scholarly journals The impact of verbal communication on satisfying employees' social needs and the role of organizational identification

Marketing ◽  
2019 ◽  
Vol 50 (2) ◽  
pp. 111-123
Author(s):  
Vesna Milanović ◽  
(Radosavljević) Njegić
Keyword(s):  
Organizational Identification ◽  
Verbal Communication ◽  
Social Needs ◽  
The Impact

The Mediating Role of Organizational Identification in the Relation between Organizational Social Capital, Perceived Organizational Prestige, Perceived Employability and Career Satisfaction

2021 ◽  
Vol 24 ◽  
Author(s):  
Karina Peña-González ◽  
Gabriela Nazar ◽  
Carlos-María Alcover
Keyword(s):  
Social Capital ◽  
Career Development ◽  
Organizational Identification ◽  
Career Satisfaction ◽  
Mediation Effect ◽  
Organizational Social Capital ◽  
Mediating Role ◽  
Perceived Employability ◽  
The Impact

Abstract In career development, a variety of personal, organizational and labor market variables challenge employees and organizations, in particular those in dynamic working environments, such as higher education (HE) institutions. This study examines the association between work history, organizational social capital (OSC) and perceived organizational prestige (POP) as antecedent variables, and perceived employability (PE) and career satisfaction (CS) as outcome variables, as well as the mediating role of organizational identification (OI) in these relations. A sample of 283 workers in Chilean HE institutions filled out an on-line questionnaire, and hypotheses were tested using a mediation model. Results indicated a significant mediation effect of OI, abt = 0.363, 95% CI [0.181, 0.576] abt/c = 31.98%, to explain the relationship between internal perceived employability (IPE) and its predictor variables POP, abpo = 0.102, 95% CI [0.056, 0.160], abpo/c = 9.01%, and OSC, abcsoc = 0.101, 95% CI [0.053, 0.183, abcsoc/c = 8.89%. Promoting a positive image of the organization and its social capital, strengthened by OI, emerge as strategies for HR management oriented toward workers’ career development, with consequent implications for commitment, intention to leave and ultimately for organizational results. The study provides a deeper understanding of the complexity of careers and explains the importance of identification with the organization when the impact of organizational attributes on one’s career is analyzed.

The role of public libraries in the development of social capital in local communities – a theoretical study

2021 ◽  
Vol 42 (3) ◽  
pp. 184-196
Author(s):  
Maja Dorota Wojciechowska
Keyword(s):  
Social Capital ◽  
Social Engagement ◽  
Social Life ◽  
Public Libraries ◽  
Local Communities ◽  
Social Needs ◽  
Content Type ◽  
The Social ◽  
The Impact

PurposeSocial capital, understood as intangible community values available through a network of connections, is a factor in the development of societies and improving quality of life. It helps to remove economic inequalities and prevent poverty and social exclusion, stimulate social and regional development, civic attitudes and social engagement and build a civic society as well as local and regional identity. Many of these tasks may be implemented by libraries, which, apart from providing access to information, may also offer a number of services associated with social needs. The purpose of this paper is to present the roles and functions that libraries may serve in local communities in terms of assistance, integration and development based on classical social capital theories.Design/methodology/approachThe paper reviews the classical concepts of social capital in the context of libraries. It analyses the findings of Pierre-Félix Bourdieu, James Coleman, Francis Fukuyama, Robert Putnam, Nan Lin, Ronald Stuart Burt, Wayne Baker and Alejandro Portes. Based on their respective concepts, the paper analyses the role of the contemporary library in the social life of local communities. In particular, it focuses on the possible new functions that public libraries may serve.FindingsA critical review of the concept of social capital revealed certain dependencies between libraries and their neighbourhoods. With new services that respond to the actual social needs, libraries may serve as a keystone, namely they may integrate, animate and engage local communities. This, however, requires a certain approach to be adopted by the personnel and governing authorities as well as infrastructure and tangible resources.Originality/valueThe social engagement of libraries is usually described from the practical perspective (reports on the services provided) or in the context of research on the impact of respective projects on specific groups of users (research reports). A broader approach, based on original social theories, is rarely encountered. The paper draws on classical concepts of social capital and is a contribution to the discussion on possible uses of those concepts based on an analysis of the role of libraries in social life and in strengthening the social capital of local communities.

