Leadership, Trust, and Labor Flexibility as Predictors of Organizational Identification: A Study with Argentinean Workers

Abstract

Objective
. To examine the impact of transformational leadership, the trust in the
supervisor, and labor flexibility
on the identification of the worker with his or her organization (OI).
Method
. An empirical, quantitative
and transversal study, framed in the social identity theory, was carried out. A sample of 257 Argentinean
employees of companies with flexible work schedules was studied. The scales of Organizational identification,
Transformational leadership, Trust in supervisor, and Labor flexibility were filled by participants. The moderated
mediation model postulated was tested using multiple regression analysis, and analysis of conditional effects.
Results
. Trust in the supervisor mediated the relationship between transformational leadership and OI, either
by affinity (
β
= 0.29,
z
= 4.26,
p
< 0.001), or by imitation (
β
= 0.31,
z
= 4.45,
p
< 0.001). Such relationships
were moderated by labor flexibility, being stronger on the OI by affinity (
β
= 0.35,
p
< 0.05, CI 95% [0.29,
0.41]).
Conclusion
. Transformational leaders influence on the OI of their followers through the trust generated,
while labor flexibility amplifies such relationships. The practical implications of these findings are presented,
and the strengths and weaknesses of the work performed are indicated.