Showing papers on "Organizational identification published in 2004"

Evidence toward an expanded model of organizational identification

Abstract: Recent research on organizational identification has called for the consideration of an expanded model of identification, which would include a more thorough treatment of the ways an individual could derive his or her identity from the organization. This paper begins to answer that call by testing operationalizations of the four dimensions of the expanded model: identification, disidentification, ambivalent identification, and neutral identification. Survey results from 330 employed adults support the discriminability of the four dimensions. This exploratory study also begins to establish the criterion-related validity of the model by examining organizational, job-related, and individual difference variables associated with the four dimensions of the model, and suggests implications for the expanded model's strong potential for applications in organizational identification research. Copyright © 2004 John Wiley & Sons, Ltd.

Organizational citizenship behaviours in relation to job status, job insecurity, organizational commitment and identification, job satisfaction and work values

Abstract: This study investigated organizational citizenship behaviours (OCBs) in a sample of 154 school teachers from Victoria, Australia, of whom 101 were in permanent employment and 53 on fixed-term contracts. Participants completed measures of OCBs, job insecurity, organizational commitment, organizational identification, job satisfaction and work values relating to influence, variety and skill utilization. Results showed that the contract teachers reported more job insecurity and more OCBs compared to the permanent teachers. OCBs were positively related to perceived job insecurity and negatively related to opportunities to satisfy influence and skillutilization work values for the contract teachers, and positively related to organizational commitment, organizational identification and to opportunities to satisfy variety and skill-utilization work values for the permanent teachers. Results were discussed in relation to the different functions that OCBs were assumed to serve for both groups of teachers and the possibility of conceptualizing OCBs using a motivational analysis that takes account of expectations and goal structures.

Should I Stay or Should I Go? Explaining Turnover Intentions with Organizational Identification and Job Satisfaction

Abstract: The social identity approach is a powerful theoretical framework for the understanding of individuals' behaviour. The main argument is that individuals think and act on behalf of the group they belong to because this group membership adds to their social identity, which partly determines one's self-esteem. In the organizational world, social identity and self-categorization theories state that a strong organizational identification is associated with low turnover intentions. Because identification is the more general perception of shared fate between employee and organization, we propose that the relationship between identification and turnover will be mediated by job satisfaction as the more specific evaluation of one's task and working conditions. In four samples we found organizational identification feeding into job satisfaction, which in turn predicts turnover intentions.

Should I stay or should I go? Explaining turnover intentions with organizational identification and job satisfaction

Abstract: The social identity approach is a powerful theoretical framework for the understanding of individuals behaviour The main argument is that individuals think and act on behalf of the group they belong to because this group membership adds to their social identity, which partly determines ones self-esteem In the organizational world, social identity and self-categorization theories state that a strong organizational identification is associated with low turnover intentions Because identification is the more general perception of shared fate between employee and organization, we propose that the relationship between identification and turnover will be mediated by job satisfaction as the more specific evaluation of ones task and working conditions In four samples we found organizational identification feeding into job satisfaction, which in turn predicts turnover intentions

The utility of a broader conceptualization of organizational identification: Which aspects really matter?

Abstract: Predictions of social identity and self-categorization theories about the relevance of social identification in organizational contexts are presented We propose that different foci of identification (eg with own career, team, organization, occupation) as well as different dimensions of organizational identification (cognitive, affective, evaluative, and behavioural) can be separated Furthermore, these different aspects of organizational identification are assumed to be differentially associated with work-related attitudes and behaviours Predictions are first tested in a questionnaire study of 515 German school teachers Confirmatory factor analyses demonstrated that dimensions and foci can indeed be differentiated In addition, results indicate that different aspects correlate differentially with different criteria The results are cross-validated in two samples of 233 German school teachers and 358 bank accountants, respectively

Organizational identification and organizational commitment: Distinct aspects of two related concepts

Abstract: The conceptual differences between organizational commitment and identification are discussed theoretically and examined empirically. The present study is based on data of 450 employees of five different organizations in Nepal. A revised eight-item scale was designed out of Cheney’s Organizational Identification Questionnaire to assess the core aspects of organizational identification. In confirmatory factor analyses, identification was found to be distinguishable from four related commitment concepts (i.e. affective, continuance, normative, and attitudinal commitment).

