|
|
|
| Study on the Influence Mechanism of Employee’s Perceived External Prestige and Perceived Internal Respect on Organizational Identification from the Dual Motivations Perspective |
| HE Kaiyuan，WANG Jigan，SUN Muyun，WEN Ting |
| 1. Hohai University, Nanjing, China; 2. Nanjing University of Finance and Economics, Nanjing, China |
|
|
|
|
Abstract Based on the process model of identification, this study explores the influence process of employees’ perceived external prestige (PEP) and perceived internal respect (PIR) on organizational identification (OI) through role ambiguity under the effect of the transmission mechanism of self-enhancement motivation and uncertainty reduction motivation. In addition, this study further discusses the complementary mechanism of PEP and PIR in the above mediating model. The results show that: ① It supports and enriches theviewsof the formation mechanism of OI in the group engagement model. That is, PEP and PIR, which are the sources of employees’ self-worth and status, are able to predict OI under the function of self-enhancement motivation and “sensegiving” by organization in Chinese circumstances. ② Role ambiguity has a negative impact on OI. However, PEP and PIR, which are sources of positive self-evaluation, can be used as a means of “sensegiving” by organization to reduce role ambiguity and then promote OI. ③ PEP and PIR have complementary effect on OI which extends the existing views of the group engagement model: that is, when one lack, the other will have a stronger predictive effect on OI.
|
|
Received: 07 January 2020
|
|
|
|
|
|
|
