important influence than organizational identification, we advance a research model proposing that team identification, more than organizational identification, predicts counterproductive work behavior and organizational citizenship behavior and is the more important mediator of the influence of communication climate (CC) and perceived external prestige (PEP) on these outcomes. This research model was tested in a survey of N = 300 employees of four Italian organizations from different sectors. Results show that team identification, but not organizational identification, predicts counterproductive behavior and citizenship behavior and mediates the influence of CC and PEP. To enhance team identification for sustaining positive voluntary behavior at work, two possible strategies could be considered: improving perceived external prestige and promoting a good communication climate.

How and when community-oriented-corporate social responsibility affects employee societal behavior: A moderated-mediated model

The psychology of micro-corporate social responsibility (micro-CSR) and employee outcome has emerged in the contemporary literature of interdisciplinary management science. Previous studies have ignored the testing of mediating effects and boundary conditions in the association between micro-CSR and employee outcomes. Drawing on social identity theory (SIT) and social information processing theory (SIPT), this research aims to investigate how, why, and when the perceived CSR community (PCSRc; a micro-CSR activity) affects employee societal behavior (ESB; a voluntary behavior) accounting the mediating role of perceived external prestige (PEP) and moderating role of organizational identification (OI). Our research recruited 452 employees in Bangladesh via questionnaire and tested the proposed measurement model and structural relationships in AMOS. The results report a significant and positive relationship between PCSRc and ESB. It also reveals that PEP mediates PCSRc and ESB link, and OI regulates the straight association of PCSRc and PEP and ancillary links of PCSRc and ESB (via PEP). Finally, we recorded the research implications and future research directions.

Ethical tax decision-making: Evaluating the effects of organizational prestige valuations and tax accountants’ financial situation

This study investigates interactive influence of two dimensions of perceived organizational prestige (POP) on ethical decision-making (EDM). The study also examines moderating effect of the decision-maker’s financial situation on the POP-EDM relationship. A Survey data from 356 tax accountants in two public-interest organizations were analysed using partial least square structural equation modelling. The study found that perceived external prestige (PEP) dimension of POP predicts EDM. Self-perceived prestige (SPP) dimension of prestige does not directly predict EDM but is a significant antecedent of PEP. Furthermore, decision-maker’s financial situation does not moderate PEP-EDM relationship. The paper holds implications for image-building policies for public-interest organizations. Towards improving EDM, the paper recommends for organizations to focus on PEP-enhancing programs. This paper is foremost in establishing POP-EDM relationship. Further, the paper contributes to social identity theory by examining the EDM effect of both social identity motivations and potential ethical pressures on tax practitioners.

Perceived corporate image (PCI) and perceived external prestige (PEP) of nurses of hospital

Objective: This study aims to analyze the relationship between perceived corporate image of society and perceived external prestige (PEP) nurses at the same hospital. Method: Design of the research by cross sectional study. The PCI measurement population is a community that knows about the hospital with a total sample of 235 people. PEP measurement population is nurses working in hospitals with a total of 214 people. Sample of study are 171 patients and community with proportionate random sampling. Result: this study described that no correlation between PCI community and PEP nurse for 5 (five) hospitals, p = 0.778 (α > 0.05). Beside that, no correlation between PEPH community and PEPH nurse (p= 0,959, α > 0,05) and no correlation between PEPM community and PEPM nurse, with p= 0,501 (α >0,05). These suggests that there is no relationship between nurse perceptions of what the PCI community. Nonetheless, PEP is positive for increased organizational identification. It is expected that the hospital management will try to grow the confidence level and pride of the nurses on the hospital. Confidence in PEP can support nurse retention efforts. Conclusion: It is recommended in subsequent researchers to develop other variables in measuring PCI community and PEP nurses.

Relating Smart Governance as a University Feature to Students' University Perceptions

Following the results of recent studies on the creative use of smart technologies in urban and university settings, there is a growing number of promising research areas under smart university as an umbrella term. Starting from the differentiation between six standard “smart” dimensions in the university, the paper focuses on one smart university feature in particular – it explores the level and the relation of smart governance to the attitudes towards university management, fellow students, and Perceived External Prestige (PEP) as antecedents of university affective commitment. The paper presents multivariate analysis results based on the feedback from over 400 students. Participants were first-year students from the second biggest university in Croatia. While the effect of smart governance on the positive attitude towards university management is found to be positive and significant, the effect of the perception of university management on students' university commitment is low and not significant in the given context.

