scholarly journals Leadership, religiousness, state ownership of an enterprise and unethical pro-organizational behavior: The mediating role of organizational identification

PLoS ONE ◽  
2021 ◽  
Vol 16 (5) ◽  
pp. e0251465
Author(s):  
Tomasz Gigol
Keyword(s):  
Organizational Behavior ◽  
Social Exchange ◽  
Organizational Identification ◽  
Structural Equation ◽  
Authentic Leadership ◽  
Identity Theory ◽  
State Ownership ◽  
Equation Modeling ◽  
Future Research ◽  
State Involvement

This study proposes a model in which organizational identification mediates the correlations among state-owned enterprises (SOEs), authentic leadership, Christian religiousness, and unethical pro-organizational behavior (UPB). The proposed theoretical framework is based on moral identity theory, social identity theory, and social exchange theory. We tested the hypothesized model using data (N  =  389) from employees of various companies and industries in Poland. Of the respondents, 49.1% worked in SOEs. The reliability and validity of the measures were established. The correlation coefficients among the analyzed variables were obtained using the bootstrap confidence interval method. To thoroughly examine the causal relationships among the variables, covariance-based structural equation modeling (CB-SEM) was adopted. Path analysis was conducted and used to verify a model in which organizational identification mediated the correlations among state involvement in the ownership of an enterprise, authentic leadership, Christian religiousness, and UPB. State involvement in the ownership of an enterprise, authentic leadership, and Christian religiousness were linked to increased organizational identification, which in turn was linked to the intensification of UPB. With the level of organizational identification controlled, state ownership of an enterprise was linked to lower UPB intensity. Limitations, implications and future research directions are discussed.

scholarly journals Do CSR Perceptions Influence Work Outcomes in the Health Care Sector? The Mediating Role of Organizational Identification and Employee Attachment

2021 ◽  
Vol 13 (17) ◽  
pp. 9840
Author(s):  
Souad Hassanie ◽  
Georgiana Karadas ◽  
Okechukwu Lawrence Emeagwali
Keyword(s):  
Health Care ◽  
Social Exchange ◽  
Organizational Identification ◽  
Corporate Reputation ◽  
Structural Equation ◽  
Health Care Sector ◽  
Work Outcomes ◽  
Equation Modeling ◽  
Future Research ◽  
Role Performance

A limited number of studies have emphasized the importance of corporate social responsibility (CSR) implementation in the health care sector. Based on social exchange theory and social identity theory, this paper examines the relationships between employees’ CSR perceptions, employee attachment, organizational identification, corporate reputation, employee organization relationship, and extra-role performance utilizing structural equation modeling. Data were obtained from Lebanese health care workers in private hospitals in two questionnaires. The results indicate that CSR perceptions positively affect employee attachment and organizational identification. Moreover, employees’ CSR perceptions positively affect work outcomes directly and indirectly via employee attachment. On the other hand, although organizational identification has a negative but significant relationship with employee organization relationships, it does not significantly influence corporate reputation and extra-role performance. Examining the two intervening variables that link CSR to work outcomes provides theoretical and practical implications. Contributions to health care management literature, as well as future research recommendations, are also presented.

Job insecurity and turnover intention: Organizational commitment as mediator

2017 ◽  
Vol 45 (4) ◽  
pp. 529-536 ◽  
Author(s):  
Sang Hyun Lee ◽  
Dae Yong Jeong
Keyword(s):  
Organizational Commitment ◽  
Social Exchange ◽  
Turnover Intention ◽  
Structural Equation ◽  
Social Exchange Theory ◽  
Job Insecurity ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Future Research ◽  
The Relationship

Drawing from social exchange theory, we investigated the relationship between job insecurity and turnover intention, and the mediating effect of organizational commitment on this relationship. Structural equation modeling was employed to investigate the hypotheses using data from 459 employees in various firms in South Korea. Our findings confirmed that job insecurity was positively related to turnover intention, and that organizational commitment mediated the relationship between job insecurity and turnover intention. Implications of our findings for the job insecurity literature are discussed in the Korean context, and directions for future research are given.

