The effect of delegation and perceived organizational support on organizational identification and contextual performance

Main Article Content

DongSun Lee
TaeYong Yoo

Abstract

The first purpose of this study was to examine the influence of delegation and perceived organizational support(POS) on organizational identification and contextual performance. And the second purpose was to examine the moderating effect of growth need strength(GNS) on the relationship between delegation and organizational identification, and the moderating effect of dispositional cynicism on the relationship between POS and organizational identification. Data were gathered from 202 employees who were working in various organizations in Korea. To reduce the effect from common method bias, the contextual performance was rated by both self and others(twenty-two peers or supervisors). As results, the delegation and perceived organizational support had positive relationships with organizational identification. and organizational identification had mediating effect on the relationship between predictors(delegation and POS) and self-rating contextual performance. But there was no mediating effect of organizational identification on the relationship between predictors(delegation and POS) and other-rating contextual performance. The growth need strength had moderating effect on th relationship delegation and organizational identification because the relationship was more positive when GNS was high. Also dispositional cynicism had moderating effect on the relationship perceived organizational support and organizational identification because the relationship was more positive when dispositional cynicism was low. Finally, implication of results and future research tasks were discussed with limitations

Metrics

Metrics Loading ...
 

Article Details

Section
Empirical Articles

References

강철희, 김교성 (2003). 사회복지사의 조직몰입에 관한 연구. 한국사회복지학회지, 53, 257-283.
김도영, 유태용 (2002). 성격의 5요인과 조직에서의 맥락수행 간의 관계. 한국심리학회지: 산업 및 조직, 15, 1-24.
김원형 (2002). 조직동일시와 조직 몰입의 선행변수와 결과 변수간의 인과 관계 모형. 한국심리학회지: 산업 및 조직, 15, 83-121.
김원형 (2003). 조직 동일시의 교차 타당도 모형: 선행 변수, 조직 시민행동, 조직 몰입, 직무 관여와의 관계. 인사관리연구, 27, 1-31.
박영희 (2001). 조직 냉소주의: 차원 규명, 측정도구 개발 및 조직변인과의 관계성 탐색. 서울대학교 석사학위논문.
신혜숙 (1999). 호텔종사원의 조직동일시에 영향을 미치는 내부마케팅 요인에 관한 연구. 경기대학교 대학원 박사학위 논문.
Aldag, R. J., & Brief, A. P. (1975). Age and reaction to task characteristics. Industrial Gerontology, 2, 223-229.
Andersson, L. M. (1996). Employee cynicism: An examination using a contract violation framework. Human Relations, 49, 1395-1418.
Ashforth, B. E., & Meal, F. (1989). Social identity theory and the organization. Academy of Management Review, 14, 20-39.
Ashforth, B. E., & Saks, A. M. (1996). Socialization tactics: Longitudinal effects on newcomer adjustment. Academy of Management Journal, 39, 149-178.
Baron, R. M. & Kenny, D. A. (1986). The moderator-mediator variable distinction in social psychological research: conceptual, strategic, and statistical. Journal of Personality and Social Psychology, 51, 1173-1182.
Borman, W. C., & Motowidlo, S. J. (1993). Expanding the criterion domain to include elements of contextual performance. In N. Schmitt & W. C. Borman(Eds.), Personnel selection in organizations(pp.71-98). San Francisco: Jossey-Bass.
Blau, P. M. (1964). Exchange and power in social life. New York: John Wiley.
Chen, Z. X., & Aryee, S. (1996) Delegation and employee work outcomes: An examination of cultural context of mediating processes in China. Academy of Management Journal, 50, 226-238.
Dean, J. W., Brandes, P. & Dharwadkar, R. (1998). Organizational cynicism. Academy of Management Review, 23, 341-352.
Dutton, J. E., & Dukerich, J. M. (1991). Keeping an eye on the mirror: The role of image and identity in organizational adaptation. .Academy of Management Journal, 34, 517-554.
Dutton, J. E., Dukerich, J. M., & Harquail, C. V. (1994). Organizational images and member identification. Administrative Science Quarterly, 39, 239-269.
Efraty, D., & Wolfe, M. D. (1988). The effect of organizational identification on employee affective and performance responses. Journal of Business and Psychology, 3, 105-112.
