Organizational identification of knowledge workers in India: causes, consequences and the relevance of context

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Tanusree Mazumder ◽  
Madhushree Nanda Agarwal ◽  
Tanuja Sharma
Keyword(s):  
Organizational Identification ◽  
Structural Equation ◽  
Knowledge Workers ◽  
Strong Support ◽  
Knowledge Work ◽  
Path Model ◽  
Work Behavior ◽  
Equation Modeling ◽  
Outcome Variable ◽  
Content Type

PurposeThis research develops and tests a model for organizational identification (OID) in a sample of knowledge workers in India. It calls attention to the relational antecedents of OID that are often overlooked in existing literature. Strong theoretical arguments are also built for context-specific outcome behaviors such as intrinsic motivation (IM) and innovative work behavior (IWB) that are relevant to knowledge work.Design/methodology/approachData were collected from 357 IT industry employees in India. Partial least squares structural equation modeling (PLS-SEM) was used to test the hypotheses and the path model.FindingsStrong support was found for relational antecedents of OID and the outcome variable IWB. The findings indicated that OID impacts IWB through the mediating mechanism of IM. Overall, the model demonstrated strong predictive power.Practical implicationsThe findings suggest that social and relational variables could be strong managerial levers to increase the feeling of belongingness experienced by knowledge workers in India. In turn, OID can impact IWB, which is a significant outcome for knowledge work.Originality/valueThe study finds strong support for hypothesized relationships that have been unexplored or underexplored in mainstream OID literature. Relational antecedents were found to be strong predictors of OID in this sample. Also, the relationship between OID and IWB, an outcome behavior that is specifically relevant to knowledge-driven businesses, has not been explored earlier.

Are leaders defined by followers? Role of follower’s ILT and the mediating influence of LMX on follower outcomes

2016 ◽  
Vol 3 (1) ◽  
pp. 43-69 ◽  
Author(s):  
Doug L Rahn ◽  
I.M. Jawahar ◽  
Alex J. Scrimpshire ◽  
Thomas Stone
Keyword(s):  
Organizational Support ◽  
Organizational Identification ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Strong Support ◽  
Active Role ◽  
Equation Modeling ◽  
Research Model ◽  
Content Type

Purpose – The purpose of this paper is to cast followers in an active role, and proposes a research model in which follower’s implicit leadership theory (ILT) congruence (ILT congruence) influences perceptions of transformational leadership (TL) and the quality of leader-member exchange (LMX) relationship. In addition, the authors expect LMX to mediate the influence of ILT congruence and TL on outcomes. Design/methodology/approach – The research model was tested with data collected at three different points in time from 210 newly hired employees. Results of structural equation modeling provided strong support for the overall model. Findings – This study focussed on extending the understanding of leader-follower relationships. First, ILTs measured on the first day of employment shaped new entrants’ perceptions of TL measured 30 days after date of hire. Second, both ILT congruence and TL influenced the quality of LMX measured approximately 90 days from followers’ date of hire. As expected, LMX fully mediated the influence of ILT congruence and perceptions of TL on the dependent variables of turnover intentions, organizational identification and perceived organizational support (POS). Practical implications – Organizations should focus on measuring and developing LMX quality during the early phases of a follower’s socialization into the organization. Consistent with other research (Erdogan and Liden, 2002), LMX was a significant predictor of turnover intentions, organizational identification, and POS. Given the cost of turnover, organizations focussed on developing high quality LMX relationships could realize dramatic results. Originality/value – This study extends prior research by showing LMX fully mediates the influence of followers’ ILTs and transformational leader behaviors on POS, organizational identification and turnover intentions. By using data collected at three points in time from new employees, the authors demonstrated the effect of ILT congruence on the early development of LMX. Additionally, the results showed high ILT congruence leads followers to perceive their leaders as more transformational. Finally, data show the effects of ILT congruence and TL perceptions on turnover intentions, POS and organizational identification were fully mediated by LMX.

