Showing papers on "Organizational identification published in 2005"

Antecedents and Consequences of Customer – Company Identification: Expanding the Role of Relationship Marketing

Abstract: This article presents an empirical test of organizational identification in the context of customer–company (C-C) relationships. It investigates whether customers identify with companies and what the antecedents and consequences of such identification are. The model posits that perceived company characteristics, construed external image, and the perception of the company’s boundary-spanning agent lead to C-C identification. In turn, such identification is expected to impact both in-role behavior (i.e., product utilization) as well as extra-role behavior (i.e., citizenship). The model was tested in a consultative selling context of pharmaceutical sales reps calling on physicians. Results from the empirical test indicated that customers do indeed identify with organizations and that C-C identification positively impacts both product utilization behavior and extra-role behavior even when the effect of brand perception is accounted for. Second, the study found that the organization’s characteristics as well as the salesperson’s characteristics contributed to the development of C-C identification.

Antecedents and consequences of customer-company identification: expanding the role of relationship marketing.

Abstract: This article presents an empirical test of organizational identification in the context of customer-company (C-C) relationships It investigates whether customers identify with companies and what the antecedents and consequences of such identification are The model posits that perceived company characteristics, construed external image, and the perception of the company's boundary-spanning agent lead to C-C identification In turn, such identification is expected to impact both in-role behavior (ie, product utilization) as well as extra-role behavior (ie, citizenship) The model was tested in a consultative selling context of pharmaceutical sales reps calling on physicians Results from the empirical test indicated that customers do indeed identify with organizations and that C-C identification positively impacts both product utilization behavior and extra-role behavior even when the effect of brand perception is accounted for Second, the study found that the organization's characteristics as well as the salesperson's characteristics contributed to the development of C-C identification

Organizational identification: A conceptual and operational review.

Abstract: There is a growing body of literature presenting the argument that processes of organizational identification (OI) are extremely important in helping to ensure that staff work towards the interests of the organization. There are, however, a number of problems with the way that the notion of OI has been conceptualized and operationalized in the extant literature. This paper examines how OI has been defined and measured over a number of decades. A number of problems are identified with how OI has been conceptualized by researchers, including, for example, issues about whether there is an affective element to identification and how the construct relates to organizational commitment. The paper also includes a review of previous approaches to measuring the concept of OI and raises some key problems with existing research tools. The paper concludes by arguing for a particular conceptualization of OI which helps to clarify the complex relationship between identification and organizational commitment, while at the same time accommodating previous definitions of the construct.

The moderating role of individual differences in the relation between transformational/transactional leadership perceptions and organizational identification ☆

Abstract: In this study, we examined the relationship between transformational/transactional leadership perceptions and organizational identification and further explored the moderating role of individual difference variables, such as separateness–connectedness self-schema, and positive and negative affectivity. Data from 502 services employees indicated significant positive effects of transformational and transactional leadership perceptions on organizational identification. Regarding the moderating role of individual differences, our data showed that the positive relationship of transformational leadership and organizational identification was stronger for individuals of low positive affectivity as well as for employees of high negative affectivity. In addition, results indicated that transactional leadership had a stronger positive effect on organizational identification for individuals characterized by a connected self-schema.

Sport and organizational studies exploring synergy

Abstract: A number of phenomena of interest to management and organizational scholars have been investigated within the context of sport (e.g., compensation-performance relationships, escalating commitment, executive succession, sustainable competitive advantage). The authors are unaware, however, of any systematic effort to address the rationale, benefits, and potential of conducting organizational research within sport. The purpose of this article is to investigate how studying within the context of sport can contribute to an understanding of management and of organizations with a focus on how such contribution can be achieved with creative and innovative research approaches. The authors present a general overview of the rationale for studying organizational phenomena within sport and provide a concise review of such research. With this as background, the authors discuss a number of organizational phenomena that they have studied within the domain of sport. The article suggests how organizational research might b...

One Foot in Each Camp: The Dual Identification of Contract Workers

Abstract: We examine the organizational identification of contract workers who are associated with two organizations, their primary employer and their client. We conducted a study of contract workers in the information technology industry to address three questions: (1) What are the antecedents of contract workers' identification with the work organizations with which they are associated? (2) Do these antecedents differentially predict identification with each of the target organizations? and (3) What is the relationship between contract workers' identification with their employing organization and their identification with their client organization? Results indicate that contract workers identify with both the employing and client organizations based on perceived characteristics of the organization as well as social relations within the organization. Perceived characteristics of the organization are more closely related with identification with the employer, and social relations variables are more closely related ...

