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Book part
Publication date: 29 July 2011

Sushanta K. Mishra

Based on a study of 523 medical sales representatives, the present study investigates the relationships among employees' perception about organizational image…

Abstract

Based on a study of 523 medical sales representatives, the present study investigates the relationships among employees' perception about organizational image, organizational support, and the way they perform their emotional labor during customer interaction. As predicted, the study found support for a positive relationship of both perceived organizational support and perceived external prestige with the way in which employees perform emotional labor. The study further found the importance of perceived external prestige of the organization in influencing the relationship between perceived organizational support and emotional labor. Implications of the study to practitioners and researchers were discussed.

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What Have We Learned? Ten Years On
Type: Book
ISBN: 978-1-78052-208-1

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Article
Publication date: 1 June 2015

Neerpal Rathi and Kidong Lee

The purpose of this paper is to investigate the impact of perceived external prestige on turnover intentions among retail employees in India. Moreover, this study aims to…

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Abstract

Purpose

The purpose of this paper is to investigate the impact of perceived external prestige on turnover intentions among retail employees in India. Moreover, this study aims to explore the mediating effect of affective commitment on the relationship between perceived external prestige and turnover intentions.

Design/methodology/approach

This study is quantitative in nature. The data for the present study were collected from 186 employees working in various retail stores. Existing, established scales were used to measure the research constructs.

Findings

The results of the study indicate a negative relationship between perceived external prestige and turnover intentions. A negative relationship was observed between affective commitment and turnover intentions. Moreover, affective commitment was observed to partially mediate the relationship between perceived external prestige and turnover intentions.

Practical implications

This study provides valuable insights into understanding the significance of perceived external prestige in retaining employees working in the retail sector. Findings of the study indicate that adoption of non-conventional human resource strategies, like a focus on enhancing external prestige of the organization may be one of the ways to enhance employee commitment and reduce turnover intentions, and thus to retain employees in economies with highly mobile workforce.

Originality/value

This research has investigated the significance of perceived external prestige in retaining employees in a context which is different, in several ways, from contexts where most of the previous research has been conducted. It, thus, contributes to current theoretical understanding about perceived external prestige and it impact on work attitudes.

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Personnel Review, vol. 44 no. 4
Type: Research Article
ISSN: 0048-3486

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Article
Publication date: 10 February 2012

Panagiotis Gkorezis, Naoum Mylonas and Eugenia Petridou

The purpose of this paper is to examine the impact of perceived external prestige on organizational identification in the context of a Greek public organization and to…

Abstract

Purpose

The purpose of this paper is to examine the impact of perceived external prestige on organizational identification in the context of a Greek public organization and to address the moderating role of gender in the relationship between perceived external prestige and organizational identification.

Design/methodology/approach

Data were obtained from a sample of 159 employees working in Citizens Service Centers. Analysis was conducted using moderated hierarchical regression analysis.

Findings

Perceived external prestige is positively related with organizational identification (β=0.33, p<0.001). The influence of the interaction of perceived external prestige and gender on organizational identification is also supported (β=−0.29, p<0.05). In particular, the effect of perceived external prestige on organizational identification was stronger for men.

Research limitations/implications

There is limited inference to other private and public organizations because data are based on one public organization. The cross‐sectional analysis of the data cannot directly assess causality.

Originality/value

This is the first study to examine the moderating role of gender in the relationship between perceived external prestige and organizational identification.

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Article
Publication date: 4 September 2019

Decha Dechawatanapaisal

The purpose of this paper is to investigate the mediating effect of organizational identification in the relationship between person-organization fit and intention to stay…

Abstract

Purpose

The purpose of this paper is to investigate the mediating effect of organizational identification in the relationship between person-organization fit and intention to stay as well as word-of-mouth referrals. The study also examines the role of perceived external prestige as a moderator of the relationship between organizational identification and intention to stay and word-of-mouth referrals.

Design/methodology/approach

Data were collected from 2,649 millennial employees working in various companies located within the Central Thailand Industrial Estates. The hypothesized relationships were tested and analyzed by means of a confirmatory factor analysis, structural equation modeling, hierarchical regression and a bootstrapping procedure.

Findings

The results revealed that the direct relationships between person-organization fit and intention to stay as well as word-of-mouth referrals were found to be partially mediated by organizational identification. In addition, perceived external prestige was found to have a moderating effect on the relationship between organizational identification and word-of-mouth referrals, but found no effect on employee retention.

Research limitations/implications

The current research took place among the millennial workers in Thai organizations, which needs to be extended to other generational cohorts or different culture settings for more generalization.

