The Mediating Role of Organizational Identity Complexity/Congruence on the Relationship between Perceived Organizational Prestige and In-Role /Extra-Role Performance


Creative Commons License

Pekdemir I., Turan A.

International Journal of Business and Social Science , cilt.5, no.1, ss.119-131, 2015 (Diğer Kurumların Hakemli Dergileri)

  • Cilt numarası: 5 Konu: 9
  • Basım Tarihi: 2015
  • Dergi Adı: International Journal of Business and Social Science
  • Sayfa Sayıları: ss.119-131

Özet

There are many researches investigating the relationships among the concept of perceived external prestige, organizational identification, in-role performance and extra role performance in the literature. Unlike the previous researches, we aim to delineate the concept of organizational identity complexity at the root of social identity complexity at organizational level. In addition, this paper is purposed to explore mediating role of organizational identity complexity on the relationship between perceived external prestige and in-role/ extra role performance. It is also investigated differences in perceived external prestige, organizational identity complexity and in-role/ extra-role performance in terms of the employees’ occupation and institutions which they work for. Hence, we focused on outsourcing labors that have multiple organizational identities to illuminate the complexity/congruence for organizational identity. So present research was conducted on 230 blue-collar outsourcing labors working for two public university campuses in Istanbul. As a result, the findings indicate that outsourcing labors represent congruence not complexity in organizational identity. Moreover, implications show that organizational identity complexity/congruence partially mediates the relationship between perceived external prestige and in-role /extra-role performance. The evidence from the research indicates that there is significant difference in employees’ perception of external prestige based upon their occupation and there are significant differences in employees’ complexity/congruence for organizational identity based upon employees’ occupations and institutions.