Work from home: Indonesian employees' mental well-being and productivity during the COVID-19 pandemic

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Auditya Purwandini Sutarto ◽  
Shanti Wardaningsih ◽  
Wika Harisa Putri
Keyword(s):  
Psychological Health ◽  
Structural Equation ◽  
Work Performance ◽  
Well Being ◽  
Path Model ◽  
Equation Modeling ◽  
Cross Sectional ◽  
Psychological Well Being ◽  
Content Type ◽  
Mental Well Being

PurposeThe purpose of this study is to explore to what extent employees' mental well-being affects their productivity while working from home (WFH) during the COVID-19 crisis and whether mental well-being and productivity differ across some socio-demographic factors.Design/methodology/approachA cross-sectional study with online questionnaires was designed with 472 valid responses in Indonesia. Depression, Anxiety and Stress Scale (DASS-21) and Individual Work Performance Questionnaire (IWPQ) were administered. Non-parametric tests and structural equation modeling were employed to analyze the data.FindingsThe prevalence of depression was 18.4%, anxiety 46.4% and stress 13.1%, with relatively good productivity. Gender, age, education level, job experiences, marital status, number of children and nature of the organization were associated with the employees' psychological health but not with their productivity, while the workspace availability influenced both outcomes. The study path model showed the negative correlation between WFH employees' psychological well-being and productivity.Research limitations/implicationsThis study may contribute to the implication of current mandatory WFH on mental well-being and productivity. Further studies need to address the representativeness and generalizability issues as well as incorporating potential stressors.Practical implicationsOrganizations may adopt WFH as a future working arrangement and identify the individual and occupational characteristics that provide the most impacts on productivity. It is also necessary for them to develop proper strategies to mitigate the psychological risks and overcome the WFH challenges.Originality/valueThere is still a lack of studies investigating the relationship between simultaneous effects of WFH on psychological well-being and productivity, and how they affect some socio-demographic variables in the context of COVID-19.

Relationships between leadership, motivation and employee-level innovation: evidence from India

2020 ◽  
Vol 49 (7) ◽  
pp. 1363-1379
Author(s):  
Vishal Gupta
Keyword(s):  
Intrinsic Motivation ◽  
Structural Equation ◽  
Extrinsic Motivation ◽  
Organizational Context ◽  
Work Motivation ◽  
Sense Of Self ◽  
Autonomous Motivation ◽  
Work Behavior ◽  
Equation Modeling ◽  
Content Type

PurposeIntegrating the behavioral theory of leadership, the componential theory of creativity and the self-determination theory (SDT), the study tests the relationships between leadership, work motivation (intrinsic motivation, integrated extrinsic motivation, extrinsic motivation) and employee-level innovation (innovative work behavior and innovation outcomes) in a work setting.Design/methodology/approachData were collected using a survey questionnaire from 493 scientists working in India's largest civilian research and development (R&D) organization. The structural equation modeling (SEM) method was used to test the hypothesized relationships between the study variables.FindingsThe study found evidence for positive relationships between leadership, employee autonomous motivation (intrinsic and integrated extrinsic motivation) and employee-level innovation. The study shows that extrinsic motivation is positively related to innovation only when the value of rewards is integrated to one's sense of self (integrated extrinsic motivation). Extrinsic motivation, otherwise, is not related to innovation.Research limitationsThe study was cross-sectional, so inferences about causality are limited.Practical implicationsFirst, while extrinsic motivation is considered bad for innovation, the study provides evidence that integrated extrinsic motivation complements intrinsic motivation and encourages employee-level innovation. Second, the study shows that leaders can aid the process of development of autonomous motivation by displaying positive behaviors. Third, the study validates the mediating role of autonomous motivation for the leadership–innovation relationship.Originality/valueThe study provides an insight into the underlying process through which leaders can impact innovation at the workplace. To the best of the author's knowledge, such a study is the first of its kind undertaken in an organizational context.

