جستجوی مقالات مرتبط با کلیدواژه « organizational identification » در نشریات گروه « مدیریت »

The purpose of current research is to investigate effect of transformational leadership on organizational citizenship behavior: the role of identification, Work engagement, psychological empowerment and Proactive personality. The statistical population of this research is employees of Agricultural Jihad Organization of Isfahan Province, that With Cochran's formula, a sample of 162 people was selected. research method is descriptive -survey, and the tool for collecting information is the use of the standard questionnaires. Its validity was checked based on factor of confirmatory analysis and its reliability was checked by Cronbach's alpha method and composite reliability. results of the current research show that transformational leadership has a positive and significant effect on organizational identification, Work engagement, and psychological empowerment, therefore, although transformational leadership does not directly have a significant effect on organizational citizenship behavior; However, with the existence of mediating variables of organizational identification, Work engagement and psychological empowerment, this effect becomes significant. Also, the effect of organizational identification, Work engagement and psychological empowerment on organizational citizenship behavior have positive and significant, and proactive personality plays a role in the relationship between transformational leadership on Work engagement and organizational identification and It acts as a moderator and cause of strengthens these two relationshipsIntroduction  Today, the key to the success of organizations is the creation and development of organizational citizenship behavior among employees. The concept of organizational citizenship behavior in the field of organizational behavior emerged two decades ago and continues to develop. This issue is critical and essential for service organizations, such as the Agricultural Jahad Organization, whose activities depend highly on human resources (Sartika et al., 2020). Organizational citizenship behavior is a preferred extra-role and extra-task behavior of employees that promotes the success of organizations (Gammoh et al., 2021). Therefore, considering the importance of organizational citizenship behavior, it is necessary to conduct more research on the mechanisms that influence it; Therefore, the current research has addressed the issue of whether the relationship between transformational leadership and organizational citizenship behavior may be mediated by the concepts of organizational identification, work engagement and psychological empowerment of the employees of the Isfahan Agricultural Jahad Organization and also whether the proactive personality of the employees of the Agricultural Jahad of Isfahan strengthens the effects of transformational leadership on organizational identification and work engagement or not?Materials and MethodsThe statistical population of this research is employees of the Agricultural Jahad Organization of Isfahan Province (280 people). With Cochran's formula, a sample of 162 people was selected. The research method is a descriptive -survey, and the tool for collecting information is standard questionnaires. The data gathering tools in this research are the transformational leadership standard questionnaire of Afsar et al. (2019), the organizational identification standard questionnaire by Su & Swanson (2019), the work engagement standard questionnaire by Schaufeli & Bakker (2004), the employee psychological empowerment's standard questionnaire of Spreitzer (1995); proactive personality's standard questionnaire of Akgunduz et al. (2018); and organizational citizenship behavior's standard questionnaire of Organ (1988). In order to check the validity of the questionnaires, in addition to the content validity, which management professors and experts confirmed, the validity of the questionnaires was also checked from the index of factor loadings. The reliability of the questionnaires was calculated using the two methods of Cronbach's alpha coefficient and composite reliability and confirmed the reliability of the validity of the research instrument. Discussion and ResultsThe findings of the current research show that transformational leadership has a positive and significant effect on organizational identification, work engagement, and psychological empowerment; therefore, although transformational leadership does not directly have a significant effect on organizational citizenship behavior; however, the existence of mediating variables of organizational identification, work engagement, and psychological empowerment, this effect becomes significant. Also, the effect of organizational identification, work engagement, and psychological empowerment on organizational citizenship behavior has positive and significant, and proactive personality plays a role in the relationship between transformational leadership on work engagement and organizational identification. It acts as a moderator and causes of strengthens these two relationships.ConclusionsAccording to the results of this research, it was found that by using the social identity theory, social exchange theory and self-concept theory, the transformational leadership style in the organization increased the employees' perception of the organizational identity and made them feel more attached to their jobs and also the power distance decreased and felt more empowered in his self-concept, and thus these cases increased organizational citizenship behaviors in the employees of the Agricultural Jahad Organization of Isfahan; Therefore, according to the dynamics of the environment, the managers of the agricultural jahad organization should pay attention to the transformational leadership style as one of the best management styles that create and manage changes in the organization and try to manage their employees with this leadership style, and value the development and participation of employees in organizational decision-making and encourage creativity and acceptance of challenges as part of their work so that a sense of purpose is created in people and developed beyond the standards, and as a result, employees also, transfer their ideas and insight to other members.

