Organizational identification has been linked to both positive behavior and negative behavior at work. Based on theory and research that suggest that for many organizational behaviors, team identification may be a more important influence than organizational identification, we advance a research model proposing that team identification, more than organizational identification, predicts counterproductive work behavior and organizational citizenship behavior and is the more important mediator of the influence of communication climate (CC) and perceived external prestige (PEP) on these outcomes. This research model was tested in a survey of N = 300 employees of four Italian organizations from different sectors. Results show that team identification, but not organizational identification, predicts counterproductive behavior and citizenship behavior and mediates the influence of CC and PEP. To enhance team identification for sustaining positive voluntary behavior at work, two possible strategies could be considered: improving perceived external prestige and promoting a good communication climate.

Team identification more than organizational identification predicts counterproductive work behavior and organizational citizenship behavior and mediates influences of communication climate and perceived external prestige / Pugliese, E.; Bonaiuto, M.; Livi, S.; Theodorou, A.; van Knippenberg, D.. - In: JOURNAL OF APPLIED SOCIAL PSYCHOLOGY. - ISSN 0021-9029. - 54:2(2024), pp. 116-125. [10.1111/jasp.13017]

Team identification more than organizational identification predicts counterproductive work behavior and organizational citizenship behavior and mediates influences of communication climate and perceived external prestige

Bonaiuto M.;Livi S.;Theodorou A.
;
2024

Abstract

Organizational identification has been linked to both positive behavior and negative behavior at work. Based on theory and research that suggest that for many organizational behaviors, team identification may be a more important influence than organizational identification, we advance a research model proposing that team identification, more than organizational identification, predicts counterproductive work behavior and organizational citizenship behavior and is the more important mediator of the influence of communication climate (CC) and perceived external prestige (PEP) on these outcomes. This research model was tested in a survey of N = 300 employees of four Italian organizations from different sectors. Results show that team identification, but not organizational identification, predicts counterproductive behavior and citizenship behavior and mediates the influence of CC and PEP. To enhance team identification for sustaining positive voluntary behavior at work, two possible strategies could be considered: improving perceived external prestige and promoting a good communication climate.
2024
Team identification; organizational identification; counterproductive work behavior; organizational citizenship behavior: communication climate; perceived external prestige
01 Pubblicazione su rivista::01a Articolo in rivista
Team identification more than organizational identification predicts counterproductive work behavior and organizational citizenship behavior and mediates influences of communication climate and perceived external prestige / Pugliese, E.; Bonaiuto, M.; Livi, S.; Theodorou, A.; van Knippenberg, D.. - In: JOURNAL OF APPLIED SOCIAL PSYCHOLOGY. - ISSN 0021-9029. - 54:2(2024), pp. 116-125. [10.1111/jasp.13017]
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Utilizza questo identificativo per citare o creare un link a questo documento: https://hdl.handle.net/11573/1702297
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