scholarly journals Situational antecedents to organizational identification and the role of supervisor support

2020 ◽  
Vol 17 (3) ◽  
pp. 153-166 ◽  
Author(s):  
Matthew Valle ◽  
Martha C. Andrews ◽  
K. Michele Kacmar
Keyword(s):  
Procedural Justice ◽  
Undergraduate Students ◽  
Organizational Identification ◽  
Structural Equation ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Full Time ◽  
Content Type ◽  
Training Opportunities

Purpose The purpose of this paper is to examine the effects of procedural justice, training opportunities and innovation on job satisfaction and affiliation commitment via the mediating effect of organizational identification. The authors also explored the moderating role of satisfaction with supervisor on the relationship between the antecedents and organizational identification as well as its moderating effect on the mediational chain. Design/methodology/approach The authors used structural equation modeling techniques, using MPLUS 7.4, to analyze data collected from 247 full-time employees who were recruited by undergraduate students attending a private university in the Southeast region of the USA. Findings Results demonstrated that the indirect effects for procedural justice and training opportunities as predictors were significant, while none of the paths for innovation as a predictor were significant. Satisfaction with supervisor moderated the relationships between procedural justice and organizational identification and innovation and organizational identification. Originality/value This research expands the nomological network concerning antecedents and consequences of organizational identification. It also explores the role of satisfaction with one’s supervisor, as this can affect identification with the organization. This research provides support for the notion that stronger employee–organization relationships lead to positive individual and organizational outcomes.

Structural empowerment and serving culture as determinants of organizational identification and turnover intention

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Radoslaw Nowak
Keyword(s):  
Organizational Identification ◽  
Turnover Intention ◽  
Structural Equation ◽  
Joint Effect ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Structural Empowerment ◽  
Content Type ◽  
Employee Identification ◽  
The Relationship

Purpose This paper aims to provide an alternative explanation for how organizations could increase levels of organizational identification, in turn reducing employee turnover intention. Specifically, the study empirically tests the joint effect of two types of organizational resources – structural empowerment and serving culture (SE*SC) – on employee identification. Moreover, it investigates the mediating effect of organizational identification on the relationship between the joint effect (SE*SC) and turnover intention. Design/methodology/approach The data were collected in 2018 from employees working in a higher education institution located in the USA. Structural equation modeling was used to test the proposed model. Findings Statistical analysis reveals the positive joint effect (SE*SC) on organizational identification and the mediating effect of identification on the relationship between the joint effect (SE*SC) and turnover intention. Originality/value This study contributes to past research by revealing a new important mechanism. Business organizations could increase levels of employee identification and, in turn, reduce turnover by providing empowering resources that allow employees to successfully complete their jobs. Moreover, the study also contributes to practice by providing some recommendations that managers may implement to improve internal effectiveness in their respective organizations.

Linking employee perceptions and employee attitudes through their levels of organizational identification: a field investigation in India

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Soumendu Biswas
Keyword(s):  
Social Exchange ◽  
Organizational Support ◽  
Organizational Identification ◽  
Latent Variable ◽  
Structural Equation ◽  
Employee Attitudes ◽  
Equation Modeling ◽  
Full Time ◽  
Variable Model ◽  
Content Type

PurposeDespite organizational socialization and support, contemporary managers often perceive employees to be less engaged and attached to their workplace, multiplying their workload with unsolicited vexations and worries. In this connection, the purpose of this paper is to explore and possibly confirm the ameliorative role of organizational identification as a mediator between employees' perceptions of organizational support and justice and their favorable association to their levels of engagement and attenuation of their intentions to quit.Design/methodology/approachSuitable theories such as the social exchange and fairness heuristics theories were examined to select and support the study constructs. Accordingly, the literature was reviewed to formulate the study hypotheses and connect them through a conceptual latent variable model (LVM). Data were collected from 402 full-time managerial executives all over India. The data thus collected were subjected to structural equation modeling (SEM) procedures.FindingsAll the measures used in this study had acceptable reliabilities as indicated by their Cronbach's Alpha values. Based on the SEM procedures all the study hypotheses and one of the competing LVMs labeled as LVM5 was finally accepted.Originality/valueThe distinctive feature of this study is the theoretical compilation of all the study constructs in one LVM and subsequent empirical verification of the same. This study is, perhaps, the first of its kind to examine the implications of such justice-based perceptions of social exchange relations between employees and their organizations in India more so, since it considers support and justice to complement each other as an interactive whole.

