The effect of perceived external prestige on Greek public employees' organizational identification: Gender as a moderator

Panagiotis Gkorezis; Naoum Mylonas; Eugenia Petridou

doi:10.1108/17542411111183875

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Gender in Management: An International Journal

ISSN: 1754-2413
Previously published as: Women In Management Review

Online from: 2005

Subject Area: Human Resource Management

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The effect of perceived external prestige on Greek public employees' organizational identification: Gender as a moderator

Document Information:
Title:	The effect of perceived external prestige on Greek public employees' organizational identification: Gender as a moderator
Author(s):	Panagiotis Gkorezis, (Department of Economics, Aristotle University of Thessaloniki (AUTH), Thessaloniki, Greece), Naoum Mylonas, (Department of Economics, Aristotle University of Thessaloniki (AUTH), Thessaloniki, Greece), Eugenia Petridou, (Department of Economics, Aristotle University of Thessaloniki (AUTH), Thessaloniki, Greece)
Citation:	Panagiotis Gkorezis, Naoum Mylonas, Eugenia Petridou, (2011) "The effect of perceived external prestige on Greek public employees' organizational identification: Gender as a moderator", Gender in Management: An International Journal, Vol. 26 Iss: 8, pp.550 - 560
Keywords:	Citizens Service Centres, Gender, Greece, Organizational identification, Perceived external prestige, Public sector organizations, Self-esteem
Article type:	Research paper
DOI:	10.1108/17542411111183875 (Permanent URL)
Publisher:	Emerald Group Publishing Limited
Abstract:	Purpose – The purpose of this paper is to examine the impact of perceived external prestige (PEP) on organizational identification in the context of a Greek public organization and to address the moderating role of gender in the relationship between PEP and organizational identification. Design/methodology/approach – Data were obtained from a sample of 159 employees working in Citizens Service Centers. Analysis was conducted using moderated hierarchical regression analysis. Findings – PEP is positively related with organizational identification (ß=0.33, p<0.001). The influence of the interaction of PEP and gender on organizational identification is also supported (ß=-0.29 p<0.05). In particular, the effect of PEP on organizational identification was stronger for men. Research limitations/implications – Limited inference to other private and public organizations because data are based on one public organization. The cross-sectional analysis of the data cannot directly assess causality. Originality/value – This is the first study to examine the moderating role of gender in the relationship between PEP and organizational identification.