Building Work Engagement in Organizations: A Longitudinal Study Combining Social Exchange and Social Identity Theories

Simbula, Silvia; Margheritti, Simona; Avanzi, Lorenzo

doi:10.3390/bs13020083

Cited by 17 publications

(13 citation statements)

References 73 publications

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“…Indeed, social identity theory has also included affective components, such as the emotional significance and feelings of belonging that an individual gives to belonging, in its theorizations ( Nordhall et al, 2020 ) found that within a group of teachers, processes related to social identity, based on cognitive mechanisms (processes such as incorporation and assimilation into a new social group) and emotional mechanisms (attachment/belonging/closeness, pride, esteem), are essential for enhancing mental health and work motivation. The study by Simbula et al (2023) confirmed how, in line with theoretical conceptualizations of social identity and social exchange, factors such as identification and social relationships are significant in determining work-related well-being outcomes such as engagement. The study was carried out on workers in a longitudinal method; consequently, it appears that this position is also significant from a different angle in terms of time periods.…”

Section: Theoretical Foundations and Hypothesis Developmentsupporting

confidence: 56%

Social dimensions as resources in promoting academic well-being: the case study of the University of Foggia

Signore,

Esposito,

Di Napoli

et al. 2024

Front. Psychol.

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Recently, scholars have focused more on changes in higher education, leading to significant insights into the working lives of academics and certain related processes, such as stress or well-being. The interest in academia is also justified by the role of universities as institutions that promote health and well-being, serving as a bridge between society, the world of work, and the local community. This study aims to identify social factors that can enhance the well-being of academic workers (lecturers and technical–administrative staff), highlighting how processes linked to social identity, based on the dynamics of identification with a territory or an organization, can serve as resources that promote well-being. Researchers conducted the survey on 198 workers at the University of Foggia (South Italy). Correlation and reliability assessments were first performed between the variables. Finally, a SEM study was completed. The goodness of fit of the model seems to be sufficient. The social aspects examined in the study, namely, organization identification, territorial well-being, and place attachment, were positively and significantly correlated with general well-being. Findings of the study demonstrated that for teaching and technical–administrative staff, among the key components for enhancing well-being in the academic setting was the social dimension of relationships, understood both inside and outside the university. Therefore, acting the belonging process to an area, implementing and strengthening relations with the social actors involved, as well as on the sense of belonging and identification with an organization, can have precise impact in enhancing well-being.

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Section: Theoretical Foundations and Hypothesis Developmentsupporting

confidence: 56%

Social dimensions as resources in promoting academic well-being: the case study of the University of Foggia

Signore,

Esposito,

Di Napoli

et al. 2024

Front. Psychol.

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“…The study's revelations underscore the multifaceted nature of factors influencing employee turnover intentions within organizations (Cook & Rice, 2006;Simbula et al, 2023). The multi-dimensional aspects of employee value proposition, social identity, and employee engagement demonstrate the need for comprehensive strategies aimed at employee retention (Heger, 2007;Lazzari et al, 2022).…”

Section: Discussionmentioning

confidence: 99%

“…According to Simbula et al (2023), employees who perceive social support in the workplace and can rely on superiors for issue resolution are more likely to be engaged in their work, decreasing their intention to leave the organization. Additionally, Lazzari et al (2022) indicate that social identity indirectly affects turnover intention through employee engagement, emphasizing the mediating role of employee engagement.…”

Section: Employee Engagementmentioning

confidence: 99%

Sustaining Talent: Reducing Employee Turnover at Tax Authority through Value Proposition and Social Identity

Taufan,

Rachmawati

2023

J. Theor. Appl. Manage.

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Objective: This study aims to investigate the factors influencing employee shortage in the public sector, specifically centering on employee's intentions to either remain in or leave the institution. It also aims to examine the impact of perceived benefits received by the employees, their fitness within the organization's social group, and their attachment to the institution on their decision. Design/Methods/Approach: This study was carried out on tax authority’s staffs through an online survey sent to potential participants and 388 eligible respondents. The data collected was analyzed using Covariance Based Structural Equation Modeling (CB-SEM). Findings: The findings reveal that employee value proposition and social identity negatively and significantly affect turnover intention. Both of them also positively and significantly affect employee engagement. Moreover, employee engagement only mediates the relationship between social identity and turnover intention. Originality/Value: The novelty of this study lies in the simultaneous utilization of employee value proposition and social identity, both influencing turnover intention. Previous studies primarily used social identity as a moderating variable, without combining these two variables, alongside employee engagement as a mediation variable. This study is particularly novel as it analyzes turnover intention among employees in a government institution, whereas prior studies have predominantly focused on the private sector. Practical/Policy implication: Managers should align their Employee Value Proposition (EVP) with employee expectations. They must provide developmental opportunities and supportive work environments, foster a strong social identity, and prioritize initiatives that enhance employee engagement, like meaningful work and recognition. These measures can effectively reduce turnover intentions.

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“…Social exchange theory posits that reciprocal relationships constitute a dynamic mechanism in social development. Reciprocity is the exchange of social psychology and social behavior in interpersonal relationships, and the cost of the exchange is not limited to material wealth, but also includes psychological wealth ( Simbula et al, 2023 ). The relationship between an organization and its employees, as governed by the psychological contract, represents a reciprocal exchange.…”

Section: Literature Review and Research Hypothesesmentioning

confidence: 99%

The influence of internship satisfaction and the psychological contract on the career identity behavior of fresh graduates

Feng,

Zhang,

Zeng

et al. 2023

Front. Psychol.

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IntroductionFrequent resignation of young workers brings huge costs to the organizational management of enterprises. The frequent turnover behavior is a sign of low career identity, and exploring the paths that influence career identity behaviors is necessary. Previous studies have found that internship satisfaction and the psychological contract can influence career identity behavior. However, the dimensions of the psychological contract are unclear, and it is uncertain whether internship satisfaction can influence career identity behavior through the different dimensions of the psychological contract. This study attempts to expand the concept of psychological contract and construct a multiple mediation model. It aims to analyze the mediating role of different dimensions of the psychological contract between internship satisfaction and career identity behavior.MethodsA sample survey was conducted on Chinese fresh graduates by way of the questionnaire survey, and a total of 576 valid questionnaires were collected. Amos 26.0 was used to analyze the data and verify the multiple mediation model.ResultsThe results showed that psychological contract can be divided into three dimensions: transactional contract, relational contract, and developmental contract. Internship satisfaction can positively influence career identity behavior via the three dimensions of psychological contract, and there are differences in mediating effects among the dimensions. The mediating effect of developmental contract is the highest, relational contract is the second, and transactional contract is the lowest.DiscussionThis article expands the dimensions of psychological contract, emphasizes the importance of developmental contract, contributes to the literature on organizational psychology, and provides scales and empirical evidence for future research. The analysis points out that fresh graduates with long-term development opportunities often show higher career identity behavior. This provides valuable insights for enhancing career identity behavior, improving career sustainability, and assisting organizations in managing human resource mobility.

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Building Work Engagement in Organizations: A Longitudinal Study Combining Social Exchange and Social Identity Theories

Cited by 17 publications

References 73 publications

Social dimensions as resources in promoting academic well-being: the case study of the University of Foggia

Social dimensions as resources in promoting academic well-being: the case study of the University of Foggia

Sustaining Talent: Reducing Employee Turnover at Tax Authority through Value Proposition and Social Identity

The influence of internship satisfaction and the psychological contract on the career identity behavior of fresh graduates

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