scholarly journals Making the case for procedural justice: employees thrive and work hard

2020 ◽  
Vol 35 (2) ◽  
pp. 100-114 ◽  
Author(s):  
Minseo Kim ◽  
Terry A. Beehr
Keyword(s):  
Procedural Justice ◽  
Social Exchange ◽  
Structural Equation ◽  
Psychological Empowerment ◽  
Theoretical Explanation ◽  
Equation Modeling ◽  
Time Lags ◽  
Full Time ◽  
Work Effort ◽  
Content Type

PurposeProcedural justice consists of employees' fairness judgments about decision-making processes used to allocate organizational rewards and has been linked to positive work outcomes. The study drew from social exchange and reciprocity theories to examine a model proposing psychological empowerment and organization-based self-esteem (OBSE) as two psychological processes explaining the relationship of procedural justice with employees' work effort and thriving.Design/methodology/approachThree-waves of data with one-month time lags were obtained from 346 full-time US employees. Structural equation modeling tested the hypotheses.FindingsResults supported the model. Procedural justice at Time 1 was positively related to psychological empowerment and OBSE at Time 2, which both led to employees' work effort and thriving at Time 3.Originality/valueThe study provided a theoretical explanation for procedural justice resulting in better work effort and thriving: Psychological empowerment and OBSE may provide a bridge for the effects of procedural justice on employees’ work effort and thriving.

The effects of employer SNS motioning on employee perceived privacy violation, procedural justice, and leave intention

2018 ◽  
Vol 118 (6) ◽  
pp. 1153-1169 ◽  
Author(s):  
Hung-Yue Suen
Keyword(s):  
Data Collection ◽  
Procedural Justice ◽  
Social Networking Sites ◽  
Structural Equation ◽  
Intent To Leave ◽  
Equation Model ◽  
Equation Modeling ◽  
Full Time ◽  
Initial Examination ◽  
Content Type

Purpose The purpose of this paper is to propose a model to understand how and when employees’ perceived privacy violations and procedural injustice interact to predict intent to leave in the context of the use of social networking sites (SNSs) monitoring. Design/methodology/approach This study was conducted in a field setting of Facebook to frame the hypotheses in a structural equation model with partial least squares-structural equation modeling. Variables were measured empirically by administering questionnaires to full-time employed Facebook users who had experienced SNS monitoring. Findings The results showed that when an employee believed that he/she had more ability to control his/her SNS information, he/she was less likely to perceive that his/her privacy had been invaded; and when an employee believed that the transparency of the SNS data collection process was higher, he or she was more likely to perceive procedural justice in SNS monitoring. Research limitations/implications This research draws attention to the importance of intent to leave in the absence of perceived procedural justice under SNS monitoring, and the partial mediation of the perception of justice or injustice by perceived privacy violations. Practical implications For employers, the author recommends that employers come to know how to conduct SNS monitoring and data collection with limited risk of employee loss. Social implications For employees, the author suggests that SNS users learn how to control their SNS information and make sure to check their privacy settings on the SNS that they use frequently. Originality/value This study provided an initial examination and bridged the gap between employer use of SNS monitoring and employee reactions by opening a mediating and moderating black box that has rarely been assessed.

Millennials’ intention to stay and word-of-mouth referrals

2019 ◽  
Vol 8 (1) ◽  
pp. 60-78
Author(s):  
Decha Dechawatanapaisal
Keyword(s):  
Organizational Identification ◽  
Structural Equation ◽  
Word Of Mouth ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Intention To Stay ◽  
Content Type ◽  
Perceived External Prestige ◽  
Person Organization Fit ◽  
The Relationship