My job is my castle: identification in organizational contexts

Abstract: Due to growing globalization, cross-national alliances, (international) organizational mergers, restructuring, delayering, or outsourcing, one could assume that the psychological bond between employee and employing organization has become weaker. Also, new forms of work and enterprises like telecommuting or other types of virtual organizations should psychologically distract employees even more from their organizations. One could also argue, however, that some kind of psychological attachment between organization and organizational member is more important for both the individual’s well-being and the organization’s success because of these rapid changes. The present overview of organizational identification argues in exactly this direction and holds some empirical evidence for this (e.g., Wiesenfeld, Raghuram, & Garud, 2001). The aim of this chapter is to give an overview of the antecedents, elements, and consequences of social identification in organizational contexts and thus the relevance of the concept for the analysis of organizational behavior. This will be done particularly in two domains where change processes are going on steadily and increasingly— organizational mergers and group productivity.

Social Identity and Social Exchange: Identification, Support, and Withdrawal from the Job

Abstract: textIntegrating insights from the social exchange perspective and the social identity perspective on the psychological relationship between the individual and the organization, we propose that evaluations of the support received from the organization and its representatives, and organizational identification interact in predicting withdrawal from the job. Specifically, the relationship of support with withdrawal is proposed to be weaker the stronger employees identify with the organization. This prediction was confirmed in two samples focusing on different operationalizations of support and withdrawal. Sample 1 concerned the interaction of organizational support and organizational identification in predicting turnover intentions, Sample 2 concerned the prediction of absenteeism from supervisor support and organizational identification. We conclude that the present study yields promising first evidence that may lay the basis for further integration of social exchange and social identity analyses of organizational behavior.

Continuity and Change in Mergers and Acquisitions: A Social Identity Case Study of a German Industrial Merger*

Abstract:  It is crucial from an employee’s point of view to perceive some degree of stability even in times of major organizational change. This paper examines the role of a sense of continuity for organizational identification after an organizational merger. We argue that mergers and acquisitions so often end in failures partly because the change is designed in discontinuous ways and employees do not feel they are doing the same job after the merger as before. Such discontinuous change engenders a critical tension between positive and negative effects of identification that has not yet been fully understood. To deepen the understanding of this tension, in-depth interviews were conducted in a recently merged German industrial company. Based on these qualitative data we demonstrate how features of the postmerger company structure and the way it was implemented may have eroded organizational identification. Finally, we propose a parsimonious model to be tested by future research, in which the sense of continuity is consisting of both observable as well as projected continuity.

Locking Up Emotion: Moving Beyond Dissonance for Understanding Emotion Labor Discomfort The paper uses data from the author's dissertation, expertly advised by Dr. Stanley Deetz at the University of Colorado-Boulder. Earlier versions were presented at the annual meeting of the Western States Communication Association, 2004 and the International Communication Association, 2001.

Abstract: Using qualitative data gathered among correctional officers and a post-structuralist theoretical lens, this study suggests that emotion labor—the instrumental use and suppression of emotion—is more difficult when societal discourses and organizational processes limit employees’ ability to maintain preferred understandings of identity. The paper provides rich description of the complex web of emotion norms faced by correctional officers and then makes the case that identity, power, hidden transcripts, role distancing behaviors, strategic interaction, and organizational identification affect the ease of emotion work. The analysis moves beyond extant research's focus on emotive dissonance, or a clash between “true” feeling and “false” emotional display, to highlight the roles of macro discourses and everyday organizational practices in understanding the discomfort of emotion labor.

Category salience and organizational identification

Abstract: The aim of this study was to examine (1) the effects of increased salience on three work-related identities (i.e. career, school and occupation), (2) whether these effects had an impact on extra-role behaviours, and (3) whether identification mediated these effects. Standardized questionnaires were completed by 464 schoolteachers concerning identification with the focuses career, school, and occupation as well as scales measuring work extra-role behaviours. The questionnaire was administered under four experimental conditions. As expected, teachers identified more strongly with their schools when their school-type was made salient; they identified more strongly with their occupation when they were told that they were compared with other professional groups. Higher salience of the school membership identity was associated with higher levels of self-reported extra-role behaviours on behalf of the school. This effect was mediated by school identification.

