Job Resources to Promote Feelings of Pride in the Organization: The Role of Social Identification

Employees are assumed to obtain job resources from and identify with the organization they work for. Previously, the concepts of job resources and social identification have mostly been studied holistically, that is, on one general organizational level. This study contributes to the understanding of...

Full description

Saved in:
Bibliographic Details
Published in:Scandinavian journal of work and organizational psychology 2017-09, Vol.2 (1), p.7-7
Main Authors: Welander, Jonas, Wallin, Juliska, Isaksson, Kerstin
Format: Article
Language:English
Subjects:
arbetslivsvetenskap
dual identification
group-based emotions
job resources
pride
social identification
Working Life Studies
Citations: Items that this one cites
Items that cite this one
Online Access:Get full text
Tags: Add Tag
No Tags, Be the first to tag this record!
Description
Summary:Employees are assumed to obtain job resources from and identify with the organization they work for. Previously, the concepts of job resources and social identification have mostly been studied holistically, that is, on one general organizational level. This study contributes to the understanding of how job resources, operationalized at two different levels in two organizations, influence the amount of group-based pride that employees feel for their workgroups and for their organizations. Social identification is purported to intervene in this relationship on respective level, and its inclusion is expected to contribute to different kinds of pride. Regression analyses of questionnaire data gathered from 436 employees in two middle-sized municipalities in Sweden revealed that: (1) a workgroup’s resources and identification explained additional variance in workgroup pride beyond the effects of resources and identification at the organizational level, (2) leader and organizational resources and identification explained additional variance in organizational pride beyond that of workgroup resources and identification, and (3) social identification in both these areas partially mediated these relationships. Theoretical contributions include the addition of emotional outcomes of job resources and that these effects are foci-specific. This emphasizes the need to distinguish between workgroup and organizational levels regarding both independent and dependent variables. The clarification of the multiple identifications and group-based pride dynamics that exist has practical implications for Human Resource (HR) managers.
ISSN:2002-2867
2002-2867
DOI:10.16993/sjwop.23