Organizational Identification

This study brings together public and private sector research on change management to highlight the important role of public servants as recipients of change, which is underemphasized in the public management literature. In doing so, we identify and operationalize factors of managing successful change—involved communication and change recipients’ beliefs. The effect of involved communication on developing employees’ readiness for change is explored. Data were collected from public sector research and development organizations in Pakistan. The results of the structural equation modeling support the positive role of involved communication in developing employees’ readiness for change. Employees’ organizational identification and change recipients’ beliefs also exhibit a significant mediating role in the above-stated relationship. This study significantly contributes to the existing literature of change management in the public sector by focusing on employees as key players in an organization’s change process. Practical implications and future research directions are also discussed.

The purpose of this research is to analyse the relationship of person-organization fit in hotels through organizational identification, job performance, production deviance behavior, and the intention to remain. To achieve this, first, the literature was consulted to provide a conceptual model. Through conducting a face-to-face interview, a total of 582 questionnaires were collected from employees who were full-time employees of the five-star hotels operating within the Mugla region of Turkey. The data obtained from the survey was analysed via the statistics program; within this explanatory and confirmatory factor analyses were performed within the framework of Structural Equation Modelling. The study concluded and identified, that external factors, namely “person-organization fit”, have an effect on internal factors such as “organizational identification”, “job performance”, “production deviance” and the “intention to remain”. The empirical results indicate that person-organization fit has a significant and positive influence on organizational identification, job performance, and intention to remain, while has a significant and negative influence on production deviance behavior. The results also indicate that organizational identification has an important effect on job performance, intention to remain and production deviance behavior.

Employer-sponsored family-friendly events are designed to boost engagement and encourage retention by building family members’ identification with the organization. These events are usually targeted at employees with dependent children, but LinkedIn’s more inclusive “Bring in Your Parents” (BIYP) initiative aims to introduce employees’ parents to the daily work of their adult children. This study evaluates the impact of BIYP on the attitudes and behavioral intentions of participating employees and their parents. Repeated-measures surveys were conducted among participating employees and parents in six organizations in six countries (UK, Ireland, France, Brazil, Mexico, and Colombia). These were followed by in-person interviews with participating employees (UK), and phone interviews with HR managers (Brazil, Canada, France, Spain, UK, USA). Participation in BIYP increases employee engagement and parents’ instrumental and affective support for their children and for their children’s employers. Hosting BIYP is perceived to enhance corporate reputation among both internal and external stakeholders. BIYP serves the dual function of building employee engagement and creating new parental brand ambassadors for participating organizations. BIYP can be an effective tool for employers to engage members of staff not traditionally included in organizational family-friendly events and may be particularly useful for firms with a high proportion of younger workers in tech-savvy jobs. This evaluation of a new workplace initiative demonstrates measurable effects on important employee attitudes and behavioral intentions.

We offer a single-item graphic scale for the measurement of identification with organizations and organizational units. The scale is based on conceiving of identification in terms of distance or overlap between entities in a cognitive space.
We present results from five samples regarding the reliability and validity of the scale.

In the present competitive era, it has become difficult for organizations to attract and retain talented employees. In view of this constraint many organizations have adopted the employer branding concept in organizations. However, it has been found that multinationals and large business entities practice employer branding but it is not being practiced in SMEs in Pakistan. Thus, SMEs in Pakistan are not able to operate at full capacity due to lack of talented workforce. Past studies despite the importance of employer branding have used it in large industries. Moreover, these studies have examined the consequences of employer branding and have not adequately examined the mediating roles of personal organization and recruitment. This study has examined the effect of employer branding on organizational identification, personal organization, recruitment and satisfaction. Additionally, this study has also examined the mediating roles of personal organization and recruitment. The sample size for the study was 415 SMEs in Karachi. Smart PLS was used for testing the measurement and structural model. The results show that employer branding has a positive and statistically significant impact on organizational identification, personal organization, recruitment and job satisfaction. In addition, the study found that personal organization has a positive and significant effect on organizational identification while recruitment has a positive and significant effect on job satisfaction. Further, we find that recruitment mediates the relationship between employer branding and job satisfaction.

Conceived as the meanings that individuals attach to their selves, a substantial stockpile of identities-related theorizing, accumulated across the arts, social sciences and humanities over many decades, continues to nourish contemporary research on self-identities in organizations.
Moreover, in times which are more reflexive, narcissistic and liquid the identities of participants in organizations are increasingly less fixed, less secure and less certain, making identities issues both more salient and more interesting. Particular attention has focused on processes of identity construction (often styled ‘identity work’), how, why and when such processes occur, and their implications for organizing and individual, group and organizational outcomes. Seemingly intractable debates centred on the nature of identities – their relative stability/fluidity, whether they are best regarded as coherent or fractured, positive (or not) and how they are fabricated within relations of power – combined with other conceptual issues, continue to invigorate the field, but have led also to some scepticism regarding the future potential of identities research. As the chapters in this handbook demonstrate, however, there are considerable grounds for optimism that identity, as root metaphor, nexus concept and means to bridge levels of analysis, has significant generative utility for multiple streams of theorizing in organization and management studies.

