Search results

1 – 10 of over 57000
Article
Publication date: 24 May 2013

Hung‐Wen Lee

The purpose of this research is to investigate factors that influence employees' organizational identification. Focusing on the banking industry in Taiwan, this study aims…

4595

Abstract

Purpose

The purpose of this research is to investigate factors that influence employees' organizational identification. Focusing on the banking industry in Taiwan, this study aims to examine how locus of control and organizational socialization affect employees' organizational identification.

Design/methodology/approach

The author borrows and modifies scales from the literature on locus of control, organizational socialization, and organizational identification to create a questionnaire that was translated into Chinese and distributed to bankers in Taiwan. The author analyzes reliability of the scales and performs regression analysis on hypothesized model relationships.

Findings

Significant positive relationships are found between locus of control and organizational socialization, locus of control and organizational identification, and organizational socialization and organizational identification. Organizational socialization has mediating influences on locus of control and organizational identification.

Research limitations/implications

This research is a starting point in developing theory related to the relationships among locus of control, organizational socialization, and organizational identification. The research is based on data from Taiwan banking employees only and the sample was small (even though results were significant).

Originality/value

The research empirically demonstrates that locus of control influences organizational socialization and identification.

Details

Management Decision, vol. 51 no. 5
Type: Research Article
ISSN: 0025-1747

Keywords

Book part
Publication date: 17 September 2020

Pratima Verma and Siddharth Mohapatra

This research presents a comprehensive explanation of unethical pro-organisational behaviour (UPB), an emerging phenomenon in organisational behaviour and especially in…

Abstract

This research presents a comprehensive explanation of unethical pro-organisational behaviour (UPB), an emerging phenomenon in organisational behaviour and especially in moral behaviour research. The authors tested the fit of Culture-Identification-Ideology-UPB moral behaviour model. The results indicate that individuals having strong organisational identification and high relativism ethical ideology may indulge in the practice of UPB. Interestingly, our study also reveals that strong ethical organisational culture may not restrain, rather may facilitate UPB. The authors concluded with suggestions for the practitioners and future scope of research.

Article
Publication date: 24 June 2022

Bindu Chhabra and Shalini Srivastava

The rise in the instances of ethical scandals in recent times has brought to light the hitherto ignored phenomenon of unethical proorganizational behavior (UPB) by…

Abstract

Purpose

The rise in the instances of ethical scandals in recent times has brought to light the hitherto ignored phenomenon of unethical proorganizational behavior (UPB) by employees. Drawing upon the social exchange theory, this study aims to examine the role of perceived organizational support (POS) and organizational identification on UPB. The research also investigated the moderating role of core self-evaluation (CSE) and positive reciprocity beliefs.

Design/methodology/approach

The hypotheses were tested with three-wave survey data collected from 306 executives from India. Data was analyzed using mediation and moderated mediation analyses on PROCESS v 3.0 macro.

Findings

Results showed that organizational identification mediated the relationship between POS and UPB. Further, CSE and positive reciprocity beliefs were seen to moderate the mediated relationship providing support for the moderated mediation framework.

Practical implications

The study highlights the importance of clear code of ethics, communication of ethical guidelines and ethical behavior of the managers as some of the ways to reduce the menace of UPB. Further, managers should be more vigilant toward the employees low on CSE and high on positive reciprocity beliefs as they are more prone to engage in UPB given their identification with the organization.

Originality/value

To the best of the authors’ knowledge, this is the first study to investigate the mediating role of organizational identification in the relationship between POS and UPB. Further, to the best of the authors’ knowledge, no previous study has explored the moderating role of CSE and positive reciprocity beliefs in the aforesaid mediation.

