Lipponen Jukka

• University of Helsinki

Corporate Visual Identity (CVI) is the visible part of Corporate Identity, which organisations use to present themselves to internal and external stakeholders. The roots of the term lie in design, and in an increasingly visual world it is no surprise that CVI has received wide attention over the past decades. Today it is viewed as a vehicle to conv...

Mergers potentially threaten employees’ organizational identities. For some, a merger could be a trigger to seek employment elsewhere, but the factors associated with increased withdrawal cognitions post‐merger necessitate further research. Using a longitudinal, pre‐ and post‐merger design, we investigated two competing predictions drawing on socia...

Many authors recognize the links between brand logos and identity, but aside from being mere symbols of the organizations that they represent, brand logos are also physical objects with a location and context in which they are interpreted. In this article, we analyze the logo as a physical artifact in relation to its place and physical surroundings...

Innovation is considered essential for today’s organizations to survive and thrive. Researchers have also stressed the importance of leadership as a driver of followers’ innovative work behavior (FIB). Yet despite a large amount of research, three areas remain understudied: (a) the relative importance of different forms of leadership for FIB; (b) t...

Innovation is considered essential for today's organizations to survive and thrive. Researchers have also stressed the importance of leadership as a driver of followers' innovative work behavior (FIB). Yet, despite a large amount of research, three areas remain understudied: (a) The relative importance of different forms of leadership for FIB; (b)...

Do leaders who build a sense of shared social identity in their teams thereby protect them from the adverse effects of workplace stress? This is a question that the present paper explores by testing the hypothesis that identity leadership contributes to stronger team identification among employees and, through this, is associated with reduced burno...

Brand logos are a fundamental part of the corporate visual identity, and their reception has been vigorously researched. The focus has been on the visual traits of the logo and their effect on the reception process, whereas little attention has been paid to how the logo becomes part of the brand. This article narrows this research gap in investigat...

Organizational mergers and subsequent restructurings often create situations in which employees are assigned a new supervisor and they start to form a new relationship. In this study, we investigated how the development of trust in a new supervisor is affected by trust cues specific to the merger context. We conducted a quasi-experiment using three...

In this longitudinal field study, we examine reciprocal relationships between within-person changes in work engagement and cognitive appraisals of change (threat and challenge) across an organizational merger. Examination of these cyclical relationships provides a more accurate understanding of the complexity of employees' experience of change and...

Recent theorizing applying the social identity approach to leadership proposes a four‐dimensional model of identity leadership that centres on leaders’ management of a shared sense of ‘we’ and ‘us’. This research validates a scale assessing this model – the Identity Leadership Inventory ( ILI ). We present results from an international project with...

Building on theoretical frameworks and recent empirical findings, in this chapter we present a research model about how trust and fairness perceptions of organizational leadership can influence employee work engagement (i.e., a work-related state of mind characterized by vigor, dedication and absorption; Schaufeli, Bakker, & Salanova, 2006) during...

Job loss is a pervasive experience affecting millions of workers around the globe annually. To investigate lay‐offs from the perspective of those who are affected, we conducted a lagged study examining lay‐off victims’ experiences of supervisory justice, top management justice, and organizational support. We test the hypotheses that the relationshi...

The present research expands upon previous theory and empirical work concerning the leadership—health link by examining the lagged effects of leader identity entrepreneurship (i.e., leaders’ creation of a sense of “we” and “us” among team members) on team members’ burnout, work engagement and turnover intentions. We report results from a 2-wave fie...

Despite existing research examining snapshots of employee reactions to organizational mergers and acquisitions (M&A), there is a complete absence of work theorizing or exploring rates of change in employees’ organizational identification with the merged entity. We address this gap using two three-wave longitudinal panel samples from different M&A s...

This study examines two fundamental concerns in the context of organizational change: employees’ perceptions of merger process justice and cognitive trust in the top management team. Our main purpose is to better understand the nature of reciprocal relations between these important constructs through a significant change event. Previous research, b...

A well-known downside of organizational mergers is that employees fail to identify with the newly formed organization. We argue that developing an understanding of factors that affect post-merger identification requires taking the pre-merger status of the merger partners relative to each other into account. This is because relative pre-merger statu...

Lataa opas ilmaiseksi osoitteesta: https://helda.helsinki.fi/handle/10138/158205

Lataa opas ilmaiseksi osoitteesta: https://helda.helsinki.fi/handle/10138/158205 Tämä yleistajuinen opas tuo esille viimeisimpiä tutkimustuloksia henkilöstön kokemusten merkityksestä fuusioiden onnistumiselle. Kirjan käyttäytymistieteellinen näkökulma pohjautuu erityisesti sosiaalipsykologiseen muutos- ja fuusiokirjallisuuteen sekä niissä keskeisi...

The relational models of procedural justice suggest that a leader’s procedural justice indicates to group members whether they are respected members of the group or not and that feelings of respect induce subsequent group-serving behaviour. Importantly, these models also present, and previous empirical studies show, that a leader’s procedural justi...

We explore the complex interplay between organizational justice and supervisory justice when predicting group members' threat perceptions in a context of organizational change. Based on the assumptions of relational models of procedural justice and prior research done in the multifoci justice framework, we hypothesize that the extent to which a sup...

Reports an error in "Leader fairness and employees' trust in coworkers: The moderating role of leader group prototypicality" by Tuija Seppälä, Jukka Lipponen and Anna-Maija Pirttilä-Backman (Group Dynamics: Theory, Research, and Practice, Advanced Online Publication, Jan 23, 2012, np). In the article, there were some formatting errors in Table 2 an...