Integrating insights from the social exchange perspective and the social identity perspective, we propose that evaluations of support received from the organization and its representatives and organizational identification interact to predict withdrawal from the job. The relationship of support with withdrawal is proposed to be weaker the more strongly employees identify with the organization. This prediction was confirmed in 2 samples focusing on different operationalizations of support and withdrawal. Study 1 explored the interaction between organizational support and organizational identification in predicting turnover intention; Study 2 investigated the link between supervisor support and organizational identification and absenteeism. The present study thus yields evidence that may lay the groundwork for further integration of social exchange and social identity analyses of organizational behavior.

In order to operate effectively and efficiently, most higher education institutions depend on employees performing extra-role behaviours and being committed to staying with the organisation. This study assesses the extent to which organisational identification and employee satisfaction are antecedents of these two important behaviours. Key objectives of the research were to identify possible antecedents of organisational identification and to discover whether the consequences of organisational identification vary among the employees of multinational universities at home and foreign campuses. We developed a model that was tested using structural equation modelling, which assesses the influences of organisational identification on employee satisfaction, extra-role behaviours and turnover intentions. All of the paths in our model were significant, but employee identification, satisfaction and extra-role behaviours were lower at foreign branches than at the home campuses of universities, and turnover intentions were higher. These results suggest that higher education institutions need to implement different human resource strategies at home and foreign branches, with a focus on improving organisational identification at the foreign subsidiaries.

Followers’ identification with the leader and the organizational unit, dependence on the leader, and empowerment by the leader are often attributed to transformational leadership in organizations. However, these hypothesized outcomes have received very little attention in empirical studies. Using a sample of 888 bank employees working under 76 branch managers, the authors tested the relationships between transformational leadership and these outcomes. They found that transformational leadership was positively related to both followers’ dependence and their empowerment and that personal identification mediated the relationship between transformational leadership and followers’ dependence on the leader, whereas social identification mediated the relationship between transformational leadership and followers’
empowerment. The authors discuss the implications of these findings to both theory and practice.

ÖZET
Güncel liderlik araştırmalarında takipçilerin algılama süreçlerine giderek daha fazla ağırlık verilmeye başlanmış, liderlikten söz edilebilmesi için ortaya konan liderlik davranışlarının takipçilerin zihnindeki ideal lider özellikleri ile uyumlu olması gerektiği görüşü giderek yaygınlık kazanmıştır. Bu durum literatürde örtük liderlik kuramı olarak adlandırılmış, takipçinin zihninde ideal bir liderde olması gerektiğini düşündüğü özelliklerin toplamı ise lider modeli olarak adlandırılmıştır. Araştırmada sanayi işletmelerinde çalışan işgörenlerin lider modeli ve algıladıkları liderlik tarzı arasındaki uyumun örgütsel özdeşleşmeye olan etkisi üzerine sonuçlar elde etmek amacıyla Aksaray OSB’de bulunan 16 işletmeden ve Adana Hacı Sabancı OSB’de bulunan 29 işletmeden olmak üzere toplam 922 katılımcıdan toplanan veriler analiz edilmiştir. Çalışmaya otomotiv ve demir-çelik sektöründe faaliyet gösteren işletmeler dahil edilmiştir. Analizler lider modeli ile algılanan liderlik arasındaki uyumun örgütsel özdeşleşme üzerinde pozitif yönlü anlamlı bir etkisi olduğunu göstermiştir. Ayrıca Aksaray ve Adana illeri arasında lider modeli ile algılanan liderlik arasındaki uyum ve örgütsel özdeşleşme değişkenleri bakımından karşılaştırmalar yapılmıştır.

In recent years, scholars have increasingly recognized that the theoretical underpinnings of employee-organization relationships (EOR) are in need of further extension in light of recent organizational changes. In prior research, the study of EOR has been based on social exchange theory, and the psychological contract (PC) has played a central role in understanding this crucial aspect of organizational life. The main objective of this paper is to provide an integration of the existing literature by adopting a multiple-foci exchange relationships approach. Specifically, we looked at identification; the quality of relationships and exchanges with the leader, coworkers, and other organizational agents; justice perceptions involving several organizational sources; and perceived organizational, leader, and coworker support to expand our understanding of the PC. Overall, we advocate a multiple-foci exchange relationships approach that will ultimately enable us to develop a more comprehensive understanding of the complex nature of PCs in 21st century organizations.

