Looking intra-organizationally for identity cues: Whether perceived organizational support shapes employees’ organizational identification
研究基于自我分类理论，通过对363名中国护士的三波调查，发现感知到的组织支持通过情感承诺和组织认同影响员工的额外角色行为，且集体主义调节这一间接效应。
We propose that employees’ perceptions of intra-organizational cues are an important factor influencing their identification with their organizations. Building on self-categorization theory, we examine whether perceived organizational support influences organizational identification. We contend that in addition to the mediating effect of affective commitment, organizational identification also mediates the effect of perceived organizational support on employees’ extra-role behavior. We collect perceptions of perceived organizational support, organizational identification and extra-role behavior information from 363 nurses in China using a three-wave data collection method and find empirical evidence to support most of our hypotheses. We find that collectivism moderates the indirect effect of perceived organizational support on extra-role behavior through organizational identification. We discuss the implications of our findings.