Purpose The purpose of this paper is to investigate the mediating effect of organizational identification in the relationship between person-organization fit and intention to stay as well as word-of-mouth referrals. The study also examines the role of perceived external prestige as a moderator of the relationship between organizational identification and intention to stay and word-of-mouth referrals. Design/methodology/approach Data were collected from 2,649 millennial employees working in various companies located within the Central Thailand Industrial Estates. The hypothesized relationships were tested and analyzed by means of a confirmatory factor analysis, structural equation modeling, hierarchical regression and a bootstrapping procedure. Findings The results revealed that the direct relationships between person-organization fit and intention to stay as well as word-of-mouth referrals were found to be partially mediated by organizational identification. In addition, perceived external prestige was found to have a moderating effect on the relationship between organizational identification and word-of-mouth referrals, but found no effect on employee retention. Research limitations/implications The current research took place among the millennial workers in Thai organizations, which needs to be extended to other generational cohorts or different culture settings for more generalization. Practical implications The results imply that managers should routinely assess and monitor person-organization compatibility, and ensure that corporate cultures, values and norms are properly communicated and mutually shared among the millennial workers. The aim is to inspire them to perceive better fits and proudly identify with their workplace. Such efforts are likely to induce not only retention, but also should encourage word-of-mouth referrals. Originality/value This study extends existing knowledge by assessing the relationships among person-organization fit, organizational identification and perceived external prestige as well as their impacts on intention to stay and word-of-mouth referrals by millennial employees, which has not been extensively investigated in the literature.

Inclusive leadership and work engagement: the mediating role of procedural justice

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ada Tuna Cenkci ◽  
Tuba Bircan ◽  
Jeff Zimmerman
Keyword(s):  
Procedural Justice ◽  
Work Engagement ◽  
Structural Equation ◽  
Theory Development ◽  
Mediating Effect ◽  
Equation Modeling ◽  
It Professionals ◽  
Inclusive Leadership ◽  
Content Type ◽  
The Relationship

Purpose This paper aims to explore the relationship between inclusive leadership (IL) and employee work engagement (WE), as well as the mediating effect of procedural justice (PJ) on this relationship. Design/methodology/approach An online, self-administered questionnaire was used to collect data. A total of 201 information technology (IT) professionals in Turkey participated in the study. The authors used structural equation modeling to analyze the collected data. The authors then used a series of nested model comparisons to test the hypothesized mediating relationship. Findings The outcomes suggest that IL is positively related to PJ while PJ is positively associated with WE. In addition, PJ mediates the relationship between IL and WE. Practical implications The outcomes underline the importance of IL to effectively lead IT professionals. Organizational leaders can cultivate IL by demonstrating openness, availability and accessibility toward their employees and create work environments in which employees’ ideas are valued. Additionally, for employee PJ perceptions, organizations need to ensure that their procedures and policies are transparent and fair in terms of how decisions are made. Moreover, organizations can offer training to their IT managers on IL and PJ topics. Originality/value This study adds to the very scarce literature on IL. In addition, to the researchers’ knowledge, this is the first study to test the IL and PJ relationship. Furthermore, this is the first study to explore the concept of IL in the Turkish context. Moreover, the findings of this research can be beneficial for future theory development on IL in cross-cultural contexts.

Love is not blind: investigating a love-hate transition among luxury fashion brand consumers

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Muhammad Kashif ◽  
Tulay Korkmaz Devrani ◽  
Aisha Rehman ◽  
Sarminah Samad
Keyword(s):  
Structural Equation ◽  
Word Of Mouth ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Brand Love ◽  
Content Type ◽  
Fashion Brand ◽  
The Relationship ◽  
Brand Hate

PurposeThere is extensive research where consumer emotions of brand love and brand hate are investigated. However, the studies where a transition in consumer-brand emotions is explored are scant. This paper aims to investigate the mediating effect of brand jealousy in the relationship between brand love and brand hate among luxury fashion brand consumers. Also how value expressiveness moderates the relationship between brand hate and negative word of mouth (NWOM) is examined.Design/methodology/approachThe study is based on a cross-sectional survey conducted among 273 luxury fashion consumers from Pakistan. The structural equation modeling (SEM) technique is employed to test the proposed hypotheses.FindingsAll the proposed hypotheses are supported. Brand jealousy mediates the relationship between brand love and brand hate. Furthermore, value expressiveness buffers the relationship between brand hate and NWOM.Practical implicationsThe luxury fashion marketers should focus on strengthening the symbolic identity of a luxury fashion brand via advocating its visual elements. Moreover, there is a need to advertise luxury fashion brands as exclusive to individual customers. Finally, some rewards can be offered to consumers to generate positive word of mouth (WOM) about luxury fashion brands.Originality/valueThe study of an emotional transition among luxury brand customers via a mediating role of brand jealousy is a unique theoretical contribution. Moreover, the moderating role of the value-expressiveness function examining the hate-to-NWOM path is also unique to this study.