Abstract
States are willing to provide services that increase citizens' satisfaction. To do so, they need to increase the public services quality provided by the government organizational staffs. Today only the organizations that are able to attract and motivate the highly effective forces will succeed. Given this, the quality of human resource management is more important these days. This research aimed at studying the human resource management’s role in the organizational commitment, organizational identification and intent to leave job inside public organizations in Iran. In order to create a measure used mix method .This measure has been created based on interviewed with 30 public organizations employees in Iran  and a good governance framework in the Iran’s governmental organizations and the major administrative system of the Islamic Republic of Iran, and then it has been validated by the factor analysis method and as the next step the relationship between human resource management quality questionnaire organizational commitments - organizational identification and intent to leave job was evaluated on 384 public organizations employees. The results show the relationship between human resources management quality and organizational commitment and organizational identification has significant positive and significant negative relationship with intent to leave  job.
Human resource management quality has an extensive impact on employees attitudes, behaviors and their organizational performance.
Case study
Iran’s public sector  
This research is based on exploratory mixed methods.By analyzing literatures and the qualitative data collected from interviews,  and also using the roadmap of  Iran administration system correction and good governance in the public sector model, we are able to prepare a conceptual and operational framework which is validated by factor analysis and correlation of three criteria.
Discussion and The result of this research is a tool for measuring human resource management quality in Iran’s public sector.
The result of this research, is a validate tool for measuring human resource management quality in Iran’s public sector.

The use of social media in workplace has had various effects on the employees’ attitudes and behaviors. Thus, studying the process and consequences of the social media effect is of utmost importance. The purpose of the present study was to investigate the effect of using social media in workplace on job engagement and organizational identification of employees. To this end, the moderating role of organizational social capital was also examined. This descriptive-correlational study was applied in terms of purpose. The statistical population involved the 410 Digikala electronic business experts, out of which 200 participants were selected using simple random sampling. The required data was collected using a questionnaire and was analyzed using partial least squares structural equation modeling. The results of the study showed that the use of social media has positive significant effects on organizational social capital, job engagement, and organizational identification. Moreover, it was revealed that the use of social media in workplace is also effective on job engagement and organizational identification through the moderating role of organizational social capital.

The main purpose of the present research is to explain The Impact of Transformational Leadership on Turnover Intention through work engagement and organizational identification in Guilan Rural Water and Sewage Company. The present research is a functional study in terms of objective from a type of descriptive. It is a field study in terms of data collection. The population of the study is 420 employees of Guilan Village Water and Sewage Company. The sample size was determined using the Cochran formula at 144 people. In this research, simple random sampling method was used. The data were analyzed using SPSS22 and SMART PLS3software. The results of the study showed that however the transformational leadership affects organizational identity and work engagement of Rural Water and Sewerage Company employees of Guilan, the transformational leadership did not show any effect on Turnover Intention. In addition, the findings showed that transformational leadership through organizational identity and work engagement affects the Turnover Intention of Guilan Rural Water and Sewerage Company employees

The purpose of the present study is to investigate the relationship between perceived organizational support and organizational identification with regard to the moderating role of job embeddedness (links, fit and sacrifice). This research is a practical study in terms of purpose and a descriptive survey on based on data collection method. The population of this study was the branch staff of one of the private banks in Tehran. Sampling method was random clustering and standard questionnaires were used for data collection. The data were analyzed by structural equation modeling using Smart PLS3.2.6 software. The findings showed that perceived organizational support had a positive and significant effect on organizational identification. In addition, job embeddedness played a partial moderating role in the relationship between perceived organizational support and organizational identification. That is, increasing links and fit as the two dimensions of job embeddedness, resulted in improving the relationship between the two variables, but the sacrifice dimension had no significant moderating role. Analyzing and theoretical and practical suggestions that will be of great help to policymakers and practitioners in the field of human resources management are presented at the end of the article.

