Interactive effects of work group and organizational identification on job satisfaction and extra-role behavior

Rolf van Dick; Daan van Knippenberg; Rudolf Kerschreiter; Guido Hertel; Jan Wieseke

doi:10.1016/j.jvb.2007.11.009

Interactive effects of work group and organizational identification on job satisfaction and extra-role behavior

Rolf van Dick^*, Daan van Knippenberg, Rudolf Kerschreiter, Guido Hertel, Jan Wieseke

^*Corresponding author for this work

Work & Organisation

Research output: Contribution to journal › Article › peer-review

Abstract

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).

Original language	English
Pages (from-to)	388-399
Number of pages	12
Journal	Journal of Vocational Behavior
Volume	72
Issue number	3
DOIs	https://doi.org/10.1016/j.jvb.2007.11.009
Publication status	Published - 1 Jun 2008

Keywords

Job satisfaction
Multilevel
Organizational citizenship behavior (OCB)
Organizational identification
Social identity
Team identification

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10.1016/j.jvb.2007.11.009

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title = "Interactive effects of work group and organizational identification on job satisfaction and extra-role behavior",

abstract = "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).",

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AU - van Dick, Rolf

AU - van Knippenberg, Daan

AU - Kerschreiter, Rudolf

AU - Hertel, Guido

AU - Wieseke, Jan

PY - 2008/6/1

Y1 - 2008/6/1

N2 - 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).

AB - 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).

KW - Job satisfaction

KW - Multilevel

KW - Organizational citizenship behavior (OCB)

KW - Organizational identification

KW - Social identity

KW - Team identification

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Interactive effects of work group and organizational identification on job satisfaction and extra-role behavior

Abstract

Keywords

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