Based on insights from social exchange and social identity theories, this paper examines the influence of three dimensions of socially responsible human resource management (SR-HRM), namely legal compliance HRM, employee-oriented HRM and general CSR facilitation HRM, on employees’ organizational citizenship behaviour (OCB). Structural equation modelling of dyadic data collected from Chinese employees and their direct supervisors in three phases revealed that whilst organizational identification fully mediated the relationship between employee-oriented HRM and employee OCB, general CSR facilitation HRM had a direct effect on employee OCB. In contrast, legal compliance HRM neither influenced employee OCB directly, nor indirectly through organizational identification. The findings highlight the important but complex role played by SR-HRM in eliciting positive employee work outcomes, and contribute to our
knowledge of the mechanisms underlying this relationship.

هدفت الدراسة الحالية إلى التعرف على دور القيادة الخادمة في تحقيق التماثل مع الهوية التنظيمية بمدارس التعليم قبل الجامعي بمصر من وجهة نظر المعلمين، تكون مجتمع الدراسة من جميع المدرسين والمدرسات في مدارس مدينة إهناسيا، تم أخذ عينة عشوائية طبقية قوامها (399) مدرس ومدرسة، استخدمت الدراسة المنهج الوصفي الارتباطي، لتحديد العلاقة بين القيادة الخادمة وتمثل الهوية التنظيمية لدى عينة الدراسة، وأعد الباحثان استبانتين تكونت الأولى من (13) عبارة وتقيس درجة ممارسة القيادة الخادمة من وجهة نظر المدرسين، والثانية وتكونت من (33) عبارة مقسمة على ثلاثة أبعاد البعد الأول: يقيس التمركز حول قيم المدرسة. البعد الثاني: يقيس تميز المدرسة. البعد الثالث: ويقيس استمرارية المدرسة من وجهة نظر المدرسين.
وقد جاءت نتائج الدراسة كما يلي:
1) أن ممارسة المديرين للقيادة الخادمة من وجهة نظر المدرسين جاءت بدرجة مرتفعة، بمتوسط حسابي بلغ (3.74 من 5) وبانحراف معياري (0.87).
2) أن تمثل الهوية التنظيمة لدى المدرسين جاءت بدرجة مرتفعة، بمتوسط حسابي بلغ (3.92 من 5) وانحراف معياري (0.73).
3) لا توجد فروق ذات دلالة إحصائية بين استجابات المدرسين في درجة ممارسة المديرين للقيادة الخادمة، تعزى لمتغيرات الدراسة (الجنس، الخبرة، المؤهل العلمي، والمرحلة الدراسية).
4) لا توجد فروق ذات دلالة إحصائية بين استجابات المدرسين في درجة تمثل الهوية التنظيمية، تعزى لمتغيرات الدراسة التالية: (الجنس، والمؤهل العلمي). بينما أظهرت النتائج وجود فروق تعزى لمتغير المرحلة الدراسية والخبرة.
5) وجود معاملات ارتباط إيجابية بين نمط القيادة الخادمة ودرجة تمثل الهوية التنظيمية بأبعادها الثلاثة لدى المدرسين، إذ بلغت قيمة معامل ارتباط بيرسون لكل الأبعاد (0.552). وهي دالة إحصائيا عند مستوى الدلالة 0,01.
  Abstract
The purpose of the study is to identify the role of servant leadership in achieving organizational identification in the pre-university education in Egypt from the viewpoints of teachers. The population consisted of all teachers in schools of Ihnasia City, This study was based on the data gathered from a random sample consisted of (399) teachers, using the Correlative descriptive approach. The study used two scales prepared by the researchers, the first consisted of (13) items  to measure servant leadership, while the second consisted of (33), divided into three dimensions (centrality, distinction and continuity) to measure organizational identification
The results of this study indicated that:
- Practice of managers to servant leadership from the viewpoints of teachers was high, with mean (3.74 out of 5) and standard deviation (0.87).
- Organizational identification of teachers was high, with mean (3.92 out of 5) and standard deviation (0.73).
- No statistically significant differences between the responses of teachers in the degree of managers’ practice to servant leadership, due to the variables of the study (gender, experience, qualification and educational stage).
- No statistically significant differences between the responses of teachers in the degree organizational identification due to the variables of the study (gender and educational qualification).
- There were statistically significant differences between the responses of teachers in the degree of organizational identification due to experience variable at the significance level (0.01) and educational stage variable at the significance level (0.000).
- There were positive correlation coefficients between the servant leadership and organizational identification among teachers, Pearson correlation coefficient for all Dimensions (.552) which is statistically significant at the significance level (0.01).

