Organizational identification as a trigger for personal well‐being: Associations with happiness and stress through job outcomes

Abstract

Recent literature highlights that well-being, happiness, as well as personal stress, has become important for guiding public policy in areas that might involve suboptimal behaviour. Positive life outcomes can extend from one field of life (family, work, sport, children, hobbies, etc.) to another, multiplying success, performance, and health. In the present

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

“…Consequently, it appears intriguing to consider them as antecedents in the frame of work-organizational context. Overall, this study confirms how organizational identification, i.e., that individual process allows individuals (or workers) to incorporate favorable aspects of their organization within their own identity structure, acts as a driver of well-being, as identified in other studies, such as that of Hameed et al (2022) and De Giorgio et al (2023) At the same time, the study emphasizes other aspects related to relationality (in a broad sense) are also significant in promoting activities related to well-being. Specifically, in fact, as stated in the studies of Joaquim Araújo De Azevedo et al (2013) , Scannell and Gifford (2017) , the significant relationship with one’s place (city) is extremely important in determining aspects of well-being.…”

Power to the people: A social identity perspective on organizational decentralization and employee well‐being

“…The importance of shared identity in organizations has been stressed in several applications, domains, and for different outcomes (Millward & Postmes, 2010), including workers' well-being (De Giorgio et al, 2022;Dick and Wagner;2002;Haslam, 2004;Van Dick & Haslam, 2012). In this paper, we set out to investigate the role of organizational power structure in predicting identification with the organization, ultimately affecting workers well-being.…”

“…For example, in the study by Prati and Zani (2013) involving six health organizations and 5,195 employees, the more workers identified with the organization they were working in, the more they felt satisfied with their job and had lower turnover intentions. According to De Giorgio et al (2022), organizational identification impacts more than just work outcomes but also personal well‐being, including levels of stress and happiness. Organizational identity also affects employees' physical health: Van Dick and Wagner (2002) provided evidence of a moderate correlation between identification and different physical symptoms, such as headaches, neck‐and shoulder pain, and weariness.…”

Being a game changer with happy workers: The Ziraat Bank example

“…For example, it has been observed that employees who prefer flexible working are happier in parallel with their wishes, and this happiness is reflected in behaviors and a series of positive performance results [ 39 ]. The positive correlation between employee commitment to the organization and happiness indirectly leads to success, as job outcomes are also positively linked to employee happiness [ 40 , 41 ]. Evidence suggests that the happy–productive worker hypothesis is more accurate than previously thought [ 42 ].…”