@ARTICLE{26583223_670756808_2022, 
	author = {Andrey Sidorenkov and Wladimir Stroh and Eugene Borokhovski}, 
	keywords = {, personal identification, interpersonal identification, micro-group identification, group identification, sub-organizational identification, organizational identificationorganizational citizenship behavior},
	title = {Relationship between Identifications and Organizational Citizenship Behavior of Academic and Pedagogical Personnel at the Universities},
	journal = {Psychology. Journal of Higher School of Economics},
	year = {2022},
	volume = {19},
	number = {2},
	pages = {323-337},
	url = {https://psy-journal.hse.ru/en/2022-19-2/670756808.html},
	publisher = {},
	abstract = {The objective of the study was to identify the presence and nature of the relationship of identifications (personal, interpersonal, micro-group, group, sub-organizational and organizational in terms of their cognitive and affective components) with two types of organizational citizenship behavior (offering quality ideas and suggestions, providing help and support to colleagues) in academic personnel of higher education institutions. The sample consisted of 158 research and pedagogical professionals from seven state universities. Four proprietary questionnaires were used to measure related identifications and a questionnaire to assess two types of organizational citizenship behavior. It was found that group identification by its cognitive component was significantly positively associated with offering quality ideas and suggestions, whereas group identification by its affective component was linked with both manifestations of organizational citizenship behavior. Other identifications were not significantly associated with such behaviors. Another predictor of offering quality ideas and suggestions was the ratio of group identification to organizational identification (by their cognitive component), as well as the ratio of group identification to micro-group and personal identifications (by their affective component). There was a kind of mutual exclusion between the group identification and other identifications in terms of their joint relationship with certain varieties of organizational citizenship behavior. The stronger the group identification and the weaker the other identification was, the stronger was the corresponding citizenship behavior. The obtained results expand our understanding of the relationships between identifications and citizenship behavior of employees in small groups as exemplified by the samples of academic professionals in universities.},
	annote = {The objective of the study was to identify the presence and nature of the relationship of identifications (personal, interpersonal, micro-group, group, sub-organizational and organizational in terms of their cognitive and affective components) with two types of organizational citizenship behavior (offering quality ideas and suggestions, providing help and support to colleagues) in academic personnel of higher education institutions. The sample consisted of 158 research and pedagogical professionals from seven state universities. Four proprietary questionnaires were used to measure related identifications and a questionnaire to assess two types of organizational citizenship behavior. It was found that group identification by its cognitive component was significantly positively associated with offering quality ideas and suggestions, whereas group identification by its affective component was linked with both manifestations of organizational citizenship behavior. Other identifications were not significantly associated with such behaviors. Another predictor of offering quality ideas and suggestions was the ratio of group identification to organizational identification (by their cognitive component), as well as the ratio of group identification to micro-group and personal identifications (by their affective component). There was a kind of mutual exclusion between the group identification and other identifications in terms of their joint relationship with certain varieties of organizational citizenship behavior. The stronger the group identification and the weaker the other identification was, the stronger was the corresponding citizenship behavior. The obtained results expand our understanding of the relationships between identifications and citizenship behavior of employees in small groups as exemplified by the samples of academic professionals in universities.}
}