A Virtuous Company Makes Me Engage! The Mediation Role of Organizational Identification in the Workplace

Abstract

This study shows the effect of perceived organizational virtuousness on work engagement. Based on social identity theory, the researchers hypothesize that organizational identification mediates the relationship between perceived organizational virtuousness and work engagement. This study analyzes data from online and offline questionnaires given to 84 participants from various work sectors. The measurements of the study are the Short Utrech Work Engagement Scale (UWES-9), Organizational Identification Scale, and Organizational Virtuousness Perceived Scale. The data were analyzed with regression analysis using SPSS 25.0. The results show that perceived organizational virtuousness significantly affected work engagement, perceived of organizational virtuousness was significantly related to organizational identification, organizational identification was significantly related to work engagement, and the relationship between perceived organizational virtuousness and work engagement was fully mediated by organizational identification. These findings support the social identity theory that organizational identity mediates the relationship between perceived organizational virtuousness and work engagement. This study provides a needed step forward to building a virtuous climate in an organization.

Mediating role of workplace happiness in enhancing work engagement

“…Researchers Syaa and Hidayatb (2018) looked at how work engagement is impacted by perceived organizational virtue. The researchers' hypothesis, which is based on the social identity theory, is that organizational identification mediates the link between perceived organizational virtue and work engagement.…”