High-quality relationships as antecedents of OCB: roles of identity freedom and gender

2019 ◽  
Vol 38 (8) ◽  
pp. 793-813
Author(s):  
Barjinder Singh ◽  
T.T. Selvarajan ◽  
Olga Chapa
Keyword(s):  
Social Identity ◽  
Interpersonal Relationships ◽  
Social Identity Theory ◽  
Citizenship Behaviors ◽  
High Quality ◽  
Content Type ◽  
Organizational Contexts ◽  
The Relationship ◽  
Quality Relationships

Purpose The purpose of this paper is to expand the criterion domain of organizational citizenship behaviors (OCBs), by examining the relationship between high-quality relationships (HQRs) and OCBs, with identity freedom as a mediator. In addition, the study also tries to highlight the role of gender as a moderator, whereby female (vs male) employees deferentially evaluate the importance of HQRs while engaging in OCBs. Design/methodology/approach The authors conducted survey research by collecting data from 160 working adults and performed both basic mediation and mediated-moderated regression analysis with bootstrapping to determine the authors’ findings. Findings Results of the study establish HQRs as important antecedents of employee citizenship behaviors, clarify the role of identity freedom as an important underlying psychological mechanism that mediates the relationship between HQRs and OCBs and position gender as an important boundary condition in the relationship between HQR and identity freedom, whereby female employees are more likely to enjoy identity freedom in the presence of HQRs, as opposed to males. Research limitations/implications The present study illustrates the importance of HQRs and identity freedom as precursors of OCBs and in doing so expands the nomological net of OCBs, especially with respect to the antecedents of OCBs. The study also expands the scope of social identity theory by highlighting, in addition to social identity, the importance of identity expression. Practical implications This study provides guidance to organizational practitioners to focus on building HQRs at work as HQRs, by making employees feel safe, pave the way for OCBs. In addition, the study also highlights the importance of gender as a moderator, whereby employees with different gender affiliations react differently to organizational contexts. Originality/value Very little research has examined the relationship between HQRs and OCB. Antecedents of OCBs have been grouped into four categories: individual (or employee) characteristics, task characteristics, organizational characteristics and leadership behaviors. Clearly, the role played by the quality of interpersonal relationships in fostering OCBs has not been fully examined. By highlighting HQRs and identity freedom as antecedents of OCBs, the study informs the OCB literature by introducing interpersonal-relational and attitudinal elements as criterions of OCBs.

Linking servant leadership to employee creativity

2019 ◽  
Vol 14 (1) ◽  
pp. 215-233
Author(s):  
Jin Yang ◽  
Cuiping Ma ◽  
Jibao Gu ◽  
Hefu Liu
Keyword(s):  
Social Identity ◽  
Servant Leadership ◽  
Social Identity Theory ◽  
Team Identification ◽  
Employee Creativity ◽  
Mediation Effects ◽  
Content Type ◽  
Leadership Influence ◽  
The Relationship

Purpose This paper aims to put forth a model that accounts for the effect of servant leadership on employee creativity from a social identity perspective. Specifically, this paper aims to examine team identification as the mediating mechanism by which servant leadership influence employee creativity. This paper also intends to investigate the moderating influences of horizontal and vertical collectivism on the effectiveness of servant leadership on follower team identification. Design/methodology/approach Servant leadership, team identification, collectivism (consisted of horizontal and vertical collectivism) and employee creativity were assessed in an empirical study based on a sample of 451 employees from 11 banks in China. Findings Drawing on social identity theory, this study found that follower team identification partially mediates the relationship between servant leadership and employee creativity. In addition, results showed that horizontal collectivism moderates the relationship between servant leadership and follower team identification; the relationship was more positive when horizontal collectivism was high, rather than low; vertical collectivism also moderates the relationship between servant leadership and follower team identification; the relationship was more positive when vertical collectivism was low, rather than high. However, results of this study indicated that the moderated mediation effects of team identification on the relationship between servant leadership and employee creativity are nonsignificant. Practical implications First, this research affirmed the need to promote servant leadership in employment settings. Second, managers’ understandings of the instrumental role of servant leadership in showing interpersonal acceptance, offering encouragement and support and expressing trust would prove to be valuable because it could enhance employee creativity. Finally, the findings from this study should help managers gain a better understanding of the contextual factors. Originality/value The first contribution of the current study was to identify team identification as an important psychological process that can link servant leadership to employee creativity. Another important contribution of the current research was the identification of the boundary conditions (e.g. horizontal and vertical collectivism).