Procedural and distributive justice effects moderated by organizational identification

Abstract: – The purpose of the research was to test whether the widely known interaction between procedural and distributive justice influences cooperation, but only when employees’ identification with the organization is strong., – A survey study was conducted in a company, including scales assessing distributive justice, procedural justice, employees’ sense of organizational identification and willingness to cooperate., – The results showed that this interaction effect was only found among those with a strong sense of organizational identification. However, the pattern of this interaction was different from the pattern found in previous studies, that is, both high procedural and distributive justice was required to best predict cooperation., – These findings identify yet another important moderator of the interaction between distributive justice and procedural justice, but also show that because of the cognitive content of the measure of organizational identification, the shape of the interaction is different than the one predicted by prior research.

To be(long) or not to be(long):social identification in organizational contexts

Abstract: In the past few years, ideas of Social Identity Theory and Self-Categorization Theory have been successfully applied to the organizational domain. In this article, the authors provide an overview of these recent developments and present a concept of social identification in organizational contexts, based on these theories. The assumptions of this framework are that (a) social identification in organizational contexts is a multifaceted concept consisting of different dimensions and foci (or targets), (b) higher levels of identification are related to higher productivity and more positive work-related attitudes, and (c) identification is a very flexible concept that is linked to the situational context. The authors present the results of a series of field and laboratory studies in which the proposed relationships are analyzed and, in the main, confirmed.

Predicting the different profiles of organizational identification: A case of shipyard subcontractors

Abstract: 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 subgroup characteristics (prestige, contact, and size) may be used to explain four different combinations of subgroup identification (with the subcontractor) and superordinate identification (with the shipyard). However, contrary to our hypotheses, none of the variables concerning relationships between the subgroups (intergroup competition, intergroup contact and perceived discrimination) emerged as significant predictors.

Debugging the system: the impact of dispersion on the identity of software team members

Abstract: This paper looks at the impact of dispersion of groups of software workers on team and organizational identification. The paper examines at two case studies of software organizations operating in Scotland. One case study is drawn from a software division of a large national telecommunications company, the other from a medium-sized indigenous software firm. Within each organization we examined groups of employees based within and outwith their employing organizations. Our results were broadly consistent with established work within other sectors in finding that the team largely replaced the organization as a focus for identification. However, we also found that there was no difference in the salience of organizational identification between dispersed employees and those based within their employing organization. For many employees the focus on the team as opposed to the organization was a way of reducing subjective uncertainty within a changing corporate environment. Finally, we established that it is team...

Fórum - gestão no brasil: enfocando processos e relacionamentos identidade organizacional: um estudo de caso no contexto da cultura brasileira

Abstract: Derived from shared perceptions about the meaning of the organization, the organizational identity is related to culture. From this assumption, this study aim to understand an organization identity, considering cultural elements present in Brazilian culture. It's about a case study, in which it was verified some factors that contributed to the organizational identification and identity: personal relationships, including paternalism in working relationships. These aspects contributed to produ ce feelings of safety and affiliation, internalized by organization' s members and resulting in a social imaginary, with the symbolic union between organization and individuals. In addition it was also observed an association between personal growth and the growth of the organization, which reinforced the organizational identification and organizational identity.

The impact of organizational identification and self-esteem on Organizational Citizenship Behavior: The case of Greek public hospitals

Abstract: The importance of increased Organizational Citizenship Behavior (OCB) for organizational success and prosperity is widely accepted among researchers. When it comes to hospitals, of course, success and prosperity presupposes that doctors and nurses need to provide more than are expected to, in order to preserve human lives in the best possible way. In this context, the main purpose of this research, which has been carried out in Greek public hospitals, was to test two factors that are expected to positively affect OCB. In specific, doctors’ and nurses’ organizational identification and self-esteem impact on OCB was examined. Moreover, the influence of gender and permanency in employment relationship over the aforementioned relationships was examined. Statistical analysis of the data provided by 140 doctors and nurses confirmed the hypotheses stated. At the end of the paper, theoretical and practical implications of OCB for the effective human resource management in Greek public hospitals follow.

Social Identity and Social Exchange: Identification, Support, and Withdrawal from the Job

Abstract: Integrating insights from the social exchange perspective and the social identity perspective on the psychological relationship between the individual and the organization, we propose that evaluations of the support received from the organization and its representatives, and organizational identification interact in predicting withdrawal from the job. Specifically, the relationship of support with withdrawal is proposed to be weaker the stronger employees identify with the organization. This prediction was confirmed in two samples focusing on different operationalizations of support and withdrawal. Sample 1 concerned the interaction of organizational support and organizational identification in predicting turnover intentions, Sample 2 concerned the prediction of absenteeism from supervisor support and organizational identification. We conclude that the present study yields promising first evidence that may lay the basis for further integration of social exchange and social identity analyses of organizational behavior.

