The Impact of Organizational Identity on Human Resource Productivity with a Focus on the Mediating role of Employee Voice: The Case study of staff at Physical Education Department Islamic Azad Universities

Human resources, which are considered as the most valuable asset in any organization, have long been proven as the most significant factor in the organizational chain of command. Therefore, the purpose of the current descriptive and correlational study was to investigate the impact of organizational identity on human resource productivity with a focus on the mediating role of employee voice among the staff at physical education department Islamic azad universities. The participants in this study were all the research population who formed the staff physical education at Azad universities of Iran in 1395 (N=300). The research data were collected via administration of the Organizational Identity Questionnaire (Miles & Ashforth, 1992), the Organizational Voice Questionnaire (Esmaeilzadeh, 1392) and a revised version of Employee Productivity Questionnaire (ACHIEVE Model Hersey & Goldsmith, cited in Shahsavari, 1991). 217 of the questionnaires that had been sent out to the participants were out of which 206 were complete. The research data obtained from the 206 questionnaires were analyzed via the Pearson Correlation, Multiple Linear Regression and Variance-Based Structural Equation Modeling. The findings showed significant relationship among organizational identity, employee voice and employee productivity. A significant relationship was also found between employee voice and its subscales with employee productivity. Employee voice seems to mediate the relationship organizational identity can have with employee productivity.