Article Classification: Research Article Purpose-The aim of this study is to determine the effects of servant leadership on psychological empowerment and organizational identification. Design/methodology/approach-Within the context of quantitative research approach, data collected from 309 hotel employees by questionnaire. Reliability of data measured with Cronbach's Alpha coefficient where the Factor analysis were performed to check validity. Validity analysis has followed by Correlation and Regression analyses in which research hypothesis were tested. Findings-Results of the study assign that there is a significant relationship among servant leadership, psychological empowerment and organizational identification. Furthermore, results also support pre-assumptions suggesting that servant leadership behaviours significantly affect psychological empowerment of employees and their identification process with the organization. Within this context, empowerment and vision sub-dimensions of servant leadership contribute psychological empowerment of hotel employees. Additionally, visionary and humility behaviours of servant leaders increase the organizational identification level of them. Discussion-Entrepreneurs in hospitality industry those who want to deliver high quality service should consider to employ servant leaders/executives in order to have more empowered and identified employees. Also, contributions of servant leaders are an important field for the academicians, since they can create a positive and creative service philosophy among staff and can heighten service quality.

Social media has become an integral part of connecting with others and sharing personal information. As more individuals use social media to express themselves, organizations have begun using these same sites to make hiring decisions in a process called cybervetting. Although some researchers suggest that cybervetting has consequences for self-expression, currently little research has explored how cybervetting impacts job seekers’ social media use and identity creation. Accordingly, this study uses quantitative and qualitative methods to explore how cybervetting impacts job seekers’ social media use and online identity creation. By surveying job-seeking social media users, this study measures the relationships between social media use, concern for cybervetting, Communication Privacy Management and facework behaviors, and social media privacy tools. The results from the survey indicate a relationship between social media use and concern for cybervetting, a heavy use of social media privacy tools, and real accounts of social media behavior changes due to cybervetting, but do not show a direct relationship between a concern for cybervetting and Communication Privacy Management and facework behaviors. Although the results point to conflicting findings, this study sheds light on the evolving nature of cybervetting, social media use, and its impact on online identity creation, emphasizing a call for future research.

Please feel free to contact the author for any updates to this work.

Purpose – The purpose of this paper is to extend knowledge about theoretical explanations of the job insecurity-performance relationship. Specifically, the authors examine how and why job insecurity is negatively associated with task and contextual performance (i.e. organizational citizenship behavior) and whether organizational identification may account for these relationships.
Design/methodology/approach – The mediational hypotheses were examined using structural equation modeling in a heterogeneous sample of Italian employees.
Findings – Consistent with social identity theory, results show that job insecurity is related to reduced levels of identification with the organization and, consequently, to low task and contextual performance. These findings suggest that employees’ behaviors in job insecure contexts are also driven by evaluations about the perceived belongingness to the organization.
Practical implications – The research supports initial evidence that it is possible to prevent low performance resulting from job insecurity by designing interventions to boost organizational identification. By ensuring a sense of belonging and providing a positive basis for employees’ social identity, managers may increase involvement and attachment to the organization.
Originality/value – This study provides a deeper understanding of behavioral reactions to job insecurity and adds a path unexplored so far, by introducing a theoretical perspective from social psychology. Job insecurity may represent a specific condition that leads organizational identification to be a key mechanism for employees and their behaviors.
Keywords: Performance, Quantitative, Social identity theory, Job insecurity,
Organizational citizenship behaviour, Organizational identification

This study addressed the generalizeablity concerns raised by few in leader-member exchange (LMX)-outcomes relationships and provided a solution in the form of a new mediator and a new moderator using cross-fertilization of LMX and social identity theory (SIT). The study aimed at investigating the indirect effects of LMX and job performance (JP) through organizational identification (OI) using social identity theory. The study also examined conditional indirect effects of supervisors' organizational embodiment (SOE) on LMX and JP through OI. The study used data based on a convenience sample from 411 employees in three time lags. Mediation and moderated mediation tests were performed using PROCESS. Results supported the mediating role of OI between LMX and Job performance. Analysis also confirmed the conditional effect of SOE on indirect relationship of LMX and JP through OI. Theoretical and practical implications of results are also discussed.

In this paper, I analyse five approaches to identity work - discursive, dramaturgical, symbolic, socio-cognitive, and psychodynamic - and show how these are helpful in exploring the ways people draw on their membership of organizations in their constructions of self, processes generally referred to as organizational identification. Collectively, these approaches constitute a distinctive perspective on identities and identifications which suggests that they are ‘worked on’ by embedded social actors who are both constrained and enabled by context. In so doing, I draw attention to issues of agency and process, the always dynamic and complex, often fractured, and sometimes contradictory nature of identities and identifications, and raise a series of issues and questions for further research.