Micro Corporate Social Responsibility: A Person-Centric Approach for Meeting the Grand Challenges

The objective of this study was to investigate the role of perceived CSR with emphasis on employees’ attitude and behavior on employee level, a neglected area in research. The literature review suggests that Internal CSR as an ethical behavior of human resource management can help to overcome the grand human and societal challenges of organizations. In this regard, the primary data was collected from Telecom sector and was evaluated through Structural Equation Modeling with the help of AMOS. In the light of observed literature gap, a perceived model having Internal CSR (PICSR) as independent and Organizational Citizenship Behavior (OCB) as dependent variable were observed. Moreover, the two parallel mediations were hypothesized through Perceived Organizational Support (POS) and Perceived External Prestige (PEP) in the light of social exchange and social identity theories. The results of hypothesis were found significant. The study intends to contribute to understand the role of micro foundation of CSR and has implications for organizations to meet grand human and societal challenges of organizations in developing countries like Pakistan in South Asia.

The impact of CSR perceptions on workers’ turnover intentions

PurposeThe study aims to show how organisational corporate social responsibility (CSR) can influence workers’ attitudes, especially in terms of turnover intentions (TI). A second aim is to explore the social exchange process that may underlie this relationship, by examining the mediating role of leader–member exchange (LMX) and the moderation role of perceived external prestige (PEP).Design/methodology/approachThe authors use structural equation modelling based on survey data obtained from 315 Portuguese individuals.FindingsThe findings show that the perceptions of CSR predict TI through the mediating role of LMX. Seemingly PEP appears to be moderating the relationship between TI and its determinants. These findings suggest that managers should implement CSR practices because these can contribute towards reducing TI.Originality/valueThis study enriches the existing knowledge about relationships in organisational contexts and responds to the need of understanding the underlying mechanisms linking CSR with workers’ organisational outcomes, by analysing CSR practices in a holistic stakeholder perspective.

Is Prestige Only Beneficial? A Cost of Perceived External Prestige Among Accounting Employees

Perceived external prestige (PEP), which is an employee’s belief of how outsiders view his or her organization, has a positive effect on multiple employee job outcomes. However, we posit that PEP also carries costs that arise due to increases in the perception of coworker competitiveness that negatively affects some job outcomes. Prior research has not yet examined negative outcomes of PEP. Using structural equation modeling with survey data from a sample of 477 accounting professionals employed in public accounting firms, we find that PEP is negatively related to job satisfaction and positively related to turnover intentions through its relationship with perceptions of the competitiveness of coworker environment, thus documenting a cost of PEP. Overall, though, we find that the net effect of PEP on job outcomes remains positive. Additionally, we find these relationships hold with 383 accounting professionals in industry. Implications for research and practice are discussed.

Toward a Communality with Employees: The Role of CSR Types and Internal Reputation

The aim of this study is to examine the impacts of organizations’ corporate social responsibility (CSR) types from internal perspectives. By building linkages among CSR, organization–employee relationship, and internal reputation, the current study investigates how organizations’ CSR practices influence the communal relationship between an organization and employees as well as their perceived external prestige (PEP) of an organization. An online survey was conducted with 507 current full-time employees working in large-sized companies in the United States. Results show that four dimensions of CSR activities—discretionary, ethical, legal, and economic CSR—are significantly related to employees’ perceived external prestige. Furthermore, the study found that employees’ PEP is positively related to their perceptions of communal relationships, as well as their communal willingness to the companies. Different direct impacts of CSR activities on the communal relationship between an organization and its employees are also investigated. Theoretical and practical implications of this study are discussed.

The Reputational Effects of Corporate Political Activities: An Empirical Research

Firms often engage actively in political practices with non-market partners with the aim of achieving positive organizational outcomes. However, in relation to the amount of corporate political activities (CPA) that firms engage in, corporate political activities may result in negative reputation and prestige outcomes such as “employees’ perception of how outsiders see their firm” or perceived external prestige (PEP) on stakeholders in the long run. This is a known suggestion arising from the nonmarket strategy research but in our best knowledge, it has not been tested empirically so far. Therefore, this study aims to explore the reputational effects of corporate political activities by looking at PEP on a sample of 397 employees from 96 Turkish listed firms. The data collected through a self-administrated questionnaire underwent to regression analyses. The results show that, CPA had an inverted U-shaped effect on firm performance, indicating that only a moderate level of CPA may improve PEP. It is concluded that excessive political actions and over embeddedness may tarnish PEP of employees which is critical to financial performance and long-term competitiveness.

