Mobbing, organizational identification, and perceived support: evidence from a higher education institution

The aim of the current study is twofold. First, it investigates the relationship between mobbing and organizational identification (OI) as an organizational attitude. Second, it explores the moderating effect of perceived organizational support (POS) on the relationship between mobbing and organizational identification. We proposed that perceived organizational support acts as a moderator between mobbing and organizational identification. Research Methods: We used a cross-sectional design and data were gathered from employees working in a higher educational institution. The sample yielded 152 complete surveys, including 123 academics and 29 administrative staff. The questionnaire included measures of mobbing, perceived organizational support, and organizational identification. Findings: The results of the moderated regression analysis do not provide support for the moderating effect of perceived organizational support in the relationship between mobbing and organizational identification. However, the findings demonstrate that, rather than a moderating variable, perceived organizational support is positively associated with organizational identification. Implications for Research and Practice: The results of the current study highlight the effect of organizational support in increasing the organizational identification levels of employees to their organizations. It would be beneficial for future research to assess the moderator effect of other dispositional or situational variables on the proposed relationships. Moreover, future research might also investigate other work outcomes, such as intention to leave, job satisfaction, and job performance.