Who will retweet? Employees’ voluntary retweeting behavior of crisis information -A perspective from the group engagement model

Previous research has extensively explored voluntary behavior; however, limited literature specifically addresses employees’ voluntary retweeting behavior in organizational crises. In this study, we sought to investigate employees’ voluntary retweeting behavior using the group engagement model, while exploring its antecedents of respect and prestige. Furthermore, we examined the mediating role of organizational identification and the moderating effects of local orientations and cosmopolitan orientations in these relationships. By collecting data from 321 employees across 13 organizations in China, our results indicate that during organizational crises, respect and prestige exert a direct and significant influence on employees’ organizational identification. Furthermore, organizational identification serves as a crucial mediating mechanism linking respect and prestige to employees’ voluntary retweeting behavior. Importantly, the effects of respect and prestige are contingent on employees’ orientations: the relationship between respect and organizational identification is stronger among employees with local orientations, while the relationship between prestige and organizational identification is more pronounced among employees with cosmopolitan orientations. These intriguing findings have theoretical and practical implications, providing valuable insights for both academic research and practical applications.