Partisanship as Cause, Not Consequence, of Participation

2021 ◽  
pp. 001041402110474
Author(s):  
Eli G. Rau
Keyword(s):  
Social Identity Theory ◽  
Survey Design ◽  
Behavioral Outcomes ◽  
Institutional Arrangement ◽  
Social Identities ◽  
Political Learning ◽  
The Us ◽  
Empirical Tests ◽  
The Relationship

In most democracies, citizens who identify with a political party are more likely than non-partisans to turn out to vote. But why is this the case? Does voting foster partisanship, as prominent models of political learning and cognitive dissonance postulate? Or does partisanship encourage voting, as expressive voting models and social identity theory suggest? I introduce the concept of partisan duty to capture the role of partisan social identities in the turnout decision and present new empirical tests of the relationship between partisanship and voting. I leverage a unique institutional arrangement in Chile to establish the direction of causality with a regression discontinuity, and I implement a novel survey design with behavioral outcomes to identify causal mechanisms. Data from the US confirm that the main findings generalize beyond Chile. Electoral participation does not generate partisanship. Instead, partisanship mobilizes voters: it increases the expressive benefits to voting and generates a sense of duty to support one’s partisan group.

Team Networks and Team Identification: The Role of Leader-Member Exchange

2013 ◽  
Vol 41 (7) ◽  
pp. 1115-1123 ◽  
Author(s):  
KeXin Guan ◽  
ZhengXue Luo ◽  
JiaXi Peng ◽  
Zhen Wang ◽  
HaiTing Sun ◽  
...  
Keyword(s):  
Social Exchange ◽  
Social Identity Theory ◽  
Social Exchange Theory ◽  
Team Identification ◽  
Leader Member Exchange ◽  
Exchange Relationships ◽  
Member Exchange ◽  
The Mean ◽  
The Relationship

We examined the relationship among team networks, leader-member exchange (LMX), and team identification in the workplace. Social network theory, social exchange theory, and social identity theory served as references for our theoretical propositions and analyses. We collected data from a sample of 223 teams of military personnel, serving in the artillery in West China. We found that the team networks had a significant effect on team identification. Further, the variance and the mean for LMX in teams interacted in influencing team identification (β =-.893, p < .01). Our findings indicated that creating productive networks in teams would be useful to enhance team identification, the effect of which may be carried on through to building exchange relationships between leader and follower.

The effect of perceived organisational politics on organisational silence through organisational cynicism: Moderator role of perceived support

2018 ◽  
pp. 1-20 ◽  
Author(s):  
Hadi A. AL-Abrrow
Keyword(s):  
Structural Equation ◽  
Survey Design ◽  
Equation Model ◽  
Public Hospitals ◽  
Perceived Support ◽  
Mediating Role ◽  
Moderator Role ◽  
The Relationship ◽  
Organisational Politics

AbstractThis study examines the effect of perceived organisational politics on organisational silence through the mediating role of organisational cynicism. In addition, it tests the effect of perceived support on this relationship. A quantitative (questionnaire survey) design was used to gather data from 346 employees in three public hospitals in Iraq. The structural equation model was used for data analysis. The results demonstrate that all the major hypotheses were accepted, and important role of perceived support in reversing the positive relationship between perceived organisational politics and organisational cynicism was also highlighted. Furthermore, the mediating role was clear in terms of organisational cynicism and the relationship between perceived organisational politics and organisational silence.

scholarly journals The Moderating Effects of Organizational Culture on the Relationship between Work Motivation and Work Commitment of University Academic Staff

2018 ◽  
Vol 8 (1) ◽  
pp. 137
Author(s):  
Saira Irfan ◽  
Najib Ahmad Marzuki
Keyword(s):  
Organizational Culture ◽  
Work Motivation ◽  
Survey Design ◽  
Academic Staff ◽  
Work Commitment ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Work Settings ◽  
The Relationship

