Can self-sacrificial leadership promote subordinate taking charge? The mediating role of organizational identification and the moderating role of risk aversion

2015 ◽  
Vol 37 (5) ◽  
pp. 758-781 ◽  
Author(s):  
Rui Li ◽  
Zi-Yuan Zhang ◽  
Xiao-Ming Tian
Keyword(s):  
Risk Aversion ◽  
Organizational Identification ◽  
Mediating Role ◽  
Taking Charge ◽  
Moderating Role

Organizational identification and employees’ innovative behavior: the mediating role of work engagement and the moderating role of creative self-efficacy

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Guangning Zhang ◽  
Yingmei Wang
Keyword(s):  
Work Engagement ◽  
Organizational Identification ◽  
Self Efficacy ◽  
Innovative Behavior ◽  
Content Type ◽  
Mediating Role ◽  
Creative Self ◽  
The Relationship ◽  
Moderating Role

Purpose This study aims to investigate the effect of organizational identification to employees’ innovative behavior, the mediating role of work engagement and the moderating role of creative self-efficacy in the relationship between organizational identification and employees’ innovative behavior. Design/methodology/approach This study adopted questionnaires to gather data. The sample of 289 employees working in diverse organizations in China was applied to examine the hypotheses. Findings The results indicates that organizational identification is positively related to employees’ innovative behavior and work engagement mediates the relationship between organizational identification and employees’ innovative behavior. In addition, creative self-efficacy enhances the relationship of work engagement and employees’ innovative behavior. Originality/value This study builds a system from psychological aspect to behavior, which includes the effect of individual cognition to explain the mechanism of organizational identification on employees’ innovative behavior.

Psychological mechanisms linking ethical climate to employee whistle-blowing intention

2018 ◽  
Vol 33 (2) ◽  
pp. 196-213 ◽  
Author(s):  
Lulu Zhou ◽  
Yan Liu ◽  
Zhihong Chen ◽  
Shuming Zhao
Keyword(s):  
Risk Aversion ◽  
Organizational Identification ◽  
Ethical Climate ◽  
Moral Identity ◽  
Individual Risk ◽  
Hierarchical Regression ◽  
Content Type ◽  
Whistle Blowing ◽  
Moderating Role

Purpose The purpose of this paper is to explore how a perceived ethical climate influences employees’ intention to whistle-blow through internal organizational channels and incorporates the mediating role of organizational identification and moral identity as well as the moderating role of individual risk aversion. Design/methodology/approach The five proposed hypotheses were tested using hierarchical regression analysis with two waves of data collected in 2016 from 667 employees in Chinese organizations. Findings The findings indicate that perceived ethical climate had a positive effect on employees’ internal whistle-blowing intention, which was mediated by organizational identification and moral identity. Furthermore, employees’ risk aversion weakened the effect of organizational identification, while the moderating role by moral identity on internal whistle-blowing intention was not validated. Originality/value This study explains the psychological mechanism of whistle-blowing intention from the perspective of social identity, which contributes to opening the “black box” of the transmitting processes from the perceived ethical climate to whistle-blowing intention. This study also extends the literature by defining a boundary condition of risk aversion that hinders organizational identification influence on employee whistle-blowing intention.

scholarly journals Corrigendum

2017 ◽  
Vol 73 (9) ◽  
pp. NP3-NP3
Keyword(s):  
Organizational Identification ◽  
The Other ◽  
Human Relations ◽  
Mediating Role ◽  
Submission Process ◽  
Moderating Role ◽  
Work Passion

Marina N Astakhova and Gayle Porter Understanding the work passion–performance relationship: The mediating role of organizational identification and moderating role of fit at work Published in Human Relations, 2015, Volume 68, Issue 8, pages 1315–1346, first published online: 26 March 2015; issue published: 1 August 2015 DOI: https://doi.org/10.1177/0018726714555204 The authors of the article did not disclose that the data reported were also used in three additional articles. This omission violates journal policy around transparency in the submission process. After review, the article in question has been deemed sufficiently different from the other three articles to not warrant retraction.

scholarly journals Leader and organizational identification and organizational citizenship behaviors: Examining cross-lagged relationships and the moderating role of collective identity orientation

2020 ◽  
pp. 001872672093811
Author(s):  
Anders Friis Marstand ◽  
Olga Epitropaki ◽  
Daan van Knippenberg ◽  
Robin Martin
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Collective Identity ◽  
Organizational Identification ◽  
Spillover Effects ◽  
Mediating Role ◽  
Identity Orientation ◽  
The Relationship ◽  
Moderating Role

People may identify with multiple entities at work, but how are different foci of identification related and how do they influence extra-role work behaviors? Drawing from social identity theory, our article examines: (a) the potential bidirectional relationship between leader and organizational identification; (b) the mediating role of organizational identification on the relationship between leader identification and organizational citizenship behavior (organization-targeted, OCBO); and (c) the moderating role of collective identity orientation on the indirect relationship between leader identification and OCBO via organizational identification. Cross-lagged analyses of two-time data in two independent studies provided support for identification generalization from leader identification to organizational identification and confirmed the hypothesized mediating role of organizational identification. Our results also confirmed the moderating role of collective identity orientation and showed that the relationship between leader identification and organizational identification was stronger for employees with low collective identity orientation. Support was also provided for moderated mediation. Overall, our findings showcase the importance of examining multiple identifications foci when studying social identification at work, and provide support for spillover effects of lower-order to higher-order identifications.

Organizational identification perceptions and millennials' creativity: testing the mediating role of work engagement and the moderating role of work values

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Li Hui ◽  
Wang Qun ◽  
Sajjad Nazir ◽  
Zhao Mengyu ◽  
Muhammad Ali Asadullah ◽  
...  
Keyword(s):  
Work Engagement ◽  
Organizational Identification ◽  
Millennial Generation ◽  
Work Values ◽  
Organizational Context ◽  
Employee Creativity ◽  
Content Type ◽  
Mediating Role ◽  
Moderating Role

PurposeMillennial-generation employees need to stimulate their creativity to produce innovative ideas, services and products for organizations to flourish and succeed. The main purpose of this research was to discover the mechanism through which organization identification influences employees' creativity in the Chinese organizational context. Particularly, we proposed the mediating role of work engagement and the moderating role of work values in the relationship.Design/methodology/approachA questionnaire survey was utilized to collect the data from 281 employees working in China. Hierarchical regression was utilized to analyze the data.FindingsThe findings reveal that organizational identification significantly influences the creativity of millennial employees; work engagement plays a positive mediating role between organizational identification and employee creativity. Moreover, work values of millennial generation employees, specifically utilitarian orientation, intrinsic preferences, interpersonal harmony and innovation orientation have a positive moderating effect between work engagement and employee creativity.Originality/valueThis study recognizes and analyzes the mechanism underlying the influence of organizational identification and recommends that work engagement is a crucial mediator of the complicated relationship between organizational identification and employee creativity. Consequently, this study is the key effort for millennial employees’ work values and engagement to explore employee creativity in Chinese cultural context and also suggests important theoretical and practical implications.

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