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Psychological Diversity Climate and Its Effects: the Role of Organizational IdentificationCole, Brooklyn M. 12 1900 (has links)
Organizations have begun to focus heavily on diversity. As a result, organizations spend time and resources creating diversity policies and investing extensively in diversity training programs. While an abundance of research exists on demographic diversity, research has just begun to incorporate employees’ perceptions of diversity as an influential factor affecting organizationally relevant employee outcomes. Employees are a crucial reference in understanding whether organizations benefit from engaging in such actions. The purpose of this study is to examine the influence of diversity climate on employees’ organizational identification. Furthermore, I investigate how organizational identification mediates the relationship between diversity climate perceptions and outcomes including turnover intentions, job satisfaction, and organizational citizenship behavior. I refine our understanding by identifying personal characteristics that influence the diversity climate (PDC) – organizational identification (OID) relationship. This research offers several contributions to management literature and scholars as well as practitioners. First this study empirically examines the relationship between PDC and OID. This connection is important as it identifies the psychological mechanism linking PDC to subsequent outcomes as well as showing how positive climate perception can influence an employee’s sense of belonging. The second contribution is the in-depth identification of personal characteristics and their role in this relationship specifically, demographics, values, and attachment to demographic category. Individuals will differ in their beliefs and thus their attachment based on climate perceptions. Finally, this study links diversity climate to organizationally relevant outcomes through organizational identification.
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The Moderator effect of Organizational Identification on the relationship between Work Context and Workforce Engagement/BurnoutGuarana, Cristiano Levi Oseliero 30 July 2010 (has links)
No description available.
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Attracting employees : the lure of identification inducements in the external communication of new organizationsBaldi, Cindi 10 October 2013 (has links)
Although a vast amount of research has examined why job seekers become attracted to organizations, few studies have focused on how job seekers develop an initial attraction and attachment to organizations. In order to address this gap in the literature, this study examined the relationship between the ways new organizations communicate and potential job seekers' perceptions of organizational attractiveness and anticipatory organizational identification. The organizational identification literature has previously shown that organizations often use a variety of inducements in their communication to foster identification among members, and that when members perceive that membership in an organization is an opportunity to affirm, distinguish, or enhance their self-concepts, the perceived organizational identity becomes more attractive. Drawing upon these findings, this study posited that a similar relationship would occur between organizations and potential job seekers. In addition, based on findings on social categorization, this study examined whether the effectiveness of identification inducements varied depending on whether the new organization was situated within an established or emerging industry. In established industries, new organizations face the risk of being stereotyped based on job seekers' preexisting knowledge of the industry, and therefore effectively invisible to job seekers as unique organizations. In emerging industries, because it is not entirely clear what defines this set of organizations, new organizations face the risk that job seekers may be less certain about how they might connect with these organizations, and therefore tend to find them less attractive. As a consequence of these cognitive differences, this study posited that the effectiveness of identification inducements would depend on the type of industry. An experiment was conducted to test these hypotheses. Participants consisted of students either currently or recently active in job seeking activities. The findings indicate that the presence of identification inducements in an organization's external communication positively impacted job seekers' perceptions and attachment to organizations, and that the primary mechanism for this effect was job seekers' perception of similarity. No differences were found between new organizations in established versus emerging industries in terms of the impact of identification inducements. Theoretical and managerial implications of these results were discussed. / text
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At the crossroads of crisis : newspaper journalists' struggle to redefine themselves and their work as their organization and the profession changeHinsley, Amber Willard 26 October 2010 (has links)
Newspaper journalists today find themselves at the nexus of a changing media landscape. Their professional principles and job roles are being challenged by changes in the technology they are expected to use, changes in the economic model that has supported the industry since this nation was founded, and changes in public attitudes and perceptions of newspaper journalism. This study examines these changes through the lens of social identity theory, examining how technological and economic changes have affected newspaper journalists’ perceptions about the ways in which they are able to perform their jobs and their perceptions about threats to the status of their profession, and how those beliefs affect their identification with their newspaper organizations and the profession. The primary methodological approach used was a national Web-based survey of journalists working at newspapers with circulations of more than 10,000. To supplement the survey findings, in-depth interviews were conducted with survey participants who volunteered to be interviewed. The findings included that journalists who have negative perceptions about changes in the newspaper industry will be more likely to have negative feelings about the impact of those changes on their jobs, and that journalists with negative feelings about those changes on their jobs will be more likely to have lower organizational identification. Professional identification was found to partially mediate this relationship, in large part because it has a considerable overlap with journalists’ organizational identification. This study also found that journalists who have negative perceptions about changes in the industry will be more likely to perceive the status of the profession has been threatened, and that journalists who perceive those status threats will be more likely to have lower professional identification. Additionally, journalists’ job type and the circulation size of their newspaper affected some of these relationships, such as the link between negative feelings about technological and economic changes and lower organizational identification. The implications of this study’s findings for the newspaper profession and those who study it are discussed in the last chapter. / text
