How to Build Pride in the Workplace?

Abstract

Organizational pride has been proved to benefit organizations by enhancing commitment and reducing turnover cost, encouraging employees to go a step further and consequently increase production and improve performance. Despite the fact that its effects on organizations have been studied, it is still not clear how can organizational pride be created. The aim of this research is to identify the drivers of organizational pride and define strategies that help organizations develop it. Its main contribution is that it performs a comprehensive study on the causes of organizational pride, not focusing only on one or two contributors and not considering organizational pride as an intermediary but as a goal. Using a partial least square path model it was possible to conclude that organizations need to make employees feel appreciated by involving them in the decision making process, and promote the organization’s values so employees can relate to them and maintain honest communications to enhance management credibility.

Does Greenwashing Affect Employee’s Career Satisfaction? The Mediating Role of Organizational Pride, Negative Emotions and Affective Commitment.

“…When employees realize that their values are consistent with those of their company, they feel proud of it and are more satis ed with their job (Srivastava & Madan, 2020). Previous studies have established a positive connection between the organizational pride and job satisfaction of employees (Oo, Jung, & Park, 2018;Pereira et al, 2021). Despite the fact that organizational pride is a relatively short-lived emotion, if employees stay with the same company for a certain period of time, the emotions of organizational pride can be experienced continuously (Gouthier & Rhein, 2011).…”

“…Organizational pride is closely related to employee psychological attachment and identi cation with their employer (Schaefer et al, 2020). It is a strong positive feeling, such as the sense of joy, meaningfulness, self-esteem, pleasure and self-respect arising from organizational membership (Helm, 2013;Pereira et al, 2021). When employees' values match the company's values, they generally identify themselves with such values (Li, Zhang, Wu, & Peng, 2020; Raza, Farrukh, Iqbal, Farhan, & Wu, 2021).…”

“…Affective commitment was previously used as a mediator to look into the conection between the actions of the companies and job satisfaction (Kaur et al, 2020). Organizational pride acted as a mediator in the relationship between organizational characteristics and performance, commitment or turnover reduction (Pereira et al, 2021) and negative emotions were also used as mediator between stressors and behavior (Fida, Paciello, Barbaranelli, Tramontano, & Fontaine, 2014). In brief, this paper suggests that greenwashing affects career satisfaction directly, but also indirectly through organizational pride, negative emotions, and affective commitment.…”

Does Greenwashing Affect Employee’s Career Satisfaction? The Mediating Role of Organizational Pride, Negative Emotions and Affective Commitment.

“…The in uence of greenwashing on organizational pride Organizational pride is closely related to employee psychological attachment and identi cation with their employer (Schaefer et al, 2020). It is a strong positive feeling, such as the sense of joy, meaningfulness, self-esteem, pleasure, and self-respect arising from organizational membership (Helm, 2013;Pereira et al, 2021). When employees' values match the company's values, they generally identify themselves with such values (Li et al, 2020;Raza et al, 2021).…”

“…This study focuses on affective commitment, because it was demonstrated to be the most important aspect of organizational commitment (Chun et al, 2013) and the one that could affect other components in the long run (Allen & Meyer, 1990). It re ects the psychological and emotional bond that employees develop with their company, it is the feeling of being part of the family, nurturing positive feelings and caring about them (Pereira et al, 2021). It is identifying and engaging with the company, nurturing a strong emotional attachment and engagement (Allen & Meyer, 1996;Meyer et al, 2002;Meyer & Allen, 1991).…”