Table 8 Thematic analysis of Cluster 1.

1

•OI

•Work engagement

•Job satisfaction

A cross-sectional study with a sample size of 327 employees from three different UK-based organizations

Work engagement dimensions mediate OI and job satisfaction.

To identify the factors that link identification, engagement, and satisfaction,

2

•Procedural Justice

•OI

•Moral identity centrality

•Employee Engagement

Survey from a leading financial service organization.

Performed structural equation modeling (M-PLUS 6.0) to test the hypothesis.

Using OI, procedural justice improves employee engagement.

To examine the impact of supervisor procedural justice on employee engagement

3

•Role Ambiguity

•Political skill and OI

•OCB

Quantitative research.

Survey from 173 employees of a Mexican-based organization.

Role ambiguity inhibits employees’ OCB.

Two personal resources, political skill and OI, which promote employee engagement, can mitigate this.

To identify factors that stimulate voluntary work behaviors in organizations.

4

•Work Passion

•OI

•Performance

•Fit perceptions

The sample consisted of 233 people from various Russian organizations.

OI creates a harmonious work passion for job performance, not an obsessive work passion.

Encourage longitudinal research.

5

•Prior corporate reputation, non-profit brand familiarity, and perceived fit

•CSR outcomes, perceived altruism, and consumer-company identification

Used an experimental study with 2x2x2 between subjects’ designs with a sample of 337 volunteers at South Eastern University.

Positive altruism and company consumer identification relatively mediate the CSR partnerships’ supportive CSR outcomes.

Measuring in-depth consumer company identification with a real brand

6

•Social identification and OI

•Student commitment, achievement, and satisfaction

437 undergraduate and postgraduate (business and management) students participated in a quantitative survey.

OI positively motivates the students’ attitudes and behavior.

To investigate the outcomes of disidentification

7

•Systematic review

Reviewed 40 empirical papers.

High OI may lead to unethical conduct, poor performance, negative emotions, reduced well-being, change resistance, and interpersonal conflicts.

Considering personal and situational factors that contribute to negative outcomes

8

•OI

•Social support and collective efficacy

•Employee burnout

A sample of 192 high school teachers in Italy.

Used statistical analysis to test the 2-step mediation model (social support and collective efficacy).

Burnout intentions negatively correlate with OI.

In the future, individual differences can be considered moderators.