The link between the work motivation and work commitment is well established in a variety of work settings. However, the role of organizational culture is not explored in depth, especially as a moderator between work motivation and work commitment. The present study undertakes an examination of the above explained model. The sample consisted of 351 academics from nine public universities in the state of Punjab, Pakistan. Cross-sectional survey design was employed to collect the data. The statistical analyses were performed with Partial Least Squares technique using the Smart PLS 3.0. The findings revealed that adhocracy culture moderates the link between non-self-determined work motivation and work commitment among university academic staff. The study has implications for authorities to capitalize on organizational culture to boost work motivation that will ultimately improve work commitment among academics.

scholarly journals INVESTIGATING THE ROLE OF JOB SATISFACTION: DOES IT ACT AS A MODERATOR OR MEDIATOR BETWEEN ORGANIZATIONAL IDENTIFICATION AND WORK ENGAGEMENT?

2019 ◽  
Vol 6 (4) ◽  
Author(s):  
Sevcan KILIÇ AKINCI
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Social Identity Theory ◽  
Organizational Identification ◽  
Structural Equation ◽  
Mediating Effect ◽  
Business Units ◽  
Equation Modelling ◽  
The Relationship

This study extends Social Identity Theory by examining the link between organizational identification (OI) and work engagement (WE) through enhanced job satisfaction (JS) and testing it in a non-US environment, which makes contribution to the literature. The study was conducted on a large sample (527) of Turkish blue and white-collar employees from business units of 15 independent companies from 10 different industry types and data was analyzed with Structural Equation Modelling. The results showed that organizational identification is positively related with work engagement. Job satisfaction did not moderate the relationship between OI and WE, but it mediated 54 % of the effect of OI and thus, confirmed the applicability of Social Identitiy Theory in a Turkish context. Results revealed that a sense of identification may be a precondition for work engagement; but it is the mediating effect of job satisfaction, which enhances this relationship.

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).

scholarly journals Внешняя политика США в восприятии и оценках современного американского общества

2020 ◽  
Vol 46 (2) ◽  
pp. 57-66
Author(s):  
Лариса ГАРУСОВА
Keyword(s):  
Foreign Policy ◽  
Republic Of China ◽  
The Past ◽  
Strategic Approach ◽  
The Us ◽  
Informational Basis ◽  
American Research ◽  
American Society ◽  
The Relationship

Анализируется взаимосвязь и корреляция современной внешнеполитической стратегии США с общественной рефлексией на неё. Информационной основой работы являются результаты социологических опросов ведущих американских исследовательских центров, статистические данные, статьи, официальные документы. Прослежена связь официальных внешнеполитических доктрин и мнения американских граждан в отношении России и Китая. Выявлена корреляция между усилением антикитайских настроений в США за последние два года и появлением новой официальной стратегии Вашингтона в отношении КНР («Стратегический подход США к КНР») от 20 мая 2020 г. внешняя политика, США, стратегия, рефлексия, общественное мнение, Россия, Китай, национальная безопасность This article analyzes the relationship and correlation of the US modern foreign policy strategy with public reflection on it. Washington's active foreign policy and US claims to the role of world leader are supported by American society in recent decades. The informational basis of this work is the analysis of the sociological surveys of leading American research centers, statistics, academic articles, as well as official documents on the studied issues. The study revealed the peculiarities of the perception of traditional and new threats to national and international security by the American elite and society. The author traces the connection between official foreign policy doctrines and the opinions of American citizens regarding Russia and China. A correlation was found between the strengthening of anti-Chinese sentiment in the US over the past two years and the appearance of a new official strategy of Washington towards the PRC (“United States Strategic Approach to The People’s Republic of China”) in May 20, 2020. foreign policy, USA, strategy, reflection, public opinion, Russia, China, national security

The Role of Functional Diversity, Collective Team Identification, and Task Cohesion in Influencing Innovation Speed

