The impact of organizational identification and self-esteem on Organizational Citizenship Behavior: The case of Greek public hospitals

Bellou, Victoria; Chitiris, Leonidas; Bellou, A.

doi:10.1007/bf02944315

Cited by 12 publications

(6 citation statements)

References 36 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…This is to maintaining consistency between the ideal and real self. Self-esteem refers to the basic appraisal of oneself, as it concerns the overall value that one places on oneself, as a person (Bellou, Chitiris, & Bellou, 2005). Organization-based self-esteem is employees' perception of self-adequacy and worthiness as organizational members (Gardner & Pierce, 1998), and the self-perceived value as a member of a specific organization (Gardner, Van Dyne, & Pierce, 2004).…”

mentioning

confidence: 99%

Role of Perceived Fair Interpersonal Treatment and Organization-Based Self-Esteem in Innovative Work Behavior in a Nigerian Bank

Ojedokun

2012

PSYCT

View full text Add to dashboard Cite

The purpose of this study is to examine the role of perceived fair interpersonal treatment, organization-based self-esteem, and some demographic characteristics in innovative work behavior among employees of a Nigerian bank. Data were collected from a randomly selected sample of 185 employees through a structured questionnaire. Hierarchical multiple regression and One-Way Analysis of Variance were carried out to test hypotheses. The results reveal significant positive influence of perceived fair interpersonal treatment and organization-based self-esteem on innovative work behavior. Lastly, the results show significant effect of level of education on innovative work behavior. The findings suggest that perceived fair interpersonal treatment and organization-based self-esteem are important predictors of innovative work behavior. Therefore, organizations should focus on improving the levels of organizational based self-esteem among employees who scored low on this trait by providing more recognition and importance. They should also strive to ensure fair interpersonal treatment among employees in order to promote motivation to engage in innovative work behavior.Keywords: innovative work behavior, fair interpersonal treatment, organization-based self-esteem, service organization, NigeriaPsychological Thought, 2012, Vol. 5(2), 124-140, doi:10.5964/psyct.v5i2.33 Received: 2012-06-24. Accepted: 2012-07-16. Published: 2012 This is an open access article distributed under the terms of the Creative Commons Attribution License (http://creativecommons.org/licenses/by/3.0), which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.Worldwide, the essential functions (provision of services and financial products) performed by banking institutions remained relatively constant. However, the operational, social, and structural challenges (e.g., recapitalization, mergers and acquisition, introduction of electronic banking, rapid technological change, competition from non-financial services institutions, and diverse needs, desires and wants of customers) confronting the Nigerian banks, suggest the necessity for innovative work behavior among their employees. The reason for this assertion is not far-fetched; individual innovative work behavior is crucial for increased business performance, organizational success and survival in the long term, particularly in dynamic markets (Utterback, 1994;Balkin, Markman, & Gomez-Mejia, 2000;Lyon & Ferrier, 2002). It has been noted (e.g., Janssen, 2001) that in coping with competition and uncertainty, organizations need employees who can perform beyond the fulfillment of formal job requirements when the set standard of work behaviors needs to be exceeded by engaging in innovative work behavior.This view emerged in the late 1980s/early 1990s, where people, not products serve as an innovative company's major asset (Van de Ven, 1986;Vrakking, 1990;Gupta & Singhal, 1993). The fact that actions of individual employees are of cruci...

show abstract

mentioning

confidence: 99%

Role of Perceived Fair Interpersonal Treatment and Organization-Based Self-Esteem in Innovative Work Behavior in a Nigerian Bank

Ojedokun

2012

PSYCT

View full text Add to dashboard Cite

show abstract

“…Öz-yetkinlik bireyin genel olarak kendini yetenekli, etkili ve kontrollü görmesiyken, kendini sevme bireyin sosyal bir varlık olarak kendisini iyi ya da kötü şeklinde değerlendirmesidir (Tafarodi & Swann, 1995;. Bu nedenledir ki benlik saygısı özel yaşamda pek çok olumlu durum ve sonuçla ilişkilendirilirken (örn., stres, Rector & Roger, 1997;yaşam doyumu, Yıldız & Baytemir, 2016) örgütsel ortamda da yüksek iş performansı ve iş tatmini (Gardner & Pierce, 1998), daha çok örgütsel vatandaşlık davranışı (Bellou, Chitiris & Bellou, 2005) ve daha yüksek kariyer bağlılığı (Carson vd., 1997) gibi olumlu tutum ve davranışlarla ilişkilendirilmektedir. Dahası benlik saygısı yüksek bireylerin daha özgüvenli oldukları da bilinmektedir (Baumeister vd., 2003;Crocker, 2006;Brown & Marshall, 2006) ve bu nedenle de sessiz kalmak yerine, görüş ve düşüncelerini daha rahat bir şekilde dile getirmeleri beklenmektedir.…”

