Interactive Effects of Work Group and Organizational Identification on Job Satisfaction and Extra-Role Behavior.
Interactive Effects of Work Group and Organizational Identification on Job Satisfaction and Extra-Role Behavior.
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DOI：
10.1016/j.jvb.2007.11.009
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发表时间：
2008-06
影响因子：
11.1
通讯作者：
R. Dick;D. Knippenberg;Rudolf Kerschreiter;Guido Hertel;J. Wieseke
中科院分区：
文献类型：
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作者：
R. Dick;D. Knippenberg;Rudolf Kerschreiter;Guido Hertel;J. Wieseke
过去的研究主要集中在组织和工作群体认同与态度和行为之间的差异关系。然而，尚未采取系统的努力来探索这些识别焦点之间的相互作用。我们预测，在认同正重叠的情况下（即高工作组和组织认同），认同与员工工作满意度和角色外行为的相关性比只有其中一种认同高时的关联性更强，即一种认同增强了另一种认同的影响。这些假设得到了来自银行员工 (N=358) 和旅行社员工 (N=308) 两个样本的数据的检验和支持。
Past research has focused on the differential relationships of organizational and work group identification with attitudes and behavior. However, no systematic effort has been undertaken yet to explore interactive effects between these foci of identification. We predicted that in cases of positive overlap of identifications (i.e. high work group and organizational identification) identifications are more strongly associated with employee job satisfaction and extra-role behavior than when only one of the identifications is high—that is, the one identification augments the influence of the other. These hypotheses were tested and supported with data from two samples of bank employees (N=358) and travel agency employees (N=308).