Merger is one of the most important changes that organizations experience. This change can have many effects and different aspects. The purpose of this research, is examination of the effect of merger on organizational identification and organizational legitimacy. Our society is the Ministry of Cooperatives labour and social welfare. In this regard, changes of organizational identification and organizational legitimacy before and after the merger have been studied. In this research, organizational identification has been studied based on expanded model of organizational identification (Misidentification, Ambivalent Identification & Neutral Identification); this means that the effect of merger on these types of organizational identification has been studied. In addition the impact of organizational legitimacy on organizational identification and misidentification, ambivalent identification & neutral identification, after merger has been studied. Finally the solutions for improving organizational identification have been presented based on the results.   The results of the research show that in the ministry, the organizational legitimacy and organizational identification decreased significantly after the merger compared to before the merger, but misidentification, and ambivalent identification have increased significantly, although the changes of neutral identification was not significant. Based on the results of the post-merger phase, it was revealed that organizational legitimacy has a direct impact on organizational identification and has an inverse impact on the 3 types of organizational identification based on expanded model of organizational identification.

The great impact of social responsibility in the present era and the effects it may have on the organization's view of customers and, in general, the personal performance of employees, especially among service organizations, has formed the purpose of the present study, examining the relationship between social responsibility and employee job performance with the role of customer orientation and organizational identification. Based on the purpose, this research is applied and according to the type of research and the method of data collection, it is among the descriptive survey studies. The statistical population of this study is all employees of Mellat Bank branches in Guilan province. In total, 326 employees were included in the multi-stage cluster sampling method as the research sample. The analysis of the hypotheses of this research has been done using the method of modeling structural equations with the least partial approach of soft squares with the help of Smart Pilates software. The results showed that the social responsibility of the organization through customer orientation and organizational identification has a positive relationship with employees' job performance. Finally, it is suggested that through the development of comprehensive operational plans, efforts are be made to develop and pay attention to the concept of social responsibility at different levels and a special look at the organization's customers at the macro level to improve overall job performance of employees.

Understanding the importance of staff role in service organizations has led them to seek solutions for employee participation in the organization’s branding process and becoming a brand champion. Hence, this reinforces the need to pay attention to the concept of employer branding. Most studies are dedicated to the examination of employer branding as a talent attraction technique among potential employees. However, the present research has examined the consequences of the internal employer brand and the effect of employer brand on brand champion behavior through the variable of organizational identification has been investigated. This study is an applied research with descriptive-correlation analytical methodology. This research was carried out among Maskan bank branches in Tehran city and 215 complete questionnaires were gathered. A structural equation modeling approach is employed to examine the relationship posited in this study and hypotheses were analyzed through SmartPLS2 softwares. . The result of research shows that the employer brand has a positive and significant effect on organizational identification. Organizational identification has a positive and significant effect on brand champion behavior and also the employer brand has a positive and significant effect on brand champion behavior.

Corporate citizenship includes the ability of the company to manage its relationships with the community in such a way as to minimize the negative effects and maximize its productivity. The purpose of this study is to investigate corporate citizenship and its impact on organizational trust and organizational identification. This study is applied in terms of goal and descriptive-correlation in terms of research type. The statistical population of this research was the staff of Mazandaran University. By simple random sampling, 269 individuals were selected as the sample. Data were collected through a standard questionnaire. Also, for reliability, Cronbach's alpha coefficient was used to verify the reliability and the first and second order confirmatory factor analysis was used to examine the validity of the questionnaire. To test the hypotheses, structural equation modeling was used with the help of LISREL8.8 software. The results showed that corporate citizenship has a positive and significant effect on organizational trust and organizational identification. Also, organizational trust has a positive and significant effect on organizational identification.

Given the nature of non-governmental organizations and their reliance on volunteering, the leadership style plays a vital role in the formation, growth and survival of this type of organizations. The previous researches on this subject, reveal that the dominant leadership style of these types of organizations is servant leadership. This study is aimed at investigating what are reflections of using this type of leadership style in NGOs. In this study we also test the moderating role of Islamic work ethics. This study was conducted in Mahak institution which is a known Iranian NGO with 2200 employees. We selected 327 employees by stratified random sampling and distributed a standard questionnaire to collect data. For analysis of collected data, we used structural equation modeling, SPSS and smart PLS software.  The results indicate that servant leadership has a significant positive relationship with four levels variables; individual (resilience and job involvement), team (team member interaction), organization (organizational identification and pride) and family (work family enrichment). Furthermore, we didn’t find a positive relationship between Islamic work ethics (as a moderating variable) and servant leadership. Based on the research findings, the authors may suggest that NGOs board of trustees develop managers who tend practicing servant leadership style and provide them a platform for learning the characteristics of voluntary altruism, emotional healing, knowledge and a convincing role to take advantage of its individual, team, organizational, and family implications.