Practical implications

The results imply that managers should routinely assess and monitor person-organization compatibility, and ensure that corporate cultures, values and norms are properly communicated and mutually shared among the millennial workers. The aim is to inspire them to perceive better fits and proudly identify with their workplace. Such efforts are likely to induce not only retention, but also should encourage word-of-mouth referrals.

Originality/value

This study extends existing knowledge by assessing the relationships among person-organization fit, organizational identification and perceived external prestige as well as their impacts on intention to stay and word-of-mouth referrals by millennial employees, which has not been extensively investigated in the literature.

Details

Evidence-based HRM: a Global Forum for Empirical Scholarship, vol. 8 no. 1
Type: Research Article
ISSN: 2049-3983

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Article
Publication date: 18 March 2019

Valter Afonso Vieira, Juliano Domingues da Silva and Colin Gabler

The purpose of this paper is threefold: first, to determine the impact of interpersonal identification on sales performance; second, to uncover whether or not that…

Abstract

Purpose

The purpose of this paper is threefold: first, to determine the impact of interpersonal identification on sales performance; second, to uncover whether or not that relationship changes direction based on levels organizational prestige; and third, to test the antecedent of managerial support on salesperson interpersonal identification. Ultimately, the authors want to provide sales managers with tangible ways to nurture the self-concept of their sales force while optimizing sales performance.

Design/methodology/approach

The authors test the hypotheses using a data set of 196 B2C retail salespeople in the shoe industry. Respondents answered a printed questionnaire, which was analyzed using multiple linear regression and response surface analysis.

Findings

The authors find that managerial support does positively influence interpersonal identification among salespeople which, in turn, increases sales performance. However, the relationship is curvilinear, becoming negative when over-identification occurs. This inverted U-shaped relationship is moderated by organizational prestige such that the negative influence is overcome by employees who have pride and confidence in their organization.

Practical implications

Managers should balance the level of support that they provide their employees. While this mentorship generally leads to positive results, too much can lead to over-identification, and consequently reduce sales performance. However, this negative effect can be overcome if the salesperson perceives his organization as prestigious. Therefore, a mix of guidance and autonomy may foster the strongest self-concept among the sales team and generate the most positive outcomes. Further, managers should monitor their employees’ perceptions of the company, communicating its strong reputation internally to generate organizational prestige.

Originality/value

The authors extend social identity theory in a sales context to provide a better understanding of how self-concept can be altered – for better or worse – by the sales manager. The authors also show the importance of communicating your company’s social value to employees. While over-identification in the manager–employee dyad can create a “tipping point” where sales performance begins to decrease, organizational prestige may be able to overcome this effect, demonstrating the power of prestige. Together, the authors present the importance of contextual and external influences on individual sales performance.

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Marketing Intelligence & Planning, vol. 37 no. 3
Type: Research Article
ISSN: 0263-4503

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Article
Publication date: 24 August 2020

Widya Paramita, Felix Septianto, Rokhima Rostiani, Sari Winahjoe and Handini Audita

This study aims to empirically test the proposition that high narcissistic consumers are more likely to perform donation-related behavior, such as the intention to donate…

Abstract

Purpose

This study aims to empirically test the proposition that high narcissistic consumers are more likely to perform donation-related behavior, such as the intention to donate and to share the donation link, compared to low narcissistic consumers when the organization’s reputation is high. Built upon the evolutionary psychology theory, this study proposes that narcissism activates the status motive, and the relationship between narcissism, organization reputation and donation-related behavior can be explained by status motive.

Design/methodology/approach

The current research comprises two between-subject experimental studies that use both measured and manipulated narcissism subsequently, whereas the organization’s reputation was manipulated in both studies.

Findings

The results demonstrate that narcissistic consumers are more likely to donate and to share the donation advertisement when the donation organization is perceived as having a high (vs low) prestige. Further, the status motive mediates the effect of narcissism on donation decisions only when the donation organization is perceived as having high (vs low) prestige.

Research limitations/implications

This research’s main limitation is that it only examines two alternate ways to improve perceived organization’s reputation (e.g. highlight the organization’s reputational features and link to reputable entities such as celebrities), although organizational literature suggests that perceived organization reputation can be improved in many ways.

Practical implications

From a practical perspective, social marketers and donation organizations potentially benefit from this research because it demonstrates that high narcissistic consumers potentially involve in donation-related behaviors more than consumers with low narcissism when the organization is perceived as highly reputable.

Originality/value

The current research contributes to the narcissism literature and adds to the evolutionary psychology theory by providing empirical evidence that narcissism, whether manifesting as a trait or a state, can activate a status motive that leads to prosocial behavior, but only when the donation organization is perceived as prestigious.

