Ricerc@Sapienza

In this study we investigated whether regulatory emotional self-efficacy beliefs (RESE) indirectly predict turnover intentions (TI) through organizational socialization (OS) and organizational identification (OI). Three waves of data (1-year lag) were collected on a representative sample of 890 military newcomers belonging to two different cohorts. We tested our hypotheses using a multigroup autoregressive cross-lagged panel model (MG-ACLP) and results fully confirmed the posited theoretical model.

Organizational identification reflects the link between employees and their organization and it has been consistently found positively related to employee health and well-being (Steffens et al. 2017). However, recent reviews and initial empirical evidence questioned the assumption of a uniform linear relation. We propose a mediation model, in which identification will be non-linearly related to changes in overcommitment over time, which in turn, will be related to employee psychological distress and job burnout.

Purpose – The purpose of this paper is to extend knowledge about theoretical explanations of the job insecurity-performance relationship. Specifically, the authors examine how and why job insecurity is negatively associated with task and contextual performance (i.e. organizational citizenship behavior) and whether organizational identification may account for these relationships. Design/methodology/approach – The mediational hypotheses were examined using structural equation modeling in a heterogeneous sample of Italian employees.

The detrimental effects of job insecurity are well recognized in the scientific literature. In this paper, we investigate the impact of qualitative job insecurity on an outcome that has been somewhat neglected to date: organizational identification. In addition, we test the moderating role of organizational justice in the relationship between qualitative job insecurity and organizational identification. A group of 170 workers completed a questionnaire assessing qualitative job insecurity, overall organizational justice, and identification with the organization.