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 Promoting creativity and innovation: expected and unexpected consequences

2019 ◽  
Vol 13 (3) ◽  
pp. 296-310 ◽  
Author(s):  
Thi Hong Nguyen ◽  
Angelina Nhat-Hanh Le
Keyword(s):  
Unethical Behavior ◽  
Structural Equation ◽  
Path Model ◽  
Equation Modeling ◽  
Task Characteristics ◽  
Content Type ◽  
And Performance ◽  
Creativity And Innovation ◽  
Unexpected Consequences

Purpose The paper aims to explore the role of climate for creativity and innovation as the situational variable to lead to both expected and unexpected consequences (e.g. performance and unethical behavior), by discovering the relationships among task characteristics (e.g. difficulty, clarity and performance pressure), individual psychological aspects (e.g. mindfulness and self-justification) and work environmental conditions (e.g. peer behavior and climate for creativity and innovation). In this study, task characteristics are proposed to positively associate with unethical behavior via mindfulness. Moreover, climate for creativity and innovation is proposed to moderate the relationship between self-justification and unethical behavior. Finally, unethical behavior is predicted to positively influence on performance. Design/methodology/approach Data were collected from the sample of salespeople, who are working for variety of companies in Vietnam. Partial least squares structural equation modeling (PLS-SEM) and SmartPLS 3 are implemented to test the path model. Findings Emphasizing both bright and dark sides of promoting creativity and innovation, the study highlights the role of climate for creativity and innovation in strengthening the positive relationship between self-justification and unethical behavior. In turn, unethical behavior positively influences performance. Further, the findings indicate that mindfulness contributes in explaining unconscious unethical behavior. Originality/value Exploring the relationships among climate for creativity and innovation, unethical behavior and performance, this paper contributes for deeper understanding of variety aspects of innovation. Demands for an intelligent management in modern workplaces are suggested.

Leading the innovation: role of trust and job crafting as sequential mediators relating servant leadership and innovative work behavior

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Muhammad Mumtaz Khan ◽  
Muhammad Shujaat Mubarik ◽  
Tahir Islam
Keyword(s):  
Servant Leadership ◽  
Structural Equation ◽  
Work Behavior ◽  
Job Crafting ◽  
Equation Modeling ◽  
Content Type ◽  
Innovative Work Behavior ◽  
Mediating Role ◽  
Innovative Work

PurposeThe purpose of the study is to ascertain the role of servant leadership in causing innovative work behavior. The study also examines the mediating role of job crafting and sequential mediating role of trust and job crafting between servant leadership and innovative work behavior.Design/methodology/approachThe data were collected from 258 knowledge workers employed in software houses in Pakistan through survey design. The data analysis was done through structural equation modeling.FindingsThe results of the analysis of 258 respondents show that servant leadership is related with trust, job crafting and innovative work behavior. The mediation analysis revealed that job crafting mediates the relation between servant leadership and innovative work behavior. Finally, the relation between servant leadership and innovative work behavior was found to be sequentially mediated by trust and job crafting.Originality/valueThe current study contributes to delineating the linking mechanism between servant leadership and innovative work behavior. The main contributions of the study are exploring the mediating role of job crafting along with the sequential mediating role of trust and job crafting.

The Role of Motivation, Ability, and Opportunity in Achieving Effective Knowledge-Work

2016 ◽  
Vol 12 (4) ◽  
pp. 20-36 ◽  
Author(s):  
Rezvan Hosseingholizadeh ◽  
Somayyeh Ebrahimi Koushk Mahdi ◽  
Hadi El-Farr
Keyword(s):  
Structural Equation ◽  
Extrinsic Motivation ◽  
Empirical Support ◽  
Knowledge Work ◽  
Work Behavior ◽  
Self Report ◽  
Equation Modeling ◽  
Modeling Techniques ◽  
The Impact

This study aims to empirically test the impact of the Motivation-Ability-Opportunity- (MAO) model on knowledge work. We propose that knowledge work is a function of employees' motivation, ability and opportunity. In this regard, the aim is to provide empirical support to explain the effects of motivation, ability and opportunity on knowledge-work, which we defined as a knowledge-centered behavior. Data was collected through a self-report questionnaire. A sample size of 350 employees of Ferdowsi University of Mashhad answered the questionnaire. Structural equation modeling techniques and hierarchical multiple regression analyses were conducted on hypothesis testing. The findings confirm that motivation, ability and opportunity independently influence knowledge-work behavior. Also, results revealed that both intrinsic and extrinsic motivation has significant influence on knowledge work; however intrinsic motivation has a higher effect than extrinsic motivation.

