Employees' Organizational Identification and Affective Organizational Commitment: An integrative approach

Although several studies have empirically supported the distinction between organizational identification (OI) and affective commitment (AC), there is still disagreement regarding how they are related. Precisely, little attention has been given to the direction of causality between these two constructs and as to why they have common antecedents and outcomes. This research was designed to fill these gaps. Using a cross-lagged panel design with two measurement times, Study 1 examined the directionality of the relationship between OI and AC, and showed that OI is positively related to temporal change in AC, confirming the antecedence of OI on AC. Using a cross-sectional design, Study 2 investigated the mediating role of OI in the relationship between three work experiences (i.e., perceived organizational support, leader-member exchange, and job autonomy) and AC, and found that OI partially mediates the influence of work experiences on AC. Finally, Study 3 examined longitudinally how OI and AC combine in the prediction of actual turnover, and showed that AC totally mediates the relationship between OI and turnover. Overall, these findings suggest that favorable work experiences operate via OI to increase employees' AC that, in turn, decreases employee turnover

Verbfeldstrukturen

<p>Study 1: Descriptive Statistics and Intercorrelations Among Variables.</p

Organizational identification and affective commitment : an integrative approach

Despite the similarities between organizational identification and affective commitment (i.e., both reflect a psychological bond between individuals and their employing organization), most of the empirical work concerning these two constructs has been conducted independently. However, some scholars have recently begun to bring together these two fields of research (e.g., Meyer, Becker, & van Dick, 2006) and several studies have empirically supported the distinction between organizational identification and affective commitment (e.g., van Knippenberg & Sleebos, 2006). However, there is still disagreement regarding how organizational identification and affective commitment are related. Indeed, little attention has been given to the direction of causality between these two constructs, the role of one concept in the development of the other, or the attitudinal and behavioral consequences of the organizational identification-affective commitment relationship. The present dissertation is therefore dedicated to an examination of these fundamental questions.(PSYE - Sciences psychologiques et de l'éducation) -- UCL, 201

Impact de l’identification au travail des employés sur leur implication organisationnelle : une perspective multi-cibles

La présente étude tente d'apporter un nouvel éclairage sur les relations entre l'identification et l'implication organisationnelles dans une perspective multi-cibles. Les résultats d'une recherche menée au sein d'une entreprise d'ingénierie (n=203) et d'un hôpital (n=159) indiquent que l'implication affective envers l'organisation médie les relations entre, d'une part, l'identification organisationnelle et, d'autre part,la satisfaction au travail et l'intention de quitter l'organisation. L'identification organisationnelle joue quant à elle un rôle médiateur dans la relation entre l'identification à la profession et au groupe de travail et l'implication affective envers l'organisation. Enfin, les résultats indiquent que la satisfaction au travail médie la relation entre l'implication affective envers l'organisation et l'intention de quitter l'organisation

Identification to proximal targets and affective organizational commitment: The mediating role of organizational identification

The present study aims to investigate the contribution of identification to proximal targets in the prediction of affective organizational commitment. Using three sets of cross-sectional data, we found that organizational identification mediates the impact of both occupational and workgroup identification on affective organizational commitment. We also examined the relationship between organizational identification and affective organizational commitment and their effects on two of their common outcomes, that is, job satisfaction and turnover intentions. Our results showed that affective organizational commitment mediates the effect of organizational identification on job satisfaction and turnover intentions

The relationship between perceived organizational support and affective commitment: More than reciprocity, it is also a question of organizational identification

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, these views have never been considered together. Filling this gap, our study aims to examine the conjoint role of felt obligation (i.e., the social exchange perspective) and organizational identification (i.e., the social identity perspective) in the relationship between POS and AC. Based on two different samples, our results indicate that both felt obligation and organizational identification partially mediate the relationship between POS and AC. In sum, this research shows that the two mechanisms play a concomitant role in the link between POS and AC

The relationship between perceived organizational support and proactive behaviour directed towards the organization

Numerous studies have shown that perceived organizational support has positive consequences on both employees and organizations. However, no study has examined the causal relationship between perceived organizational support and proactive behaviour directed towards the organization and few studies have identified potential mechanisms underlying this relationship. We first investigated the direction of causality between perceived organizational support and proactive behaviour, and hypothesized that perceived organizational support leads to proactive behaviour directed towards the organization. Second, based on social exchange and motivational perspectives, we examined two potential mechanisms underlying this relationship, i.e., felt obligation and work engagement. Employees from a Belgian Federal Public Service were invited to take part in a three-wave longitudinal survey. Using a cross-lagged panel design, our results (N = 1963) revealed that Time 2 perceived organizational support was positively related to Time 3 proactive behaviour towards the organization, whereas the reverse was not true. Additionally, our results (N = 1293) showed that Time 2 felt obligation and Time 2 work engagement mediated the positive relationship between Time 1 perceived organizational support and Time 3 proactive behaviour directed towards the organizatio

The relationship between workgroup identification and organizational identification: The moderating role of perceived similarities between targets

The present research aims to examine the role played by perceived similarities between the workgroup and the organization in the relationships between workgroup identification, organizational identification, and affective organizational commitment. Using two different samples, we found that when perceived similarities were high, workgroup identification was more strongly related to organizational identification and that this relationship carried over to affective organizational commitment. These results were obtained with both a global measure of perceived similarities (Study 1) and a more narrow measure operationalizing perceived similarities in terms of value congruence (Study 2), confirming the generalizability of our results

The use of autologous peritoneum in surgery of portal hypertension: H-shape splenorenal shunt using simple layer peritoneal tube.

The management of portal hypertension complicated by iterative gastro-intestinal bleeding remains challenging, especially in a low-income environment. Interventional radiology and endoscopic treatments are not always accessible, and a definitive surgical option may prove to be lifesaving. We report a new technique of surgical portosystemic shunt that can be performed in all contexts. We describe the surgical technique of a H-shaped splenorenal shunt using autologous rolled up peritoneum as a vascular graft