Organizational identification among Brazilian public employees: a study of the cultural sector

Abstract

Purpose:

This study aims to understand the identification of public employees with the organizations in which they work by analyzing its determinants and consequences, in order to subsidize human resource management policies within these organizations.

Design/methodology/approach:

The study is based on data collected from two federal public institutions in the cultural sector, hereby metaphorically named “Young Executive” and “Older Lady”. A structured questionnaire was developed and voluntarily answered by employees from both organizations. The measurement and structural models were evaluated through structural equations, applying Partial Least Squares (PLS).

Findings:

Data analysis indicates that alignment between individuals’ values ​​and the values ​​of organizations is related to employees’ organizational identification with the company. The results show that there is greater organizational identification among “Older Lady” employees, as a consequence of their greater alignment to it in comparison with “Young Executive” employees. The level of organizational identification influences employees’ organizational citizenship and intention to leave these organizations.

Originality/value:

The study contributes to understand organizational identification among Brazilian public company employees, presenting evidence that advance knowledge on the subject and subsidize the formulation of management policies in the sector.

Keywords:
Organizational identification; value alignment; organizational citizenship; voluntary turnover