The Mediating Role of Organizational Citizenship Behavior between Organizational Identification and Its Consequences

Abstract: This study was conducted to assess the impact of organizational identification on consequences like job satisfaction and turnover intention of organizational members. It also explored the mediational role played by organizational citizenship behavior in the relationship. Using a sample (n=127) of Indian employees, this current study makes a significant contribution to the existing and emerging literature on the linkage between organizational identification and behavioral outcomes by utilizing causal modeling in investigating the data for analysis.

Constructing and Testing a Model of Trustworthiness, Trust Behavior and Organizational Identification

Abstract: This study, in which staff nurses in Taiwan participated, was aimed to construct a model for relationships among trustworthiness, trust behavior and organizational identification. One hundred and ninety five anonymously completed questionnaires were collected. Superiors' trustworthiness, staff nurses' trust behavior, and organizational identification were identified as latent variables to which the following indicators were to be applied: integrity, benevolence, ability, communication, consistency, compliance, sharing, teamwork, subordination, membership, loyalty and similarity. A logical trust and organizational identification model was constructed and tested with LISREL (Linear Structural Relations) analysis. Benevolence was eliminated due to excessive residual value. The adjusted model passed pertinent tests. It was also revealed that trust behavior acts as a mediator between trustworthiness and organizational identification. The results of this study may be taken as a reference for the training of supervisory level personnel, as well as for strengthening the organizational identification of staff nurses, and as a beginning phase in the construction and testing of a relationship model for the relationship between trust and organizational identification.

The Communication Glue that Binds Employees to an Organization: A Study of Organizational Identification in Two Thai Organizations

Abstract: Organizational communication scholars have paid scant attention to the motivations of people who choose careers in social service organizations. This study examined organizational identification in the context of two Thai social service organizations: government-run Community Development Department (CDD) and non-governmental Population and Community Development Association (PDA). The degree to which CDD members identified with CDD and PDA members identified with PDA was assessed by using the Organizational Identification Questionnaire constructed by George Cheney (1982). Comparison of CDD and PDA scores on Cheney's OIQ provided findings that mirror those of previous studies of organizational identification. Specifically, the level of organizational identification among employees who work for the non-governmental privately-run social-cause organization (PDA) was significantly higher than for employees who work for the government organization (CDD). Thus, the non-governmental organization appears to be more...

The effects of organizational communication and commitment on organizational identification: a sectoral comparison

Abstract: This study examines the effects of organizational communication and commitment on organizational identification. We draw samples from organizations operating in service and manufacturing industries. In the analysis, career communication is found to be related significantly to organizational identification in the service industry, while task communication is related significantly to organizational identification in the manufacturing industry. The results also suggest that affective commitment, when combined with organizational communication and identification, fully mediates the relationship between organizational communication and employees’ identification with the organization. This study has also some conclusions about the roles of organizational communication and commitment in fostering organizational identification.

A Study of the Effects of Motivation-Hygiene Factors on nurse's Job Satisfaction, Organizational Commitment, and Organizational Identification

Abstract: Purpose: The purpose of this study was to analyze the effects of motivation and hygiene factors on nurse's job satisfaction, organizational commitment, and organizational identification. Methods: The subject hospital was 4 tertiary general hospital located in Seoul and Incheon, Korea. The participants of this study were 521 nurses working in the subject hospitals. The data were collected by self-reporting questionnaires from April 1 to June 30, 2004. The data were analyzed using SAS 8.0 program for descriptive statistics and stepwise multiple regression. Results: The mean score of variables were as follows. The motivation factor's total was 3.22, hygiene factor's total was 2.98, job satisfaction was 2.94. organizational commitment was 2.94, and organizational identification was 3.62. The statistically significant predicting factors of job satisfaction were achievement, work itself and salary. In organizational commitment, the significant predicting factors were achievement, advancement, work itself, policy and administration, working conditions, and interpersonal relations. In organizational identification, the significant predicting factors were work itself, responsibility, interpersonal relations, and personal life. Conclusion: With these results, it was identified that the predicting factors of nurse's job satisfaction based on Herzberg's two-factor theory. The most statistically significant factors were salary on job satisfaction, policy and administration on organizational commitment and work itself on organizational identification. So these results will be used to develop the more effective strategy of nursing staff management. And also these will be contributed to developing the nurse's motivation enhancement plans.