Impact of CSR perceptions on workers' innovative behaviour: exploring the social exchange process and the role of perceived external prestige

The study aims to show how organisational corporate social responsibility (CSR) can influence workers' attitudes, especially in terms of innovative behaviour (IB). A second aim is to explore the social exchange process that may underlie this relationship, by examining the mediating role of organisational trust (OT), affective commitment (AC) and happiness (HAP), and the moderating role of perceived external prestige (PEP). The authors employ structural equation modelling based on survey data obtained from 315 Portuguese individuals. The findings show that perceptions of CSR predict IB through a social exchange process which involves the mediating role of OT, AC and HAP and the moderating process of PEP. They suggest that managers should implement CSR practices because these can contribute towards fostering IB, but that they should also invest in communication and in the process of upgrading corporate image. This study enriches the existing knowledge about social exchange relationships in organisational contexts, and responds to the need to understand underlying mechanisms linking CSR with workers' organisational outcomes, by analysing CSR practices from a holistic stakeholder perspective.

Perception of city management, fellow residents, and Perceived External Prestige (PEP) as antecedents of city affective commitment - The city marketing perspective

This study analyses the role of perception of city management, perception of fellow residents, and Perceived External Prestige (PEP) on affective commitment from the city marketing perspective. The research model is tested based on the data collected on the residents of two different cities, on residents (N = 402) of Ljubljana – Green capital of Europe, 2016, and (N = 403) of Maribor – Capital of Culture, 2012. The results showed that both Perceived External Prestige and perception of fellow residents were significant drivers of city commitment. Perception of city management had a significant effect on Perceived External Prestige and perception of fellow residents, although no significant direct effect on city commitment. The results revealed that Perceived External Prestige and perception of fellow residents mediate the relationship between perception of city management and affective commitment fully. The study recognises the relationships between analysed variables, and confirms their crucial role as drivers of the residents' city commitment.

Ex ante i-deals, perceived external prestige and turnover intentions

PurposeThe purpose of this paper is to conceptualize ex ante idiosyncratic deals (or i-deals) as a way to foster individual perceptions of a positive employer image by offering customized additional instrumental benefits.Design/methodology/approachA survey is led among 182 engineers in demand on a local labor market to test whether ex ante i-deals combine to a more global and external perception of a good employer, measured by perceived external prestige (PEP), to explain turnover intentions.FindingsThe results validate all research hypotheses, and show that the moderating effect of ex ante i-deals in the PEP-turnover intention relationship is significant during the first years spent in the company.Originality/valueThis research contributes to the literature on employees’ attraction and retention by building bridges between the literatures on employer image and i-deals.

The key determinants of perceived external prestige (PEP) – Qualitative research approach

The key determinants of perceived external prestige (PEP) – Qualitative research approach

Examining social exchange among Chinese service workers

Purpose– The purpose of this paper is to explore the influence of perceived external prestige (PEP), perceived organizational support (POS), and organizational inducement (OI) on employee turnover intention (TI) and on the mediation effect of trust in organizations (TOs).Design/methodology/approach– In all, 243 self-administered questionnaires were collected from five service companies in Guangdong, China. The construct validity, the measurement model, and the hypothetical relationship between variables were tested by partial-least-squares structural equation modeling.Findings– The results demonstrate that OI, PEP, and POS tended to increase employees’ trust in their organization and hence to reduce their TI.Practical implications– The findings of this study have implications for managers’ design and implementation of effective human resource management strategies for adults in China. To deal with the serious problem of high employee turnover in China, organizations should implement not only appropriate human resource policy but also practices to improve corporate reputation.Originality/value– This paper extends the research on TI by investigating the impacts of PEP and the mediating effect of TOs in a Chinese context.

Linking prestige perception with consumption experience, loyalty, and WOM

Purpose– The purpose of this paper is to investigate the relationship between perceived external prestige (PEP), the student experience, attitude, and behaviour in the context of higher education institutions.Design/methodology/approach– A comparison of the relationships between prestige perception, the student experience, WOM, and loyalty is examined within a one highly prestigious institution and one mid-ranked institution. Multigroup structural equation modelling was employed to examine data obtained from 948 respondents at the two institutions.Findings– While respondents from the top-ranked institution exhibit a significantly higher perception of university prestige than mid-ranked university respondents, no significant differences were found between the two groups of respondents in terms of the strengths of relationships between constructs. The analysis revealed that students’ perception of their university experience performed a full mediating effect on the relationship between PEP and WOM, as well as a partial mediating effect on the relationship between PEP and loyalty.Practical implications– Student perceptions of the university experience is a strong indicator of attitude and behaviour. For university administrators, enhancing the student experience is just as important as managing a university’s reputation with respect to engendering loyalty and positive WOM.Originality/value– This is the first study to link PEP with student attitude and behaviour. The findings provide interesting theoretical insights as well as useful managerial implications to enhance consumer experience which in turns affect their attitude and behaviour towards the organisation.