Abusive supervision, supervisor undermining, and turnover intentions: mediation of quiescent silence and desire to seek revenge among Thai banking frontliners

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Gul Afshan ◽  
Muhammad Kashif ◽  
Damrong Sattayawaksakul ◽  
Pimpa Cheewaprakobkit ◽  
Shanika Wijenayake
Keyword(s):  
Organizational Behavior ◽  
Social Exchange ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Abusive Supervision ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
Content Type ◽  
Trickle Down

Purpose Drawing on the social exchange theory, this study aims to investigate the destructive impact of abusive supervision and supervisor undermining on quiescent silence and turnover intentions among frontline employees. Whether quiescent silence and the desire to seek revenge mediate the path from aggressive supervisory behaviors to turnover intentions is explored. Design/methodology/approach Following a time-lagged design, the authors collected data from 350 frontline banking officers in Thailand by a survey. For data analysis purposes, structural equation modeling procedures are used through Smart partial least square version 3.2.0. Findings Uniquely, findings suggest that abusive supervision does not result in any form of retaliation. Supervisor undermining has a trickle-down effect on the desire to revenge, quiescent silence and turnover intentions. For supervisor undermining, the direct path, as well as mediating roles are supported by data. Practical implications The findings of this study suggests organizational systems should discourage supervisors from undermining the subordinates. There is a need to offer regular training to supervisors. Furthermore, employees should be provided some platforms and the freedom to positively speak at work. Above all, supervisors should be more inspiring which can dilute negative perceptions of abuse. Originality/value The proposed mediation of desire to revenge and quiescent silence is unique to this study. Moreover, the challenge to the traditional trickle-down effects of abusive supervision is a unique intervention in the organizational behavior literature.

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 The Relationship between Employee Engagement, HRM practices and Perceived Organizational Support: Evidence from Banking Employees

2017 ◽  
Vol 7 (3) ◽  
pp. 1 ◽  
Author(s):  
Alima Aktar ◽  
Faizuniah Pangil
Keyword(s):  
Employee Engagement ◽  
Social Exchange ◽  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Equation Modeling ◽  
Future Research ◽  
Cluster Sampling ◽  
Hrm Practices ◽  
The Relationship

The purpose of this study is to investigate the relationship between HRM practices and employee engagement. Although employee engagement has got a great attention among the industry practitioners in recent times, it requires more considerations particularly in the academic literature. Based on the norms of social exchange theory (SET), this study has developed the framework to examine the role of perceived organizational support (POS) on HRM practices-employee engagement linkage. Survey data has been collected from employees who are working in different private commercial banks in Bangladesh. This study has used a sample of 376 employees using cluster sampling technique. To analyze the data, this study has employed SmartPLS 3.0 version software. The results of structural equation modeling revealed that HRM practices namely career advancement, job security and performance were significantly and positively related to employee engagement. The results also showed that POS can moderate the relationship between HRM practices and employee engagement. It suggests that in the presence of POS, relatively low level of employees’ perceptions regarding job related resources will exert a high level of employees’ behavioral outcomes such as engagement. The implications and suggestions for future research have also been discussed.

Self-Efficacy and Workplace Well-Being: Understanding the Role of Resilience in Manufacturing Organizations

2020 ◽  
Vol 9 (1) ◽  
pp. 62-76
Author(s):  
Nrusingh Prasad Panigrahy ◽  
Rabindra Kumar Pradhan ◽  
Lalatendu Kesari Jena
Keyword(s):  
Organizational Behavior ◽  
Self Efficacy ◽  
Structural Equation ◽  
Well Being ◽  
Equation Modeling ◽  
Future Research ◽  
Full Time ◽  
Positive Organizational Behavior ◽  
Manufacturing Organizations

Engaging in behavior that enhances the socio-psychological relations at the workplace provides a competitive advantage to organizations. Drawing from the emerging positive organizational behavior studies, the present research was designed to analyze the relationship between self-efficacy and resilience to promote workplace well-being. The main aim of the study was to examine the moderating role of resilience between self-efficacy and workplace well-being. About 527 full-time executives from the Indian public and private manufacturing industries participated in the study. Common method variance of the measure was carried out through one-factor test ( Podsakoff et al., 2003 ) using confirmatory factor analysis to understand the bias in responding to our questionnaire. Finally, we carried out a hierarchical regression analysis to test the interacting effect of resilience between self-efficacy and workplace well-being. The result of the study indicates a positive relationship between self-efficacy and workplace well-being. The moderation effect of resilience was also confirmed in the structural equation modeling output through LISREL. Results revealed that executives having higher self-efficacy and resilience will demonstrate a positive attitude toward workplace well-being. Self-efficacy and resilience are malleable in nature and get enriched through observation and learning. This study stands as one of the first few empirical works in positive organizational behavior studies that have been carried out on executives of manufacturing organizations in India. Hence, the findings of the study cannot be generalized beyond manufacturing organizations. The data are collected through random sampling method, hence due care need to be taken while generalizing the result in a larger population, so future research may be carried out on a large sample in diverse organizations and locations to have an appropriate comparison by addressing the effectiveness of resilience on other behavior constructs.