All work and no play? Antecedents of the leisure involvement of Taiwan expatriate managers in Mainland China

2019 ◽  
Vol 40 (7) ◽  
pp. 1215-1238 ◽  
Author(s):  
Hung-Chieh Chao ◽  
Alastair M. Morrison ◽  
Bihu Wu
Keyword(s):  
Coping Strategies ◽  
Structural Equation ◽  
Mainland China ◽  
Path Model ◽  
Policy Implications ◽  
Social Implications ◽  
Equation Modeling ◽  
Content Type ◽  
Leisure Involvement ◽  
Expatriate Managers

Purpose The purpose of this paper is to construct and test an antecedent relationship path model for the leisure involvement of Taiwan expatriate managers working in Mainland China. A leisure temporal-spatial involvement (LTSI) was developed. Design/methodology/approach Burnout, perceived freedom in leisure and leisure coping strategies were proposed in the conceptual model as antecedents of leisure involvement. A questionnaire survey gathered information on the characteristics of respondents, including demographic/socio-economic details, expatriate profile and leisure activity participation. Confirmatory factor analysis and structural equation modeling were used in this research to measure the relationships among the four scale variables (job burnout, perceived freedom in leisure, leisure coping strategies and leisure involvement). Findings The expatriate managers experienced high burnout levels, particularly in the form of exhaustion. Their leisure involvement was mainly influenced by perceived freedom in leisure. Research limitations/implications This work contributes to the research on leisure and expatriation in several ways. It is one of the first empirical studies to examine prominent leisure concepts (freedom, coping and involvement) within the milieu of expatriation. The findings provide further support to the notion of the “presumed cultural similarity paradox,” in that expatriates of Chinese ethnicity still had significant adjustment difficulties in Mainland China. The research again confirms the challenges of Mainland China as an expatriation destination. Practical implications The research results have significant practical value and may assist Taiwan-capital enterprises in improving expatriates’ leisure life management. The section on Managerial and policy implications outlines the implications for the actors involved. Social implications This work has social implications since the Taiwan expatriate managers are not effectively adjusting to their work–life environments in Guangzhou. Greater social contact between locals and these managers is recommended in the future. Originality/value A new scale for leisure involvement (LTSI), expressed in temporal and spatial dimensions, is developed to fit the particular situations faced by expatriates. This is also one of only a few empirical research studies to consider leisure involvement within an expatriation framework.

How does political skill lead to job and organization engagement? Role of self-evaluations

2020 ◽  
Vol 39 (7/8) ◽  
pp. 895-910
Author(s):  
Ameer A. Basit
Keyword(s):  
Employee Engagement ◽  
Organizational Identification ◽  
Structural Equation ◽  
Political Skill ◽  
The Self ◽  
Equation Modeling ◽  
Survey Method ◽  
Conservation Of Resources ◽  
Content Type ◽  
Proposed Model

PurposePolitical skill is a valued resource employees use to achieve success. Earlier research has mostly focused on the effect of political skill on others rather than on the self of the politically skilled individuals. Specifically, there is disconnect between political skill and employee engagement research as both these fields have been growing in isolation. Drawing from theories of engagement and conservation of resources, this study bridges this gap in knowledge by investigating how political skill leads to job and organization engagement of politically skilled employees via impacting their self-evaluations of organization-based self-esteem (OBSE) and organizational identification.Design/methodology/approachUsing a survey method, data were obtained from 188 employees who worked in three private schools of Lahore, Pakistan. Structural equation modeling was used to test the proposed model.FindingsThis study found that individuals who used political skill by practicing social astuteness, interpersonal influence, networking and sincerity rated themselves high in OBSE and organizational identification. As a consequence, high OBSE enhanced their job engagement, whereas high organizational identification increased their organization engagement.Originality/valueThis study is one of the first studies to present political skill as a driver of job and organization engagement. It reveals that the self-evaluations of OBSE and organizational identification mediate the political skill–engagement relations in unique manners.

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