This paper advances the perspective that the individuals' willingness to perform extra role behaviors directed at coworkers, like knowledge sharing, is simultaneously influenced by individuals’ strength of organizational identification and by their evaluation of the strength of identification of the potential recipients of such behaviors. Through an ethnography in a hospital unit where four professional groups operate jointly, we show how highly identified actors appraise the level of identification of the members of different professional groups on the basis of the observations of the extra-role behaviors that colleagues enact. Only when highly identified individuals perceive congruence between the level of identification expected and displayed by colleagues are they motivated to devote time and effort to share knowledge with these latter. Moreover, our findings show that knowledge transfer between different professional groups can be interpreted as an unexplored type of organizational citizenship behavior. In fact, knowledge transfer implies the unrequired sharing of operational practices specific to a professional group with members of different professionals groups, which enables these latter to perform, in their turn, extra role behaviors to benefit the organization. More generally, our study suggests extensions to the model of organizational identification and to the framework for exploring the relationship between organizational identification and organizational citizenship behaviours.

Interdipendenze tra partecipazione a reti di pratiche, identità professionale e identificazione organizzativa ed effetti sugli scambi di conoscenza tra gruppi professionali

TAGLIAVENTI, MARIA RITA
2007

Abstract

This paper advances the perspective that the individuals' willingness to perform extra role behaviors directed at coworkers, like knowledge sharing, is simultaneously influenced by individuals’ strength of organizational identification and by their evaluation of the strength of identification of the potential recipients of such behaviors. Through an ethnography in a hospital unit where four professional groups operate jointly, we show how highly identified actors appraise the level of identification of the members of different professional groups on the basis of the observations of the extra-role behaviors that colleagues enact. Only when highly identified individuals perceive congruence between the level of identification expected and displayed by colleagues are they motivated to devote time and effort to share knowledge with these latter. Moreover, our findings show that knowledge transfer between different professional groups can be interpreted as an unexplored type of organizational citizenship behavior. In fact, knowledge transfer implies the unrequired sharing of operational practices specific to a professional group with members of different professionals groups, which enables these latter to perform, in their turn, extra role behaviors to benefit the organization. More generally, our study suggests extensions to the model of organizational identification and to the framework for exploring the relationship between organizational identification and organizational citizenship behaviours.
Valori, risorse e competenze nelle organizzazioni
177
195
F. Bertolotti; E. Mattarelli; M. R. Tagliaventi
File in questo prodotto:
Eventuali allegati, non sono esposti

I documenti in IRIS sono protetti da copyright e tutti i diritti sono riservati, salvo diversa indicazione.

Utilizza questo identificativo per citare o creare un link a questo documento: https://hdl.handle.net/11585/10140
 Attenzione

Attenzione! I dati visualizzati non sono stati sottoposti a validazione da parte dell'ateneo

Citazioni
  • ???jsp.display-item.citation.pmc??? ND
  • Scopus ND
  • ???jsp.display-item.citation.isi??? ND
social impact