Details

Young Consumers, vol. 21 no. 4
Type: Research Article
ISSN: 1747-3616

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Article
Publication date: 10 August 2012

Murat Gümüş, Bahattin Hamarat, Ertuğrul Çolak and Erol Duran

This paper aims to explore the effects of two work related identification (occupational and organizational) of school teachers on intention to early retirement…

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1776

Abstract

Purpose

This paper aims to explore the effects of two work related identification (occupational and organizational) of school teachers on intention to early retirement (withdrawal) and satisfaction with the occupation and satisfaction with the school. It also seeks the influence of perceived external prestige on withdrawal and satisfaction.

Design/methodology/approach

An empirical study was carried out at public schools in Canakkale, Turkey. Data collected from 238 teachers were analyzed. The correlations between identification and organizational prestige, desire for early retirement, and overall satisfaction of teachers were tested with several demographic variables such as age, gender, tenure and union membership. Ordinal logistic regression analysis (OLR) was conducted to reveal probabilistic behavior of response variables on the basis of explanatory variables.

Findings

The results show that both categories of identification have reverse effect on intention to early retirement, and both categories have positive effect on job satisfaction. Perceived external prestige has no effect on intention to early retirement and job satisfaction, but it increases satisfaction from the school. Finally, the “self” and the “occupation” were found salient categories for teachers' identification.

Originality/value

Identification literature has long been concentrated on organizational level identification. This paper explores the influence of both organizational and occupational categories of identification, comparatively. Being a teacher is seen as a prestigious occupation in Turkey. Findings about identity as a teacher also confirmed that “self” and “occupation” are two main identity references in the Turkish setting.

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Article
Publication date: 8 November 2011

Panagiotis Gkorezis, Naoum Mylonas and Eugenia Petridou

The purpose of this paper is to examine the impact of perceived external prestige (PEP) on organizational identification in the context of a Greek public organization and…

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996

Abstract

Purpose

The purpose of this paper is to examine the impact of perceived external prestige (PEP) on organizational identification in the context of a Greek public organization and to address the moderating role of gender in the relationship between PEP and organizational identification.

Design/methodology/approach

Data were obtained from a sample of 159 employees working in Citizens Service Centers. Analysis was conducted using moderated hierarchical regression analysis.

Findings

PEP is positively related with organizational identification (β=0.33, p<0.001). The influence of the interaction of PEP and gender on organizational identification is also supported (β=−0.29 p<0.05). In particular, the effect of PEP on organizational identification was stronger for men.

Research limitations/implications

Limited inference to other private and public organizations because data are based on one public organization. The cross‐sectional analysis of the data cannot directly assess causality.

Originality/value

This is the first study to examine the moderating role of gender in the relationship between PEP and organizational identification.

Details

Gender in Management: An International Journal, vol. 26 no. 8
Type: Research Article
ISSN: 1754-2413

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Article
Publication date: 8 February 2016

Muharrem Tuna, Issam Ghazzawi, Murat Yesiltas, Aysen Akbas Tuna and Siddik Arslan

– 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).

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3341

Abstract

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.

Details

International Journal of Contemporary Hospitality Management, vol. 28 no. 2
Type: Research Article
ISSN: 0959-6119

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Article
Publication date: 2 October 2020

Andrea Tomo and Davide de Gennaro

In a period of profound crisis for professions, this paper aims to develop knowledge about the role of proactive personality in the relationship between accountants…

Abstract

Purpose

In a period of profound crisis for professions, this paper aims to develop knowledge about the role of proactive personality in the relationship between accountants’ occupational prestige and goal orientation.

Design/methodology/approach

The study draws upon the literature on professions and employs a multiple linear regression analysis to test the mediating role of proactive personality when accountants challenge external events threatening their profession. The study focuses on Italy, an area characterized by a high degree of precariousness where, over the past 30 years, accountants have been facing many threats undermining their occupational prestige.

Findings

The findings show that proactive accountants are more goal-oriented, unless they perceive that others consider their career to be prestigious. Therefore, the study demonstrates that occupational prestige – more volatile and subject to external forces– can shape proactive personality – usually internally determined and more stable – insofar a perceived low occupational prestige can be mediated by a proactive personality towards goal orientation.

Practical implications

The study has both academic and practical implications, showing that context-related factors are buffered by personal characteristics when professionals react to external events affecting their prestige.

Originality/value

The paper sheds lights on the critical issues of setting and achieving goals in uncertain situations, and enhances our understanding of the accounting profession, by identifying new reactions and behaviours based on personal factors as well as exogenous and contextual factors.

Details

Meditari Accountancy Research, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2049-372X

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