Background
In the article ‘Antecedents and Consequences of Organizational Identification in Multinational Enterprises: Differences at Home and Foreign Branches’, it is impossible to find out enough information that should be presented in the background section. Still, it is evident that the author has a certain degree in management or business and has experience in the work of multinational enterprises (MNEs). Regarding the years of publication of the sources used by the author, it is also possible to predict that 2016 is the year when the article was written. Recent achievements and current research are used as the basis for the article. The intended audience includes human resource managers and scholars, who may be interested in such topics as organizational identification and international management.
About 100 sources from the 1990s, the 2000s, and the 2010s are used. However, it is also possible to find several sources written in the 1970 and the 1980s. The majority of sources are peer-reviewed articles where management, employees’ relations, job satisfaction, and other similar topics are discussed. The academic books are used to create a powerful theoretical basis for the analysis of organizational behavior.
The main topic is the relation between the antecedents and consequences of organizational identification in MNEs. The author uses a cross-sectional survey to explain the behaviors of employees from different organizations and generalize the findings. Several hypotheses are offered in the article to comprehend the relation of employee involvement to organizational decision-making processes and perceived organizational prestige to organizational identification, the importance of communication between employees and the level of satisfaction, and explain human resources changes in regards to organizational behavior. All assumptions are based on social changes that could be observed in MNEs.
Analysis
Purposes
Taking into consideration the fact that organizational identification has a positive impact on employees’ behaviors and attitudes, it is also necessary to clarify the peculiar features of possible antecedents and consequences of this kind of identification. Not much research is available on organizational identification of employees, who work at home and foreign branches of MNEs. Therefore, the main purpose of the article is to investigate the impact of organizational identification on employees’ attitudes and behaviors in the home and foreign MNEs and provide a clear guide for HR managers in the field of international management.
Evidence
There are seven main variables in the study: organizational identification, employee involvement, communication, perceived organizational prestige, employee satisfaction, employee behaviors, and employee turnover intention. To prove the chosen hypotheses, the author conducts the study in universities where the operation of international branch campuses is possible to promote transnational education. Besides, the author uses multiple sources to explain the main ideas and suggestions. For example, it is proved that organizational values and goals are better understood by the employees, who are involved in corporate decision-making processes. The statistical data is presented based on the author’s achievements and findings. It means that all sources are used to introduce a qualitative basis for the study. The questionnaires are offered to 795 representatives of UK, Malaysian, and UAE institutions. Data obtained from the questionnaires are analyzed with the help of IBM SPSS Statistics and SPSS Amos. The results show that such representative of antecedents and consequences as communication between employees and decision-makers becomes the most influential factor.
Limitations
Both sides of the argument presented in the article are supported by references. Still, the chosen sample size and the degree to which the study could be applied are the main limitations. Such facts should not be used to prove that the article is not information or weak. However, this identification of the limitations makes the author or authors develop further research and include new countries and more participants in the study.
Evaluation
Topic Evaluation
The evaluation of the article shows that the author of the article has made a good portion of work to discuss the topic. In addition to the fact that the topic of the article is well defined, the author has defined several keywords so that the reader could get an idea of the main directions. The text is written, and now misunderstandings occur.
Evidence Evaluation
Evidence is convincing and accurate. The article is identified as a helpful source for HR managers and scholars. Therefore, it could be used as a guide for managerial specialists as well as a basis for teachers, who could perform the function of scholars.
Argument Evaluation
The article helps to comprehend that the field of management varies considerably. It is necessary to consider the theoretical perspectives as well as to underline personal qualities that could help to improve a working process. Social identity theory is used to explain how employees choose the groups to belong to to improve their evaluations.
Strengths and Weaknesses
The main strength of the article is the combination of research methods and the use of the literature as evidence that the chosen topic is crucial in the field of management and business. Questionnaires demonstrate personal attitudes to the problems, and the literature helps to choose appropriate theoretical aspects.
The weakness is the inability to learn about the author and consider the importance of background knowledge and education in the creation of an article.
Conclusion
In general, the results of the article improve the reader’s understanding of the antecedents and consequences of organizational identification in MNEs and explain that communication has to be developed to promote effective results. Regardless of its possible weaknesses, the article could be used as a significant basis for further research of organizational behavior in different companies.