How Perceived Organizational Obstruction Influences Job Satisfaction: The Roles of Interactional Justice and Organizational Identification

Koçak, Daimi; Kerse, Gökhan

doi:10.1177/21582440221079933

Cited by 9 publications

(13 citation statements)

References 129 publications

(222 reference statements)

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“…As a concept derived from social identity theory, organizational identification was introduced into the research field of organizational behavior by Ashforth and Mael (1989) and defined as ''the individual's identification of themselves as a certain part of the organization.'' It is a special form of social identification, which describes the internal relationship between employees and their organizations, and the degrees of employees' recognition of their organizations (Koc xak & Kerse, 2022;Riketta, 2005). Simply put, when an employee feels that he or she belongs to an organization, he or she will identify with the organization (Ashforth et al, 2008).…”

Section: Mediating Role Of Organizational Identificationmentioning

confidence: 99%

“…In addition, social identity theory suggests that organizational fairness can promote employees' identification with their organizations (C. K. Kim et al, 2001), and thus positively affect their work attitude, behavior, and performance (Bednar et al, 2020). Organizational identification is a special form of social identification, which describes the internal relationship between employees and their organizations, as well as the degree of employees' recognition of their organizations (Koc xak & Kerse, 2022;Riketta, 2005). Prior scholars have verified performance appraisal justice as the concrete embodiment of organizational fairness in performance management (Schleicher et al, 2019), which can further enhance the organizational identification of employees (Piccoli et al, 2017).…”

Section: Introductionmentioning

confidence: 99%

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The Influence of Performance Appraisal Justice on Employee Job Performance: A Dual Path Model

Lyu,

Su,

et al. 2023

SAGE Open

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Performance appraisal, as a powerful tool for human resource management, has become an important driving force for organizations to achieve sustainability. However, only when employees believe that a performance appraisal is fair can an organization’s performance appraisal truly work and have a positive impact on employees. Hence, based on social exchange theory and social identity theory, we theorized and validated a dual path model to explore the influence of performance appraisal justice on employee job performance through work engagement and organizational identification. Survey data from 404 Chinese employees and their direct supervisors in high-tech enterprises were analyzed using multiple regression and structural equation modeling. Results indicate that performance appraisal justice of employees has a positive impact on their work engagement, organizational identification, and job performance. In addition, both work engagement and organizational identification of employees partly mediated the relationship between performance appraisal justice and their job performance. Our conclusions mean that when employees perceive justice in organizational performance appraisals, they will actively engage in their daily work and truly identify with their organizations, thus improving job performance, which is conducive to the sustainable development of organizations. The limitations and implications for future research and practice are also discussed.

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Section: Mediating Role Of Organizational Identificationmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

The Influence of Performance Appraisal Justice on Employee Job Performance: A Dual Path Model

Lyu,

Su,

et al. 2023

SAGE Open

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“…Özdeşleşme insanların kendilerini başka kişi veya kurumlarla aynılaştırmasını ve kişi ya da kurumlarda meydana gelen değişimleri kendisinde meydana geliyormuş gibi hissetmesidir (Kelebek ve Alnıaçık, 2022). Bu bağlamda özdeşleşme, çalışanların kurum başarısını veya başarısızlığını kendisinin başarı ya da başarısızlığı şeklinde hissetmesi olarak görülmektedir (Saygılı vd., 2019;Koçak ve Kerse, 2022). Özdeşleşme, Turner'ın (1985) kendini kategorilendirme teorisi ile bağlantılı ve Tajfel'in (1978) geliştirdiği sosyal kimlik yaklaşımı temellendirilmektedir (Işık ve Zincirkıran, 2016).…”

Section: öRgütsel öZdeşleşmeunclassified

Algılanan Aşırı Nitelikliliğin İş Doyumu ve Örgütsel Özdeşleşme ile İlişkisi: Doktor ve Hemşireler Üzerine Bir Araştırma

