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The Role of Perceived Organizational Performance in Organizational Identification, Adjustment and Job Performance


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  • Abraham Carmeli
  • Gershon Gilat
  • David A. Waldman
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    Favourable organizational status and prestige has a substantial role in shaping constituents' attitudes and actions. The status and prestige of an organization is often a reflection of its achievements or performance. In the present study, we investigate the role of organizational performance or achievement (as assessed by organizational members) in evoking employees' identification, adjustment, and job performance. The results of this study indicate that two forms of organizational performance (labelled as "perceived social responsibility and development" and "perceived market and financial performance") are associated with organizational identification. However, when compared to perceived market and financial performance, perceived social responsibility and development had a larger effect on organizational identification, which in turn resulted in enhanced employees' work outcomes - adjustment and job performance. Copyright Blackwell Publishing Ltd 2007.

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    Bibliographic Info

    Article provided by Wiley Blackwell in its journal Journal of Management Studies.

    Volume (Year): 44 (2007)
    Issue (Month): 6 (09)
    Pages: 972-992

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    Handle: RePEc:bla:jomstd:v:44:y:2007:i:6:p:972-992

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    Cited by:
    1. Chieh-Peng Lin & Yuan-Hui Tsai & Sheng-Wuu Joe & Chou-Kang Chiu, 2012. "Modeling the Relationship Among Perceived Corporate Citizenship, Firms’ Attractiveness, and Career Success Expectation," Journal of Business Ethics, Springer, Springer, vol. 105(1), pages 83-93, January.
    2. Barjinder Singh & Doan Winkel, 2012. "Racial Differences in Helping Behaviors: The Role of Respect, Safety, and Identification," Journal of Business Ethics, Springer, Springer, vol. 106(4), pages 467-477, April.
    3. Rong-Tsu Wang, 2013. "Modeling Corporate Social Performance and Job Pursuit Intention: Mediating Mechanisms of Corporate Reputation and Job Advancement Prospects," Journal of Business Ethics, Springer, Springer, vol. 117(3), pages 569-582, October.
    4. Thomas Zagenczyk & Ray Gibney & W. Few & Kristin Scott, 2011. "Psychological Contracts and Organizational Identification: The Mediating Effect of Perceived Organizational Support," Journal of Labor Research, Springer, Springer, vol. 32(3), pages 254-281, September.
    5. Yan Liu & Christopher Berry, 2013. "Identity, Moral, and Equity Perspectives on the Relationship Between Experienced Injustice and Time Theft," Journal of Business Ethics, Springer, Springer, vol. 118(1), pages 73-83, November.
    6. Carmon, Anna F. & Miller, Amy N. & Raile, Amber N.W. & Roers, Michelle M., 2010. "Fusing family and firm: Employee perceptions of perceived homophily, organizational justice, organizational identification, and organizational commitment in family businesses," Journal of Family Business Strategy, Elsevier, vol. 1(4), pages 210-223, December.
    7. Chieh-Peng Lin & Yehuda Baruch & Wei-Chi Shih, 2012. "Corporate Social Responsibility and Team Performance: The Mediating Role of Team Efficacy and Team Self-Esteem," Journal of Business Ethics, Springer, Springer, vol. 108(2), pages 167-180, June.
    8. Chieh-Peng Lin & Shwu-Chuan Chen & Chou-Kang Chiu & Wan-Yu Lee, 2011. "Understanding Purchase Intention During Product-Harm Crises: Moderating Effects of Perceived Corporate Ability and Corporate Social Responsibility," Journal of Business Ethics, Springer, Springer, vol. 102(3), pages 455-471, September.
    9. Kraus, Florian & Ahearne, Michael & Lam, Son K. & Wieseke, Jan, 2012. "Toward a contingency framework of interpersonal influence in organizational identification diffusion," Organizational Behavior and Human Decision Processes, Elsevier, Elsevier, vol. 118(2), pages 162-178.


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