Employer image, corporate image and organizational attractiveness: the moderating role of social identity consciousness

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Raghda Abulsaoud Ahmed Younis ◽  
Rasha Hammad
Keyword(s):  
Social Identity ◽  
Social Identity Theory ◽  
Corporate Image ◽  
Survey Method ◽  
Organizational Attractiveness ◽  
Content Type ◽  
Factors Affecting ◽  
The Relationship ◽  
Moderating Role

PurposeAlthough researchers agreed that corporate image and employer image are important factors affecting organizational attractiveness, understanding the role of social identity within the attracting process, in addition to exploring the relationship between corporate image and employer image, is still a research gap. Therefore, this study aims to investigate the effect of corporate and employer image on organizational attractiveness in addition to understanding the moderating role of social identity on the relationship between corporate image and employer brand and organizational attractiveness.Design/methodology/approachThe study used a survey method for data collection from fourth year students.FindingsThe findings show that both employer image and corporate image have a significant positive effect on organizational attractiveness . In addition, it has showed that social identity consciousness plays partial role as a moderator in the model.Originality/valueThis paper is one of the first papers that include corporate image, employer image, social identity consciousness and organizational attractiveness in the same model . In addition, it is one of the limited papers that considered both signal and social identity theory in attraction process.

Social identity, rationality, creativity

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Anna-Maria Kanzola ◽  
Konstantina Papaioannou ◽  
Panagiotis E. Petrakis
Keyword(s):  
Social Identity ◽  
Social Identity Theory ◽  
Identity Theory ◽  
Content Type ◽  
The Social ◽  
Social Theories ◽  
Seeking Behavior ◽  
Life Improvement ◽  
Components Analysis ◽  
The Relationship

PurposeThis study examines the relationship between rationality and creativity by means of social identity theory for the Greek society (2019–2020).Design/methodology/approachThe outline of the social identity was given through self-categorization via a distributed questionnaire. The types of behavior (rational, nonrational and loss-averse) were determined by using questions based on the Allais paradox. Principal components analysis (PCA) is used to extract the causal relationships.FindingsThe study findings demonstrate that rational individuals are more prompt to creative personality than nonrational individuals. Rational individuals are motivated to pursue creativity through life-improvement goals. Loss-averse individuals are driven through the contradictive incentive of adventure-seeking behavior without, however, being willing to easily give up their established assets.Originality/valueThis article contributes by explaining creativity among rational, nonrational and loss-averse individuals as a product of social identity theory. This contributes to the literature, by proposing that the application of social theories in economics could constitute a different foundation for economics. This refers to the notion of the social microfoundations of the political economy and macroeconomics.

To quit or not to quit

2018 ◽  
Vol 47 (5) ◽  
pp. 1062-1076 ◽  
Author(s):  
Sheng-Wuu Joe ◽  
Wei-Ting Hung ◽  
Chou-Kang Chiu ◽  
Chieh-Peng Lin ◽  
Ya-Chu Hsu
Keyword(s):  
Social Identity Theory ◽  
Organizational Identification ◽  
Turnover Intention ◽  
Ethical Climate ◽  
Three Dimensions ◽  
High Tech ◽  
Questionnaire Response ◽  
Content Type ◽  
The Relationship

Purpose To deepen our understanding about the development of turnover intention, the purpose of this paper is to develop a model that explains how ethical climate influences turnover intention based on the ethical climate theory and social identity theory. Design/methodology/approach The hypotheses of this study were statistically tested using a survey of working professionals from Taiwan’s high-tech industry. Of the 400 questionnaires distributed to the working professionals from five large high-tech firms in a well-known science park in Northern Taiwan, 352 usable questionnaires were returned for a questionnaire response rate of 88 percent. Findings The test results of this study first show that all three dimensions of ethical climate (i.e. instrumental, benevolent, and principled) are indirectly related to turnover intention via the mediation of firm attractiveness. Moreover, instrumental and benevolent climate directly relate to turnover intention, whereas benevolent climate negatively moderates the relationship between principled climate and firm attractiveness. Originality/value This study finds that benevolent climate plays a dual role as an antecedent and a moderator in the formation of turnover intention, complementing prior studies that merely concentrate on the single role of benevolent climate as either an antecedent or a moderator. The effect of principled climate on organizational identification complements the theoretical discussion by Victor and Cullen (1987) about deontology in which an ethical workplace climate (such as legitimacy) drives employees to invest in identity attachments to the organization and influences their future career decision (e.g. turnover).