Exploring the Direct and Indirect Linkages Between Supervisory Disrespect and Officer Cooperation and Disrespect in Policing

2021 ◽  
pp. 109861112110378
Author(s):  
Cynthia-Lee Williams ◽  
Yuning Wu ◽  
Ivan Y. Sun ◽  
Marrten Van Craen
Keyword(s):  
Organizational Commitment ◽  
Occupational Stress ◽  
Police Officers ◽  
Organizational Identification ◽  
Structural Equation ◽  
Equation Modeling ◽  
Future Research ◽  
Police Agencies ◽  
The Relationship ◽  
Research And Policy

Although recent studies have found that organizational justice is instrumental in promoting beneficial outcomes within police agencies, relatively little is known about how organizational injustice may be linked to police officers’ occupational attitudes and behaviors. We propose a theoretical framework linking disrespectful supervisors directly to officers’ willingness to cooperate with supervisors and treat citizens with respect and indirectly through occupational stress, organizational commitment, and organizational identification. Based on survey data collected from 584 police officers in Taiwan, we tested the proposed direct and indirect relationships using structural equation modeling (SEM) approaches. We found that having disrespectful supervisors directly lowers officers’ willingness to work with supervisors. The relationship between disrespectful supervisors and disrespectful officers is largely indirect, mediated by occupational stress, organizational commitment, and organizational identification. Implications for future research and policy are discussed.

scholarly journals “Mission Matters”

2015 ◽  
Vol 28 (4) ◽  
pp. 767-793
Author(s):  
ByungJik Kim ◽  
WonKoo Ji ◽  
SangGil Jeon
Keyword(s):  
Organizational Identification ◽  
Structural Equation ◽  
Organizational Trust ◽  
Equation Modeling ◽  
Future Research ◽  
Mediation Model ◽  
Private Bank ◽  
Moderated Mediation Model ◽  
Corporate Social ◽  
The Relationship

The current study tested whether organizational trust mediated the relationship between perceived corporate social responsibility(CSR) and organizational identification(OI). In order to investigate the hypotheses, 11843 employees in private bank were sampled across two time points. Using structural equation modeling(SEM), we set moderated mediation model which elaborately delves into the significance of the hypotheses. The results showed that organizational trust mediated the link between perceived CSR and OI. In addition, the relationship between perceived CSR and organizational trust was moderated by mission commitment. The implications and limitations, and suggestions for future research were discussed.

Unethical pro-organizational behavior as an outcome of servant leadership

2021 ◽  
pp. 1-25
Author(s):  
Ali Osman Uymaz ◽  
Serdar Arslan
Keyword(s):  
Servant Leadership ◽  
Organizational Behavior ◽  
Structural Equation ◽  
Dark Side ◽  
Equation Modeling ◽  
Future Research ◽  
Employee Trust ◽  
Network Analyses ◽  
Hotel Managers ◽  
The Relationship

Abstract This study tested the relationship between servant leadership, unethical pro-organizational behavior (UPB) of employee, trust in managers, and employees' positive reciprocity beliefs (PRB). Data were collected from 392 employees who work in four and five-star hotels in Alanya, Turkey. Structural equation modeling and artificial neural network analyses provided evidence for direct and indirect relationships between servant leadership and employee UPB via trust in manager and PRB. Specifically, trust in manager and PRB strengthened the relationship of servant leadership with employee UPB. These findings suggest that servant leadership could have a previously unexplored dark side in certain contexts. The study enhances the servant leadership and UPB literature. It also suggests certain practical implications for hotel managers to be able to reduce employee UPB. The limitations and future research suggestions of the study are discussed.

The interplay between servant leadership and organizational politics

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mohammad Nisar Khattak ◽  
Peter O'Connor
Keyword(s):  
Servant Leadership ◽  
Task Performance ◽  
Social Exchange ◽  
Structural Equation ◽  
Organizational Politics ◽  
Equation Modeling ◽  
Future Research ◽  
Conservation Of Resources ◽  
Content Type ◽  
The Social

PurposeUsing the frameworks of social exchange theory (SET) and conservation of resources (COR) Theory, this study examined the influence of servant leadership on employees' performance through the social exchange indicator (trust), and how perceived organizational politics (POP) influences these relationships.Design/methodology/approachSurvey data were collected from 236 supervisor/subordinate dyads in a public sector organization in Pakistan. Structural equation modeling and bootstrapping were used to test the study hypotheses.FindingsServant leadership was found to positively influence employees' task performance and organizational citizenship behaviors (OCBs). Further, analysis revealed that trust in leader partially mediated the positive relationship between servant leadership and subordinates' task performance and OCBs. However, although POP moderated the indirect relationship between servant leadership and subordinates' task performance, it did not moderate the indirect relationships between servant leadership and OCBs.Originality/valueThis is one of the first studies to be conducted in the South Asian context, testing the relationship between servant leadership and employee performance through the social exchange indicator (trust) in a political organizational environment. Theoretical contributions, practical implications, study limitations and future research directions are discussed at the end of the study.

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