Güzel

SIĞIRCI

2022

Süleyman Demirel Üniversitesi Vizyoner Dergisi

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Algılanan aşırı niteliklilik, örgütsel özdeşleşme ve iş doyumu kavramları organizasyonların verimlilik ve etkililiğini etkileyen, önemi yadsınamaz kavramlardır. Bu kavramlar genel itibariyle kişilerin kendilerini yaptıkları iş için fazla nitelikli düşünmeleri, kendilerini işleri ile özdeşleştirmeleri ve işlerinden tatmin olmalarını ifade etmektedir. Bu niteliklerin sağlık sunucuları açısından ele alınması ve aralarındaki ilişkinin ortaya çıkarılması bu çalışmanın amacını ortaya koymaktadır. Araştırma Karaman ilinde bulunan bir hastanede görev yapan 301 doktor ve hemşire ile gerçekleştirilmiştir. Katılımcılardan toplanan veriler normal dağılımı karşıladığından dolayı ikili grupların karşılaştırılmasında t testi ve ikiden fazla grubun karşılaştırılmasında ise Anova testinden yararlanılmıştır. Katılımların demografik özellikleri incelendiğinde %54,2’sinin kadınlardan oluştuğu, %59,8’inin evli olduğu, %73,1’inin hemşire olarak çalıştığı, %43,5’inin 28-35 yaş arasında olduğu gözlemlenmektedir. Sonuç olarak algılanan aşırı niteliklilik ve örgütsel özdeşleşme arasında zayıf düzeyde, negatif yönlü, anlamlı bir ilişki gözlemlenmektedir. Ayrıca algılanan aşırı niteliklilik ile iş doyumu arasında orta düzeyde, negatif yönlü, anlamlı bir ilişki ve iş doyumu ile örgütsel özdeşleşme arasında orta düzeyde, pozitif yönlü, anlamlı bir ilişki tespit edilmiştir.

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“…Lastly, the current study aimed to examine the role of self-control (SC) in moderating the POF-JN link along with its role in mitigating the indirect effect of POO on JN through POF. In this regard, it is important to note that there are recent calls in the literature for examining individual constructs to reduce the detrimental effect of POO on its outcomes (D eprez et al, 2021;Koc ¸ak and Kerse, 2022). It is vital to understand here that SC is a dispositional trait that refers to regulation over one's thoughts, emotions and behaviors (Restubog et al, 2015).…”

Section: Introductionmentioning

confidence: 99%

Pakistani public sector employees burning with a low blue flame: a case of expanded attribution-emotion model of workplace aggression about perceived organizational obstruction and job neglect

Arif,

Al Hassan

2024

JABS

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Purpose Employees of Pakistani public sector organizations feel thwarted toward their goal attainment because of strict adherence to rules and regulations and tall hierarchies existing in this region. Therefore, keeping in view the harmful effects of perceived organizational obstruction, the aim of the current study was to investigate the perceived organizational obstruction as an attribution that triggers job neglect through perceived organizational frustration. Harvey’s expanded attribution-emotion model of workplace aggression and an attributional perspective on workplace aggression provide the theoretical justification. Moreover, the moderating role of self-control was proposed to mitigate the indirect effect of organizational obstruction on job neglect through perceived organizational frustration. Design/methodology/approach A three-wave data collection was done by using a close-ended questionnaire distributed to a total of 600 administrative employees of public sector organizations operating in Rawalpindi/Islamabad (Pakistan). However, matching three times and discarding the incomplete questionnaires led to a sample of 375 on which the analysis was done. Findings Perceived organizational obstruction positively predicted job neglect. Likewise, organizational frustration mediated the aforementioned link. Moreover, the higher level of self-control weakens this underlying process by suppressing job neglect behavior. Originality/value The current study added to the limited literature on public sector organizations that has taken perceived organizational obstruction as a predictor variable. Moreover, this study explains how this phenomenon translates into non-hostile behavior that is difficult to identify and punish in public sector organizations. Moreover, the trait of self-control is added to the literature of non-hostile behaviors that dampen the impulsivity to indulge in job neglect.

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How Perceived Organizational Obstruction Influences Job Satisfaction: The Roles of Interactional Justice and Organizational Identification

Cited by 9 publications

References 129 publications

The Influence of Performance Appraisal Justice on Employee Job Performance: A Dual Path Model

The Influence of Performance Appraisal Justice on Employee Job Performance: A Dual Path Model

Algılanan Aşırı Nitelikliliğin İş Doyumu ve Örgütsel Özdeşleşme ile İlişkisi: Doktor ve Hemşireler Üzerine Bir Araştırma

Pakistani public sector employees burning with a low blue flame: a case of expanded attribution-emotion model of workplace aggression about perceived organizational obstruction and job neglect

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