ABSTRACT

Background

Recent research postulated that organizational identification plays an important role in employees’ health and well-being. Building on the Social Identity Approach as a framework, we test the so-called social cure hypothesis, according to which group-based processes of social support should reduce employees’ psychological distress.

Design and Methods

While there is a considerable amount of cross-sectional evidence concerning the positive role played by organizational identification in this dynamic, there is a lack of full panel studies. This study tries to fill this gap by using data from a sample of technical and administrative staff of a University in Italy at three time points (N = 96). Data were analyzed using Autoregressive Cross-Lagged Panel models.

Results

We found support for the hypothesized longitudinal mediational model. Specifically, strongly identified employees tend to receive more social support, and this in turn reduces psychological distress over time.

Conclusions

This study is the first test of the social cure hypothesis in an organizational context that uses a panel study design. We discuss the theoretical and practical implications for management.

中文翻译：

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社会支持在组织认同与员工健康之间的中介作用：社会治愈模型的三波研究

摘要

背景

最近的研究假设组织认同对员工的健康和福祉起着重要作用。以社会认同方法为框架，我们检验了所谓的社会治愈假说，根据该假说，基于群体的社会支持过程应该可以减少员工的心理困扰。

设计和方法

虽然有大量关于组织认同在这种动态中发挥的积极作用的横断面证据，但缺乏完整的小组研究。本研究试图通过使用来自意大利一所大学的技术和行政人员样本在三个时间点 ( N  = 96) 的数据来填补这一空白。使用自回归交叉滞后面板模型分析数据。

结果

我们发现对假设的纵向中介模型的支持。具体来说，高度认同的员工往往会得到更多的社会支持，随着时间的推移，这反过来又会减少心理困扰。

结论

本研究是在使用小组研究设计的组织环境中对社会治愈假设的首次测试。我们讨论了管理的理论和实践意义。