The Mediation Role of Organizational Identification on Emotional Intimacy and Collaborative Behaviors in Public and Private Organizations

Andreea Huțul, A. Holman
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Abstract

Our study aimed to examine whether the relationship between emotional intimacy and collaborative behaviors (i.e., helping behaviors and counterproductive behaviors) is mediated by organizational identification (cognitive and affective). These relationships were investigated both among public and private sector employees. The research was conducted on a sample of 269 employees (Mean age = 32.60), 128 participants from the public sector, and 141 from the private sector, average seniority at work = 64.87 months. A set of questionnaires was completed online and all participation was voluntary. The study used the convenience sampling method, and participants were recruited through the snowballing technique. The results indicated the mediating role of organizational identification on the relationship between emotional intimacy and collaborative, helping and counterproductive behaviors. Thus, the more people feel comfortable sharing their emotions at work and identify with the organization on a cognitive and/or affective level, the more they engage in helping behaviors directed toward colleagues and the organization, and at the same time, engagement decreases deviant behaviors. We discuss the theoretical and practical implications of the study.
组织认同对公私组织情感亲密与合作行为的中介作用
本研究旨在探讨情感亲密与合作行为(即帮助行为和反生产行为)之间的关系是否受到组织认同(认知认同和情感认同)的中介作用。这些关系在公共部门和私营部门的雇员中都进行了调查。该研究对269名员工(平均年龄为32.60岁)进行了抽样调查,其中128名来自公共部门,141名来自私营部门,平均工作年资为64.87个月。在线完成了一套问卷调查,所有参与都是自愿的。本研究采用便利抽样法,采用滚雪球法招募研究对象。结果表明,组织认同在情感亲密与协作、帮助和反生产行为的关系中起中介作用。因此,人们越愿意在工作中分享自己的情绪,并在认知和/或情感层面上认同组织,他们就越愿意参与针对同事和组织的帮助行为,同时,参与也会减少越轨行为。我们讨论了该研究的理论和实践意义。
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