Details

International Journal of Organizational Analysis, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1934-8835

Keywords

Book part
Publication date: 5 October 2018

Deanne N. Den Hartog and Corine Boon

While organizationally relevant outcomes of charismatic leadership have been studied more extensively, we do not know as much about when and why followers attribute…

Abstract

While organizationally relevant outcomes of charismatic leadership have been studied more extensively, we do not know as much about when and why followers attribute charisma to leaders. Drawing on the self-concept based motivational theory of charisma developed by Boas Shamir and colleagues, we propose that congruence between leaders and followers on a core characteristic, namely organizational identification plays an important role. When leaders are high on identification with the organization, they embody and communicate the values of the organization more strongly in their vision and behaviors, which is likely to affect the attribution of charisma to these leaders, but only for followers who themselves strongly identify with the organization. In contrast, those leaders low on organizational identification are more likely to communicate messages that appeal to followers who are similarly low on identification. A multi-source study in the healthcare sector largely supports our model as congruence between organizational identification levels of leaders and followers is positively linked to perceived charisma and, in turn, charisma relates to followers’ organizational citizenship behavior.

Details

Leadership Now: Reflections on the Legacy of Boas Shamir
Type: Book
ISBN: 978-1-78743-200-0

Keywords

Article
Publication date: 15 April 2022

Hao Huang, Hong Liu, Xingguang Zhao, Hanrong He and Yusen Ding

The purpose of this research study is to explore the influence of perceived organizational support (POS) on organizational embeddedness and organizational identification

Abstract

Purpose

The purpose of this research study is to explore the influence of perceived organizational support (POS) on organizational embeddedness and organizational identification in the simulated home environment. Another objective of this study is to provide an effective cross-cultural adjustment model adopted by many Chinese enterprises operating overseas. Furthermore, it examines the mediating effects of organizational embeddedness and organizational identification on POS and expatriate adjustment.

Design/methodology/approach

The data of this quantitative research study was acquired from a questionnaire survey completed by 326 expatriates from Chinese enterprises in a power station in Bangladesh, and regression analyses were conducted using SPSS software.

Findings

The study found that POS of expatriates is positively correlated with their organizational embeddedness and organizational identification, and it positively impacts expatriate adjustment. Moreover, the study also evaluated that organizational embeddedness and organizational identification positively influence expatriate adjustment. Finally, it was demonstrated that organizational embeddedness mediates the relationship among living POS, emotional POS and expatriate adjustment. Organizational identification mediates the relationships among work POS, emotional POS and work adjustment. Organizational identification mediates the relationships between work POS and interaction adjustment.

Practical implications

The research results demonstrate that the living, work and emotional support to the expatriates from the projects department of Chinese enterprises is of particular importance for their better adjustment in overseas engineering projects. Furthermore, these results are particularly conducive to the successful management of employees accommodated in fully-closed and semi-closed simulated homes.

Originality/value

In the setting of a simulated home in the overseas engineering projects, this research study has demonstrated for the first time that the living, work and emotional support provided by an organization can effectively help its expatriate workers acclimatize during their overseas placement.

Details

Employee Relations: The International Journal, vol. 44 no. 6
Type: Research Article
ISSN: 0142-5455

Keywords

Article
Publication date: 5 July 2021

Yueyue Liu, Meng Xi, Feifei Li and Xiulin Geng

Corporate entrepreneurship is an important way for organizations to gain competitive advantages and achieve sustainable development. However, few studies pay attention to…

Abstract

Purpose

Corporate entrepreneurship is an important way for organizations to gain competitive advantages and achieve sustainable development. However, few studies pay attention to the influence of CEO strategic leadership on corporate entrepreneurship. Drawing on social identity theory and uncertainty-identity theory, this study aims to investigate whether CEO relationship-focused leadership impacts corporate entrepreneurship through middle managers’ (MMs’) organizational identification and whether the indirect effect is moderated by environmental uncertainty.

Design/methodology/approach

Using 192 Chinese samples with 192 firm-level and 716 department-level observations, this study uses multilevel structural equations modeling by Mplus 8.0 to test the theoretical model.