A single-item graphic scale for the measurement of organizational identification.

Abstract: We offer a single-item graphic scale for the measurement of identification with organizations and organizational units. The scale is based on conceiving of identification in terms of distance or overlap between entities in a cognitive space. We present results from five samples regarding the reliability and validity of the scale.

The role of competence‐based trust and organizational identification in continuous improvement

Abstract: This paper investigates the role of individuals' competence‐based trust and organizational identification (OI) in employees' continuous improvement efforts. The data were collected in a high‐tech multinational joint venture company with a sample of over 490 shop floor workers. The results show that trust is positively related to continuous improvement efforts when employees strongly identify with the organization. For individuals whose OI is weaker, however, trust is not positively related to continuous improvement. OI, on the other hand, not only moderated the relationship between trust and continuous improvement efforts, but also had a strong and positive impact on employees' continuous improvement efforts. Managerial implications are discussed.

Perceived procedural justice and employee responses to an organizational merger

Abstract: 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 organizational identification and perceptions of common ingroup identity. post-merger identification and common ingroup identity, in turn, were hypothesized to be related to positive attitudes towards the employees of the merger partner and to extra-role behaviour. Results based on a sample of 189 employees from a merged organization indicated partial support for our hypotheses. Implications for further research and merger management are discussed.

The antecedents of co‐operative behaviour among project team members: an alternative perspective on an old issue

Abstract: Poor project performance is generally attributed to a lack of co‐operation between project participants. Much work is directed towards understanding the structural and organizational antecedents of co‐operation, but little in understanding how socio‐psychological factors affect individual co‐operative behaviour. Using social identity theory, this study attempts to fill this research gap by arguing that individuals define their self‐concepts through the organizations with which they identify and that these identity‐based forces are the basis for the development of co‐operative behaviour. Empirical findings using responses from 398 senior executives of construction firms substantiate this argument, as individuals with strong organizational identity are indeed more psychologically predisposed to behave co‐operatively. There are grounds to propose that organizational identity should be used in conjunction with other tangible economic incentives as effective mechanisms for improving individual co‐operation. Th...

Cynicism and disengagement among devalued employee groups: the need to ASPIRe

Abstract: Despite a renewed interest in processes which help organizations to harness social capital, it is apparent that practical efforts to achieve this rarely focus on employees who are members of low status groups. In large part this is because such employees tend to be skeptical of, and to resist, engagement in intervention programs on the basis of previous adverse experience regarding the benefits achieved and lack of trust. This paper presents evidence that, among hospital staff, work groups who felt they were devalued displayed higher levels of cynicism regarding the potential efficacy of a stress intervention program. Within the organization, devalued groups were characterized by lower levels of organizational identification and members of these groups reported under‐utilization of their skills by the organization. Thus, there is evidence that organizations are failing to realize the social capital of specific groups. The ASPIRe model of organizational development is discussed as an appropriate vehicle to provide devalued groups with genuine opportunities for development and empowerment. To the extent that such a program receives genuine institutional support, we argue that it has the potential to unlock key enclaves of social capital that tend otherwise to be overlooked.

Tales from the Fields: Sources of Employee Identification in Agribusiness:

Abstract: This grounded, interpretive study of an agricultural company contributes to the understanding of organizational identification by considering the various sources employees draw on and direct toward in forming relationships with their organizations. The conceptualization of identification “sources” supplants the identification terms targets and resources that are commonly used in identification literature, to address the less conscious and more emotional, integrative, self-referential facets of the identification process. Through written accounts, employees revealed multiple sources of identification, grounded in aspects both external and internal to the organization. An identity shift was also located in the narratives as some employees struggled with the tension between farming/family values and corporate philosophies embedded in the term agribusiness. A model demonstrating the role of sources in the identification process is proposed as a theoretical addition to organizational identification research. P...

The relationship between group and organizational identification and effective intergroup relations.

Abstract: This study presents both an extension and test of Social Identity Theory with 50 work groups from four health care organizations. We examined the relationship between group and organizational ident...

Advertising and employees: exploring the impact of discrepant ads on organizational identification.

