Employee Identity Management Model in Public Organizations: A Mixed Method Study

Document Type : Original Article

Authors

1 Assistant prof., Shahhid Sattari Aeronautical University of Science and Technology, Tehran,Iran

2 Assistant Prof., Faculty of Management, Kharazmi University, Tehran, Iran

3 Assistant Prof., Faculty of Management, Kharazmi University, Tehran, Iran.

4 Phd student.,

Abstract

Background & Purpose: Nowadays, human resources are a vital asset for the organization. The sense of identity of human capital with the organization creates numerous added values for the organization. Accordingly, in this study, the model of employee identity management in public organizations using a mixed approach has been addressed.
Methodology: This research is exploratory in terms of purpose and applied research regarding type of use.  Moreover, an exploratory mixed method was used in this study. In the qualitative part, the grounded theory was employed, and in the quantitative part, the descriptive-survey research method was utilized. In the qualitative section, the required data were collected using non-probable snowball sampling as well as semi-structured interview with 20 experts in human resources. In the quantitative section, the data were collected by cluster sampling among municipal employees of Kermanshah, Iran.
Findings: Based on data analysis, causal category includes organizational, managerial, and individual factors. Central category consists of membership, similarity, loyalty, and compatibility. Intervening category contains economic factors, political factors, organizational aspect, external relations. Contextual category includes organizational support, working groups, organizational culture, organizational strategy, and characteristics of the organization. Strategies comprises the development of organizational self-esteem, development of organizational intimacy, development of organizational vitality, and increasing legitimacy. And finally, the consequences include social, functional, behavioral, and attitudinal factors. Based on quantitative data analysis, the fit of the research model was confirmed.
Conclusion: Optimal implementation of employee identification strategies can improve employee retention in the organization. Managers can improve the recruitment rate of new employees by promoting identification.

