Work-Related Identity Differences: Individual and Organizational Outcomes

Esin Can and Hazal Koray Alay
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Esin Can: Department of Business Administration, Yıldız Technical University, Istanbul, Turkey
Hazal Koray Alay: Istanbul Esenyurt University, Faculty of Business and Management Sciences, Istanbul, Turkey

Yildiz Social Science Review, 2021, vol. 7, issue 1, 15-22

Abstract: This study examined the effects of work-related identity differences on individual and organizational outcomes. Employee income, ownership structure (public/private), number of employees, establishment date of the institution and sectoral differences are considered work-related differences. Job satisfaction and organizational commitment are considered individual career outcomes; intention to quit and organizational performance are considered organizational effectiveness outcomes. In this context, the validity and future of the effects of work-related differences of employees on individual and organizational outcomes are discussed. The research method of this study is quantitative, which is based on social identity theory. The hypotheses were tested through 532 questionnaire data collected by the snowball sampling method. The analysis revealed that the model had high explanatory power.

Keywords: Identity; individual career outcomes; organizational effectiveness outcomes; social identity theory; work-related differences.Journal: Yildiz Social Science Review (search for similar items in EconPapers)
JEL-codes: F00 F30 G00 G10 K00 K20 M00 M20 O10 (search for similar items in EconPapers)
Date: 2021
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Persistent link: https://EconPapers.repec.org/RePEc:aye:journl:v:7:y:2021:i:1:p:15-22

DOI: 10.51803/yssr.839536

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