Eisenberger, R., Fasolo, P., & Davis-LaMastro. V. (1990). Perceived organizational support and employee diligence, commitment, and innovation. Journal of Applied Psychology, 75, 51-59.
Ertürk, A. (2010). Exploring predictors of organizational identification: Moderating role of trust on the associations between empowerment, organizational support, and identification. European Journal of Work and Organizational Psychology, 19, 409-441.
Hackman, J. R. & Oldham, G. R. (1975). Development of the job diagnostic survey. Journal of Applied Psychology, 60, 159-170.
Hall, D. T., Schneider, B., & Nygren, H. T. (1970). Personal factors in organizational identification. Administrative Science Quarterly, 15, 176-190.
Kanter, D. L., & Mirvis, P. H. (1989). The cynical Americans. San Francisco: Jossey-Bass.
Lee, H. J. (2004). The role of competence-based trust and organizational identification in continuous improvement. Journal of Managerial Psychology, 19, 623–639.
Levinson, H. (1970). A psychologist diagnoses merger failures. Harvard Business Review, 48, 139-147.
Locke, E. A., & Schweiger, D. (1979), Participation in decision making: one more look, In B. M. Staw (Ed.), Research in organizational behavior(pp.265-339), Greenwich, CT: .Erlbaum,
Luhtanen, R., & Crocker, J. (1992). A collective self-esteem scale: Self-evaluation of one's social identity. Personality and Social Psychology Bulletin, 18, 302-318.
Meal, F., & Ashforth, B. E. (1995). Loyal from day one: Biodata, organizational identification, and turnover among newcomers. Personnel Psychology, 48, 309-322.
Meal, F., & Tetrick, L. E. (1992). Identifying organizational identification.. Educational and Psychological Measurement, 52, 813–824.
Meyer, J. P., & Allen, N. J. (1993). Commitment to organizations and occupations: Extension and test of a three-component conceptualization.. Journal of Applied Psychology, 78, 538-551.
Pratt, M. G. (1998). To be or not to be: Central questions in organizational identification. In D. A. Whetten & P. C. Godfrey(Eds), Identity in organizations: Building theory through conversation (pp.171-207), Thousand Oaks, CA:.Sage.
Saks, A., & Ashforth, B. (2000). The role of disposition, entry stressors, and behavioral plasticity theory in predicting newcomer adjustment to work. Journal of Organizational Behavior, 21, 43-62.
Spreitzer, G. H. (1996). Social structural characteristics of psychological empowerment. Academy of Management Journal, 39, 483-504.
Stanley, D. J. (2005). Employee cynicism and resistance to organizational change. Journal of Business and Psychology. 19, 429-459.
Tajfel, H. (1982). Social psychology of intergroup relations. Annual Review of Psychology, 33, 1-39.
Van Knippenberg, D., & Shien, E. (2000). Foci and correlates of organizational identification. Journal of Occupational and Organizational Psychology, 73, 137-147.
Van Maanen, J. & Schein, E. H. (1979). Toward of Theory of Organizational Socialization.. Research in Organizational Behavior, 1 209-264.
Vroom, V., & Jago, A, (1988). The new leadership: Managing participation in organizations, Prentice-Hall.
Wanous, J. P., Reichers, A. E., & Austin, J. T. (1994). Organizational cynicism; An initial study. Academy of Management Best Papers Proceedings., 269-273.
Wayne, S. J., Shore, L. M., & Liden, R. C. (1997). Perceived organizational support and leader-member exchange: A social exchange perspective. Academy of Management Journal, 40, 82-111.
Yukl, G. (2002). Leadership in organizations(5th ed.). Englewood Cliffs, NJ: Prentice Hall.
Yukl, G., Wall, S., & Lepsinger, R. (1990). Preliminary report on the validation of the management practices survey. In K. E. Clark & M. B. Clark(Eds.), Measures of leadership(pp. 223-238), West Orange, NJ: Leadership library of America.
Zatzick, C. D., & Iverson, R. D. (2006). High-involvement management and workforce reduction: Competitive advantage or disadvantage?. Academy of Management Journal, 49, 999-1015.

Most read articles by the same author(s)

1 2 > >>