one of the most important aspects of ethics in organization is organizational virtuousness, organizational citizenship behavior and organizational happy. This research seeks to examine the impact of perceived organizational virtuousness on organizational identification with the moderator and mediator role of organizational citizenship behavior and organizational happy in the Traffic Police. Research. in terms of the purpose and terms of methods, descriptive and correlational study is that the adoption questionnaire and survey data have been collected. The reliability and validity of the instruments were measured by using the composite reliability, Cronbach's Alpha, convergent validity and divergent validity. Data were analyzed by using partial least squares and SPSS. Sobel and VAF tests have been used to measure the severity and t-value of the mediator role of organizational citizenship behavior. Data analysis showed that perceived organizational virtuousness has a positive significance effect on organizational identification and organizational citizenship behavior. The modereated role of organizational happy has no positive significance effect on the relationship between organizational virtuousness and organizational identification. On the other hand, analysis is performed using the Sobel test indicated that almost 52 percent of organizational identity changes the perceived organizational virtuousness through a mediator role of OCB. Therefore Employees who perceived a high level of organizational virtuous believe that the expectations and priorities attaches great importance to them.

Manpower and its management are among the non-physical factors that affect the combat power of the armed forces. Accordingly, this research was an attempt to identify and prioritize human resources management practices which affect organizational identification to increase the combat power of the armed forces. This research is descriptive-survey in terms of purpose, and is applied research in terms of its type of use. From among employees working in an industrial defense unit in Tehran, a sample of 350 were chosen through simple random sampling. After designing and determining the validity and reliability of the tool, a structural equation model was used to analyze the data. The findings revealed that identity making policies, ethical leadership styles, identity making tools and skills, and identity making policies are among human resource management practices that affect organizational identification. In addition, the findings showed that organizational identification affects the non-physical factors of combat power. Hence, managers and commanders must create organizational identification through employee engagement, empowerment, development of working groups, leadership ethical styles, and satisfactory communications, and through these practices they can increase the non-physical combat power of the armed forces

The purpose of this paper is to study the consequences of organizational reputation in the public sector of Iran. In the past, this subject has been an enquiry to be studied in business sector, but, recently the subject has attracted the attention of public sector researchers. In this paper, we examine the impact of organizational reputation on organizational citizenship behavior considering mediating role of organizational identity. In this study, Public sector organizational reputation is measured by Luoma-aho(2008) model within five dimensions: authority, esteem, trust, efficiency and service. OCB is measured by Organ(1988)model and organizational identification by Cheney’s model. The population is the staff of the Ministry of Culture and Islamic Guidance. Questionnaire was the main instrument for gathering data. We used the structural equation modeling for analysis of data. The results show that organizational reputation has significant impact on OCB and organizational identification, but the impact of mediating role of organizational identification was not confirmed.