Abstract: We develop a conceptual model of the effects of advertising on an employee's organizational identification. Advertising is proposed to affect identification based on an employee's attention to the ...

공공 스포츠조직 구성원의 직무만족, 조직동일시 및 조직헌신과 이직의도의 관계

Abstract: In modern society, public sports organizations need effective and professional business management systems like a general organization; besides, it is more important than before to manage people`s life and health. Therefore, effective management of public sports organizations lead to keep organic interactions among members, to make the organization more productive and energetic, and to lower turnover intentions. At last, the organization will be stabilized because of these reasons. According to these positive effects, public sports organizations can offer good quality services for people. Consequently, this study shows relations between the members of public sports organizations and turnover intention according to job satisfaction, organizational identification, and organizational commitment. This study is based on various studies related to effective business managements for organizations. Also, this study obtains conclusions from the research of 142 members who belong to a public sprts organization This research has purpose to improve the productivity and offer basic information for effective turnover managements. The following is the conclusion from this research and analysis of various data. There are four differences about job satisfaction, organizational identification, and organizational commitment according to a public sports organizational member`s background. First of all, there are meaningful differences in job satisfaction by age, position, and wages. Second, organizational identification makes meaningful differences by age, academic background, and working experiences. Third, organizational commitment makes meaningful differences by age and position. Fourth, there is a meaning difference about turnover intention according to age. In conclusion, first, job satisfaction of members of public sports organizations have constant relations with organizational identification and commitment. Second, job satisfaction, organizational identification, and organizational commitment have inverse relations with turnover intentions.

스포츠산업,경영학 : 공공 스포츠조직 구성원의 직무만족, 조직동일시 및 조직헌신과 이직의도의 관계

Abstract: In modern society, public sports organizations need effective and professional business management systems like a general organization; besides, it is more important than before to manage people`s life and health. Therefore, effective management of public sports organizations lead to keep organic interactions among members, to make the organization more productive and energetic, and to lower turnover intentions. At last, the organization will be stabilized because of these reasons. According to these positive effects, public sports organizations can offer good quality services for people. Consequently, this study shows relations between the members of public sports organizations and turnover intention according to job satisfaction, organizational identification, and organizational commitment. This study is based on various studies related to effective business managements for organizations. Also, this study obtains conclusions from the research of 142 members who belong to a public sprts organization This research has purpose to improve the productivity and offer basic information for effective turnover managements. The following is the conclusion from this research and analysis of various data. There are four differences about job satisfaction, organizational identification, and organizational commitment according to a public sports organizational member`s background. First of all, there are meaningful differences in job satisfaction by age, position, and wages. Second, organizational identification makes meaningful differences by age, academic background, and working experiences. Third, organizational commitment makes meaningful differences by age and position. Fourth, there is a meaning difference about turnover intention according to age. In conclusion, first, job satisfaction of members of public sports organizations have constant relations with organizational identification and commitment. Second, job satisfaction, organizational identification, and organizational commitment have inverse relations with turnover intentions.

대학 스포츠 팀 동일시와 학부(학과) 동일시가 대학 동일시와 충성도에 미치는 영향

Abstract: The current research investigates the impacts of students` identification with university sport teams and majoring department on university identification Organizational identification is a symbolic and psychological association with significant outcomes for both organizations and their members. It is not difficult to understand why most organizations today want their members to commit to the values and goals of the organization. University sport teams foster positive identification and goodwill for the university among students, graduates, and citizens of community. This goodwill, public support, and identification help the university serve its varied missions in all its activities. In addition, departmental identification developed through occupational importance, professor ability, major future, peer satisfaction, and so on would help develop identification with the institution Drawing data(N=600 )collected at three universities in Korea, the effect of identification with university sport teams and majoring department on identification with university, the effect of identification with university sport teams and a majoring department on university loyalty were investigated. Structural equation modeling (i.e., LISREL) was employed to test the causal relationships among the hypothesized relationships. Results showed that perceived image of university sport teams and majoring department had an impact on identification with university sport teams and majoring department respectively. Both identification with university sport teams and majoring department had impacts on university identification and university loyalty. Finally, identification with university showed positive effects on university loyalty.