Findings

This study finds that CEO relationship-focused leadership positively predicts MMs’ organizational identification and corporate entrepreneurship, and MMs’ organizational identification mediates the relationship between CEO relationship-focused leadership and corporate entrepreneurship. In addition, environmental uncertainty moderates not only the relationship between CEO relationship-focused leadership and MMs’ organizational identification but also the indirect effect of CEO relationship-focused leadership on corporate entrepreneurship through MMs’ organizational identification.

Research limitations/implications

This study enriches the understanding of process and contextualization of CEO strategic leadership influencing on corporate entrepreneurship.

Originality/value

To the best of the authors’ knowledge, this study is among the first to explore the influence of CEO relationship-focused leadership on corporate entrepreneurship.

Details

Chinese Management Studies, vol. 15 no. 4
Type: Research Article
ISSN: 1750-614X

Keywords

Article
Publication date: 26 August 2021

Shubhangi Bharadwaj, Nawab Ali Khan and Mohammad Yameen

This paper aims to extend employer branding research by investigating the role of job satisfaction and organizational identification as predictors of employee retention…

1599

Abstract

Purpose

This paper aims to extend employer branding research by investigating the role of job satisfaction and organizational identification as predictors of employee retention, and their mediating role between employer branding and employee retention.

Design/methodology/approach

A cross-sectional survey is utilized to gather data from 352 employees working in top Indian IT organizations. Hypotheses were tested and analyzed utilizing SPSS PROCESS Macro.

Findings

The results reveal that employer branding is positively related to job satisfaction, organizational identification and employee retention. The analysis provides support for the mediating effects on employee retention of employer branding through job satisfaction and organizational identification. In addition, results also provide support for the serial mediation model, where employer branding was found to influence employee retention via job satisfaction and organizational identification in a sequential manner. The findings connote that the enhanced positive identity of satisfied employees suppresses the intention to leave among IT professionals.

Practical implications

The findings suggest that an employer branding strategy with a unique set of attributes can provide a competitive advantage to employers in terms of high retention levels. The findings also highlight the fact that the importance of employer branding strategy should not be merely confined to the issue of retention as it can also play a vital role in enhancing job satisfaction and employees' identification level. Hence, managers are required to devise an employer branding strategy with a long-term intent that focuses on gaining a competitive advantage and aiming to improve relationships with employees.

Originality/value

The researchers have enriched social identity and social exchange theory as a theoretical paradigm, examining antecedents of employee retention. The study has extended the foregoing direct or simple mediation models by integrating social identity theory and job satisfaction in a sequential mediation model.

Details

Asia-Pacific Journal of Business Administration, vol. 14 no. 3
Type: Research Article
ISSN: 1757-4323

Keywords

Article
Publication date: 19 October 2012

Debmalya Mukherjee, Susan C. Hanlon, Ben L. Kedia and Prashant Srivastava

Organizational identification” refers to a perception of “oneness” with an organization. The purpose of this paper is to provide a model of organizational identification

5211

Abstract

Purpose

Organizational identification” refers to a perception of “oneness” with an organization. The purpose of this paper is to provide a model of organizational identification for virtual team workers and examine the role of cultural dimensions in a virtual setting. Specifically, it poses individualism‐collectivism and uncertainty avoidance as potential situational contingencies that may affect the determinants of an organizational identification relationship in a virtual work setting.

Design/methodology/approach

The proposed research framework delineates how cultural dimensions relate to virtual work‐associated individual (interpersonal trust, need for affiliation) and environmental (spatial and cultural dispersion, ICT‐enabled communication) factors and organizational identification. Several testable propositions emerge.

Findings

This study provides a foundation for empirical studies that examine the linkages among organizational identification, virtual work, and environment‐related factors and cultural variables.

Practical implications

This study has particular implications for managing virtual teams, as well as specific suggestions for a typology of virtual team members. The typology supports a consideration of expected levels of organizational identification, depending on virtual team member types.

Originality/value

Scholars have devoted very little attention to exploring what factors drive or impede organizational identification in cross‐cultural virtual teams. This paper attempts to fill that void by linking the immediate determinants and the contingency role of cultural variables or organizational identification in the context of virtual work.

