The Impact of Organizational Identification, Trust, and Corporate

Ethical Values on Employee Engagement and Organizational

Citizenship Behavior: A Study of Indian Managers

The study examines the relationship between employee engagement

and organizational citizenship behavior (OCB) in Indian managers, with
a focus on the moderating roles of organizational identification, trust,
and corporate ethical values. The study finds that these factors have a
significant positive impact on OCB and highlights the importance of
organizational identification. It suggests that organizations should
prioritize communication, leadership development, and a positive work
environment to enhance employee engagement and OCB.
Example questions:
How do organizational identification, trust, and corporate ethical
values influence the relationship between employee engagement
and organizational citizenship behavior?
What are the key factors that contribute to employee engagement
and organizational citizenship behavior in Indian managers?
How can organizations improve communication, leadership
development, and work environment to enhance employee
engagement and promote organizational citizenship behavior?

The paper investigates the relationship between employee engagement

and organizational citizenship behavior (OCB) among Indian managers,
focusing on the moderating roles of organizational identification, trust,
and corporate ethical values. The study confirms that these factors
positively impact OCB and play a significant role in promoting
organizational effectiveness. It also emphasizes the importance of
communication, leadership development, and a positive work
environment in enhancing employee engagement and OCB. The
findings underscore the need for organizations to recognize the
benefits of OCB and the significance of trust and ethical values in
achieving high-performance goals. The study suggests future research
directions and acknowledges its limitations.
The paper presents the results of a study that investigated the impact
of organizational identification, trust, and corporate ethical values on
the relationship between employee engagement and organizational
citizenship behavior (OCB) among Indian managers. The study found
that all these factors had a significant positive impact on OCB, with
organizational identification having the greatest impact among the
moderating variables. The results confirmed the hypotheses and
highlighted the importance of these factors in promoting OCB.
Additionally, the study emphasized the need for organizations to focus
on enhancing communication, building leadership pipelines, and
promoting a positive work environment to improve employee
engagement and OCB. The findings underscored the benefits of OCB
and the significance of trust and ethical values in achieving high-
performance goals. The study also acknowledged its limitations and
suggested future research directions.

The study involved 300 professionals from around 30 organizations in

both public and private sectors, with a response rate of 82 percent,
resulting in 246 complete questionnaires for the study [6]. The
participants were approached in person, and their privacy of their
answers was assured. The study utilized the Utrecht Work Engagement
scale to measure employee engagement, which consists of 17
statements involving three dimensions: Vigour, Dedication, and
Absorption [6]. Organizational Citizenship Behaviour was measured
using a scale developed by Podsakoff et al. (1990), consisting of 24
items with five dimensions: altruism, conscientiousness,
sportsmanship, courtesy, and civil virtue [6]. Organizational
identification was measured using Mael and Ashforth's (1992) six-item
scale, and trust was measured using seven items from Schoorman and
Ballinger (2006) [6]. The study also collected demographic information
on the participants, including gender distribution [6].
Pages:
7,
8
The study aimed to understand the roles of organizational
identification, trust, and corporate ethical values in the relationship
between employee engagement and organizational citizenship
behavior (OCB) among Indian managers. It confirmed that these factors
moderate the employee engagement-OCB relationship and suggested
that OCB contributes significantly to organizational effectiveness. The
study also outlined the theoretical framework and hypotheses for the
research.
The study hypothesized that employee engagement, organizational
identification, trust, and corporate ethical values would have a positive
impact on organizational citizenship behavior (OCB). The results
showed that all these factors had a significant positive impact on OCB.
Additionally, the impact of organizational identification was the greatest
among all the moderating variables. The study used moderated
regression analysis to understand the roles of these factors in the
relationship between employee engagement and OCB. The results
confirmed the hypotheses and highlighted the importance of
organizational identification, trust, and corporate ethical values in
promoting OCB.
The study explored the impact of organizational identification, trust,
and ethical corporate values on employee engagement and
organizational citizenship behavior (OCB). The results showed that
these factors have a significant impact on employee engagement and
OCB. The study suggested that organizations should focus on
enhancing communication, building leadership pipelines, and
promoting a positive work environment to improve employee
engagement and OCB. It also highlighted the need for organizations to
understand the benefits of OCB and the importance of trust and ethical
values in achieving high-performance goals. The study acknowledged
some limitations and suggested future research directions.

The study aimed to understand the roles of organizational

identification, trust, and corporate ethical values in the relationship
between employee engagement and organizational citizenship
behavior (OCB) among Indian managers. It confirmed that these factors
moderate the employee engagement-OCB relationship and suggested
that OCB contributes significantly to organizational effectiveness. The
study also outlined the theoretical framework and hypotheses for the
research.
The study hypothesized that employee engagement, organizational
identification, trust, and corporate ethical values would have a positive
impact on organizational citizenship behavior (OCB). The results
showed that all these factors had a significant positive impact on OCB.
Additionally, the impact of organizational identification was the greatest
among all the moderating variables. The study used moderated
regression analysis to understand the roles of these factors in the
relationship between employee engagement and OCB. The results
confirmed the hypotheses and highlighted the importance of
organizational identification, trust, and corporate ethical values in
promoting OCB.
The study explored the impact of organizational identification, trust,
and ethical corporate values on employee engagement and
organizational citizenship behavior (OCB). The results showed that
these factors have a significant impact on employee engagement and
OCB. The study suggested that organizations should focus on
enhancing communication, building leadership pipelines, and
promoting a positive work environment to improve employee
engagement and OCB. It also highlighted the need for organizations to
understand the benefits of OCB and the importance of trust and ethical
values in achieving high-performance goals. The study acknowledged
some limitations and suggested future research directions.

1. How do you perceive the role of organizational identification,

trust, and corporate ethical values in influencing employee
engagement and organizational citizenship behavior (OCB) within
your organization?
2. What strategies does your organization currently employ to
enhance communication, build leadership pipelines, and promote
a positive work environment to improve employee engagement
and OCB?
3. In what ways do you believe OCB contributes to organizational
effectiveness, and how does your organization recognize and
leverage the benefits of OCB?
4. How do you think the findings of this study could be applied
within your organization to enhance employee engagement and
promote a positive work environment?
5. What are your thoughts on the significance of trust and ethical
values in achieving high-performance goals within your
organization, and how are these aspects currently addressed in
your organizational culture and practices?