Organizational citizenship behavior (OCB) refers to employees' individual actions and behaviors outside their formal job description, which are not formally requested or directly rewarded but can...Show moreOrganizational citizenship behavior (OCB) refers to employees' individual actions and behaviors outside their formal job description, which are not formally requested or directly rewarded but can be beneficial to themselves and the greater organizational functioning and efficiency. Due to technological developments, organizations and their employees are increasingly participating on social media, where employees can express their support for their organization. This online behavior can be viewed as online ambassadorship behavior (OA). The current study (N = 196) uses a survey to investigate the differences in employees' general engagement, perception, and the motives to engage in online ambassadorship in comparison to two affiliative OCB's, namely civic virtue (CV) and organizational loyalty (OL). As expected, engagement in OA was lower than in CV and OL and perceived as socially riskier and more visible. Unexpectedly, there were no significant relationships between self-enhancement and organizational identification regarding OA engagement, which indicated that self-enhancement and organizational identification are not motives for employee’s engagement. In sum, this study provided evidence that employees’ perceived perception influences engagement in OA.Show less
Research master thesis | Psychology (research) (MSc)
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Threats to Muslim identification are common (Wellman & Tokuno, 2004). Religious identity threats target the individual or group, but also attack the revered system of beliefs on which the...Show moreThreats to Muslim identification are common (Wellman & Tokuno, 2004). Religious identity threats target the individual or group, but also attack the revered system of beliefs on which the identity is founded (Ysseldyk, Matheson, & Anisman, 2010; 2011). Hence, a fundamental coping resource (i.e., religious beliefs) might be undermined and negative consequences for emotions might ensue. The present study that used a survey design and examined 59 Muslims investigated religious identity or religiosity in understanding how a religious identity threat is dealt with by Muslims forming a religious minority. Intrinsic (religious belief) vs extrinsic-social (social aspects of religious identity) religious orientations underlying religious identity were hypothesized to differentially predict threat appraisal, emotion vs problem oriented coping and negative emotions. Results show an intrinsic orientation to predict emotion-focused coping and intense negative emotions. An extrinsic orientation relates to problem-focused coping and less intense negative emotions. To conclude, especially in the context of intrinsic religiosity, a strong impact of identity threat is linked to a heightened focus on as well as experience of negative emotions. These findings point to importance of considering particularly intrinsic identification in regard to its wider ‘construction’, to improve the understanding of religious identification (in religious minorities) in the context of recurrent negative evaluation.Show less