Researchers in the field of business ethics have assumed organizational trust as the connecting puzzle piece between organizational theory and philosophical ethics (Hosmer, 1995). Organizational identification has gained a lot of momentum in the attempt to explain how trust emerges and develops within organizations (Ashforth & Mael 1989). However there is scarce empirical evidence suggesting whether there is an association between organizational trust and organizational identification across multiple organizational levels. Using the framework of social identity theory, this research aims to illustrate the dynamic relationship between trust and identification within organizations and present a model of the predictors of organizational trust.
Employing a quantitative research design and using a large student sample (N=222), this study issued cross-sectional surveys to measure organizational trust, organizational identification, team trust, and team identification while controlling for the effects of team size, team type, age, gender and culture. The results of the multiple regression analysis show a significant relationship between the predictors and the outcome variable, organizational trust (r2=.54, p<.05). The findings are supportive of a predictive model of organizational trust and of its importance to the functioning of teams and organizations. Organizational trust appears strongly related with team member’s attitudes towards the organization.
These results have extensive implications for human resources departments, for managing teams, fostering trust and organizational identification within organizations, thus ultimately improving organizational performance.

Keywords: organizational trust, organizational identification, business ethics.

A number of researchers have proposed and demonstrated that worker behavior is one of the main factors in construction safety. Working within the parameters of worker safety awareness and behavior, many researchers have recently suggested that shared values and customs, i.e., group norms, play an important role in shaping individual workers' safety behavior. Regarding how individuals' behavior is under the influence of group norms, the social identity theory suggests that people perceive themselves as a member of a group, depersonalize the self, and base their beliefs and behavior on the norms of the group. Despite the clarity of this configuration, the extent to which construction workers' safety attitudes and behaviors are influenced by group norms, and the degree to which social identification is involved in this process, remains unclear. In particular, the transient nature of construction worker employment and multiple identities that a construction worker might hold make it difficult to understand the influence of group norms on workers' safety behavior. To address these knowledge gaps, this paper aims to identify the (1) influence of group norms on a construction worker's personal standards regarding safety behavior, (2) current status of construction workers' social identities, and (3) impact of social identification on the influence that group norms have on construction workers' personal standards regarding safety behavior. To achieve these objectives, empirical data were collected from 82 construction workers and nine project managers from three different construction sites using behavioral economic experiments along with surveys, and the data were analyzed using quantitative methods, such as correlation analysis, regression analysis, and t-tests. The analyses demonstrate that there is a measurable difference between construction workers' personal standards and the norms desired by project managers regarding safety behavior and that construction workers' personal standards regarding safety behavior are significantly influenced by their perceived group norms. The analyses also demonstrate that construction workers identify themselves with the different groups to which they belong (e.g., workgroup, trade, union, company, project) to significantly different degrees and that the salience of social identity with a group moderates the influence that the group's norms have on personal standards regarding safety behavior in construction workers. These findings suggest a new way of thinking about safety management in construction; promoting project-wide positive norms combined with improved project identity can be an effective means of improving workers' safety behavior in construction projects.

The objective of this paper is to offer a clear view on the different conceptualizations of organizational identification and propose valid measurement solutions adapted to these conceptualizations. The theoretical analysis tries to unravel in which respects the different conceptualizations of organizational identification are distinct or similar, and which contradictions are insolvable or just apparent. The empirical part of this paper focuses on the analysis of the instruments built according to each of the presented theoretical model. Several modalities to test the content, convergent and discriminant validity of these instruments are employed to assess the fit of these instruments. Finally, measurements proposals that address the theoretical and methodological issues raised in the analyses are advanced.

The study investigates how in international partnerships the brand credibility of each partner, student-institution identification with each partner, and perceived service quality relate to student satisfaction. A structured survey questionnaire was completed by 528 students taking a co-branded higher education program in Hong Kong or Sri Lanka. The results indicate that the brand credibility of a foreign institution is a stronger influencer on student identification with the foreign institution as compared to the relationship between credibility and identification with the local partner. The negative relationship between organizational identification and cognitive dissonance for each institution in the partnership is also stronger for the foreign institution. As the popularity of international partnerships and co-branded higher education programs continues to grow, the importance and dominance of foreign brand credibility and student identification with foreign institutions is recognized.

The purpose of this research is to investigate the effects of social and organizational identification on student commitment, achievement and satisfaction in higher education. The sample comprised 437 students enrolled in an undergraduate or postgraduate programme in business or management. A model was developed and tested using structural equation modelling. It was found that organizational identification is a stronger predictor of student commitment, achievement and satisfaction than social identification. Although organizational identification was a strong predictor of student satisfaction, student commitment was better at explaining student achievement. The implications for higher education institutions are discussed. To our knowledge, this is the first study to examine the effects of organizational identification on student commitment, achievement and satisfaction. The key contribution of the research is in providing support for the hypothesis that organizational identification can influence the attitudes and behaviour of higher education students, as it has been shown to do with employees and consumers.

