Perceived organizational support and organizational identification : joint moderating effects of employee exchange ideology and employee investment

Tools

He, Hongwei and Pham, Quoc Hung and Baruch, Yehuda and Zhu, Weichun (2014) Perceived organizational support and organizational identification : joint moderating effects of employee exchange ideology and employee investment. International Journal of Human Resource Management, 25 (20). 2772–2795. ISSN 0958-5192 (https://doi.org/10.1080/09585192.2014.908315)

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Abstract

Organizational identification (OID) can be developed out of social exchange practices within an organizational setting. Drawing on social exchange theory, we propose that the effect of perceived organizational support (POS) on OID is stronger for employees with stronger exchange ideology. We further argue that employee investment in an organization may also create a social exchange process that positively influences OID. We expect that employee investment moderates not only the effect of POS on OID, but also the enhancing effect of exchange ideology on the effect of POS on OID. Specifically, POS has a stronger positive effect on OID when exchange ideology is high and when employee investment is low. When employee investment is high, POS has a weaker effect on OID regardless of employees’ exchange ideology. These effects were empirically supported by a survey. Theoretical and practical implications are also discussed.

ORCID iDs

He, Hongwei ORCID logoORCID: https://orcid.org/0000-0002-6329-7329, Pham, Quoc Hung, Baruch, Yehuda and Zhu, Weichun;
CORE (COnnecting REpositories)