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The Mediating Role of Organizational Identification in the Relation between Organizational Social Capital, Perceived Organizational Prestige, Perceived Employability and Career Satisfaction

Published online by Cambridge University Press:  08 April 2021

Karina Peña-González Open the ORCID record for Karina Peña-González [Opens in a new window] ,
Gabriela Nazar Open the ORCID record for Gabriela Nazar [Opens in a new window]  and
Carlos-María Alcover Open the ORCID record for Carlos-María Alcover [Opens in a new window]
Karina Peña-González
Affiliation:
Universidad de Concepción (Chile)
Gabriela Nazar*
Affiliation:
Universidad de Concepción (Chile)
Carlos-María Alcover
Affiliation:
Universidad Rey Juan Carlos (Spain)
*
Correspondence concerning this article should be addressed to Gabriela Nazar. Departamento de Psicología de la Facultad Ciencias Sociales de la Universidad de Concepción (Chile). E-mail: gnazar@udec.cl
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Abstract

In career development, a variety of personal, organizational and labor market variables challenge employees and organizations, in particular those in dynamic working environments, such as higher education (HE) institutions. This study examines the association between work history, organizational social capital (OSC) and perceived organizational prestige (POP) as antecedent variables, and perceived employability (PE) and career satisfaction (CS) as outcome variables, as well as the mediating role of organizational identification (OI) in these relations. A sample of 283 workers in Chilean HE institutions filled out an on-line questionnaire, and hypotheses were tested using a mediation model. Results indicated a significant mediation effect of OI, abt = 0.363, 95% CI [0.181, 0.576] abt/c = 31.98%, to explain the relationship between internal perceived employability (IPE) and its predictor variables POP, abpo = 0.102, 95% CI [0.056, 0.160], abpo/c = 9.01%, and OSC, abcsoc = 0.101, 95% CI [0.053, 0.183, abcsoc/c = 8.89%. Promoting a positive image of the organization and its social capital, strengthened by OI, emerge as strategies for HR management oriented toward workers’ career development, with consequent implications for commitment, intention to leave and ultimately for organizational results. The study provides a deeper understanding of the complexity of careers and explains the importance of identification with the organization when the impact of organizational attributes on one’s career is analyzed.

Keywords

career satisfactionemployabilityhigher education institutionsorganizational identificationorganizational social capital
Type
Research Article
Information
The Spanish Journal of Psychology , Volume 24 , 2021 , e22
Copyright
© Universidad Complutense de Madrid and Colegio Oficial de Psicólogos de Madrid 2021

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Footnotes

Conflicts of Interest: None.

Funding Statement: This research received no specific grant from any funding agency, commercial or not-for-profit sectors

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