Çalışanın, iş arkadaşlarına, örgüt yönetimine ve örgütüne güven duyması şeklinde ortaya çıkan örgütsel güven; örgütsel hedefleri gerçekleştirmek için belirleyici bir role sahiptir. Örgütsel özdeşleşme ise kısaca; çalışanın örgütünü kendisi gibi görmesi olarak tanımlanmakta ve örgüt-çalışan uyumluluğunun bir göstergesi niteliğindedir. Çoğunlukla farklı uzmanlıklara sahip ve ekipler halinde hizmet üreten sağlık çalışanının, iş arkadaşlarına, yöneticilerine ve örgütüne güven duymasının yanında örgütünü kendisi gibi görmesi de örgütsel hedeflerin gerçekleştirilebilmesi için önemlidir. Ancak çalışanın örgütü ile özdeşleşebilmesi için öncelikle örgütsel güven düzeyinin yüksek olması gerekmektedir. Aksi takdirde güven ortamının oluşmadığı iş koşullarında görev yapan çalışanlar, örgütsel özdeşleşmeden ziyade işten ayrılmayı dahi düşünebilmektedirler. Bu çalışma; özel hastanede görev yapan çalışanların örgütsel güven algılarının örgütsel özdeşleşme düzeyleri üzerinde anlamlı bir etkisinin olup olmadığını tespit etmek amacıyla yapılmıştır. Çalışmada; örgütsel güven ve örgütsel özdeşleşme ölçeklerinin yanında çalışanların sosyo-demografik düzeylerini de ölçen, toplamda 26 maddeden oluşan anket kullanılmıştır. Çalışma, 434 özel hastane çalışanı ile gerçekleştirilmiş olup yapılan analizler sonucunda; örgütsel güven boyutlarından yöneticiye güven ve örgüte güven boyutlarının örgütsel özdeşleşme üzerinde pozitif yönde anlamlı etkilerinin olduğu tespit edilmiştir.

The purpose of this research is to discover the extent to which prospective higher education students still in secondary education might identify with international branch campuses and the extent to which organisational identification and its individual components might influence students’ behavioural intentions towards these institutions. The study involved 407 students studying at nine international schools in the United Arab Emirates (UAE). By developing and testing a regression model, it was found that individuals are indeed able to identify with universities with which they have had no or minimal previous interaction or experience and that student-university identification can lead to positive behavioural intentions. The findings suggest that institutions would benefit from articulating and communicating their identities clearly, coherently and in a persuasive manner, and emphasising those aspects of the university’s identity that prospective students will perceive as prestigious and similar to their own identities.

This study proposes a model in which organizational identification mediates the correlations among state-owned enterprises (SOEs), authentic leadership, Christian religiousness, and unethical pro-organizational behavior (UPB). The proposed theoretical framework is based on moral identity theory, social identity theory, and social exchange theory. We tested the hypothesized model using data (N  =  389) from employees of various companies and industries in Poland. Of the respondents, 49.1% worked in SOEs. The reliability and validity of the measures were established. The correlation coefficients among the analyzed variables were obtained using the bootstrap confidence interval method. To thoroughly examine the causal relationships among the variables, covariance-based structural equation modeling (CB-SEM) was adopted. Path analysis was conducted and used to verify a model in which organizational identification mediated the correlations among state involvement in the ownership of an enterprise, authentic leadership, Christian religiousness, and UPB. State involvement in the ownership of an enterprise, authentic leadership, and Christian religiousness were linked to increased organizational identification, which in turn was linked to the intensification of UPB. With the level of organizational identification controlled, state ownership of an enterprise was linked to lower UPB intensity. Limitations, implications and future research directions are discussed.

In last few decades, employees’ job related attitudes and behaviors have remained topics of considerable interest in the fields of organizational behavior and human resource management. This study aims to explore the impact of person-organization-fit and person-job-fit on employee turnover intention while considering psychological climate as a mediating variable. Sample for this research is consisted of 260 employees from top five commercial banks of large cities of Pakistan. SPSS 17 is used for analyzing the data. Correlation and regression analysis is used to test the direct and mediating relationship between key variables. Results indicate that both person-organization-fit and person-job-fit have negative relationship with turnover intention. Psychological climate partially mediates the relationship between person-organization-fit and turnover intention while fully mediates the relationship between person-job-fit and turnover intention.

