Empowerment and organizational identification The mediating role of leader-member exchange and the moderating role of leader trustworthiness

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dc.authorwosidAlbayrak, Taner/AAP-9342-2021
dc.contributor.authorErtuerk, Alper
dc.contributor.authorAlbayrak, Taner
dc.date.accessioned2021-12-01T18:47:48Z
dc.date.available2021-12-01T18:47:48Z
dc.date.issued2020
dc.department[Belirlenecek]en_US
dc.description.abstractPurpose The purpose of this paper is to explore the mechanism through which perceived empowerment practices in a firm influence employees' organizational identification. Specifically, the authors posit the mediating role of leader-member exchange (LMX) and the moderating role of leader trustworthiness in the relationship. Design/methodology/approach Data were collected through survey from 236 white-collar employees working in 20 private companies in Turkey. The authors tested the model using hierarchical regression and conditional process analysis. Findings Findings of this study are as follows: first, LMX mediates the relationship between empowerment practices and organizational identification, second, leader integrity, a dimension of trustworthiness, moderates the relationship between empowerment practices and LMX and the relationship between LMX and organizational identification and, third, leader integrity moderates the indirect effect of empowerment practices on organizational identification via LMX. These direct and indirect effects are stronger when leaders have higher integrity than when they have lower integrity. Originality/value This study enhances the understanding of the mechanism through which empowerment practices influence employees' organizational identification.en_US
dc.identifier.doi10.1108/PR-02-2018-0054
dc.identifier.endpage596en_US
dc.identifier.issn0048-3486
dc.identifier.issn1758-6933
dc.identifier.issue2en_US
dc.identifier.scopus2-s2.0-85076542775en_US
dc.identifier.scopusqualityQ1en_US
dc.identifier.startpage571en_US
dc.identifier.urihttps://doi.org/10.1108/PR-02-2018-0054
dc.identifier.urihttps://hdl.handle.net/20.500.12684/10381
dc.identifier.volume49en_US
dc.identifier.wosWOS:000502320800001en_US
dc.identifier.wosqualityQ2en_US
dc.indekslendigikaynakWeb of Scienceen_US
dc.indekslendigikaynakScopusen_US
dc.language.isoenen_US
dc.publisherEmerald Group Publishing Ltden_US
dc.relation.ispartofPersonnel Reviewen_US
dc.relation.publicationcategoryMakale - Uluslararası Hakemli Dergi - Kurum Öğretim Elemanıen_US
dc.rightsinfo:eu-repo/semantics/closedAccessen_US
dc.subjectQuantitativeen_US
dc.subjectEmpowermenten_US
dc.subjectModerated mediationen_US
dc.subjectTrustworthinessen_US
dc.subjectOrganizational identificationen_US
dc.subjectLeadermember exchange (LMX)en_US
dc.subjectPsychological Empowermenten_US
dc.subjectSocial-Exchangeen_US
dc.subjectCitizenship Behaviorsen_US
dc.subjectEmployee Creativityen_US
dc.subjectIntrinsic Motivationen_US
dc.subjectSupervisor Supporten_US
dc.subjectJob-Satisfactionen_US
dc.subjectTrusten_US
dc.subjectPerformanceen_US
dc.subjectAttitudesen_US
dc.titleEmpowerment and organizational identification The mediating role of leader-member exchange and the moderating role of leader trustworthinessen_US
dc.typeArticleen_US

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