Organizational identification, work engagement, and job satisfaction
By M. Karanika-Murray, Nikita Duncan, Halley M. Pontes, Mark D. Griffiths. 2015
294 citations recorded by the source corpus.
Purpose – Organizational identification refers to a person’s sense of belonging within the organization in which they work. Despite the importance of organizational identification for work-related attitudes and organizational behavior, little research has directly examined the mechanisms that may link these. The purpose of this paper is to provide an understanding of how organizational identification relates to job satisfaction. Design/methodology/approach – Adopting a social identity perspective, the authors present and test two models that describe work engagement and its constituent dimensions (vigor, dedication, absorption) as mediating the relationship between organizational identification and job satisfaction. Findings – Bootstrapped mediation analyses provided support for full mediation whereby there is an indirect (via work engagement) and positive effect of organizational identification on job satisfaction. Analyses also provided support for the mediating effects of the three dimensions of work e...
Subfields: Gender Studies, Organizational Behavior and Human Resource Management, Social Psychology
View Paper: https://www.semanticscholar.org/paper/a08ab2cf8124989bb7b077fc2d26610e299e531a
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In Gender Studies
In Organizational Behavior and Human Resource Management
In Social Psychology
Citations in the corpus
- Transformational leadership and employee performance: The role of identification, engagement and proactive personality (2019, background): “More recently, studies have empirically demonstrated a positive relationship between organizational identification and work engagement (He et al., 2014; Karanika-Murray et al., 2015; Zhang et al., 2017).”