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Perceptions of organizational context and job attitudes: The mediating effect of organizational identification

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  • Hang-yue Ngo
  • Raymond Loi
  • Sharon Foley
  • Xiaoming Zheng
  • Lingqing Zhang

Abstract

Informed by social exchange theory and social identity theory, we developed a conceptual model that examines the mediating role of organizational identification in the relationship between employees’ perceptions of organizational context and their job attitudes. In our model, the antecedents include perceived organizational support (POS), procedural justice, and perceived job insecurity. The outcome variables consist of affective organizational commitment, job satisfaction, and intentions to leave. Our respondents were 591 workers employed in three different firms in China. The results of regression analyses showed that employees’ job attitudes are affected by their perceptions of organizational context and organizational identification. Further, organizational identification was found to mediate the effects of POS on the outcome variables. Copyright Springer Science+Business Media, LLC 2013

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  • Hang-yue Ngo & Raymond Loi & Sharon Foley & Xiaoming Zheng & Lingqing Zhang, 2013. "Perceptions of organizational context and job attitudes: The mediating effect of organizational identification," Asia Pacific Journal of Management, Springer, vol. 30(1), pages 149-168, March.
  • Handle: RePEc:kap:asiapa:v:30:y:2013:i:1:p:149-168
    DOI: 10.1007/s10490-012-9289-5
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    References listed on IDEAS

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    7. David Ahlstrom, 2012. "On the types of papers the Asia Pacific Journal of Management generally publishes," Asia Pacific Journal of Management, Springer, vol. 29(1), pages 1-7, March.
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    Cited by:

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    4. Carla Freire & Pietra Pieta, 2022. "The Impact of Green Human Resource Management on Organizational Citizenship Behaviors: The Mediating Role of Organizational Identification and Job Satisfaction," Sustainability, MDPI, vol. 14(13), pages 1-14, June.
    5. Michael Carney, 2015. "Capacity building at the Asia Pacific Journal of Management," Asia Pacific Journal of Management, Springer, vol. 32(4), pages 827-833, December.
    6. Gleibs, Ilka H. & Lizama Alvarado, Andrea, 2019. "The impact of non-standard work arrangements and communication climate on organisational and team identification and work-related outcomes amongst millennial in Chile and the UK," LSE Research Online Documents on Economics 101504, London School of Economics and Political Science, LSE Library.
    7. Gómez-Ruiz, Laura & Naranjo-Gil, David, 2016. "El uso interactivo de la información de control y las respuestas emocionales de los empleados," Revista de Contabilidad - Spanish Accounting Review, Elsevier, vol. 19(1), pages 102-110.
    8. Yan Liu & Long Lam & Raymond Loi, 2014. "Examining professionals’ identification in the workplace: The roles of organizational prestige, work-unit prestige, and professional status," Asia Pacific Journal of Management, Springer, vol. 31(3), pages 789-810, September.
    9. Kenneth S. Law & Chi-Sum Wong & Ming Yan & Guohua Huang, 2016. "Asian researchers should be more critical: The example of testing mediators using time-lagged data," Asia Pacific Journal of Management, Springer, vol. 33(2), pages 319-341, June.
    10. Qing Miao & Jun Zhou, 2020. "Corporate Hypocrisy and Counterproductive Work Behavior: A Moderated Mediation Model of Organizational Identification and Perceived Importance of CSR," Sustainability, MDPI, vol. 12(5), pages 1-20, March.
    11. Cristina López-Duarte & Marta M. Vidal-Suárez & Belén González-Díaz, 2018. "The early adulthood of the Asia Pacific Journal of Management: A literature review 2005–2014," Asia Pacific Journal of Management, Springer, vol. 35(2), pages 313-345, June.
    12. Irene Tsachouridi & Irene Nikandrou, 2020. "The Role of Prosocial Motives and Social Exchange in Mediating the Relationship Between Organizational Virtuousness’ Perceptions and Employee Outcomes," Journal of Business Ethics, Springer, vol. 166(3), pages 535-551, October.

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