scholarly journals Social Identity and Social Exchange: Identification, Support, and Withdrawal From the Job

2007 ◽  
Vol 37 (3) ◽  
pp. 457-477 ◽  
Author(s):  
Daan van Knippenberg ◽  
Rolf van Dick ◽  
Susana Tavares
Keyword(s):  
Social Identity ◽  
Social Exchange

The Relationship Between Perceived Organizational Support and Affective Commitment

2014 ◽  
Vol 13 (4) ◽  
pp. 167-173 ◽  
Author(s):  
Gaëtane Caesens ◽  
Géraldine Marique ◽  
Florence Stinglhamber
Keyword(s):  
Social Identity ◽  
Social Exchange ◽  
Organizational Support ◽  
Organizational Identification ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
The Social ◽  
The Relationship

Two distinct perspectives have emerged in the literature to explain the relationship between perceived organizational support (POS) and affective commitment (AC): a social exchange perspective and, more recently, a social identity perspective. However, these views have never been considered together. Filling this gap, our study aims to examine the conjoint role of felt obligation (i.e., the social exchange perspective) and organizational identification (i.e., the social identity perspective) in the relationship between POS and AC. Based on two different samples, our results indicate that both felt obligation and organizational identification partially mediate the relationship between POS and AC. In sum, this research shows that the two mechanisms play a concomitant role in the link between POS and AC.

Unbundling employer branding, job satisfaction, organizational identification and employee retention: a sequential mediation analysis

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Shubhangi Bharadwaj ◽  
Nawab Ali Khan ◽  
Mohammad Yameen
Keyword(s):  
Job Satisfaction ◽  
Social Identity ◽  
Competitive Advantage ◽  
Social Exchange ◽  
Organizational Identification ◽  
Employee Retention ◽  
Mediation Model ◽  
Branding Strategy ◽  
Employer Branding ◽  
Content Type

PurposeThis paper aims to extend employer branding research by investigating the role of job satisfaction and organizational identification as predictors of employee retention, and their mediating role between employer branding and employee retention.Design/methodology/approachA cross-sectional survey is utilized to gather data from 352 employees working in top Indian IT organizations. Hypotheses were tested and analyzed utilizing SPSS PROCESS Macro.FindingsThe results reveal that employer branding is positively related to job satisfaction, organizational identification and employee retention. The analysis provides support for the mediating effects on employee retention of employer branding through job satisfaction and organizational identification. In addition, results also provide support for the serial mediation model, where employer branding was found to influence employee retention via job satisfaction and organizational identification in a sequential manner. The findings connote that the enhanced positive identity of satisfied employees suppresses the intention to leave among IT professionals.Practical implicationsThe findings suggest that an employer branding strategy with a unique set of attributes can provide a competitive advantage to employers in terms of high retention levels. The findings also highlight the fact that the importance of employer branding strategy should not be merely confined to the issue of retention as it can also play a vital role in enhancing job satisfaction and employees' identification level. Hence, managers are required to devise an employer branding strategy with a long-term intent that focuses on gaining a competitive advantage and aiming to improve relationships with employees.Originality/valueThe researchers have enriched social identity and social exchange theory as a theoretical paradigm, examining antecedents of employee retention. The study has extended the foregoing direct or simple mediation models by integrating social identity theory and job satisfaction in a sequential mediation model.

Exploring Identity Dynamics from a Combined Social Exchange and Social Identity Perspective

2016 ◽  
Vol 21 (4) ◽  
pp. 677-702 ◽  
Author(s):  
Lorenzo Avanzi ◽  
Stefano Albertini ◽  
Franco Fraccaroli ◽  
Guido Sarchielli ◽  
Giovanni De Plato ◽  
...  
Keyword(s):  
Social Identity ◽  
Social Exchange

Circulating Women as Objects of Trade in Malay Historical Texts

2012 ◽  
Vol 40 (1) ◽  
pp. 34-50
Author(s):  
Ruzy Suliza Hashim ◽  
Ungku Maimunah Mohd Tahir ◽  
Nor Hashimah Jalaluddin ◽  
Zulkarnaen Mohamad
Keyword(s):  
Social Identity ◽  
Southeast Asia ◽  
Early Modern ◽  
Social Exchange ◽  
Slave Trade ◽  
Early Modern Period ◽  
Historical Texts ◽  
Modern Period ◽  
Political Hierarchy ◽  
Economic Roles

