Abstract. The detrimental effects of job insecurity are well recognized in the scientific literature. In this paper, we investigate the impact of qualitative job insecurity on an outcome that has been somewhat neglected to date: organizational ...
Emotions and office work with computers: A test of ‘affective events’ theoryAbstract. The affective events theory of Weiss and Cropanzano (1996) predicts that specific features of working conditions (e.g., autonomy, work load) have an impact on the ...
Abstract. This article discusses the distinction between situated (i. e., temporary and limited) identification and deep-structure (i. e., enduring and multi-faceted) identification with organizations. Research in the social identity tradition suggests ...
Organizational identification works on the cognitive, affective, and evaluative levels. The present study, like previous research, conceptualizes identification as a multidimensional concept. We test a model of identification developed in experimental ...
This study involves a multifoci analysis of antecedents and outcomes of organizational identification (OID), within a dual-organizational identity context. We investigate links between perceived organizational support (POS), OID, organizational ...
Recently, the service industry has seen a low-cost sector emerge alongside the traditional full-service sector. We explored whether these business models have different implications for employee cooperation, one factor that plays an important role in ...
This research aims at analyzing the association between two core variables of the employee-organization relationship (i.e., organizational identification and perceived organizational support) and union membership. Our study shows that perceived ...
Two distinct perspectives have emerged in the literature to explain the relationship between perceived organizational support (POS) and affective commitment (AC): a social exchange perspective and, more recently, a social identity perspective. However, ...
Abstract. Previous research on organizational identification has almost exclusively focused on its positive effects on organization-related outcomes, paying relatively less attention to its effects on individual-related outcomes and its ...
Abstract. We introduce organizational age climate (OAC) as the employee’s shared perception of age stereotypes within an organization and investigate its association with antecedents of turnover (i.e., turnover intention, organizational ...
Abstract. Despite the unique value of organizational identification (OID) for work-related attitudes and organizational behavior, little research has directly examined the mechanisms that may link these. Drawing on ...