The Effect of Intra‑Organization Transfers on Employee’s Organizational Identification

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  • 異動経験が従業員の組織的同一化に与える影響
  • イドウ ケイケン ガ ジュウギョウイン ノ ソシキテキ ドウイツカ ニ アタエル エイキョウ

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Abstract

<p>Recent researches in human resource development focus on the impact of the bundle of human resource policies on employees and the importance of employees’ learning. These points should be considered not independently, but entwined closely; this study focuses on how intra-organization transfer influences their identification with organization. The study focus on organizational identification research in particular, and discuss the relationship between organizational identification and transfer experiences.<br>In this study, transfer is divided into two categories: continuous transfer and non-continuous transfer. The following three hypothesizes are set: (1) the non-continuous transfer experience influences organizational identification positively, (2) the promotion experience influences the relationship between organizational identification and non-continuous transfer experience as a mediate variable, and (3) an appropriate interval of con-continuous transfer influences organizational identification positively.<br>Survey data was obtained both from questionnaires answered by over 2000 employees in co-op, and their personnel data. As a result, the first hypothesis was not supported, although the second and third hypotheses were supported. That means to identify with organization, employees might reflect their past experiences. In other words, they might use promotion as an opportunity for reflection. Noncontinuous transfer, in particular, influences promotion significantly. Therefore, it can be said that organization should provide chances of non-continuous transfer for employees to develop their identification.</p>

Journal

  • Organizational Science

    Organizational Science 50 (3), 89-100, 2017-03-20

    The Academic Association for Organizational Science

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