Bu araştırma sağlık çalışanlarında örgütsel sinizm, iş performansı ve örgütsel özdeşleşme düzeyleri arasındaki ilişkilerin incelenmesi amacıyla gerçekleştirilmiştir. Araştırmanın evrenini, Kırıkkale’de faaliyet gösteren bir eğitim ve araştırma hastanesinde Şubat 2015-Nisan 2015 tarihleri arasında fiili olarak çalışan hekim, hemşire, ebe, diğer sağlık personeli ve idari personel oluşturmaktadır. Araştırmada örneklem seçilmeyip evrenin tamamına ulaşılmaya çalışılmış ve 1164 çalışandan 492’sine ulaşılmıştır. Araştırmada katılımcıların örgütsel sinizm düzeyini ölçmek için Brandes (1997), örgütsel özdeşleşme düzeyini belirlemek amacıyla Mael ve Ashforth (1992) ve iş performanslarını saptamak için Kirkman ve Rosen (1999) tarafından geliştirilen ölçekler kullanılmıştır. Araştırma sonucunda, katılımcıların örgütsel sinizm ve özdeşleşme düzeylerinin orta düzeyde ve iş performansı düzeylerinin ise orta düzeyin üzerinde olduğu belirlenmiştir. Çalışmada yapılan regresyon analizleri sonucunda, örgütsel sinizmin iş performansı üzerindeki toplam varyansın %7,5’ini; örgütsel özdeşleşme üzerindeki toplam varyansın %44,2’sini ve örgütsel özdeşleşmenin iş performansındaki toplam varyansın %30,8’ini açıkladığı belirlenmiştir.

In this study the relationship between the organizational identification and organizational communication
of primary school teachers is examined through path analysis. The study group in
the study is formed by (n=362) primary school teachers working at primary schools located in the
center of Bolu in the 2011-2012 academic year. In the study, data were collected through “Organizational
Identification Inventory” and “Organizational Communication Inventory”. In the analysis
of the data in order to identify teachers’ organizational identification and organizational communication
levels, the percentage, the frequency values, the mean, and standard deviation scores were
calculated. Meanwhile, the relationship between organizational identification and organizational
communication levels were examined through path analysis. In the study, the mean score about
primary school teachers’ organizational identification level is (x=3,89, S=,67). In the study, it was
found that the highest mean score about primary school teachers’ organizational communication
level is at the “Mission Essential Communications” sub-dimension x=3,89 (S=,67) while the lowest
mean score is at the “Feedback” sub-dimension x=3,49 (S=,80). In the study, the results of path
analysis done to identify the relationship between organizational identification and organizational
communication levels of teachers revealed that the model is consistent as GFI: 0,99, AGFI: 0,96
and CFI: 1,00.

Role congruity theory affirms that female managers face more difficulties at work because of the incongruity between the female gender role and the leadership role. Furthermore, due to this incongruity it is harder for female managers to perceive themselves as authentic leaders. However, followers’ attributions of prototypicality could attenuate this role incongruity and have implications on a leader’s organizational identification. Hence, we expect male leaders to be more authentic and to identify more with their organization, in particular compared to female leaders low in prototypicality. We hypothesized that (1) authentic leadership mediates the relation between leaders’ gender and their organizational identification, but that this indirect effect (2) is conditional of team prototypicality. To test these hypotheses, we conducted an online experiment with 149 managers (Mage = 43.42 years SD = 11.41; 43% female) from different work sectors using a 2 (gender participant) x 2 (prototypicality: low vs. high) between-subject design. As predicted, men scored higher on authentic leadership, and three dimensions of authentic leadership partially mediated the effect of gender on organizational identification. In the low prototypicality condition, women scored lower in authentic leadership and identified less with the organization, whereas in the high prototypicality condition no gender differences were found.

