scholarly journals Do CSR Perceptions Influence Work Outcomes in the Health Care Sector? The Mediating Role of Organizational Identification and Employee Attachment

2021 ◽  
Vol 13 (17) ◽  
pp. 9840
Author(s):  
Souad Hassanie ◽  
Georgiana Karadas ◽  
Okechukwu Lawrence Emeagwali
Keyword(s):  
Health Care ◽  
Social Exchange ◽  
Organizational Identification ◽  
Corporate Reputation ◽  
Structural Equation ◽  
Health Care Sector ◽  
Work Outcomes ◽  
Equation Modeling ◽  
Future Research ◽  
Role Performance

A limited number of studies have emphasized the importance of corporate social responsibility (CSR) implementation in the health care sector. Based on social exchange theory and social identity theory, this paper examines the relationships between employees’ CSR perceptions, employee attachment, organizational identification, corporate reputation, employee organization relationship, and extra-role performance utilizing structural equation modeling. Data were obtained from Lebanese health care workers in private hospitals in two questionnaires. The results indicate that CSR perceptions positively affect employee attachment and organizational identification. Moreover, employees’ CSR perceptions positively affect work outcomes directly and indirectly via employee attachment. On the other hand, although organizational identification has a negative but significant relationship with employee organization relationships, it does not significantly influence corporate reputation and extra-role performance. Examining the two intervening variables that link CSR to work outcomes provides theoretical and practical implications. Contributions to health care management literature, as well as future research recommendations, are also presented.

scholarly journals Leadership, religiousness, state ownership of an enterprise and unethical pro-organizational behavior: The mediating role of organizational identification

PLoS ONE ◽  
2021 ◽  
Vol 16 (5) ◽  
pp. e0251465
Author(s):  
Tomasz Gigol
Keyword(s):  
Organizational Behavior ◽  
Social Exchange ◽  
Organizational Identification ◽  
Structural Equation ◽  
Authentic Leadership ◽  
Identity Theory ◽  
State Ownership ◽  
Equation Modeling ◽  
Future Research ◽  
State Involvement

This study proposes a model in which organizational identification mediates the correlations among state-owned enterprises (SOEs), authentic leadership, Christian religiousness, and unethical pro-organizational behavior (UPB). The proposed theoretical framework is based on moral identity theory, social identity theory, and social exchange theory. We tested the hypothesized model using data (N  =  389) from employees of various companies and industries in Poland. Of the respondents, 49.1% worked in SOEs. The reliability and validity of the measures were established. The correlation coefficients among the analyzed variables were obtained using the bootstrap confidence interval method. To thoroughly examine the causal relationships among the variables, covariance-based structural equation modeling (CB-SEM) was adopted. Path analysis was conducted and used to verify a model in which organizational identification mediated the correlations among state involvement in the ownership of an enterprise, authentic leadership, Christian religiousness, and UPB. State involvement in the ownership of an enterprise, authentic leadership, and Christian religiousness were linked to increased organizational identification, which in turn was linked to the intensification of UPB. With the level of organizational identification controlled, state ownership of an enterprise was linked to lower UPB intensity. Limitations, implications and future research directions are discussed.

Job insecurity and turnover intention: Organizational commitment as mediator

2017 ◽  
Vol 45 (4) ◽  
pp. 529-536 ◽  
Author(s):  
Sang Hyun Lee ◽  
Dae Yong Jeong
Keyword(s):  
Organizational Commitment ◽  
Social Exchange ◽  
Turnover Intention ◽  
Structural Equation ◽  
Social Exchange Theory ◽  
Job Insecurity ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Future Research ◽  
The Relationship

Drawing from social exchange theory, we investigated the relationship between job insecurity and turnover intention, and the mediating effect of organizational commitment on this relationship. Structural equation modeling was employed to investigate the hypotheses using data from 459 employees in various firms in South Korea. Our findings confirmed that job insecurity was positively related to turnover intention, and that organizational commitment mediated the relationship between job insecurity and turnover intention. Implications of our findings for the job insecurity literature are discussed in the Korean context, and directions for future research are given.

