OI_Virtual Employees_Dataset|组织认同数据集|虚拟团队管理数据集

Drawing from social exchange theory and social identity theory, the study examines the mediation effect of perceived organizational support and interpersonal trust in the relationship between autonomy and organizational identification. Using survey-based methodology, responses were obtained from employees working in various Information technology (IT) companies in south India. The data were assessed through PROCESS v.3.3 macros in Statistical Package for Social Sciences (SPSS). The study found that knowledge workers in the post-COVID era exhibit high levels of identity toward their organization when they perceive higher levels of workplace social support and trust. As the research was cross-sectional, inferences about causality would be limited. This study has practical implications for managing virtual teams and found support for the sequential mediation of the autonomy-organizational identification relationship via perceived organizational support and interpersonal trust. Our results suggest that organizational support and interpersonal trust are important structural elements that shapes the identity of an employee. Prior to this study, practitioners have paid very little attention to the various drivers of organizational identification in virtual teams especially in the post-COVID scenario.