The effects of the perceived external prestige of the organization on employee deviant workplace behavior

Purpose– This paper aims to examine the effects of perceived external prestige (PEP) on deviant workplace behavior (DWB) and the mediating role of job satisfaction (JS).Design/methodology/approach– The relationship was tested via hierarchical regression analyses. The study used data drawn from 401 employees of five-star hotels located in the Turkish cities of Ankara and Antalya.Findings– The study findings suggest that there is a negative correlation between JS and organizational deviant work behaviors. Employees’ satisfaction leads to workplace harmony and brings employees closer to the purpose of the organization. Additionally, the study shows that positive PEP reflects positively on JS and vice versa. JS plays a mediating role between PEP and DWB.Research limitations/implications– The first limitation of the study is that the sample involves a specific area and, therefore, may not be generalizable. Additionally, the study contains only five-star hotels. Therefore, future researchers could replicate the findings with a heterogeneous population sample comprising employees of various hotels’ levels.Originality/value– The external reputation of an organization (image) is an important subject for researchers, as it fosters organizational members’ JS, and higher PEP decreases members’ deviant work behavior. This empirical study focuses on hospitality employees because this group has not received attention from researchers, despite their importance as the top contributors to the high-level service industry.

Perceived sustainability initiatives: retail managers’ intrinsic and extrinsic motives

Purpose– Although awareness of environmental sustainability has increased over the past few decades, the current market share of sustainable products remains low. Because of their market position, large-scale and high-volume consumer interactions, food retailers are appropriate venues to entice consumers to buy more sustainable foods. The purpose of this paper is to examine the extent to which food retailers are perceived to have embedded sustainability initiatives in their marketing strategies and to have taken sustainable tactical measures on the store floor. In addition, the study considered the roles played by social identification (SI) and by perceived external prestige (PEP).Design/methodology/approach– Based on a literature review and semi-structured qualitative interviews with the chief executive officers (CEOs) of Dutch food retailers, the authors conducted an online panel survey among the managers of these food retailers.Findings– The results of the study show the positive impacts of managers’ SI with a sustainable consumer group and managers’ PEP on the perceived environmental sustainability initiatives of Dutch food retailers. The study finds that managers’ SIs are powerful ways to engender employee loyalty. Moreover, organisations that are perceived to have more external prestige are perceived as being more capable of developing sustainability policies.Originality/value– The current study combines views from CEOs of large Dutch food retailers with supermarket manager’s perceptions of sustainability initiatives on a strategical and tactical level of an organisation. It uses insights from CSR, food retail and SI theory literature to explain these perceptions.

Relationships between status judgments, identification, and counterproductive behavior

Purpose– The purpose of this paper is to investigate the relationships among perceived external prestige (PEP), perceived internal respect (PIR), organizational and work-group identification (OID and WID), and counterproductive work behavior (CWB).Design/methodology/approach– Data were gathered from a cement firm's employees, using longitudinal research. Descriptive statistics, confirmatory factor analysis and structural equation modeling were employed.Findings– PEP and top management respect were positively related to organizational identification (OID), and the latter negatively related to organizational deviance; perceived co-workers and supervisor respect was positively related to WID, and the latter negatively related to interpersonal deviance; and identification foci mediated the relationship between status judgments and CWB.Research limitations/implications– The sample was based on one organization, limiting the results’ generalizability, and interactive relationships between WID and OID were not considered. The findings’ implications suggest that organizations need specific strategies for reducing deviant organizational behavior and deviant interpersonal behavior, and for fostering identification of their members.Originality/value– The study shows that employees’ evaluations of prestige and respect are important predictors of their identification with their organization and work group. It is the first study to investigate the relationship between social identification foci and deviant work behaviors as a negative outcome of identification. It developed a new scale to assess employees’ perception of internal respect; it supports operationalizing PIR as a multifoci construct. It has also answered the call for longitudinal research as opposed to cross-sectional research.

Nonlinear Moderating Effect of Tenure on Organizational Identification (OID) and the Subsequent Role of OID in Fostering Readiness for Change

This empirical study investigates the curvilinear moderating effects of organizational tenure on the relationships between two status evaluations, that is, perceived external prestige (PEP) and perceived internal respect (PIR), and organizational identification (OID). This study validated the components of group engagement model in South Asian context, which highlighted the significant difference in the effects of status evaluations on OID. The importance of OID in the development of employee’s readiness for change is also explored and tested. Survey method was used for collection of data from Pakistan. The results supported all the hypothesized relationships. This is one of the few studies which have explored the potential effects of organizational tenure on identification process, and tested the relationship between OID and readiness for change.