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

Abstract

Purpose

The purpose of this paper is to examine the impact of perceived external prestige on organizational identification in the context of a Greek public organization and to address the moderating role of gender in the relationship between perceived external prestige 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

Perceived external prestige is positively related with organizational identification (β=0.33, p<0.001). The influence of the interaction of perceived external prestige and gender on organizational identification is also supported (β=−0.29, p<0.05). In particular, the effect of perceived external prestige on organizational identification was stronger for men.

Research limitations/implications

There is 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 perceived external prestige and organizational identification.

Citation

Gkorezis, P., Mylonas, N. and Petridou, E. (2012), "The effect of perceived external prestige on Greek public employees' organizational identification: Gender as a moderator", Gender in Management, Vol. 27 No. 1, pp. 51-62. https://doi.org/10.1108/17542411211199273