2022 ◽  
pp. 1535-1566
Author(s):  
Jin Chen ◽  
Wei Yang Lim ◽  
Bernard C.Y. Tan ◽  
Hong Ling
Keyword(s):  
Functional Diversity ◽  
Social Identity Theory ◽  
Team Identification ◽  
Implementation Phase ◽  
Software Teams ◽  
Task Cohesion ◽  
Managerial Implications ◽  
Two Phases ◽  
The Relationship

This article opens up the black box of innovation and examines the relationship between functional diversity in software teams and the often neglected dimension of innovation – speed, over the two phases of innovation: creativity and idea implementation. By combining information processing view and social identity theory, the authors hypothesize that when collective team identification is low, functional diversity positively affects the time spent in the creativity phase; however, when collective team identification is high, this relationship is inverted U-shaped. When task cohesion is high, functional diversity negatively affects the time spent in the idea implementation phase; however, when task cohesion is low, this relationship is U-shaped. Results from 96 IT software-teams confirmed the authors' hypotheses. Theoretical and managerial implications are discussed.

The Role of Functional Diversity, Collective Team Identification, and Task Cohesion in Influencing Innovation Speed

2018 ◽  
Vol 26 (2) ◽  
pp. 163-192 ◽  
Author(s):  
Jin Chen ◽  
Wei Yang Lim ◽  
Bernard C.Y. Tan ◽  
Hong Ling
Keyword(s):  
Functional Diversity ◽  
Social Identity Theory ◽  
Team Identification ◽  
Implementation Phase ◽  
Software Teams ◽  
Task Cohesion ◽  
Managerial Implications ◽  
Two Phases ◽  
The Relationship

This article opens up the black box of innovation and examines the relationship between functional diversity in software teams and the often neglected dimension of innovation – speed, over the two phases of innovation: creativity and idea implementation. By combining information processing view and social identity theory, the authors hypothesize that when collective team identification is low, functional diversity positively affects the time spent in the creativity phase; however, when collective team identification is high, this relationship is inverted U-shaped. When task cohesion is high, functional diversity negatively affects the time spent in the idea implementation phase; however, when task cohesion is low, this relationship is U-shaped. Results from 96 IT software-teams confirmed the authors' hypotheses. Theoretical and managerial implications are discussed.

scholarly journals Co-worker social support and organisational identification: does ethnic self-identification matter?

2019 ◽  
Vol 34 (8) ◽  
pp. 573-586
Author(s):  
Dennis G. Pepple ◽  
Eleanor M.M. Davies
Keyword(s):  
Social Support ◽  
Ethnic Groups ◽  
Social Identity Theory ◽  
Social Identities ◽  
Workplace Relationships ◽  
Supportive Relationships ◽  
Moderator Variable ◽  
Public And Private ◽  
Content Type ◽  
The Relationship

Purpose The purpose of this paper is to investigate the role of socially supportive relationships between co-workers in fostering organisational identification (OID). Adopting a Social Identity Theory perspective, the study investigates how employees’ ethnic self-identification (ESI) may influence co-worker social support (CWSS)–OID relationship depending on whether they are indigenes or non-indigenes. Design/methodology/approach Regression analysis was used to examine the relationship between CWSS (independent variable) and OID (dependent variable) at different levels of ESI (moderator variable). Data were collected from 1,525 employees from public and private employers in Nigeria. Findings Findings supported a positive relationship between CWSS and OID that is moderated by an employee’s ESI. Specifically, the study finds that ESI matters in the strength of CWSS–OID relationship such that the relationship is weaker for indigenes compared to non-indigenes. Practical implications As organisations develop policies that increase the representation of various ethnic groups or other forms of social identities at work, there is need to create an environment that fosters socially supportive relationships among co-workers. Originality/value This study contributes to the literature by adding a level of boundary conditions to the overall findings that workplace relationships are important for OID. The study also addresses how employees of different ethnic groups are influenced by the ethnicity of the context prevailing where an organisation is located.

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