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Identity judgements, work engagement and organizational citizenship behavior: the mediating effects based on group engagement model

journal contribution
posted on 2017-08-01, 00:00 authored by Y Zhang, Y Guo, Alexander NewmanAlexander Newman
The group engagement model (Tyler & Blader, 2003) suggests that organizational identification is based on both the individual's evaluation of the status of their group as perceived by outgroups (i.e., pride) and his/her view about their status within the group (i.e., respect). However, prior research has not examined the factors which influence organizational identification, and subsequently lead employees to feel engaged and exhibit positive extra-role behaviors that benefit the organization. Using time-lagged data from both service employees and their supervisors, our findings demonstrate that both pride and respect are positively related to organizational identification, and organizational identification is positively related to work engagement and organizational citizenship behavior (OCB). More importantly, organizational identification mediates the relationships between the antecedents (i.e., pride and respect) and consequences (work engagement and OCB). Overall, the study provides compelling support for the group engagement model in predicting key job attitudes and behaviors amongst service employees.

History

Journal

Tourism management

Volume

61

Pagination

190 - 197

Publisher

Elsevier

Location

Amsterdam, The Netherlands

ISSN

0261-5177

Language

eng

Publication classification

C Journal article; C1 Refereed article in a scholarly journal

Copyright notice

2017, Elsevier