Linking employee perceptions and employee attitudes through their levels of organizational identification: a field investigation in India

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Soumendu Biswas
Keyword(s):  
Social Exchange ◽  
Organizational Support ◽  
Organizational Identification ◽  
Latent Variable ◽  
Structural Equation ◽  
Employee Attitudes ◽  
Equation Modeling ◽  
Full Time ◽  
Variable Model ◽  
Content Type

PurposeDespite organizational socialization and support, contemporary managers often perceive employees to be less engaged and attached to their workplace, multiplying their workload with unsolicited vexations and worries. In this connection, the purpose of this paper is to explore and possibly confirm the ameliorative role of organizational identification as a mediator between employees' perceptions of organizational support and justice and their favorable association to their levels of engagement and attenuation of their intentions to quit.Design/methodology/approachSuitable theories such as the social exchange and fairness heuristics theories were examined to select and support the study constructs. Accordingly, the literature was reviewed to formulate the study hypotheses and connect them through a conceptual latent variable model (LVM). Data were collected from 402 full-time managerial executives all over India. The data thus collected were subjected to structural equation modeling (SEM) procedures.FindingsAll the measures used in this study had acceptable reliabilities as indicated by their Cronbach's Alpha values. Based on the SEM procedures all the study hypotheses and one of the competing LVMs labeled as LVM5 was finally accepted.Originality/valueThe distinctive feature of this study is the theoretical compilation of all the study constructs in one LVM and subsequent empirical verification of the same. This study is, perhaps, the first of its kind to examine the implications of such justice-based perceptions of social exchange relations between employees and their organizations in India more so, since it considers support and justice to complement each other as an interactive whole.

scholarly journals The Relationship between Employee Engagement, HRM practices and Perceived Organizational Support: Evidence from Banking Employees

2017 ◽  
Vol 7 (3) ◽  
pp. 1 ◽  
Author(s):  
Alima Aktar ◽  
Faizuniah Pangil
Keyword(s):  
Employee Engagement ◽  
Social Exchange ◽  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Equation Modeling ◽  
Future Research ◽  
Cluster Sampling ◽  
Hrm Practices ◽  
The Relationship

The purpose of this study is to investigate the relationship between HRM practices and employee engagement. Although employee engagement has got a great attention among the industry practitioners in recent times, it requires more considerations particularly in the academic literature. Based on the norms of social exchange theory (SET), this study has developed the framework to examine the role of perceived organizational support (POS) on HRM practices-employee engagement linkage. Survey data has been collected from employees who are working in different private commercial banks in Bangladesh. This study has used a sample of 376 employees using cluster sampling technique. To analyze the data, this study has employed SmartPLS 3.0 version software. The results of structural equation modeling revealed that HRM practices namely career advancement, job security and performance were significantly and positively related to employee engagement. The results also showed that POS can moderate the relationship between HRM practices and employee engagement. It suggests that in the presence of POS, relatively low level of employees’ perceptions regarding job related resources will exert a high level of employees’ behavioral outcomes such as engagement. The implications and suggestions for future research have also been discussed.

scholarly journals Trust in Leaders and Job Satisfaction of Health Care Workers: Linking Organizational Justice to Citizenship Behavior

2020 ◽  
pp. 737-744
Author(s):  
Dr. Samyia Safdar ◽  
Ms Harum Saghir ◽  
Dr. Shazia Faiz ◽  
Ms. Robina Yasmin ◽  
Ms. Namra Mubarak
Keyword(s):  
Job Satisfaction ◽  
Health Care ◽  
Social Exchange ◽  
Health Care Workers ◽  
Service Sector ◽  
Interactional Justice ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
Future Research ◽  
Care Workers

Grounded on the social exchange model, the authors theorized the intermediating part of job satisfaction and trust in supervisors by linking it with justice and OCB in service sector, especially Hospital industry of Pakistan. Structual equation modeling is performed to analysze the data collected from 346 health care workers in Pakistan. Results revealed that procedural, distributive, and interactional justice are positively related to citizenship behavior. Furthermore, trust in supervisor and job satisfaction mediates the relationship between justice and citizenship behavior. The future research and theoratical implications of these findings are discussed.

