组织认同的相关文献综述

组织认同理论是基于社会认同理论的研究,属于组织行为学的范畴。它在实践和理论上对于组织的运行、成长具有重要指导作用。组织认同的研究成果众多,通过对组织认同理论的研究梳理,对组织认同的概念、组织认同的维度、组织认同的测量以及相关研究进行系统的文献综述,指出目前组织认同理论结合国情进行的研究有待发展。     

企业文化对员工组织认同与关联绩效研究

以我国企业员工为调查对象,对不同类型组织文化与员工组织认同和关联绩效的关系进行实证研究。结果表明,组织认同是组织文化和关联绩效的完全中介变量;创新型文化和支持型文化对员工组织认同和关联绩效产生正面影响,而官僚型文化则无显著影响,其中创新型文化的正面影响更大。     

顾客认同理论研究述评及综合研究框架构建

认同理论是社会学中的重要本源性概念,是个人与组织问关系的一种作用机制,顾客与企业之间也存在着认同的关系,这与企业用营销手段拉动而形成的交易关系是不同的,但对企业绩效会产生影响.本文在梳理顾客与企业认同的相关研究成果的基础上,挖掘了顾客认同的概念渊源和构成要素,构建了顾客一企业认同的前因变量和结果变量的整体框架,并进一步分析了顾客认同的研究意义.     

店铺自我认同概念界定与测量的探索性研究

商业集聚内的许多小店铺以自己的经营理念来组织备货,将店铺信息传递给消费者,在这一经营过程中,零售商店铺自我认同起着重要作用。但是,店铺自我认同的概念和测量问题几乎还没有学者研究。文章借鉴品牌自我认同的概念,将店铺作为一种品牌,界定了店铺自我认同的概念,明晰了店铺自我认同和店铺印象的关系,并对店铺自我认同这一构念进行了初步的测量。     

组织认同前因变量研究进展综述

组织认同是组织行为学中研究员工对组织心理依赖的主要概念,其对组织绩效、员工态度与行为都有重要影响。本文基于2005年组织认同前因变量的研究综述,集中关注近几年国内外研究动态和视角,分别概述出组织认同前因变量影响因素的特点、不同类型的组织认同机制作用过程与效应过程,展望组织认同前因变量的研究趋势,以此丰富组织认同的研究体系。     

集体主义人力资源管理与员工积极、消极互惠：组织认同与关系认同的中介差异

积极互惠与消极互惠是互惠行为中概念相对的重要组成,文章从集体主义人力资源管理出发,比较其对两种互惠行为的影响,并以组织认同、关系认同作为中介变量研究其中介差异。研究结果显示,集体主义人力资源管理可以提升员工的积极互惠,降低员工的消极互惠,而积极互惠与消极互惠也并非负相关。此外,尽管组织认同、关系认同分别发挥了中介作用,但当整体考虑时,在集体主义人力资源管理与积极互惠间,由组织认同发挥中介作用,为部分中介;而在集体主义人力资源管理与消极互惠间,由关系认同发挥中介作用,为完全中介。说明同属互惠行为,积极互惠、消极互惠存在不同的前因机制;同属认同,组织认同、关系认同存在不同的影响机制。本研究对于集体主义下的管理实践,尤其是对组织内互惠行为、认同现象的整体性思考有重要意义。     

心理所有权如何影响员工组织公民行为——组织认同与组织承诺作用的比较

已有文献主要集中于心理所有权与员工组织公民行为的关系研究,而对两者间的中介变量研究很少。文章试图研究员工心理所有权对组织公民行为的作用机制,尤其是研究比较组织承诺和组织认同在其中的中介作用。通过544个有效样本,我们验证了心理所有权、组织承诺与组织认同是不同的心理构念。研究结果表明,心理所有权与组织公民行为显著正相关。组织承诺、组织认同是心理所有权与组织公民行为的中介变量,其中组织承诺在心理所有权与组织公民行为之间起部分中介作用,组织认同在心理所有权与组织公民行为之间起完全中介作用。      

薪酬公平与组织公民行为关系的国内外研究述评

本文首先运用公平理论、社会交换理论、心理契约理论对薪酬公平与组织公民行为之间的关系进行理论分析,然后从程序公平、互动公平、人际公平,组织支持、组织信任、组织承诺、组织认同等角度对薪酬公平与组织公民行为的关系进行了系统的文献述评,最后分析了现有研究的不足,提出了未来的研究方向,指出应重视区分强制性公民行为对员工组织公民行为的影响,并基于社会现实、企业实践及员工心理提出新的中介变量——敬业度。     

人力资源背景下工作中乐趣的研究述评及启示

工作中乐趣是组织行为学研究中的新概念，它是影响员工工作绩效，增加组织公民行为，降低缺勤率和离职率的重要因素。本文探讨了工作中乐趣的概念、理论基础、发生机理，并系统梳理了现有文献对工作中乐趣前因后果变量的研究。     

职业经理人可信行为与员工组织认同:信任与心理安全感的作用

组织认同是影响员工一系列组织行为的重要态度变量,研究其影响因素以及这些因素与组织认同间的作用机理很有现实意义。作为企业重要管理者,职业经理人的行为是影响员工组织认同度的重要因素,研究发现职业经理人可信行为与员工组织认同显著正相关,员工对经理人的认知和情感信任在二者间均发挥了部分中介作用,心理安全感对职业经理人可信行为与员工组织认同的关系起调节作用,据此提出了提升员工组织认同度的建议。     

Is the Perception of ‘Goodness’ Good Enough? Exploring the Relationship Between Perceived Corporate Social Responsibility and Employee Organizational Identification

Drawing on social identity theory and organizational identification theory, we develop a model of the impact of perceived corporate social responsibility on employees’ organizational identification. We argue that employees’ perceptions of their company’s social responsibility behaviors are more important than organizational reality in determining organizational identification. After defining perceived corporate social responsibility (PCSR), we postulate how PCSR affects organizational identification when perception and reality are aligned or misaligned. Implications for organizational practice and further research are discussed.     

