Service climate and employee service performance: exploring the moderating role of job stress and organizational identification

AbstractThe present research aims to examine the role played by perceived similarities between the workgroup and the organization in the relationships between workgroup identification, organizational identification, and affective organizational commitment. Using two different samples, we found that when perceived similarities were high, workgroup identification was more strongly related to organizational identification and that this relationship carried over to affective organizational commitment. These results were obtained with both a global measure of perceived similarities (Study 1) and a more narrow measure operationalizing perceived similarities in terms of value congruence (Study 2), confirming the generalizability of our results.

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

Chinese Management Studies ◽

10.1108/cms-07-2021-0294 ◽

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.

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Job stress and suicidal ideation among Chinese clinicians: The moderating role of social support

The Journal of General Psychology ◽

10.1080/00221309.2019.1640657 ◽

2019 ◽

Vol 147 (2) ◽

pp. 109-122 ◽

Cited By ~ 4

Author(s):

Guanghui Nie ◽

Jianghong Du ◽

Jianbo Liu ◽

Li Yuan ◽

Zhenyu Ma

Keyword(s):

Social Support ◽

Suicidal Ideation ◽

Job Stress ◽

Moderating Role

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Psychological mechanisms linking ethical climate to employee whistle-blowing intention

Journal of Managerial Psychology ◽

10.1108/jmp-09-2017-0292 ◽

2018 ◽

Vol 33 (2) ◽

pp. 196-213 ◽

Cited By ~ 7

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.

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