Details

Cross Cultural Management: An International Journal, vol. 19 no. 4
Type: Research Article
ISSN: 1352-7606

Keywords

Article
Publication date: 9 February 2018

David J. Finch, Gashaw Abeza, Norm O’Reilly and Carola Hillenbrand

The purpose of this paper is to examine the drivers of independent sales contractor (ISC) performance. As independently contracted sales agents, the ISC model is a growing…

Abstract

Purpose

The purpose of this paper is to examine the drivers of independent sales contractor (ISC) performance. As independently contracted sales agents, the ISC model is a growing method of non-permanent employment utilized in many sectors. Specifically, this study seeks to fill a gap in the literature related to the under-researched link between ISCs and organizational identification.

Design/methodology/approach

This study conducts an exploratory, mixed-methods study based on data collected from 189 ISCs from a professional services firm.

Findings

Results demonstrate that outcomes related to sales performance, retention and advocacy are influenced directly and indirectly by organizational identification. It also shows that tangible benefits related to financial and marketing values are the strongest predictors of ISC organizational identification. Intangible dimensions such as value congruence, management trust and embeddedness play a limited role in the model.

Research limitations/implications

Results show that ISC sales performance is enhanced when an ISC views their identity and the identity of the firm as highly interdependent. These findings suggest that organizational identification can be a key performance indicator when evaluating the return on marketing investment for a firm.

Practical implications

This study provides some important guidance to managers responsible for ISCs. First, the study identifies the primary drivers of organizational identification. Specifically, the study demonstrates that financial and marketing benefits are the primary relational antecedents of organizational identification. Both value congruence and operational benefits play relatively minor roles. Similarly, the results show that both organizational identification and historic sales performance are critical predictors of sales performance.

Originality/value

Few researchers have examined the link between ISCs and organizational identification. Organizational identification is of particular importance in the study of ISCs, as they possess the dual identity of an independent agent and that of a sales representative of the firm they are under contract. This study contributes to existing literature by extending previous studies that examine antecedents of sales performance.

Details

Journal of Services Marketing, vol. 32 no. 4
Type: Research Article
ISSN: 0887-6045

Keywords

Article
Publication date: 27 July 2018

Massimo Bergami and Gabriele Morandin

The purpose of this paper is to contribute to our understanding of the antecedents of organizational identification. Specifically, this paper aims to integrate two…

Abstract

Purpose

The purpose of this paper is to contribute to our understanding of the antecedents of organizational identification. Specifically, this paper aims to integrate two perspectives developed within the social identity domain, labeled “cognitive” and “relational,” by comparing and reconciling their relationship organizational identification.

Design/methodology/approach

This study uses a survey method and a structured questionnaire to collect data from people working in a call center. The hypotheses were tested on a sample of 743 employees by using structural equation models and Hayes’ (2017) bootstrapping procedure.

Findings

The results provide evidence for a mediational model in which the attractiveness of organizational images (cognitive representations) mediates the relationship between perceived justice (relational judgments) and organizational identification.

Research limitations/implications

The data were obtained from a single source in a cross-sectional design, which may inflate common method variance. To address threats to validity, the authors employed several procedures, the results of which revealed that no parameters corresponding to the hypotheses changed in sign or significance, thus suggesting that the presence of method bias, if any, was nonconsequential.

Practical implications

Not only does perceived justice relate to the sense of belonging to an organization, but it also contributes to shaping the long-term cognitive representations of the company. In particular, both HR and line managers should be aware that in this respect, the interactional dimension of justice shows the strongest effect.

Originality/value

Building on and enlarging the scope of the extant literature, the findings contribute to our knowledge of how relational judgments shape cognitive images about the company, influencing, in turn, the individual–organization relationship.

Details

Employee Relations, vol. 41 no. 1
Type: Research Article
ISSN: 0142-5455

Keywords

1 – 10 of over 57000