An empirical assessment of perceived familiness and organizational identification moderated with perceived organizational justice
Başlık çevirisi mevcut değil.
- Tez No: 403432
- Danışmanlar: Dr. DOUGLAS MC WILLIAMS
- Tez Türü: Doktora
- Konular: İşletme, Business Administration
- Anahtar Kelimeler: Belirtilmemiş.
- Yıl: 2017
- Dil: İngilizce
- Üniversite: Jackson State Unıversıty
- Enstitü: Yurtdışı Enstitü
- Ana Bilim Dalı: Belirtilmemiş.
- Bilim Dalı: Belirtilmemiş.
- Sayfa Sayısı: Belirtilmemiş.
Özet
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Özet (Çeviri)
Family businesses are important for many countries due to their significant contributions to the economy. Yet management and organizational behavior studies are newly deepening in the family business field. While the majority of available research in this area focus on family members and their impact on the company's decision-making processes, nonfamily members of family businesses and their contributions to the company left lightly studied. This study explored the organizational identification and its relationship with perceived familiness of nonfamily employees. Furthermore, in the study, organizational justice is investigated as a moderator variable. A sample of 311 white-collar nonfamily workers was collected and hierarchical multiple regression analysis applied to test the relationships. There was an empirical evidence that increased family power increases the organizational identification of nonfamily employees. Furthermore, family culture had a significant positive impact on organizational identification. Organizational justice was found to be a significant moderator in the relationship. Organizational justice has a dampening effect on family power and organizational identification, and family culture and organizational identification relationship. Results also showed that organizational identification is necessary for turnover intentions in family businesses. Increased organizational identification led to decreased turnover intentions. Results of this study should enrich the family business and organizational identification literature. Limitations and future research recommendations are addressed towards the end of the dissertation.
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