Abstract In this paper, we shall discuss ‘circulating women’ as objects of trade based on the corpus of three historical texts such as The Malay Annals (Sejarah Melayu) and Misa Melayu Perak. Barbara Andaya (2006:104) has cogently argued that “Southeast Asia is an attractive laboratory to investigate women’s economic roles” especially in the early modern period. By focusing on issues related to marriage and slave trade, we look specifically at the movements of women in the chronicles. Whether they were consorts, concubines and maids-in-waiting in the Malay courts, the traffic of women showed an intricate web of social exchange where symmetrical and asymmetrical reciprocity took place in various political situations of the day. By showing these exchanges, we unveil an aspect of women and trade in early modern Southeast Asia where women were involved in boosting male prestige and power, political hierarchy, social identity and legitimacy.

Does Compliance to the Prescribed Standards in Readymade Garments Sector Predict Employee Turnover Intention? The Mediating Role of Job Satisfaction and Organizational Attraction

2021 ◽  
pp. 227797522198910
Author(s):  
Md. Aftab Uddin ◽  
Mohammad Tahlil Azim ◽  
Mohammad Moinul Haque
Keyword(s):  
Job Satisfaction ◽  
Social Identity ◽  
Social Exchange ◽  
Social Identity Theory ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Social Exchange Theory ◽  
Exchange Theory ◽  
Organizational Attraction ◽  
Employee Turnover Intention

Compliance to legal requirements and standards prescribed by international certification bodies and/or foreign buyers in the readymade garments (RMG) industry in Bangladesh is a burning issue regarding a safer working environment for employees. The present study examines the mediating effects of job satisfaction and organizational attraction on the relationship between the compliance and turnover intention. Research questions, hypotheses and research objectives are developed from the premises of job demands–resources (JD-R) theory, social exchange theory, social identity theory and prior empirical findings. Data are collected from 444 workers of the RMG industry through a multi-item survey instrument. We analyse the collected data using covariate-based structural equation modelling though AMOS (version 20). Results show that all of the direct influences except that of compliance on turnover intention are significant. The findings confirm that compliance acts as a distal antecedent of employee turnover intention through its mediating influences via job satisfaction and organizational attraction. The study sheds light on the significance of maintaining the provisions of compliance by the RMG in Bangladesh. It makes robust empirical and theoretical contributions to the extant literature. First, it supplements the inadequate documentation in RMG and other clothing industries. Unlike other studies on compliance in the RMG sector, this study measures compliance from the perspective of both the employer and the employees. Second, the study also makes a complementary contribution to the organizational attraction research by focusing on current employees rather than prospective employees. Finally, a little pursuit is evident in using theory and empirical proof together in the RMG industry. Hence, it aims to validate the theoretical account of the JD-R theory, social identity theory and social exchange theory in the context of a developing country.

scholarly journals Examining the Round Table Talks from the perspective of the Needs-Based Model of Reconciliation: Observations and insights

2020 ◽  
Vol 14 (4) ◽  
Author(s):  
Nurit Shnabel
Keyword(s):  
Social Identity ◽  
Social Exchange ◽  
Social Acceptance ◽  
Hindsight Bias ◽  
Round Table ◽  
Transition To Democracy ◽  
Conspiracy Theories ◽  
Systematic Discrepancy ◽  
Social Arrangements

This commentary analyzes the democratization process triggered by the Polish Round Table Talks using the framework of the Needs-Based Model of Reconciliation, which conceptualizes reconciliation as a social exchange transaction in which perpetrators gain moral-social acceptance, whereas victims gain power. I argue that the talks allowed the restoration of communists’ moral-social identity, and Solidarity’s power and voice. I further argue that to complete such a transaction, both parties must believe that they would gain more through compromise than through violence. They must also overcome the “magnitude gap”; namely the systematic discrepancy between victims’ vs. perpetrators’ estimation of the severity or immorality of the same transgressions or social arrangements. Finally, as is the case for any exchange transaction, people may question its benefits. When doing so, however, they might take the non-violent nature of the transition to democracy for granted – due to “the hindsight bias.” Taking into account that the alternatives were probably worse may contribute to undermining conspiracy theories about “dirty dealings” between the parties, and commemorating the legacy of the Round Table Talks as an inspiring moment in history.

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