Employee-level consequences of perceived internal and external CSR: decoding the moderation and mediation paths

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Priyanka Aggarwal ◽  
Reetesh K. Singh
Keyword(s):  
Social Exchange ◽  
Organizational Citizenship Behavior ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Meaningful Work ◽  
Work Outcomes ◽  
Equation Modeling ◽  
Content Type ◽  
Work Meaningfulness ◽  
Analytic Review

Purpose This paper aims to examine whether and how internal and external typologies of corporate social responsibility (CSR) and employees’ CSR participation (CSRP) differentially impact organizational citizenship behavior (OCB) and turnover intentions (TI), mediated by meaningful work (MW) and affective commitment (AC) and moderated by CSR motive attributions. Design/methodology/approach Bootstrapped structural equation modeling using AMOS and mediation and moderation analysis using Hayes’ Process macro in SPSS are performed on a sample of 193 employees from diverse industries in India. Findings The CSR-work outcomes relationship is rather multifaceted. Internal CSR (ICSR) and CSRP directly promote the meaningfulness of work and AC. Further, all three kinds of CSR (ICSR, external CSR (ECSR) and CSRP) influence work behaviors (OCB and TI) sequentially via MW and AC. Intrinsic (extrinsic) CSR attributions strengthen (weaken) the positive effect of ECSR on MW. Nevertheless, the conditional indirect effects could not be established, warranting further investigation. Practical implications The management must elevate employees’ CSR awareness allowing them to partake in the planning and execution of CSR programs that are authentic, righteous and seamlessly unified with core business activities to nurture work meaningfulness and positive employee attitudes and behaviors. Originality/value This is the foremost study that involves a bibliometric analysis of employee-based CSR research and a systematic meta-analytic review of the relationship between CSR and meaningfulness from employees’ perspectives. The present study is novel as it divulges an integrative framework about how employees’ CSR perceptions, participation/volunteering and attributions collectively influence the work outcomes at three levels (namely, cognitive, attitudinal and behavioral), drawing on sensemaking, needs and justice-based views, social identity, social exchange and attribution theories. Thus, new nuances are added to extant micro-CSR literature.

Exploring the Direct and Indirect Linkages Between Supervisory Disrespect and Officer Cooperation and Disrespect in Policing

2021 ◽  
pp. 109861112110378
Author(s):  
Cynthia-Lee Williams ◽  
Yuning Wu ◽  
Ivan Y. Sun ◽  
Marrten Van Craen
Keyword(s):  
Organizational Commitment ◽  
Occupational Stress ◽  
Police Officers ◽  
Organizational Identification ◽  
Structural Equation ◽  
Equation Modeling ◽  
Future Research ◽  
Police Agencies ◽  
The Relationship ◽  
Research And Policy

Although recent studies have found that organizational justice is instrumental in promoting beneficial outcomes within police agencies, relatively little is known about how organizational injustice may be linked to police officers’ occupational attitudes and behaviors. We propose a theoretical framework linking disrespectful supervisors directly to officers’ willingness to cooperate with supervisors and treat citizens with respect and indirectly through occupational stress, organizational commitment, and organizational identification. Based on survey data collected from 584 police officers in Taiwan, we tested the proposed direct and indirect relationships using structural equation modeling (SEM) approaches. We found that having disrespectful supervisors directly lowers officers’ willingness to work with supervisors. The relationship between disrespectful supervisors and disrespectful officers is largely indirect, mediated by occupational stress, organizational commitment, and organizational identification. Implications for future research and policy are discussed.

scholarly journals Assessing the Adoption of e-Health Technology in a Developing Country: An Extension of the UTAUT Model