1- These Days, organizations are heavily looking for members who believe their organization is a good place to work and show their loyalty to it, and even identify their identities with the organization's identity. Thus, organizational identity is a tool for providing coherence within organizations, and interest to it has recently grown in organizations. Lack of employees' belonging to organizations is very dangerous and it reduces their productivity, satisfaction and presence. Given the importance of employees’ understanding of organizational identity, it is needed to be determined that personal thinking and the type of individual perception of the environment are effective in understanding organizational identity and, on the other hand, organizational values should be clarified for employees to help them accept the company. Therefore, the purpose of this study is to investigate the role of mediating organizational socializations in the relationship between locus of control (internal - external) and organizational identity.
2- THEORETICAL FRAMEWORK
Scientists define organizational identity with the sense of employee belonging to the organization, which increases the effectiveness and improves organizational performance.
Rotter (1996) introduced the concept of locus of control based on social learning theory, which currently has one of the most popular studies in psychology. It means that people are controlling their living conditions or events beyond their control. Some schools regard individuals as absolute and some free absolutes, the viewpoint of Islam does not regard man as absolute, but absolute authority. A group that attributes success and failure to their own endeavors or abilities has an internal locus of control, and those who attribute success and failure to environmental external factors such as fortune or luck have an external locus of control. Organizational socialization is a process in which individuals acquire and align with the values, norms, behavioral patterns and regulations of the organization to play a role in the organization, which reduces ambiguity for them, and employees are aware of the expectations that the organization has from them, and give them a more secure feeling. Wen Lee (2013) and Buttgen, Schumann and Atus (2012) concluded that if people had belief in controlling their fate, they would better adapt to the organization's requirements and pursue the organization's socialization agenda with eagerness. In fact, employees with an internal control are more socialized. It is clear that employees who adhere to the organization's rules and adopt to the culture of the organization are more in line with their own goals and values. Wen Lee (2008) also found that employees who have internal control, that is, their own skills, are aligned with the organization's rules, values, and regulations, and can sometimes make changes in the organization and its values.
3- This research is a kind of applied research, and in this research, out of 637 formal and pious employees of Ferdowsi University of Mashhad, 242 people were selected by random sampling as sample size.
Data were collected using three organizational identity questionnaire (Edwards & Peccei, 2007), Locus Control questionaire (Rotter, 1996), and socialization questionnaire (Taormina, 2004). The validity of the construct was confirmed using Confirmatory factor analysis, and the Cronbach's alpha coefficient of the questionnaire is 0.896 for organizational identity, 0.689 for internal control, 0.797 for external control, and 0.719 for socialization.
4- In order to analyze the collected data, a structural equation model was used to examine whether there is a simultaneous relationship between the research variables. According to the t-statistic obtained for the relationship between the internal locus control and socialization, which is 8.722, and the statistics for the relation socialization and Organizational identity is 9.505, The first hypothesis is confirmed, since both statistics are larger than 1.96. Also, according to t statistics, socialization can mediate the relationship between internal locus control and organizational identity. Since the t statistic is 0.305 in the path of external locus control and socialization, and is less than 1.96, it can be said that there is no significant relationship between the external locus control and socialization of the university staff, as well as between the external locus control and organizational identity of There is not a meaningful relationship between the mediation of organizational socialization, so the second hypothesis of the research is rejected.
5- CONCLUSIONS & SUGGESTIONS
The results of the first hypothesis showed that socialization mediates the relationship between internal control and organizational identity. In the findings of researchers such as Wen Lee (2013) and Buttgen et al. (2012), the relationship between internal control and socialization has been confirmed, which shows that employees who are trusted in their capabilities are more socialized. There is a meaningful relationship between organizational socialization and organizational identity, as well as the findings of Jianhua (2010), Hatch and Schultz (2002) Riketta (2005) Wen Lee (2013) and Hayashi (2013). That is, employees who are accustomed to the organization's customs and culture have a better alignment between their goals and their values and organization. Wen (2008) showed that employees with an internal locos of control, with precision and planning, can combine their identity with the organization's identity. Regarding the rejection of the second hypothesis, Wen Lee (2013), Buttgen et al. (2012) and Adams and Shea (1978) also reached to similar results, meaning that employees with external control do not see successes and failures as the product of their performance. Managers of of Ferdowsi University are suggested to engage employees in formal and informal sessions to address work issues as well as meeting them to improve organizational identity and strengthen their self-esteem. Since the perception of the future of the job among the staff of Ferdowsi University is low, it is better to give job independence and encourage creativity and innovation among employees so that their attitudes towards the prospects of a job become positive. Training can also be used to strengthen positive-thinking skills in order to shift the external locus of control to internal

Organizational Identification is one of the most challenging organizational issues. That's why a lot of attention has been paid to it in the literature on organizational behavior and management research. The purpose of the present study is to study the impact of the most recent leadership approach called authentic leadership on the Personal and Organizational Identification, Given the Mediatory Role of Psychological Capital. Research methodology is descriptive-correlational, and in terms of purpose, it is an applied study. Statistical population includes the employees of National Oil Products Distribution Company of Sistan and Baluchestan Province, out of which 165 individuals were selected through random sampling. Data collection tool includes the standard questionnaires of Avolio et al authentic leadership (2007), questionnaire of Luthans Psychological capital (2007), questionnaire of Cheek & Briggs Personal Identification (2013), questionnaire of Mael & Ashforth Organizational Identification (1992), whose content validity was confirmed by experts’ comments and its reliability was confirmed by Cronbach’s alpha. In this research, correlation test, regression test and structural equations model were used, and data were analyzed using LISREL and SPSS Software. Results indicated that authentic leadership directly and indirectly affects Personal and Organizational Identification through psychological capital. Also, the psychological capital, as a mediator variable, is relatively effective in the relationship between authentic leadership and Psychological capital and Organizational Identification.

