The Relationship Between Dispositional Resistance to Change and Individual Career Management: A Matter of Occupational Self-Efficacy and Organizational Identification?

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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Understanding Proactive Behaviours and Career Success: Evidence From an Emerging Economy

Organizations and Markets in Emerging Economies ◽

10.15388/omee.2011.2.2.14281 ◽

2011 ◽

Vol 2 (2) ◽

pp. 53-71 ◽

Cited By ~ 2

Author(s):

Roziah Mohd Rasdi ◽

Thomas N. Garavan ◽

Maimunah Ismail

Keyword(s):

Public Sector ◽

Emerging Economies ◽

Career Success ◽

Emerging Economy ◽

Career Management ◽

The Public ◽

Subjective Career Success ◽

The Relationship ◽

Individual Career Management

This article explores the relationship between proactive career behaviours and both objective and subjective career success. The study was conducted on a sample of managers within the public sector of an emerging economy (Malaysia). A sample of 288 managers reported on their proactive career behaviours and career success. Results show that managers who engage in individual career management and networking behaviours report more subjective career success. Networking is positively related to both objective and subjective career success. We discuss the implications for managers' career in emerging economies.

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Coping With Tragedy via Reflected Glory: How the Houston Astros’ World Series Win Contributed to Locals’ Process of Overcoming Hurricane Harvey

Communication & Sport ◽

10.1177/2167479519894672 ◽

2019 ◽

pp. 216747951989467

Author(s):

Sara R. Erlichman ◽

Virginia S. Harrison

Keyword(s):

Natural Disaster ◽

Organizational Identity ◽

Organizational Identification ◽

Self Efficacy ◽

Meaning In Life ◽

Positive Outcomes ◽

World Series ◽

The World ◽

The Relationship ◽

First World

This study investigates the effects of the Houston Astros’ first World Series win on locals who were affected by the natural disaster, Hurricane Harvey. Approaching the topic to understand whether organizational identification has similar positive outcomes to basking in reflected glory, this study specifically measures whether Houston residents were able to cope better and whether their meaning in life increased. After distributing surveys to Houston residents who reported being impacted by the hurricane, the findings indicated stronger organizational identification with the Houston Astros led to stronger reflected glory. Additionally, fans who felt reflected glory were more able to cope with tragedy, and self-efficacy toward overcoming the disaster partially contributed to this relationship. Lastly, fans who coped with the disaster felt a greater meaning in life. Theoretically, our study makes new connections between organizational identity and reflected glory, while tying reflected glory to coping outcomes. The relationship between coping and meaning in life is also explored. Our findings demonstrate how a city hit by tragedy could potentially see positive outcomes when their local professional team achieves major successes, such as winning the World Series.

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The Moderating Role of Organizational Identification on the Relationship between Perceived Organizational Career Management and Intention to Leave

International Journal of Business and Management ◽

10.5539/ijbm.v12n11p73 ◽

2017 ◽

Vol 12 (11) ◽

pp. 73

Author(s):

Erkan Taskiran

Keyword(s):

Organizational Identification ◽

Banking Sector ◽

Turnover Intentions ◽

Intention To Leave ◽

Career Management ◽

Hierarchical Regression ◽

Organizational Career Management ◽

The Relationship ◽

Moderating Role

The available literature suggests that perceived organizational career management is seen as an antecedent of intention to leave and organizational identification is considered to be superior in predicting employees’ turnover intentions. Thus, this study aims at investigating the effect of perceived organizational career management on intention to leave and to determine the moderating role of organizational identification in this relation. The data was collected from 256 employees from the banking sector in the city of Istanbul, Turkey. Hierarchical regression analysis was employed to the gathered data to test the hypotheses developed for the study. The results indicated that perceived organizational career management correlated negatively with intention to leave. It was also found out that organizational identification served as a moderator for the relationship between POCM and intention to leave. Thus, the results point out that the effect of employees’ perceived organizational career management on their intention to leave varies when they identify themselves with their organizations.

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Investigating the Relationship between Life Satisfaction and Academic Self-Efficacy on College Students’ Organizational Identification

International Journal of Psychology and Educational Studies ◽

10.17220/ijpes.2020.01.007 ◽

2020 ◽

Vol 7 (1) ◽

pp. 76-85

Author(s):

Raşit Çelik ◽

◽

Fatih Orçan ◽

Fatma Altun

Keyword(s):

College Students ◽

Life Satisfaction ◽

Organizational Identification ◽

Self Efficacy ◽

The Relationship ◽

Academic Self Efficacy

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Employee Strengths Use and Thriving at Work

Journal of Personnel Psychology ◽

10.1027/1866-5888/a000262 ◽

2020 ◽

Vol 19 (4) ◽

pp. 197-205

Author(s):

He Ding ◽

Xixi Chu

Keyword(s):

Self Efficacy ◽

Mediation Model ◽

Model Data ◽

Strengths Use ◽

Moderated Mediation Model ◽

Indirect Relationship ◽

Relationship Of ◽

The Relationship ◽

Humble Leadership ◽

Thriving At Work

Abstract. This study aimed to investigate the relationship of employee strengths use with thriving at work by proposing a moderated mediation model. Data were collected at two time points, spaced by a 2-week interval. A total of 260 medical staff completed strengths use, perceived humble leadership, self-efficacy, and thriving scales. The results of path analysis showed that strengths use is positively related to thriving, and self-efficacy mediates the relationship of strengths use with thriving. In addition, this study also found perceived humble leadership to positively moderate the direct relationship of strengths use with self-efficacy and the indirect relationship of strengths use with thriving via self-efficacy. This study contributes to a better understanding of how and when strengths use affects thriving.

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