SAGE Open ◽  
2021 ◽  
Vol 11 (3) ◽  
pp. 215824402110275
Author(s):  
Dongxiao Gu ◽  
Salman Khan ◽  
Ikram Ullah Khan ◽  
Safeer Ullah Khan ◽  
Yi Xie ◽  
...  
Keyword(s):  
Health Care ◽  
Structural Equation ◽  
Health Technology ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
Future Research ◽  
Personal Innovativeness ◽  
Task Technology Fit ◽  
Electronic Health

Electronic healthcare services are becoming an increasingly essential form of information and communication technology (ICT) that enables the fast and smooth delivery of health care, specifically in countries with scarce resources such as Pakistan. A better understanding of factors contributing to the adoption of electronic health care is needed, yet this remains an under-researched phenomenon. Grounded in the united theory of acceptance and use of technology, this article attempts to fill the gap by proposing and empirically testing the contribution of trust, privacy, task-technology fit, and personal innovativeness of patients’ intentions to adopt electronic health technology. A survey questionnaire was used to collect data from 353 patients in major hospitals in Islamabad, Pakistan. This study used Partial Least Square Structural Equation Modeling for the analysis. Results indicate that the intention to adopt electronic health technology is determined mostly by effort expectancy, social influence, facilitating conditions, task-technology fit, trust, privacy, and personal innovativeness in information technology. The study concludes with several managerial implications and future research directions, which give further opportunities to researchers and practitioners in the field of e-health technology.

scholarly journals “Mission Matters”

2015 ◽  
Vol 28 (4) ◽  
pp. 767-793
Author(s):  
ByungJik Kim ◽  
WonKoo Ji ◽  
SangGil Jeon
Keyword(s):  
Organizational Identification ◽  
Structural Equation ◽  
Organizational Trust ◽  
Equation Modeling ◽  
Future Research ◽  
Mediation Model ◽  
Private Bank ◽  
Moderated Mediation Model ◽  
Corporate Social ◽  
The Relationship

The current study tested whether organizational trust mediated the relationship between perceived corporate social responsibility(CSR) and organizational identification(OI). In order to investigate the hypotheses, 11843 employees in private bank were sampled across two time points. Using structural equation modeling(SEM), we set moderated mediation model which elaborately delves into the significance of the hypotheses. The results showed that organizational trust mediated the link between perceived CSR and OI. In addition, the relationship between perceived CSR and organizational trust was moderated by mission commitment. The implications and limitations, and suggestions for future research were discussed.

Fitting Engagement Into a Nomological Network

2011 ◽  
Vol 18 (4) ◽  
pp. 522-537 ◽  
Author(s):  
Andrew J. Wefald ◽  
Rebecca J. Reichard ◽  
Shawn A. Serrano
Keyword(s):  
Structural Equation ◽  
Online Survey ◽  
Turnover Intentions ◽  
Organizational Outcomes ◽  
Work Outcomes ◽  
Equation Modeling ◽  
Future Research ◽  
Nomological Network ◽  
Important Work ◽  
Multiple Measures

Engagement is an emerging job attitude that has been theoretically linked to both leadership and personality variables as well as important work outcomes. However, given the variations in construct definitions of engagement as well as limited existing empirical research, the authors empirically examined the nomological network of multiple measures of engagement based on Schaufeli’s three-factor engagement, Shirom’s vigor, and Britt’s one-factor engagement. Using data from an online survey of 382 working professionals, the authors conducted a series of hierarchical regression analyses and structural equation modeling to test the hypotheses. Results indicate strong relationships between engagement measures and personality (especially positive affect) and weaker relationships between engagement and leadership. Furthermore, multiple measures of engagement demonstrated significant relationships with the important work outcomes of turnover intentions, job satisfaction, and affective commitment. This research contributes to the literature on engagement by simultaneously examining multiple conceptualizations and measurements of work engagement and demonstrating leverage points for leaders to influence the state-like construct of engagement. Results suggested that engagement is related to important organizational outcomes and that engagement mediates the relationship between personality and organizational outcomes. Implications and suggestions for practice and future research are provided.

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