Keywords

References

Aghaz, A., & Hashemi, A. (2012). Experimental study of the extended model of organizational identity according to the personality traits of employees. Public Management Perspectives, 3(4), 87-106. (in Persian)
Allahyari, M., Hamidi, M., Hemmatinejad, M. A., & Allahyari, F. (2011). Relationship between organizational identity and socio-demographic factors with organizational citizenship behavior in sports. Research in Sports Science, 3(9), 95-112. (in Persian)
Balmer, J. M.T. (2017). The corporate identity, total corporate communications, stakeholders’ attributed identities, identifications and behaviours continuum. European Journal of Marketing, 51(9/10), 1472-1502.
Barika, Eliyana, A., Hamidah, Buchdadi, A. D., & Lakspakarti, R. Z. (2020). The effect of transformational leadership on employee creative self efficacy with creative role identity as a mediation variables. Systematic Reviews in Pharamacy,11(9), 788-797.
Broberg, P., Umans, T., Skog, P., Theodorsson, E. (2018). Auditors’ professional and organizational identities and commercialization in audit firms. Accounting, Auditing & Accountability Journal, 31(2), 374-399.
Çeri-Booms, M. (2012). How can authentic leaders create organizational identific ation? An empirical study on Turkish employees. International Journal of Leadership Studies, 7(2), 125-152.
Cheney, G. (1983). The rhetoric of identification and the study of organizational communication. Quarterly journal of speech, 69,143-158.
Deepak, S. (2019). Antecedent and consequences of organizational identification: a study in the tourism sector of Sikkim, Future Business Journal, 5(4), 38-70.
Finch, D. J., Abeza, G., O’Reilly, N., & Hillenbrand, C. (2018). Organizational identification and independent sales contractor performance in professional services. Journal of Services Marketing, 32(4), 373-386.
Gkorezis, P., Mylonas, N., & Petridou, E. (2011). The effect of perceived external prestige on Greek public employees’ organizational identification: Gender as a moderator management, gender in management: An International Journal, 26(8), 550-560.
Guglielmi, D., Panari, Ch. Simbula, S. and Mazzetti, G. (2014). Is it possible to motivate teachers? The role of organizational identification procedia. Social and Behavioral Sciences, 116,1842-1847.
Haghighatian, M., Hashemian, S.A. & Moradi, G. (2013). Investigating the effect of organizational socialization on employees' social responsibility: A case study of Kermanshah Oil Company. Applied Sociology, 24(3), 71-96. (in Persian)
Heikali, A. (2016). The effect of organizational identity management on identity attractiveness and job satisfaction: A case study (Agricultural Bank). Master Thesis in School of Management and Accounting, University of Tabriz. (in Persian)
Jafari Nia, S., Kheirandish, M., & Latifi Jaliseh, S. (2017). A meta-analysis of the consequences and antecedents of organizational identification. Quarterly Journal of Organizational Behavior Studies,6(4), 1-26. (in Persian)
Kalemci Tüzün I., & Çağlar I. (2009). Investigating the Antecedents of Organizational Identification. Doğuş Üniversitesi Dergisi, 10 (2), 284-293.
Kang, D.S., Stewart, J., Kim, H. (2011). The effects of perceived external prestige, ethical organizational climate, and leader-member exchange (LMX) quality on employees’ commitments and their subsequent attitudes. Personnel Review, 40(6), 761-784.
Kariminia, R., Salimi, S. H., & Amini, A. (2010). The relationship between leadership style and organizational culture and organizational commitment in the military. Military Medicine, 12(2), 65-70. (in Persian)
Kilic, E., Tatar, B. and Erdil, O. (2020). The relationship between job crafting and organizational identification: The mediating role of affective well-being. Business and Economics Research Journal, 11(1), 201-212.
Liberman, J.C. (2011). Why organizational identification ‘matters’ as acommunication variable: A state-of-the-art reviewof past, present, and future trends. Proceedings of the New York State Communication Association, 8,145-165.
Lotfi Jalalabadi, M., Moghli, A., Feizi, T., & Amirkhani, A. H. (2015). Investigating the effect of genuine leadership on organizational identification: A case study: Employees of one of the Country's Defense Industrial Units). Military Management, 15(58), 24-42.
(in Persian)
Miller, V. D., Allen, M. C., Mary K., & Johnson, J. R. (2000). Reconsidering the organizational identification questionaire, Management Communication Quarterly, 13(4), 626- 658.
Moghli, A., Feizi, T., Amirkhani, A. H., & Lotfi Jalalabadi, M. (2013). Designing and explaining the organizational identification model: A case study of Payame Noor University. Quarterly Journal of Management of Government Organizations, 2(1), 119-133. (in Persian)
Mohammadzadeh, Z., Rahman Seresht, H., & Kooshazadeh, S. A. (2013). The effect of cognitive and emotional trust in the leader on organizational identity: the mediating role of trust in the organization. A New Approach in Educational Management, 4(15), 1-20. (in Persian)
Naseri, H., Nastaran, M., & Bidram, R. (2020). Explaining the conceptual model of value creation of historical contexts with the approach of urban competitiveness. Quarterly Journal of Urban Economics and Management, 8(33), 35-88. (in Persian)
Nazari, H. (2017). Challenges of human resources in Tehran Municipality. Bimonthly of Applied Studies in Management and Development Sciences, 2(3), 55-75. (in Persian)
Ngo, H.Y., Loi, R., Foley, Sh., Zheng, X., & Zhang, L. (2012). Perceptions of organizational context and job attitudes: The mediating effect of organizational identification. Asia Pacific Journal of Management, 30(1), 149-168.
Nouri, Z. (2017). Investigating the impact of internal marketing on job satisfaction, employee commitment and employee identification of the bank: A case study of Sepah Bank in Golestan Province, M.Sc. Thesis, Business Management, Marketing Orientation, Ministry of Science, Research and Technology, East Golestan Higher Education Institute. (in Persian)
Qin, C., Wu, K., Liu, X., Liu, Sh., & Lu, W. (2021). The effect of job securityon deviant behaviors in diverse employment workplaces: From the social identity perspective. International Journal of Environmental Research and Public Health, 18(14),1 7374.
Rahimian, H., & Taheri, M. (2015). Requirements for quality development of trainings of financial experts and urban economics. Economics and Urban Management, 3(12), 20-42. (in Persian)
Rahman Seresht, H., & Molaei, S. (2017). The effect of source of control and sociability on organizational identification in employees of military organizations. NAJA Human Resources, 8(49), 9-34. (in Persian)
Riketta, M. (2005). Organizational identification: A meta-analysis, Journal of Vocational Behavior, 66(2), 358-384.
Shahnawaz, F. (2012). Impact of organizational identification on employeeswork commitment. International Journal of Behavioral Social and Movement Sciences, 1(3), 126-132.
Shalini, S. (2020). Linking personal growth initiative and organizational identification to employee engagement: Tetsing the mediating- moderating effects in Indian hotel industry. Journal of Hospitality and Tourism Management, 45, 79-89.
Taghizadeh H., & Soltani Fasqandis, G. (2015). The role of employee identification and ethical beliefs in the performance outcomes of ethical leadership. Ethics in Science and Technology, 10(4), 97-106. (in Persian)
Tang, C. and Naumann, S. E. (2016). The impact of three kinds of identity on research and development employees’ incremental and radical creativity. Thinking Skills and Creativity, 21, 123-131.
Tufan, P. and Wendt, H. (2020). Organizational identification as a mediator for the effects of psychological contract breaches on organizational citizenship behavior: Insights from the perspective of ethnic minority employees. European Management Journal Business and Economics Research Journal, 38(51), 179-190.
Wang, H. J., Demerouti, E., & Le Blanc, P. (2017). Transformational leadership, adaptability, and job crafting: The moderating role of organizational identification. Journal of Vocational Behavior, 100, 185-195.
Journal of Human Resource Management
Volume 11, Issue 3 - Serial Number 41
September 2021
Pages 97-123

Files

History

  • Receive Date: 29 June 2021
  • Revise Date: 08 September 2021
  • Accept Date: 22 October 2021

Share

How to cite

Statistics