Prostitution: a new dynamic of discrimination

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Raheel Yasin ◽  
Sarah I. Obsequio Namoco
Keyword(s):  
Social Identity ◽  
Gender Identity ◽  
Organizational Behavior ◽  
Social Identity Theory ◽  
Identity Theory ◽  
Content Type ◽  
Mediating Role ◽  
The Social ◽  
Transgender Discrimination ◽  
The Relationship

Purpose There is scarcity in the literature, both empirically and theoretically, regarding the relationship between transgender discrimination and prostitution. This study aims to offer a new framework for conceptualizing workplace discrimination and prostitution by examining the mediating role of poverty in the relationship between discrimination and prostitution. Design/methodology/approach The conceptual framework of this study is based on the social identity theory and the theory of prostitution. Findings Transgender is a neglected group in society, and more often, they are the ones who are unable to find jobs and when employed, find it challenging to sustain their employment because of their gender identity. This leads them to be discriminated at their workplaces. Subsequently, they are forced to leave their workplace and settle to work as prostitutes for their economic survival. Research limitations/implications Further research should empirically test the design model. Practical implications Managers play an essential role in eliminating discrimination in the organization. Managers need to take measures in crafting gender-free and anti-discrimination policies. They take steps to design recruitment policies in which there is no need to disclose applicant identity. Social implications Discrimination, on the basis of gender identity, promotes a culture of hate, intolerance and economic inequality in society. Prostitution has devastating effects on society. Originality/value In the field of organizational behavior, discrimination as a factor of prostitution was not explored. This study provides a significant contribution to the transgender and discrimination literature along with the prostitution theory and the social identity theory by proposing a model that highlights discrimination as one of the factors that compel the transgender community to be involved in prostitution.

scholarly journals Social identity theory and leader–member exchange: individual, dyadic and situational factors affecting the relationship between leader–member exchange and job performance

2020 ◽  
Vol 17 (3) ◽  
pp. 133-152
Author(s):  
Gregory Thrasher ◽  
Marcus Dickson ◽  
Benjamin Biermeier-Hanson ◽  
Anwar Najor-Durack
Keyword(s):  
Social Work ◽  
Social Identity ◽  
Job Performance ◽  
Social Identity Theory ◽  
Value Congruence ◽  
Leader Member Exchange ◽  
Content Type ◽  
Member Exchange ◽  
The Relationship ◽  
Rated Performance

Purpose This study aims to integrate social identity and leader–member exchange (LMX) theory to investigate the processes and boundary conditions around LMX–performance relationships. Through the application of two leader–follower subsamples, the authors test three main objectives. What is the effect of multi-dimensional dyad value-congruence on LMX and how does congruence on these dimensions differentially influence leader and follower perceptions of LMX? In a subsample of followers including supervisor-rated performance, the authors develop a model that examines how individual values moderate the effect of dyad contact on supervisor-rated job performance mediated by follower LMX. Design/methodology/approach The participants for this study include graduate and undergraduate social work students who were taking part in a one-year work placement within a social work organization as well as their immediate supervisors. Across a four-month period, participants filled out measures of their supervisor contact, work values and LMX. Supervisor-rated performance was also included. Findings Findings from the dyadic subsample show that growth value congruence is a predictor of follower-rated LMX, with value congruence across all values having no effect on leader-rated LMX. Within a subsample of followers, findings suggest that follower-rated LMX mediates the relationship between dyad contact and supervisor-rated job performance, with individual work values moderating this effect. Originality/value The current study offers several contributions to the literature on LMX and job performance. First, in this study’s dyadic leader–follower sample, the authors extend propositions made by social identity theory around value congruence and LMX by offering support for a multi-dimensional and multi-target approach to questions of values and LMX. Second, within this study’s larger non-dyadic sample, the authors offer insights into previous conflicting findings around dyad contact and LMX, by offering support for the indirect effect of dyad contact on supervisor-rated performance via LMX. Third, within this second sample, the authors also extend the literature on values and LMX to show that the process through which LMX influences job performance is dependent on follower values.

A theoretical analysis of immigrant employees’ organizational citizenship behaviors in organizations

2018 ◽  
Vol 6 (2) ◽  
pp. 209-225 ◽  
Author(s):  
Shih Yung Chou
Keyword(s):  
Organizational Citizenship ◽  
Positive Impact ◽  
Job Mobility ◽  
Citizenship Behaviors ◽  
Immigrant Status ◽  
Organizational Status ◽  
Content Type ◽  
Organizational Tenure ◽  
The Relationship

Purpose The purpose of this paper is to develop a theoretical model describing how immigrant employees’ organizational citizenship behaviors (OCBs) are influenced by their immigrant status. Additionally, this study attempts to explore the mediating role of perceived job mobility as well as the moderating role of organizational tenure in the relationship between immigrant status and OCBs. Design/methodology/approach A conceptual analysis was performed. Findings Drawing upon social identity, self-categorization, and impression management theories, this study proposes the following. First, an immigrant employee’s perceived different categorization of employment and organizational status will have a negative impact on his or her challenge-oriented OCB. Second, an immigrant employee’s perceived categorization of employment and organizational status will have a positive impact on his or her affiliation-oriented OCB. Third, perceived job mobility mediates the relationship between the perceived different categorization of employment and organizational status and challenge- and affiliation-oriented OCBs of an immigrant employee. Finally, an immigrant employee’s organizational tenure weakens (or strengthens) the negative (or positive) impact of immigrant status on challenge-oriented (or affiliation-oriented) OCB. Originality/value From a theoretical standpoint, this study provides a novel theoretical base that guides future research on immigrant employees’ OCBs in organizations. More importantly, this study offers recommendations that help maximize the effectiveness of immigrant employee’s OCBs.

