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The present study examines (a) the relationships of employees' identifications (interpersonal, subgroup, and group) in two components (cognitive and affective) and their personal communicativeness with two dimensions of organizational citizenship behavior (OCB) and (b) the moderating role of identifications in association between personal communicativeness and the two OCB dimensions: offering quality ideas and suggestions and providing help and support. The study was carried on a sample (N = 265) of employees of the regional department of the Federal Penitentiary Service of Russia (FPSR), whose work largely unfolds in extreme conditions. To measure the FPSR employees' identifications in both their components, the study employed three relevant questionnaires. OCB dimensions and organizational communicativeness were measured by expert assessments of supervisors using two specially designed questionnaires. The following results were found. Subgroup identification (in its affective component only) was significantly positively associated with one OCB dimension—offering quality ideas and suggestions, as was interpersonal identification (only in its affective component though) positively associated with both OCB dimensions. Group identification (in both its components) was not associated significantly with either of the two studied OCB dimensions. Personal communicativeness was positively correlated with both dimensions of OCB, and this association was stronger than for either of the identifications. Subgroup identification moderates the relationship between personal communicativeness and the two dimensions of OCB. Conceptual and practical implications of the study results are discussed. [ABSTRACT FROM AUTHOR]

This research addresses: (1) the salience of employees' social (organizational, sub-organizational, group, micro-group), interpersonal, and personal identifications and their dimensions (cognitive and affective); (2) and the relationship and structure of the identifications of employees in different areas of professional activity. The study was conducted on independent samples of employees in the socio-economic sphere (241 participants), in the law enforcement agency (265), and in higher education (172). To assess the respective identification foci and dimensions, the study employed four questionnaires. The personal identification was the weakest and the micro-group identification was the strongest for both dimensions in all samples. The affective dimension prevails over the cognitive in all identifications, except for interpersonal. Social identifications were significantly positively correlated to each other in all samples whereas personal identification was significantly negatively correlated with all social identifications (on the affective dimension) in two samples. The results expand our understanding of the identifications of employees in organizations. [ABSTRACT FROM AUTHOR]

This paper explores the relationships of various employees' identifications (personal, interpersonal, micro-group, group and organizational) in their two components (cognitive and affective) with two dimensions of organizational citizenship behavior (OCB): offering quality ideas and suggestions, and providing help and support within small work groups. Two studies were conducted in Russia on two respective samples: (1) employees of commercial enterprises (N = 183) characterized by a relatively high regularity and intensity of within-group interactions; and (2) the academic staff of higher education institutions (N = 157), which typically have relatively less regular, low-intensity within-group interactions. The research employed four questionnaires to assess the participants' identifications in both of their components. In addition, managers in the respective organizations filled out an organizational communicativeness questionnaire and a two-factor OCB assessment instrument. It was found that the relationships between (a) particular identifications and (b) the ratio of group identification to other identifications, on the one hand, and OCB, on the other, depend on the degree of regularity of within-group interactions, as well as on the identification components. Organizational communicativeness did not moderate the relationship between identifications and OCB, but was significantly positively correlated with both OCB dimensions. The theoretical and practical implications of the study findings are discussed. [ABSTRACT FROM AUTHOR]