Today, the ethical leadership has important effect on performance of knowledge-based organizations. On the other hand, organizational identification and organizational trust as mediator variables, facilitate the relationship between ethical leadership and performance of organizations. Therefore, the purpose of this study was to investigate the impact of ethical leadership on task performance and organizational creativity with mediating role of organizational identification and organizational trust. The participants consisted of 204 employees of Jahad Agricultural Organization of Khuzestan that were selected by stratified random sampling method. The instruments that were used in this study include: Ethical leadership questionnaire of Brown, Treviño, & Harrison (2005), job performance scale of Williams & Anderson (1991), organizational identification scale of Kreiner & Ashforth (2004), organizational trust Questionnaire of Schoorman & Ballinger (2006), and organizational creativity scale of Ganesan and Weitz (2004). Fitness of the proposed model and indirect effects was examined through structural equation modeling and bootstrap procedure. Findings indicated that the proposed model fit the data properly. The results also indicated that ethical leadership directly and with mediating role of organizational identification and organizational trust had impact on task performance, and also with mediating role of organizational identification had impact on organizational creativity. This research suggests that there need to provide conditions to promote ethical leadership, organizational identification and organizational trust to increase task performance and organizational creativity.

The purpose of this study is to investigate the potential effects of organizational socialization (OS) on organizational citizenship behavior (OCB). For this purpose, the role of mediator variables such as; ethical climate (EC), organizational identification (OI) and organizational commitment (OC), were studied. According to these variables, 10 hypotheses were developed to examine the relationship between these variables mutually. Questionnaires were distributed between Imam Ali (AS) hospital employees. The sample was of 315 employees. In order to test the hypothesis in the end, LISREL software and Structural Equation Model (SEM) is used. The findings indicates that organizational socialization has a significant positive effect on organizational citizenship behavior ethical climate, organizational identification and organizational commitment. Ethical climate has a significant positive effect on organizational citizenship behavior, organizational identification and organizational commitment. Organizationa identification has a significant positive effect on organizational citizenship behavior and organizational commitment. Finally, findings also indicates that relation between organizational commitment and organizational citizenship behavior is positive.

This research paper is to delve into the employee-organization relationships as an effective factor on organizational citizenship behavior. The employee-organization relationships involve two dimensions: perceived organizational support and organizational identity. Job autonomy is considered in our research as moderating variable between the employee-organization relationships and organizational citizenship behaviors. To achieve research objectives, a correlation approach and linear regression using SPSS software was incorporated to examine employees of Central Library of a governmental university through census. Organizational identification questionnaire, perceived organizational support questionnaire, and organizational-citizenship behavior questionnaire were used to collect research data. Reliability and validity of the questionnaires have been confirmed by the use of Cronbach's alpha and opinions of scholars and researchers in the context. Results indicate that organizational support and organizational identity have a meaningful relationship and each of which has a meaningful relationship with organizational citizenship behavior. However, job autonomy does not regulate the relationships of perceived organizational support and organizational identity with organizational citizenship behavior.

Sense of personnel identity in an organization exerts a powerful influence over the behavior and the attitudes of staff as well as enhancing non-physical martial power of the armed forces. In a bid to overcome the environmental challenges, managers should strengthen the organizational identity of personnel; therefore, understanding the effective factors affecting the Sense of personnel identity in an organization became the important duty of managers. As a causal research, this study aims to investigate the effect of authentic leadership style on organizational identification. For this purpose, the study was conducted through engaging randomly selected populations of 400 personnel affiliated to the defensive-industrial units in Tehran. The reliability and validity of the instrumentations were assured in the early stages and then data analysis was run in terms of structural equation modeling. The findings of the research hypothesis revealed that all dimensions of authentic leadership style are effectively affecting the organizational identification. Finally, some practical suggestions are made by researcher.