scholarly journals Empathy in Piano Duet Rehearsal and Performance: A Response to Haddon and Hutchinson

2015 ◽  
Vol 10 (1-2) ◽  
pp. 157
Author(s):  
Fred Seddon
Keyword(s):  
Verbal Communication ◽  
Original Study ◽  
Future Research ◽  
Top Down ◽  
Dual Roles ◽  
Unique Role ◽  
And Performance ◽  
The Impact ◽  
Prior Relationship

<p>This review comments upon the article entitled above. The article is well written and describes an interesting and original study. This review critiques the Method and Discussion sections of the article and offers suggestions for future research. Three specific points from the method are considered relating to: dual roles as researcher-musicians, the use of reflective diaries in research, and the impact on the research of the prior relationship between the authors. The unique role of &ldquo;written empathy&rdquo; is discussed within the context of empathic relationships. Also, this review considers how shifts from verbal to non-verbal communication may indicate movement from a &ldquo;top-down&rdquo; to &ldquo;bottom up&rdquo; response, and how this shift is related to &ldquo;empathetic attunement.&rdquo;</p>

Organizational justice and employee mental health’s moderating roles in organizational identification

2015 ◽  
Vol 4 (1) ◽  
pp. 68-84 ◽  
Author(s):  
Sumita Rai
Keyword(s):  
Mental Health ◽  
Organizational Justice ◽  
Organizational Identification ◽  
Interactional Justice ◽  
Moderating Effect ◽  
Positive Interaction ◽  
Content Type ◽  
Employee Mental Health ◽  
The Impact

Purpose – The purpose of this paper is to test the impact of organizational justice on employees’ mental health. This paper is also an attempt to understand the moderating role of organizational identification on organizational justice and employee mental health. Design/methodology/approach – Standard questionnaires were used to collect data. A survey study was conducted in two multinational companies located in northern and southern part of India. The sample size of the study was 321. Findings – The result of hierarchical regression highlights that distributive and interactional justice were significantly correlated with employee mental health with positive interaction effect in the case of strong identification. Moderating effect of organizational identification on mental health and organizational justice was also found significant. Research limitations/implications – The theoretical development from this paper will contribute to organizational justice research presenting its impact on employee mental health. The moderating effect of organizational identification will bring a new dimension to understand the relationship of organizational justice and mental health. Practical implications – This study will provide insight to practicing manager to reinforce organizational justice practices at workplace. This will also help manager and leader to understand the identification level of employee with organization, and its impact on mental health. Originality/value – This paper explores all the three forms of organizational justice as antecedents. It also studied employee mental health as consequence and the role of organizational identification as moderator on justice and mental health.

A contingency model of CEO characteristics and firm innovativeness

2017 ◽  
Vol 55 (1) ◽  
pp. 156-177 ◽  
Author(s):  
Bhaskar Prasad ◽  
Paulina Junni
Keyword(s):  
Organizational Identification ◽  
Organizational Size ◽  
Risk Propensity ◽  
Ample Evidence ◽  
Content Type ◽  
Positive Effects ◽  
Firm Innovativeness ◽  
The Impact ◽  
Ceo Characteristics

Purpose Ample evidence suggests that firm innovativeness is important for firm competitiveness. Despite the significance of the CEO for firm outcomes in general, the role of the CEO in firm innovativeness remains unclear. The purpose of this paper is to focus on the impact of two CEO characteristics – organizational identification and risk propensity – on firm innovativeness. The authors also adopt a contingency view to examine the moderating role of organizational size. Design/methodology/approach Using data from 159 information technology firms based in India, the authors hypothesize that CEO organizational identification and risk propensity will have a positive effect on firm innovativeness. The authors further hypothesize that smaller organizations will benefit more from the positive effects of CEO organizational identification and CEO risk propensity. Findings The empirical findings indicate that CEO organizational identification and risk propensity positively influence firm innovativeness. Also positive effects of CEO organizational identification and CEO risk propensity are more in smaller organizations. Originality/value This study highlights the role of CEO characteristics in the pursuit of firm innovativeness. Significantly, the study shows that both CEO organizational identification and risk propensity can enhance firm innovativeness. However, their effectiveness is contingent on organizational size.

