ABSTRACT Do reviews on organizational review websites (e.g., Indeed.com, GlassDoor.com) speak to the employer or the employee? This study tests the structural relationship between cognitive and affective organizational attachments and three outcomes: willingness to disclose one’s workplace online, unethical pro-organizational behavior (UPB), and workplace reviews. Using a national sample of U.S. workers (N = 304), we examine how organizational identification and commitment relate to publicly posting about one’s organization. Self-presentation and organizational attachment are used to hypothesize how individuals selectively self-present organizational identities online. Structural equation modeling shows identification and commitment both positively relate to review ratings. While identification positively predicts online disclosure and UPB, commitment is unrelated to disclosure and has a buffering effect whereby it negatively predicts UPB and interacts with UPB to predict organizational review ratings. Findings illustrate that online reviews and disclosures of one's workplace may say as much about the worker as the workplace itself.

中文翻译：

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雇主审查可能会像对待雇主一样谈论雇员：在线披露，组织依恋和不道德行为

摘要组织审查网站（例如，Indeed.com，GlassDoor.com）上的评论是否与雇主或雇员说话？这项研究测试了认知和情感组织依恋与三个结果之间的结构关系：三个方面：愿意在线公开工作场所，不道德的组织前行为（UPB）和工作场所评论。使用美国工人的全国样本（N = 304），我们研究了组织的识别和承诺与公开发布某组织的关系。自我陈述和组织依恋被用来假设个人如何有选择地在线自我呈现组织身份。结构方程模型显示，识别和承诺与评论等级都成正比。身份识别可以肯定地预测在线披露和UPB，承诺与披露无关，并具有缓冲作用，从而对UPB做出负面预测，并与UPB交互以预测组织评审等级。调查结果表明，对工作场所的在线评论和信息披露可能对工人和工作场所本身的影响一样大。