中心副教授刘艳在Human relations 发表论文“Looking intra-organizationally for identity cues: Whether perceived organizational support shapes employees’ organizational identification”. Human relations致力于关注结合多领域的知识来共同研究工作中的社会关系的研究，并寻求将社会关系的理论与实践相结合，理解社会关系发生的情境等。Human relations在全球的商学院享有盛誉。2014年该刊的影响因子为2.398。该刊也属于武汉大学经济与管理学院的B+级奖励期刊。

AbstractWe propose that employees’ perceptions of intra-organizational cues are an important factor influencing their identification with their organizations. Building on self-categorization theory, we examine whether perceived organizational support influences organizational identification. We contend that in addition to the mediating effect of affective commitment, organizational identification also mediates the effect of perceived organizational support on employees’ extra-role behavior. We collect perceptions of perceived organizational support, organizational identification and extra-role behavior information from 363 nurses in China using a three-wave data collection method and find empirical evidence to support most of our hypotheses. We find that collectivism moderates the indirect effect of perceived organizational support on extra-role behavior through organizational identification. We discuss the implications of our findings.

Keywords collectivism, extra-role behavior, organizational identification, perceived organizational support (POS), self-categorization

Citation: Lam, L. W., Liu, Y., & Loi, R. 2016. Looking intra-organizationally for identity cues: Whether perceived organizational support shapes employees’ organizational identification. Human relations, 69: 345-367.