scholarly journals Het nieuwe werken en kennisdelen: de rol van organisatie-identificatie en autonomie

2013 ◽  
Vol 29 (1) ◽  
Author(s):  
Rick van der Kleij ◽  
Merle Blok ◽  
Olav Aarts ◽  
Pepijn Vos ◽  
Livia Weyers
Keyword(s):  
Knowledge Sharing ◽  
Organizational Identification ◽  
Regression Analyses ◽  
New Ways Of Working ◽  
It Service ◽  
Knowledge Intensive Organizations ◽  
Work Autonomy ◽  
Knowledge Intensive ◽  
The Impact

New ways of working and knowledge sharing: The role of organizational identification and work autonomy New ways of working and knowledge sharing: The role of organizational identification and work autonomy New ways of working is a way of working and collaborating aimed at improving productivity, work satisfaction, work life balance and competitive capacity, and reducing environmental pressure. New ways of working is especially promising for knowledge-intensive organizations. However, there are hardly any findings on the impact of new ways of working on knowledge sharing within knowledge-intensive organizations. To complicate matters even more, the few studies on this topic show ambivalent results. This study focuses on the effect of new ways of working on knowledge sharing within organizations and the role of work autonomy and organizational identification of employees. We expected that new ways of working would result in an increase in knowledge sharing due to an increase in the use of ICT and more flexibility in the use of workplace facilities. Moreover, we expected that work autonomy and organizational identification mediate the relation between new ways of working and knowledge sharing. Regression analyses on questionnaire data obtained from 712 employees of a large Dutch IT service provider partly confirm our hypotheses.

scholarly journals Does Employees’ Participation in Decision Making Increase the level of Corporate Social and Environmental Sustainability? An Investigation in South Asia

2019 ◽  
Vol 11 (2) ◽  
pp. 511 ◽  
Author(s):  
Omer Farooq ◽  
Mariam Farooq ◽  
Emmanuelle Reynaud
Keyword(s):  
Decision Making ◽  
Social Identity Theory ◽  
Environmental Sustainability ◽  
Organizational Identification ◽  
Employee Participation ◽  
Legal Framework ◽  
Process Data ◽  
Participation In Decision Making ◽  
The Impact

Although previous studies have explored the role of legal framework, industry norms, innovation, and the use of clean technologies to achieve sustainability, they have paid little attention to the role of employees in increasing a firm’s sustainability performance. This article develops a model based on social identity theory and proposes that employees whose organizational identification is rooted in the sustainability of the firm can influence the sustainability strategy of the firm through the participation process. Data were obtained from 421 employees of large fast-moving consumer goods manufacturers. The findings demonstrate that employee participation has a strong positive effect on all the components of sustainability (environmental and societal). Moreover, the findings show that the impact of employee participation on the components of sustainability is moderated by organizational identification in such a way that if employees have a strong sense of identification with their organization, their participation in decision making has a greater impact on the sustainability of their organization.

Creating Organizational Authenticity and Identification: Effect of Leaders’ Motivating Language and Impact on Employee Advocacy

2021 ◽  
pp. 232948842110351 ◽  
Author(s):  
Cen April Yue
Keyword(s):  
United States ◽  
Organizational Identification ◽  
The United States ◽  
Mediating Role ◽  
Motivating Language ◽  
Serial Mediation ◽  
Indirect Relationship ◽  
The Impact

This study surveyed 482 employees in the United States to test the impact of leaders’ motivating language on employee advocacy. In addition, the study tested the mediating role of perceived organizational authenticity and employee organizational identification. Results suggested that motivating language is not directly related to employee advocacy. However, an indirect relationship is observed through two mediating processes: (1) serial mediation of organizational authenticity and organizational identification and (2) single mediation of organizational identification.

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