Combined Effects Of Organizational And Professional Identification On The Reciprocity Dynamic For Professional Employees

Abstract

We consider when professional employees reciprocate perceived organizational treatment. In a large sample of physician employees, the association between perceived organizational support (POS) and employee work performance was (1) most positive when organizational identification was high and professional identification was low and (2) least positive when organizational identification was low and professional identification was high. We also found that the association between perceived psychological contract violation (PPCV) and employee work performance was (1) most negative when organizational identification was low and professional identification was high and (2) least negative when organizational identification was high and professional identification was low.

Contribuição para a adaptação portuguesa da escala de Percepção de Suporte Organizacional de Eisenberger, Huntington, Hutchison e Sowa (1986)

“…Em segundo lugar, as análises de consistência interna, por dimensão, revelaram-se próximas do valor identificado pelos autores (Armeli, Eisenberger, Fasolo, & Lynch, 1998;Eisenberger, Huntington, Hutchison, & Sowa, 1986), e por estudos subsequentes (Hekman, Steensma, Bigley, & Herefors, 2009), podendo assim considerar-se fidedignas as medidas fornecidas pela versão portuguesa.…”

Quality of Work Life: A Significant Dimension of Non-Financial Compensation or Managers’ Tool to Generate Reciprocity

“…O"Neill Olivia (2009) identified that low level of perceived organizational support yields anger in employees and results in absenteeism, job accidents, inventory loss, alcohol consumption and turnover. Hekman et al (2009) "Perceived Organizational Support had the most positive influence on employees' work performance when employees strongly identified with the organization and weakly identified with the profession". When employees are actively identified with the organization rather than their profession.…”

“…According to Hekman, Steensma, Bigley, & Hereford, (2009), perceived Organizational Support puts highly positive impact over employees" job performance. Concept of organizational support was introduced by an American expert in psychology and behavioral sciences, Eizenberger in 1986.…”

Gendered Identification: Between Idealization and Admiration

“…For organizational scholars, organizational identification has been used as a way to assess the extent to which an individual feels at one with the organization. It has been shown in research on physicians that a strong organizational identification relates positively to performance (Hekman, Bigley, Steensma and Hereford, 2009). This literature has explored how individuals identify with organizations, teams and professions.…”