Exploring the Role of Perceived External Prestige in Employee’s Emotional Appeal: Evidence from a Textile Firm

Perceived external prestige (PEP) is an new interesting topic in the organizational literature however limited study have sought to investigate its’ impacts on employees working attitudes. The purpose of this paper is to investigate PEP influence on employee’s emotional appeals toward working organization. The data used in this study taken from 200 employees which were worked in well-known textile industry firm. Employees’ commitment to their organization was assessed with the six-item affective commitment instrument which was developed by Meyer et.al. (1990, 1991) and individual’s organizational identification and PEP were measured by Mael and Ashforth (1992) six-item organizational identification and external prestige scale where job satisfaction assessed with Michigan Organizational Evaluation Scale’s shorten sub-scales (Spector, 1997). Hierarchical regression analysis was used to estimate the relationship between PEP and positive work variables relationship. The results showed that PEP was an impact on affective commitment by full mediating role of job satisfaction and organizational identification.