Section: Benlik Saygısının Aracı Etkisiunclassified

How Is the Relationship Between Interactional Injustice and Employee Silence Shaped? Mediator Effect of Self-Esteem and Relationship Conflict Perception, Moderator Effect of Equity Sensitivity

Yürür

Yeloğlu

2023

Journal of Research in Business

View full text Add to dashboard Cite

Örgütlerdeki adaletsiz uygulama ve davranışların sessizlik iklimini geliştirdiği bilinmektedir. Ancak adaletsizlik hangi psikolojik ya da bilişsel süreçlerle bireyde sessizliğe neden olmaktadır sorusu hala yanıtlanmaya muhtaç görünmektedir. Bu nedenle etkileşim adaletsizliği ile savunmacı sessizlik arasındaki ilişkinin nasıl şekillendiğini anlamak bu araştırmanın temel amacıdır. Bu amaçla etkileşim adaleti ve savunmacı sessizlik ilişkisinde çalışanların benlik saygıları ve çatışma algılarının aracılık rolü ve çalışanların adalete karşı duyarlılık düzeylerinin bu ilişkiyi düzenleyici rolü araştırılmıştır. Ankara’da bankacılık, finans, sigortacılık, otomotiv ve bilişim gibi farklı sektörlerde çalışan 1037 kişi üzerinde yürütülen araştırmanın sonuçlarına göre yöneticilerinin adaletsizliği çalışanların çatışma algısını güçlendirerek onları sessizleştirmektedir. Buna ek olarak yönetici adaletsizliğinin çalışanların benlik saygısı ve bireylerarası çatışma algıları üzerindeki etkisi, çalışanların adalete karşı duyarlılık düzeylerine göre değişmektedir. Araştırmanın diğer bulguları ve ilgili yazın açısından anlamı değerlendirme ve sonuç bölümünde tartışılmıştır.

show abstract

“…It is further argued that females' higher job involvement can be evolved from their identification because the concept of oneness triggers them to be embedded within-group and pay more attention to achieving the collective goal of increased organizational performance (Liu et al, 2017). Literature suggested that when females have higher identification, they show higher commitment to their organization and higher organizational citizenship behavior (Bellou et al, 2005). Females are more social, warm, nurturing and relationship-oriented than males (Langford and MacKinnon, 2000).…”

Section: Theoretical Framework and Hypothesismentioning

confidence: 99%

Enhancing employee work engagement through organizational identification, gender and leader social dominance orientation

Arshad

Dost²,

Qasim

2022

View full text Add to dashboard Cite

Purpose The purpose of this study is to examine the influence of organizational identification on employee work engagement (EWE) and to what extent this relationship strengthens/weakens when moderated by gender and leader social dominance orientation (SDO). Design/methodology/approach To test the hypothesized relationships, the authors collected data from supervisors (n = 101) and their subordinates (n = 478) working in medium and large organizations in the service industry. To test the hypothesized model, the authors used structural equation modeling in MPlus. Findings The data revealed that organizational identification is positively associated with EWE. Interestingly, the effects were stronger on female EWE than male EWE. Furthermore, the findings of this study displayed that leader SDO negatively moderated the relationship between organizational identification and EWE. The results of this study were more potent when the leader SDO was low versus high. Originality/value The findings mainly contribute to the social identity theory by examining the moderating role of gender and leader SDO on the link between organizational identification and EWE. This study offers practitioners insights into the importance of gender in EWE and the type of leadership. Conducting this study in a developing economy provided a unique contextual finding, which will be helpful for the practitioners who want to improve the work engagement of female employees.

show abstract

The impact of organizational identification and self-esteem on Organizational Citizenship Behavior: The case of Greek public hospitals

Cited by 12 publications

References 36 publications

Role of Perceived Fair Interpersonal Treatment and Organization-Based Self-Esteem in Innovative Work Behavior in a Nigerian Bank

Role of Perceived Fair Interpersonal Treatment and Organization-Based Self-Esteem in Innovative Work Behavior in a Nigerian Bank

How Is the Relationship Between Interactional Injustice and Employee Silence Shaped? Mediator Effect of Self-Esteem and Relationship Conflict Perception, Moderator Effect of Equity Sensitivity

Enhancing employee work engagement through organizational identification, gender and leader social dominance orientation

Contact Info

Product

Resources

About