Social networks of nursing staff and organizational performance. A study in long-term care facilities

Abstract: Over the years, there has been increasing attention for the role of social networks in explaining performance differences between organizations. Yet, research on social networks within healthcare organizations in general and long-term care facilities specifically has been rare, despite growing interest in explanations for differences in performance. In this thesis, we study informal social networks of nursing staff and organizational performance in different care settings for residents with dementia in the Netherlands. Three types of social networks are investigated: communication and advice networks between nursing staff of dementia units, and networks between nursing staff and relatives or acquaintances of residents. Ties between nursing staff and relatives/acquaintances of residents cross the boundary of the organization. For this reason, we name these ties boundary-crossing networks as they place employees in direct contact with third parties outside the organization. We argue that social networks of nursing staff influence behaviour of nursing staff and care processes of dementia units, which in turn will influence the quality of life of residents, and ultimately organizational performance in long-term care. First, we investigate the structure of communication and advice networks of nursing staff on dementia units. Overall, communication and advice networks of nursing staff in long-term care are relatively cohesive. This fits with the high level of cooperation that is needed to provide good care to residents. Communication and advice networks are more cohesive in smaller units and are also shaped by characteristics of staff members. The results furthermore show that communication networks are important for staff’s job satisfaction. A boundary-crossing tie with relatives/ acquaintances of residents is mentioned by two-fifths of the nursing staff. Our findings show that in units with these boundary-crossing networks staff treat residents with more respect and are more at ease with residents. Social networks are also positively related to staff’s organizational identification which, in turn, is related to their work motivation and their behaviour towards residents. We also find that more cohesive communication networks of nursing staff are positively related to the social support that is experienced by staff members. Furthermore, in units with a more supportive culture less challenging behaviour of residents is reported. In this thesis, organizational performance is defined as the aggregated quality of life of individual residents in long-term care units. We study if social networks are directly related to three aspects of quality of life of residents with dementia: frailty, depressive symptoms and social engagement. Our results show that cohesive communication, advice, and boundary-crossing networks of nursing staff are positively related to the social engagement of residents. No relationship was found between social networks and frailty or depressive symptoms of residents. Overall, the study demonstrates differences in organizational performance of long-term care dementia units with regard to the quality of life of residents. These differences can be partly explained by the cohesiveness of informal social networks of nursing staff of the units.

Antecedents of dual organizational identification among mnc subsidiary managers: an empirical test.

Abstract: We offer a novel conceptualization of dual organizational identification and develop a theoretical model of the antecedents of this state for the case of subsidiary managers in multinational corporations. We argue that the experience of dual organizational identification will depend on the perceived prestige of the two entities, the manager's positive interaction with and tenure in these entities, and similarity between their organizational identities. Our empirical results provide general support for the model.

Managing in a crisis: How can Asian organizations support and promote cooperative responses from employees?

Abstract: As we experience increasingly more disasters and crises, particularly in the Asian region, organizations face challenges managing their employees’ psychological reactions and behaviors during and after a crisis. The collectivist culture typical of many Asian countries is a potential advantage in eliciting cooperative behaviors at such times. This presentation will briefly discuss a qualitative study of the experiences of hospital employees working in a Singaporean hospital during the 2003 SARS outbreak. In thi s research, participants attended two successive interviews designed to build rapport and to allow in-depth examination of the employee’s experiences. In the first interview, participants were asked to describe their experiences working during SARS, the actions they perceived the hospital took, and their own actions at work during that period. In the second interview, participants were shown the organizational actions and employee actions that had been discussed in the first round of interviews. Using a car d sort technique, participants were then encouraged to discuss their own actions and the hospital’s actions and to give reasons for each. The data indicated that many of the individual actions were voluntary and philanthropic - employees took on many extra tasks and put themselves into situations of great risk, typical of organizationa l citizenship behaviors but performed under considerable duress. The data also showed that employees felt great pride in the actions taken by the hospital, and a professional sense of working together in the “battle against SARS” inspired individuals to engage in voluntary behaviours beyond job requirements. Many well-established concepts emerged from the data: extra-role behaviors, altruism, organizational commitment, organizational identification, and professionalism. The findings suggest that the concept of professionali sm requires further examination and a model linking professional and organizational identification/commitments and OCBs is proposed. It is hoped that discussion of this paper will help clarify the theoretical framework and identify practical interventions that can support and promote cooperative responses of employees in a crisis. Such practices may well influence Asian