Co-worker social support and organisational identification: does ethnic self-identification matter?

Dennis Pepple, E.M.M. Davies

Research output: Contribution to journalArticle

Abstract

Purpose: The purpose of this article is to investigate the role of socially supportive relationships between co-workers in fostering organisational identification. Adopting a Social Identity Theory perspective, the study investigates how employees’ ethnic self-identification (ESI) may influence co-worker social support (CWSS)- organisational identification (OID) relationship depending on whether they are indigenes or non-indigenes. Design: Regression analysis was used to examine the relationship between CWSS (independent variable) and OID (dependent variable) at different levels of ESI (moderator variable). Data was collected from 1525 employees from public and private employers in Nigeria.
Findings: Findings supported a positive relationship between CWSS and OID that is moderated by an employee’s ESI. Specifically, the study finds that ESI matters in the strength of CWSS-OID relationship such that the relationship is weaker for indigenes compared to nonindigenes.
Originality/value: This study contributes to literature by adding a level of boundary conditions to the overall findings that workplace relationships are important for organisational identification. The study also addresses how employees of different ethnic groups are influenced by the ethnicity of the context prevailing where an organisation is located Practical implications: As organisations develop policies that increase the representation of various ethnic groups or other forms of social identities at work, there is need to create an environment that fosters socially supportive relationships among co-workers.
LanguageEnglish
JournalJournal of Managerial Psychology
Publication statusAccepted/In press - 25 Sep 2019

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Social Support
Social Identification
Ethnic Groups
Organizations
Epidemiologic Effect Modifiers
Foster Home Care
Nigeria
Workplace
Regression Analysis
Organizational identification
Social support
Workers
Employees
Ethnic groups

Cite this

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title = "Co-worker social support and organisational identification: does ethnic self-identification matter?",
abstract = "Purpose: The purpose of this article is to investigate the role of socially supportive relationships between co-workers in fostering organisational identification. Adopting a Social Identity Theory perspective, the study investigates how employees’ ethnic self-identification (ESI) may influence co-worker social support (CWSS)- organisational identification (OID) relationship depending on whether they are indigenes or non-indigenes. Design: Regression analysis was used to examine the relationship between CWSS (independent variable) and OID (dependent variable) at different levels of ESI (moderator variable). Data was collected from 1525 employees from public and private employers in Nigeria. Findings: Findings supported a positive relationship between CWSS and OID that is moderated by an employee’s ESI. Specifically, the study finds that ESI matters in the strength of CWSS-OID relationship such that the relationship is weaker for indigenes compared to nonindigenes.Originality/value: This study contributes to literature by adding a level of boundary conditions to the overall findings that workplace relationships are important for organisational identification. The study also addresses how employees of different ethnic groups are influenced by the ethnicity of the context prevailing where an organisation is located Practical implications: As organisations develop policies that increase the representation of various ethnic groups or other forms of social identities at work, there is need to create an environment that fosters socially supportive relationships among co-workers.",
keywords = "Diversity, Organizational identification, Organizational behavior, Social support",
author = "Dennis Pepple and E.M.M. Davies",
year = "2019",
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journal = "Journal of Managerial Psychology",
issn = "0268-3946",
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N2 - Purpose: The purpose of this article is to investigate the role of socially supportive relationships between co-workers in fostering organisational identification. Adopting a Social Identity Theory perspective, the study investigates how employees’ ethnic self-identification (ESI) may influence co-worker social support (CWSS)- organisational identification (OID) relationship depending on whether they are indigenes or non-indigenes. Design: Regression analysis was used to examine the relationship between CWSS (independent variable) and OID (dependent variable) at different levels of ESI (moderator variable). Data was collected from 1525 employees from public and private employers in Nigeria. Findings: Findings supported a positive relationship between CWSS and OID that is moderated by an employee’s ESI. Specifically, the study finds that ESI matters in the strength of CWSS-OID relationship such that the relationship is weaker for indigenes compared to nonindigenes.Originality/value: This study contributes to literature by adding a level of boundary conditions to the overall findings that workplace relationships are important for organisational identification. The study also addresses how employees of different ethnic groups are influenced by the ethnicity of the context prevailing where an organisation is located Practical implications: As organisations develop policies that increase the representation of various ethnic groups or other forms of social identities at work, there is need to create an environment that fosters socially supportive relationships among co-workers.

AB - Purpose: The purpose of this article is to investigate the role of socially supportive relationships between co-workers in fostering organisational identification. Adopting a Social Identity Theory perspective, the study investigates how employees’ ethnic self-identification (ESI) may influence co-worker social support (CWSS)- organisational identification (OID) relationship depending on whether they are indigenes or non-indigenes. Design: Regression analysis was used to examine the relationship between CWSS (independent variable) and OID (dependent variable) at different levels of ESI (moderator variable). Data was collected from 1525 employees from public and private employers in Nigeria. Findings: Findings supported a positive relationship between CWSS and OID that is moderated by an employee’s ESI. Specifically, the study finds that ESI matters in the strength of CWSS-OID relationship such that the relationship is weaker for indigenes compared to nonindigenes.Originality/value: This study contributes to literature by adding a level of boundary conditions to the overall findings that workplace relationships are important for organisational identification. The study also addresses how employees of different ethnic groups are influenced by the ethnicity of the context prevailing where an organisation is located Practical implications: As organisations develop policies that increase the representation of various ethnic groups or other forms of social identities at work, there is need to create an environment that fosters socially supportive relationships among co-workers.

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