The major aim of the research was to explore the role of Organizational Identification (OI) and Perceived Organizational Support and also find out the relationship between (OI) and POS. The data was obtained from the employees by using Questionnaires. The study has gathered data from 120 employees working at different departments in Telenor.
In order to see examine the role of Organizational Identification (OI), the study has used already developed questionnaires related to (OI) and POS have sent to employees working in Telenor, after gathering data, it was further processed on SPSS and respondents response was measured against each question. The mean score of all the questions statements of OI and POS showed that most of the employees have selected agree on the option and they have positive views related to OI and POS.
In order to see the relationship between Organizational Identification (OI) and Perceived Organizational Support (POS), the study has conducted correlation analysis, you can see table 1.3 is representing the true findings, here you can see that there is a positive and strong relationship between OI and POS.
Introduction of the Project
Organizational identification (OID) can be considered the level in which organizational members describes himself or herself with reference to his or her organizational membership (Ashforth, 1989). Organizational identification (OID) paly a very important role in an employee organization, or relationship which can be found to guide to a range of positive employees as well as organizational outputs (Allen, 1990). Some studies suggested that Organizational Identification (OID) is the situation, in which employee as well as organizational segment the same objectives and values (Baruch, 1998). According to different studies, the organization is very complex organisms, the organizational is a combination of different departments, values, ideas, and desires, as well as personalities, make them unique. But we require to understand that while organizational are different and the individuals within particular firms are very from each other. They may be unique and have their own feedback of the world and business. Therefore it is up to the company to encirclement that uniqueness. Today is the age of competition and due to widely change in technological advancements, the existence of the firm is secured to its competitive advantage.
Therefore it turns to be contingent on the amount to which the organizational employees are committed to its targets. One way of looking at Organizational support (OS), is from the worker outlook and Perceived Organizational Support (POS). It indicates, how employees construct a belief in the system, about the amount to which the organization values its contribution and overhauls about their well-being (Huntington, 1986). Organization support theory possessions that employee trust upon their organization has a general, either it can be a positive and negative orientation that comprehends recognition of their involvement, apprehensions for their welfare (Becker, 1960).
Perceived Organizational Support (POS) is also can be considered, a declaration that the organization will assist the employees to perform effectively and efficiently. (Eisenberger, 1997). The concepts of Perceived Organizational Support (POS) concept indicate that social exchange theory, the norms of mutuality and organizational support theory. Perceived Organizational Support (POS) is ambitious by workers, size to disperse “human” traits to a firm similar that action has been taken over firms, mediators are perceived to be the acts of the firms itself.