Mental health recovery is social

2014 ◽  
Vol 18 (3) ◽  
pp. 110-115 ◽  
Author(s):  
Sue Holttum
Keyword(s):  
Mental Health ◽  
Social Identity ◽  
Mental Health Professionals ◽  
Social Identity Theory ◽  
Social Factors ◽  
Mental Distress ◽  
Content Type ◽  
The Social ◽  
Main Component

Purpose – The purpose of this paper is to summarise two 2014 research papers that highlight the role of social interactions and the social world in recovery in the context of mental distress. Design/methodology/approach – The author summarise two papers: one is about two theories from social psychology that help us understand social identity – our sense of who we are. The other brings together and looks at the similarities and differences between ten different therapies that can be called resource-oriented – that is, they focus on people's strengths and resources rather than what is wrong with them. Findings – The paper on social identity gives a convincing case for incorporating teaching about social identity – and the social groups to which people belong – into the training of mental health professionals. The paper on resource-oriented therapies suggests that social relationships are a main component of all ten therapies examined. This second paper suggested a need for more research and theory relating to resource-oriented therapies. Social identity theory could help address this issue. Mental health services may be able to help people more by focusing on their established and desired social identities and group-belonging, and their strengths, than is usual. Originality/value – These two papers seem timely given the growing recognition of the role of social factors in the development and maintenance of mental distress. More attention to social factors in recovery could help make it more self-sustaining.

scholarly journals Intergroup status differences as challenge or threat: The role of legitimacy

2016 ◽  
Vol 20 (1) ◽  
pp. 75-90 ◽  
Author(s):  
Daan Scheepers
Keyword(s):  
Social Identity ◽  
Social Identity Theory ◽  
Biopsychosocial Model ◽  
High Status ◽  
Group Status ◽  
Identity Processes ◽  
Challenge And Threat ◽  
The Relationship ◽  
Status Differences

Based on social identity theory (Tajfel & Turner, 1979) we examined the motivational consequences of intergroup status differences as a function of the legitimacy of these differences. Motivational responses were conceptualized in terms of challenge and threat and operationalized by their cardiovascular markers, as described by the biopsychosocial model of challenge and threat (BPS-CT; Blascovich & Mendes, 2010). Participants ( N = 104) were categorized in minimal groups. Group status and status legitimacy were manipulated in the context of an intergroup competition. High status elicited relatively more challenge (less threat) when status differences were legitimate than when they were illegitimate. Low status elicited relatively less threat (more challenge) when status differences were illegitimate than when they were legitimate. Cardiovascular reactivity in line with challenge mediated performance during the competition. Results are discussed in terms of the relationship between social status and stress, and the BPS-CT as novel and useful motivational framework for studying social identity processes.

Organizational virtuousness and spontaneity: a social identity view

2016 ◽  
Vol 45 (6) ◽  
pp. 1302-1322 ◽  
Author(s):  
Irene Tsachouridi ◽  
Irene Nikandrou
Keyword(s):  
Experimental Study ◽  
Social Identity ◽  
Field Study ◽  
Indirect Effect ◽  
Organizational Identification ◽  
Content Type ◽  
Identity Processes ◽  
The Social ◽  
The Relationship

Purpose The purpose of this paper is to examine the direct and indirect effect of perceived organizational virtuousness (POV) on organizational spontaneity. The assumed indirect effect is investigated through the social identity perspective. As such, organizational identification, pride and respect are examined as mediators of the POV-spontaneity relationship. Design/methodology/approach To test the hypotheses the authors conducted two studies. First, the authors conducted an experimental study with 136 participants in which the authors investigated the role of organizational identification as mediator of the examined relationship. Second, the authors conducted a field study in which 572 employees working in various organizations participated. In this study, pride and respect were incorporated as first-step mediators explaining serially (indirectly) the relationship between the independent and the dependent variable through organizational identification. Findings The findings of the experimental study indicate that organizational identification mediates the positive relationship between POV and organizational spontaneity. The results of the field study indicate that pride and respect serially mediate the examined relationship through organizational identification. Practical implications The study accumulates further evidence that treating employees with care and respect can bring benefits to organizations. Perceiving organizational virtuousness makes employees identify with their organization and view organizational successes as their own. Thus, they become more willing to benefit the organization. Originality/value This study is unique to the literature by being the first to examine the relationship between POV and organizational spontaneity through social identity processes.

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