ÖZET Bu çalışmada; paternalist liderlik davranışlarının örgütsel özdeşleşme algısı üzerinde olası bir etkinin söz konusu olup olmadığının tespit edilmesi amaçlanmıştır. Araştırma kapsamında paternalist liderlik davranışları ve alt boyutlarının, örgütsel özdeşleşme algısı ve boyutları üzerinde etkisinin olup olmadığını belirlemeye yönelik olduğundan, etkileşimsel bir model deseni kurgulanarak hareket edilmiştir. Bu amaç doğrultusunda, örgütsel özdeşleşme algısı ve alt boyutları ile paternalist liderlik ve alt boyutları arasındaki ilişki korelasyon analizi ile etkileşim ise regresyon analizi ile tespit edilmeye çalışılmıştır. Araştırmanın çalışma grubunu Kahramanmaraş ve Osmaniye illerinde faaliyet gösteren vergi dairesindeki toplam 460 çalışan arasından ulaşılmış olan 276 adet çalışan oluşturmaktadır. Veri elde etmek amacı ile paternalist liderlik davranışlarını ölçmek amacı ile Aycan (2001) tarafından geliştirilmiş olan ve toplam 17 soru önermesinden oluşan " paternalist liderlik ölçeği " ile birlikte Mael ve arkadaşları (1992) tarafından geliştirilen " Örgütsel Özdeşleşme Ölçeği " kullanılmıştır. Toplanan verilerin istatistiki analizinde ise SPSS 21.0 veri analizi programı kullanılmıştır. Araştırma sonucu elde edilen bulgulara göre; paternalist liderlik davranışlarına yönelik algılamalar ile örgütsel özdeşleşme algısı arasında pozitif yönlü bir ilişki söz konusu olduğu tespit edilmiştir. Ayrıca paternalist liderlik davranışları ve alt bileşenlerinin, örgütsel özdeşleşme ve alt bileşenleri üzerinde pozitif yönde bir etkisi olduğu sonucuna ulaşılmıştır. Araştırma modeli içinde yer alan Demografik özelliklerdeki farklılıkların paternalist liderlik davranışlarına yönelik algılar ve örgütsel özdeşleşme algısı üzerinde farklılık ortaya çıkartmayacağı da elde edilmiş bulgular içerisinde yer almaktadır. Genel olarak paternalist liderlik davranışlarının kurum içinde artması, örgütsel özdeşleşme algısına yönelik düşünceleri de olumlu yönde etkileyeceğini söylemek mümkün olacaktır. Bu nedenle de paternalist lider davranışlarına yönelik çalışmaların işletmeler içinde yaygınlaştırılması gerektiği olağan bir sonuç olarak karşımıza çıkmaktadır.
ABSTRACT In this study, it is aimed to determine whether paternalistic leadership behaviors have a possible effect on organizational identification perception. Within the scope of the research, an interactive model design was built since the research aims to determine whether paternalistic leadership behaviors and its sub-dimensions have an effect on the organizational identification perception and its dimensions. For this purpose, the relation and interaction between organizational identification perception and paternalistic leadership and its dimension was tried to be analyzed using correlation analysis and regression analysis. The study group is composed of 276 employees contacted out of 460 employees working in the tax office operating in Kahramanmaraş and Osmaniye provinces. "The paternalistic leadership scale of Aycan (2001), which consists of a total of 17 questions and aims to collect data and measure paternalistic leadership behaviors and "The Organizational 1 Bu çalışma Batum/Gürcistan'da düzenlenen II. Uluslararası Mesleki ve Teknik Bilimler Kongresi'ne gönderilen özet bildirinin genişletilmiş halidir.

This chapter centers on the role that organizational identification plays in technology-infused health communication in organizations.  With the rise in workplace wellness programs, and the involvement of non-profit and non-workplace organizations, there are new opportunities to consider organizations helpful when sharing important health messages.  Research indicates that social identity theory and organizational identification provide solid theoretical perspectives for explaining how members interpret and implement health practices.  With the rise in communication technologies—e.g., social media and intranets—being used to disseminate health information, there are new opportunities to connect with organizational members and positively influence their health attitudes and behaviors.  This chapter explores these issues, summarizes research findings, and develops a framework for further research on social identity and organizational health communication.

In an intensely competitive environment, the companies in the production sector fall behind as a result of not showing performance at desired levels, which and leads to companies leaving the sector. Particularly in terms of leadership, the trust of employees in the subordinate hierarchy of organizations, as well as their identification with the organization, should be managed with an accurate understanding. The aim of this study is to analyze the concepts of empowerment leadership and emotional intelligence , the trust of employees in the organization, and the relationships between them within an organization. When the data obtained through the study was analyzed, it was found that leadership and emotional intelligence had a positive effect in the formation of trust and organizational identity among employees. Within the scope of the study, surveys were conducted with 381 white-collar workers (administrative personnel) who work in the production sector. Analyzes were made using SPSS...

The purpose of this study was to investigate the potential predictive effect of organizational identification on job satisfaction and to determine the moderating role of perceptions of organizational politics within this process after controlling for the latter. To that end the data were collected from 363 employees, who work at an international home appliances producing facility in Istanbul, Turkey via survey method. Collected data were analyzed through structural equation models. Findings indicated that organizational identification was a positive and organizational politics was a negative predictor of job satisfaction. Besides, organizational politics moderated organizational identification’s positive predictive effect on job satisfaction by lessening its effect size.

Bu  çalışmanın  amacı  örgütsel  özdeşleşmenin  iş  tatmini  üzerindeki  nedensel  etkisini  ve örgütsel  politika  algısının  bu  süreç  üzerindeki  düzenleyici  etkisini  araştırmaktır. Bu amaçla
İstanbul’da bir beyaz eşya üretim tesisinde çalışan 363 işgörenden anket yöntemi ile veri toplandı. Toplanan veri yapısal eşitlik modelleri kurularak analiz edildi. Elde edilen bulgulara göre örgütsel özdeşleşme iş tatmininin pozitif, örgütsel politika algısı ise negatif bir yordayıcısıdır. Ayrıca örgütsel politika algısı örgütsel özdeşleşmenin iş tatmini üzerindeki pozitif yordayıcı etkisini azaltmak suretiyle
düzenlemektedir.