Organizational Culture,Innovativeness, Market Orientation and Firm Performance in South Africa: An Interdisciplinary Perspective

ABSTRACT

For a sample of South African firms, this paper analyzes the relationships of firm performance and a set of organizational measures which includes organizational culture and climate, market orientation and innovativeness. These organizational measures are drawn from three different disciplines–organizational behavior, strategy and economics. The replicative study is framed in an extended model of competing organizational values which have been used in 13 countries including three transition economies (Vietnam, China and Russia). The work has also been done under a variety of conditions–for example, the US in a period of study growth, Thailand during the Asian Crisis and Hong Kong after the handover to China. Comparisons are made between South African results and those of firms from a group of five industrial countries. Market Orientation is the most important explainer of performance of the South African firms, and Innovativeness is also important. Specific elements of Organizational Culture are apparently less important in South Africa than elsewhere.     

积极组织行为学视野下员工积极性探析

如何激发员工的积极性一直是组织行为学领域研究的重要课题,而积极组织行为学的兴起为员工积极性的研究提供了一种新的视角。本文在积极组织行为学视野下,探讨积极组织行为学对激发员工积极性的管理启示与应用建议。     

基于领导—成员交换视角的组织公平与组织认同关系研究

目前,组织认同已经被越来越多的学者和企业家所关注.然而,对于其形成机制的研究还有待进一步的扩展.文章选取组织公平这一角度来研究组织认同形成的机理.检验了在中国情境下组织支持感在组织公平与组织认同关系中的中介作用,尤其重点探讨了公平感与组织认同关系链中领导-成员交换的调节效应和直接效应.文章以北京市6家企业的294名员工作为样本收集数据,进行统计检验.研究结果发现:组织公平促进员工组织支持感的形成,进而培育起员工的组织认同;领导-成员交换质量高时,组织公平更容易形成组织认同;领导-成员交换质量的改善会直接促进组织认同的形成.最后,讨论了文章研究的理论意义和对当前管理实践的启示和建议.     

How organizational identification among retail employees is affected by advertising

This paper investigates whether the organizational identification among retailer employees can be influenced by advertising aimed at consumers. The results of an experimental study of employees at a large grocery retailer show a positive impact of advertising exposure on organizational identification. Employee perceptions of advertising effectiveness (and not their feelings of pride with regards to the advertising) are found to explain this effect. The results suggest that advertising can serve an important human resource role tool by helping retailers build organizational identification amongst its employees. Further managerial implications are discussed in the paper.     

Ethical leadership,organizational identification and employee voice: examining moderated mediation process in the Chinese insurance industry

This study examines the link between ethical leadership and employee voice behaviour by focusing on the mediating role of organizational identification and the moderating role of organizational trust. The results of distinctive data from 293 supervisors–follower pairs in an insurance group from the People's Republic of China reveal that ethical leadership positively relates to employee voice behaviour, and that organization identification fully mediates the positive influence of ethical leadership on employee voice behaviour. We also found that organization trust moderates the relationship between the organization identification and employee voice. Furthermore, the mediating effect between ethical leadership and employee voice is moderated by organizational trust, that is to say moderated mediation. We discuss implications of these findings for research and practice.     

When Sales Managers and Salespeople Disagree in the Appreciation for Their Firm: The Phenomenon of Organizational Identification Tension

Marketing literature emphasizes the importance of organizational identification in the sales force. However, empirical research has so far focused on the separate analysis of the consequences of either sales managers’ or salespersons’ organizational identification, largely ignoring their interactive effects. This study seeks to address this research void by exploring the phenomena of organizational identification agreement and organizational identification tension in the sales manager–salesperson dyad. In contrast to organizational identification agreement, organizational identification tension occurs in a sales manager–salesperson dyad if the sales manager and the salesperson differ in the strength of their organizational identification. Analysis of a triadic data set using hierarchical linear modeling supports the authors’ hypotheses that increasing the level of organizational identification agreement is beneficial but increasing organizational identification tension can have severe negative consequences for the satisfaction of a salesperson's customers and the salesperson's performance. The study additionally explores how sales managers’ leadership styles (charismatic vs. transactional), combined with the appropriate control system (behavioral vs. outcome control), can be effective in avoiding organizational identification tension.     

Person–Organization Fit on Prosocial Identity: Implications on Employee Outcomes

This study examined the relationship between person–organization (PO) fit on prosocial identity (prosocial PO fit) and various employee outcomes. The results of polynomial regression analysis based on a sample of 589 hospital employees, which included medical doctors, nurses, and staff, indicate joint effects of personal and organizational prosocial identity on the development of a sense of organizational identification and on the engagement in prosocial behaviors toward colleagues, organizations, and patients. Specifically, prosocial PO fit had a curvilinear relationship with organizational identification, such that organizational identification increased as organizational prosocial characteristics increased toward personal prosocial identity and then decreased when the organizational prosocial characteristics exceeded the personal prosocial identity. In addition, organizational identification and prosocial behaviors increased as both personal and organizational prosocial identity increased from low to high.