The Interactive Effect of Organizational Identification and Organizational Climate on Employees’ Taking Charge Behavior: A Complexity Perspective by Yun Liu, Lingjuan Chen, Liangjie Zhao, Chengai Li

“…Second, distributive justice climate positively moderates the influence of organizational identification on employees’ taking charge behavior. …”
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High-performance human resource practices, organizational identification and employee commitment: the moderating role of organizational culture by Yifan Yang, Ahmed Mohammed Sayed Mostafa, Ahmed Mohammed Sayed Mostafa

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The Impact of Organizational Identification and Moral Identity Centrality on Organizational Engagement of Millennials: The Moderating Effect of Work Values by Udayangi K. A. D. I., Perera G. A. T. R.

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Organizational-Based Self-Esteem and Organizational Identification as Predictors of Turnover Intention: Mediating Role of Organizational Trust by Tochukwu Matthew Oguegbe, Henry Samuel Edosomwan

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The moderating role of uncertainty reduction on the relationship between leadership styles and organizational identification within Saudi hospitals by Algathia, Salem Ali, Mohamed, Rosmah, Yee, Choy Leong, Abdullah, Abdul Rashid

“…This study embarked on an exploration into the dynamics of various leadership styles and their influence on organizational identification, placing a spotlight on the potential moderating effect of uncertainty reduction within the healthcare sector of Saudi Arabia. …”

The effect of organizational identification on job embeddedness: evidence from new generation of rural migrant workers in China by Tang, MeiRun, Jennie Soo, Hooi Sin, Chuah, Chin Wei

“…The purpose of this paper was to examine the relationships among work overload (WO), compensation (COM), organizational identification (OI) and organization embeddedness (OE) in the context of manufacturing industry in China through social identity theory. …”
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Evaluating the Mediator Role of Organizational Identification in the Relationship between Symmetrical Internal Communication and Individual Performance of Hotel Employees by Eduardo Ortega, Gabriela Pedro Gomes, Neuza Ribeiro, Daniel Roque Gomes

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Differences in the moderating role of supervisors’ and subordinates’ cognition on distributive justice in the relationship between psychological contract and organizational identification by Yan Shen

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Boosting work engagement through leader tolerance: the chain mediation role of perceived organizational support and organizational identification by Yuan Zhang, Jingqun Zhang, Kui Hao

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Gig workers' psychological contracts and turnover intention: A mediated path analysis of organizational identification and job satisfaction by Jiawei Yu, Roshayati Abdul Hamid

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The Relationship among Organizational Identification, Flow Experience, Intention to Continue Participation, and Recommendation Intention of Taekwon Gymnastics Participant by You-Lee Choi, Il-Gwang Kim, Jongchul Park

“…Therefore, this study aimed to examine the relationship among organizational identification, flow experience, intention to continue participation, and recommendation intention of Taekwon gymnastics participants. …”
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Coaching Leadership and Employees’ Deviant Innovation Behavior: Mediation and Chain Mediation of Interactional Justice and Organizational Identification by Li L, Huang G, Yan Y

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Transformational Leadership, Transactional Contingent Reward, and Organizational Identification: The Mediating Effect of Perceived Innovation and Goal Culture Orientations by Athena Xenikou

“…Purpose: The aim of this research was to investigate the effect of transformational leadership and transactional contingent reward as complementary, but distinct, forms of leadership on facets of organizational identification via the perception of innovation and goal organizational values.Design/Methodology/Approach: Three studies were carried out implementing either a measurement of mediation or experimental-causal-chain design to test for the hypothesized effects.Findings: The measurement of mediation study showed that transformational leadership had a positive direct and indirect effect, via innovation value orientation, on cognitive identification, whereas transactional contingent reward was more strongly related to affective, rather than cognitive, identification, and goal orientation was a mediator of their link. …”
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Exploring the Impact of Age Diversity on Organizational Identification: A Study of HR Practices and Perceived Age Discrimination Climate by Łucja Waligóra

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Principals’ Transformational Leadership and Kindergarten Teachers’ Career Calling: The Mediating Roles of Organizational Identification and Leader-Member Exchange by Feifei Li, Runkai Jiao, Dan Liu, Lili Liu

“…Applying the multilevel analysis, results showed that principals’ TFL could positively predict kindergarten teachers’ sense of career calling, in which teachers’ organizational identification and exchange quality with principals played the full mediating effects. …”
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Multiple Identifications of Employees in an Organization: Salience and Relationships of Foci and Dimensions by Andrey V. Sidorenkov, Eugene F. Borokhovski, Wladimir A. Stroh, Elena A. Naumtseva

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Unethical behavior in the name of the company: the moderating effect of organizational identification and positive reciprocity beliefs on unethical pro-organizational behavior / by Umphress, Elizabeth E., Bingham, John B., Mitchell, Marie S.

Homophily and Organizational Identification towards Organizational Commitment and Organizational Justice among Male and Female Office Workers in Iligan City by ODESSA MAY D. ESCALONA, ANNA PATRICIA T. CANONO, DIANA ROSE A. DEMIAR, MIKO NECO B. OMONDANG

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The Mediating Role of Organizational Identification between Leadership and Job Security: A case of Teachers in Private institutions of Punjab-Pakistan by Haider Ali, Fawad Hussain, Anyl Khan

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Role of intergenerational workforce in the relationship between organizational justice and organizational identification in selected merger and acquisition (M&A) organizations by Umar Baki, Nordahlia, Ismail, Maimunah, Abu Samah, Bahaman, Omar, Zoharah

“…Most of the studies on M&A were based on financial aspects and very little investigation focused on the human side of M&A such as perception on organizational identification and how does organizational justice contribute to organizational identification. …”
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