scholarly journals Influences of career establishment strategies on generation Y’s self-directedness career

2019 ◽  
Vol 43 (5/6) ◽  
pp. 435-455 ◽  
Author(s):  
Siew Chin Wong ◽  
Roziah Mohd Rasdi
Keyword(s):  
Generation Y ◽  
Structural Equation ◽  
Equation Modeling ◽  
Full Time ◽  
Content Type ◽  
Moderation Effect ◽  
Significant Difference ◽  
Functional Areas ◽  
Moderating Role

Purpose The purpose of this paper is to examine the influence of generation Y’s career establishment strategies on self-directedness career and to determine the moderation effect of gender on the relationship. Design/methodology/approach Data were collected from 188 full-time employees from different functional areas and departments of selected MNCs in Malaysian Electrical and Electronic Industry. Partial least squares structural equation modeling was used to examine the influences of establishment strategies and the moderating role of gender on self-directedness career. Findings Findings show that there are significant positive relationship between career strategies and self-directedness career at career establishment stages of generation Y. There is a significant difference between males and females in career establishment strategy (i.e. creating career opportunities) and self-directedness career. Research limitations/implications This paper explains self-directedness career based on the review of related career literatures whereby some may not specifically referring to Generation Y. Practical implications Such insights are useful for HRD practitioners dto develop relevant HRD interventions to assist individuals and organizations in career development. Originality/value This paper offers new insight into the predictors of self-directedness career and the moderating role of gender on the relationships.

Business intelligence and competitiveness: the mediating role of entrepreneurial orientation

2018 ◽  
Vol 28 (2) ◽  
pp. 213-226 ◽  
Author(s):  
Nuno Caseiro ◽  
Arnaldo Coelho
Keyword(s):  
Business Intelligence ◽  
Entrepreneurial Orientation ◽  
Structural Equation ◽  
Point Of View ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Content Type ◽  
Mediating Role ◽  
The Impact

Purpose This study aims to investigate the influence of business intelligence (BI) in startups competitiveness, contributing to a gap in literature as this relationship is normally more focused on stablished businesses. The mediating role of entrepreneurial orientation (EO) was taken in to account in the proposed research model. Design/methodology/approach The model was tested using structural equation modeling. A total of 228 valid questionnaires were collected from a research sample comprised of incubated startups from several European countries. Findings The results point to significant mediating role of EO in the impact of BI on competitiveness. The direct impact of BI on competitiveness was not confirmed. Research limitations/implications The results highlight the importance that BI can have in startups competitiveness, namely, reinforcing the role of pro-activeness, innovativeness and risk taking – the traditional dimensions of EO, providing the information needed for more supported decisions. Originality/value Although there are several approaches to BI, namely, in a more technical perspective, this paper addresses the topic in a managerial and decisional point of view, and studies it regarding his impact in startups competitiveness, thru the mediating effect of EO.

Absorptive capacity and business performance

2018 ◽  
Vol 118 (9) ◽  
pp. 1787-1803 ◽  
Author(s):  
Xueyuan Liu ◽  
Haiyun Zhao ◽  
Xiande Zhao
Keyword(s):  
Direct Effect ◽  
Indirect Effects ◽  
Structural Equation ◽  
Business Performance ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Content Type ◽  
Proposed Model ◽  
Multiple Paths

PurposeThe purpose of this paper is to examine the multiple paths of absorptive capacity’s (AC) effect on business performance (BP): direct effect and indirect effects through innovation and mass customization (MC).Design/methodology/approachThe authors examined the role of innovation and MC capability on the relationship between AC and BP. Data from 278 Chinese firms in four manufacturing industries collected by questionnaire are used to empirically examine the proposed model by Structural equation modeling.FindingsThe results show that AC can directly enhance BP, and indirectly through innovation and MC capability. The study also finds that MC capability has a stronger mediating effect than innovation.Originality/valuePrior studies have not yet built linkages between AC and BP with both innovation and MC’s effects. This study provides empirical evidence of the effects of AC on BP and three paths are discussed including AC’s direct effect and indirect effects through innovation and MC to firm’s BP. This study provides a new direction for executives to better understand the movement of knowledge along supply chain and in intra-organizational environment, and of the importance of innovation and MC capability since they are essential carriers for BP enhancement.

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