The Moderating Effect of Organizational Identification on Occupational Stress and Insomnia Among Nurses

Objective:To explore the relationship between organizational identification,occupational stress,and insomnia among nurses and to analyze the moderating role of organizational identification between occupational stress and insomnia.Methods:Through stratified sampling,720 nurses working in a tertiary A-level hospital in Shandong Province from March to May 2021 were surveyed using an effort-reward imbalance questionnaire,an organizational identification questionnaire,and the Athens Insomnia scale.Results:Organizational identification was negatively correlated with occupational stress and insomnia(r_(1)=-0.121,P_(1)<0.01;r_(2)=-0.144,P_(2)<0.01).Occupational stress was positively correlated with insomnia(r=0.379,P<0.01).Organizational identity significantly moderated nurses’occupational stress and insomnia(β=-0.192,t=-2.558,P<0.05).Conclusion:Occupational stress and organizational identification can predict insomnia.Organizational identification could negatively mediate the relationship between occupational stress and insomnia.Improving organizational identification may help alleviate insomnia symptoms by relieving occupational stress.

Mechanisms of Organizational Identification in Chinese Enterprises Based on View of Confucian Yuanfen

Influenced by Confucian relationalism,Chinese organizations exhibit a Yuanfen-Guanxi orientation,forming a“Yuanfen circle-based”organizational identification.This stands in stark contrast to the scatter-point organizational identification grounded in the Western individualism.Using a speculative research method,this study probes into the ideological connotations and cultural foundations of View of Confucian Yuanfen(hereinafter referred to as the View).It deeply explores the intrinsic link between Yuanfen relationship and organizational identification,thereby investigating the mechanisms by which organizational identification is generated in Chinese enterprises as influenced by the View.The findings reveal that within the Confucian cultural context,the intra-organizational relationship manifests as a“Yuanfen circle-based”structure,progressively advancing through“occupational connection-emotional connection-kinship connection”layers.This structure significantly influences organizational identification across cognitive,emotional,and behavioral dimensions.Moreover,a triadic,synergistically driven mechanism of organizational identification in Chinese enterprises is identified,comprising emotional cohesion,ethical edification,and institutional norms.This mechanism enhances organizational identification and human resource management in Chinese enterprises,as well as their self-organizing capabilities in uncertain environments.

CEO organizational identification and firm cash holdings

As the decision-makers and implementers of a firm’s financial strategy,executives play a critical role in cash holding activities,and their psychological characteristics have a major impact on cash holdings.This paper investigates the association between CEO organizational identification and firm cash holdings.The empirical results show that CEO organizational identification is negatively associated with firm cash holdings,and the negative association is more pronounced when the level of financial development is higher and economic uncertainty is lower.Further analysis reveals that the higher a CEO’s organizational identification,the higher the firm’s R&D investment and capital expenditure,and high CEO organizational identification can increase the value of firm cash holdings.Overall,our findings supplement the literature on organizational identification and cash holdings,and on the effect of executives’psychological characteristics on corporate financial decision-making.

Yearning the Moon with Sixpence in Hand: Exploring the Relation­ship between External Corporate Social Responsibility, Employee Commitment, and Design Thinking

Prior studies have emphasized the positive relationship between corporate social responsibility(CSR)and employee organizational identification,with the argument that external CSR acts could enhance employee commitment,work engagement,and loyalty via perceived prestige.Despite such emphasis,minimal suggestion has been given in terms of how to design and execute a moderate,structural,and sustainable CSR program to bond with employees on a deeper level of emotional connection.The aim of the present study was to highlight the benefits of adopting the design thinking method for investing and practicing external CSR,so as to realize a positive link between employee commitment,financial performance,and social recognition.