Due to the increased frequency of organizational changes, predicting employees’ voluntary involvement in the development of organizational practices and individual work is of particular importance in organizational psychology. This study focused upon change-oriented organizational citizenship behaviour (OCB) as an expression of openness to change v...

[Correction Notice: An erratum for this article was reported in Vol 16(1) of Group Dynamics: Theory, Research, and Practice (see record 2012-05576-001). In the article, there were some formatting errors in Table 2 and one reference error. These errors are addressed in the correction.] In this article, the association between perceived supervisor...

In this article, we present a trust-focused model for understanding leader’s fairness enactment. The model suggests that leaders are motivated to act fairly to gain subordinates’ trust, to show trust in their subordinates, to show that they are worth the subordinates’ trust in them, and because they are willing to be vulnerable to the actions of co...

This article develops and tests a model of reciprocal trust between supervisor and subordinate. Drawing from literature on trust and control and on the approach/inhibition theory of power, the authors present a model in which supervisor trust is suggested to enhance subordinate reciprocal trust through increased work-related autonomy and a heighten...

The purpose of this study was to investigate if shared perceptions of organizational justice affect externally rated group-level performance. Previous studies did not consider distributive justice, nor did they control for the possible confounding effects of baseline performance. The present study relates shared perceptions of procedural, interacti...

The primary aim of this study was to investigate the predictors of different organizational identification profiles. Hypotheses based on the social identity approach and the literature on organizational commitment were formed and tested in a sample gathered from employees of 20 shipyard subcontractors. The results supported the idea that different...

Temporal dynamics have hardly been considered in the fields of organizational justice and group identification, yet addressing intra-individual change trajectories over time may lead to a fuller understanding of the relationship between justice and identification. Therefore, this study investigated the moderating role of previous identification (T1...

Tutkimuksen tavoitteena oli selvittää, miten palkitsemisen oikeudenmukaisuus on yhteydessä organisaation toiminnan tuloksellisuuteen ja työntekijöiden hyvinvointiin. Samalla selvitettiin, miten työntekijät kokevat uuden työn vaativuuteen ja yksilön pätevyyteen ja suoriutumiseen perustuvan palkkausjärjestelmän. Tutkimus tehtiin sähköisenä kyselynä (...

The purpose of this study was to examine how trust between the team-members and identification with the team are related to the effectiveness of virtual teams. The literature suggests that both trust and identification are crucial for success of virtual teams but there is a lack of empirical studies to substantiate this assumption. We hypothesized...

We investigated the previously unstudied relationship between procedural justice and identification within virtual teams, with a particular focus on how two features of virtual teams, namely frequency of face-to-face meetings and geographical dispersion, moderate that relationship. We argue that these two variables are sources of uncertainty, which...

The present study proposed and found that personal values and organizational identification interact in predicting making suggestions for organizational improvements at work. One hundred and forty-eight employees of children's day-care centres rated their values, their identification with the organization and their suggestion-making behaviour. Thei...

This research examined the antecedents and consequences of identification with virtualteams. Specifically, we hypothesized that two structural characteristics (number of faceto-face meetings and task interdependence) and perceived quality of interaction(procedural and distributive justice) would be positively related to identification with thevirtu...

In a survey-based field study of 111 permanent Finnish restaurant employees, the authors investigated intergroup relations between permanent and contingent workers. On the basis of the common in-group identity model, the authors hypothesized that the conditions of contact (supportive norms and perceived intergroup competition) would be related to c...

This research examined the differential antecedents and consequences of organizational identification and work-unit identification. Specifically, we hypothesized that organization-focused procedural justice and distributive justice would be positively related to organizational identification, whereas supervisor-focused interactional justice would b...

This study tested the predictions of the uncertainty management model in explaining employee well-being. On the basis of this model we hypothesized that job insecurity would moderate the association between procedural justice (i.e., procedural and interactional justice) and well-being (i.e., emotional exhaustion and stress symptoms). Linear hierarc...

This study examined the moderating role of leader ingroup prototypicality in the relationship between the perceived procedural justice of the ingroup leader and the status judgements (pride and respect) that ingroup members make. Given the premises of the group-value model and social identity approach, it was hypothesized that the effect of perceiv...

This study examined whether personal value orientation moderated the relationships between perceived organizational justice and its three hypothesized consequences: group pride, respect within the group, and turnover intentions. On the basis of conceptual correspondences between self-enhancement and self-transcendence values of Schwartz''s value ty...

This study investigated the effects of procedural justice perceptions on employee responses to an organizational merger. On the basis of research on organizational justice and the social psychological theory of intergroup relations, our main hypothesis was that perceived justice of the merger implementation is positively related to post-merger orga...

The primary aim of this study was to investigate the effects of subgroup and superordinate identification on intergroup differentiation between the subgroups. Hypotheses based on the social identity approach were formed and tested in two samples gathered from the same Finnish shipyard: Sample 1 consisted of the employees of 20 different subcontract...

Endast avhandlingens sammandrag. Pappersexemplaret av hela avhandlingen finns för läsesalsbruk i Statsvetenskapliga biblioteket (Unionsgatan 35). Dessa avhandlingar fjärrutlånas endast som microfiche. Abstract only. The paper copy of the whole thesis is available for reading room use at the Library of Social Sciences (Unioninkatu 35) . Microfiche c...

Endast avhandlingens sammandrag. Pappersexemplaret av hela avhandlingen finns för läsesalsbruk i Statsvetenskapliga biblioteket (Unionsgatan 35). Dessa avhandlingar fjärrutlånas endast som microfiche. Abstract only. The paper copy of the whole thesis is available for reading room use at the Library of Social Sciences (Unioninkatu 35) . Microfiche c...