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Identitet & Förtroende : Om ledarens inverkan på medarbetarnas identifikationBjörkqvist, Emma, Nilsson, Tove January 2016 (has links)
Studien syftar till att från den anställdes perspektiv skapa en större förståelse för relationen mellan organisationens identitet och den anställdes förtroende för ledaren. Då studiens syfte har varit att skapa en ökad förståelse för relationen mellan dessa två begrepp så valdes en kvalitativ metod. Vid datainsamlingen har semistrukturerade intervjuer utförts. Dessa genomfördes med 10 anställda fastighetsmäklare i Stockholm, Gävle och Sandviken och datan har sedan analyserats genom en tematisk analys. Vidare presenteras och diskuteras resultatet. Resultaten indikerar att den anställdes förtroende för sin lokala ledare påverkar dennes identifikation och organisationsidentiteten. Vidare ser vi även tecken på att identifikationen och organisationsidentiteten påverkar varandra. / Aim: The aim of the study is to from the employee’s perspective create an increased understanding of the relationship between the organizational identity and the employee´s trust in its leader. Method: Since the aim of the study is to increase the understanding of how organizational identity and trust for the leader is experienced a qualitative method have been chosen. For the data collection semi-structured interviews have been used and the ten persons who have been interviewed are employed as real-estate agents in Stockholm, Gävle and Sandviken. The material has later been analyzed through a thematic analysis and the results have been presented and discussed. Result & Conclusions: The study's results demonstrate that the employee’s trust in their local leaders affect their identification with the organization as well as the organizational identity. Furthermore, the study indicates that identification and the organizational identity influence each other.
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Yrkesstolthet och organisationsidentifiering i ett mansdominerat företag : Manliga och kvinnliga chefers perspektivThunberg, Sandra, Modin, Sara January 2012 (has links)
No description available.
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¡§An Exploration of the Relationships among Organizational Climate, Organizational Identification and Organizational Effectiveness of the Non-Profit Organization.¡¨ ¡§A Study on the Association of Collecting Benevolence, in Taiwan.¡¨HSU, CHIN-LIN 15 June 2007 (has links)
¡§An Exploration of the Relationships among Organizational Climate, Organizational Identification and Organizational Effectiveness of the Non-Profit Organization.¡¨
¡§A Study on the Association of Collecting Benevolence, in Taiwan.¡¨
Summary
Spontaneously, several nameless workers instituted the ACB (The Association of Collecting Benevolence). The ACB is not a religious organization and has no relation with famous international organizations. There is neither religious leader nor celebrities. It is quite difficult for the ACB to get financial aid from any companies. Every penny within the organization comes from members¡¦ meager salary. It lasts 20 years to dig and help the orphan ignored by our society. In the end of the year 2005, The ACB won the National Award for Public Welfare. How comes the excellent organizational effectiveness?
This study presents itself with organizational climate, organizational identification, organizational effectiveness and personal background as independent variables, along with the experience of non-profit organizational administration and practices. It aims to explore:
1. The relationship between organizational climate and organizational identification.
2. The relationship between personal background and organizational identification.
3. The relationship between organizational identification and organizational effectiveness.
4. The relationship between organizational climate and organizational effectiveness.
5. The relationship between personal background and organizational effectiveness.
In this study, questionnaire sampling was purposefully chosen from The ACB in Taiwan of the non-profit organization. The valid sample size was 177. Through the process of descriptive statistical analysis, analysis of correlation and test of significance, one-way factor analysis of variance, independent-sample T test, reliability test, the research findings suggest that:
1. There was a significant correlation between each dimension of organizational climate and organizational identification.
2. There was a significant correlation between each dimension of organizational identification and organizational effectiveness.
3. There was a significant correlation between each dimension of organizational climate and organizational effectiveness.
4. There was a significant but slight correlation between each dimension of age and organizational identification and organizational effectiveness.
5. There was a significant correlation between the length of an individual¡¦s working experience and organizational identification; the longer the individual, the greater the organizational identification. Nevertheless, there was no correlation between the length of an individual¡¦s working experience and organizational effectiveness.
6. There was a significant difference between organizational identification and the opposite sex; that is, the female organizational identification outnumbers the male. It is all the same between organizational effectiveness and the opposite sex.
7. There was no significant difference not only between status and organizational identification but also between status and organizational effectiveness.
8. There was no significant difference between educational background and organizational identification. Nevertheless, there was a significant difference between educational background and organizational effectiveness; that is, the higher the educational background, the more the organizational effectiveness.
9. There was no significant difference not only between individual¡¦s career and organizational identification but also between individual¡¦s career and organizational effectiveness.
Key words: organizational climate, organizational identification, organizational effectiveness, non-profit organization.
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noneHuang, Ching-mei 08 September 2008 (has links)
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The Study of Organizational Identification of Environmental Groups' VolunteersWu, Pei-hua 22 July 2009 (has links)
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We Are the Y: Organization Identification of YMCA MembersMyree, Claire 15 May 2023 (has links)
No description available.
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