Self-concept orientation and organizational identification: a mediated relationship

Abstract

Purpose-The present study tests a mediated model of the relationship between self-concept orientation (individualist and collectivist) and organizational identification (OrgID, Cooper and Thatcher, 2010), with proposed mediators including the need for organizational identification (nOID, Glynn, 1998) as well as self-presentation concerns of social adjustment (SA) and value expression (VE, Highhouse et al., 2007). Design-Data were collected from 509 participants in seven countries. Direct and mediation effects were tested using structural equation modeling (AMOS 25.0). Findings-Individualist self-concept orientation was positively related to VE and collectivist self-concept orientation was positively related to nOID, VE and SA. VE mediated the relationship between both self-concept orientations and OrgID. In addition, nOID mediated the relationship for collectivist self-concept orientation. Practical Implications-This study identifies underlying psychological needs as mediators of the relationship of self-concept orientation to organizational identification. Understanding these linkages enables employers to develop practices that resonate with the self-concept orientations and associated psychological needs of their employees, thereby enhancing organizational identification. Originality/Value-This study provides a significant contribution to the organizational identification literature by proposing and testing for relationships between self-concept orientations and OrgID as mediated by underlying psychological needs. The results provide support for the mediated model as well as many of Cooper and Thatcher's (2010) theoretical propositions, with notable exceptions.

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Linking self-efficacy and organizational identification: a moderated mediation model based on a self-verification perspective

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“…psychological ownership and collectivist orientation) (Gundlach et al. , 2006; Guo et al. , 2018; Wiesenfeld et al.…”