Organizational identification

About: Organizational identification is a research topic. Over the lifetime, 1988 publications have been published within this topic receiving 97047 citations.

Correlates of organizational identification as a function of career pattern and organizational type.

Abstract: This study examines personal and organizational correlates of organizational identification in two types of organization-the Roman Catholic Church and research and development laboratories' The results are compared with those obtained in the United States Forest Service (Hall, Schneider, and Nygren, 1970) Priests and foresters typically spend their entire careers in one organization (the single-organization career pattern), while research professionals are more mobile (the multiorganization career pattern) Because of differences in organizational socialization and mobility, tenure is a stronger correlate of organizational identification in the single-organization career The effects of tenure are independent of other correlates-job challenge, job involvement, self-image, need importance, and satisfaction Job challenge, through the intervening effects of job satisfaction, is a strong correlate of identification for both career types The researcher's self-image is more strongly tied to his work involvement and the forester's to his organizational involvement This is consistent with the differential mobility patterns Higher-order need satisfaction is correlated with high organizational involvement for both career patterns, although the importance of needs correlates differentially; for the single-organization career, organizational identification is related to security and affiliation, while identification is linked to low concern for self-fulfillment for the multiorganization career The single-organization career thus combines security and localism with growth and cosmopolitanism, whereas in the multiorganization career the professional must choose between these alternatives

Organizational Identity and Organizational Identification A Review of the Literature and Suggestions for Future Research

Abstract: In this article, we present an overview of the literatures on organizational identity and organizational identification. We provide overviews of four major approaches to organizational identity: functionalist, social constructionist, psychodynamic, and postmodern. The literature on organizational identification, by contrast, exhibits greater consensus due to the hegemonic power of social identity theory, and is predominantly functionalist. We review recent research on organizational identification regarding performance outcomes and antecedents (mainly focusing on leadership and the social exchange perspective), and in relation to change and virtual contexts. Some suggestions for further research are then offered. Finally an overview of the articles in this special issue is presented.

Do Environmental CSR Initiatives Serve Organizations’Legitimacy in the Oil Industry? Exploring Employees’ Reactions Through Organizational Identification Theory

Abstract: Little is known about employees’ responses to their organizations’ initiatives in corporate social responsibility (CSR). Academics have already identified a few outcomes regarding CSR’s impact on employees’ attitudes and behaviours; however, studies explaining the underlying mechanisms that drive employees’ favourable responses to CSR remain largely unexplored. Based on organizational identification (OI) theory, this study surveyed 155 employees of a petrochemical organization to better elucidate why, how and under which circumstances employees might positively respond to organizations’ CSR initiatives in the controversial oil industry sector. Findings first support that perceived CSR (i.e. environmental CSR) positively relates to employees’ OI which is known as an important antecedent of employees’ outcomes (Riketta, J Vocat Behavior, 66(2):358, 2005). Furthermore, results highlighted that the relationship between perceived CSR and employees’ OI is mediated by organizational trust. Finally, this study also revealed that some contingency factors such as employees’ attributions of self-centred motives to their organization’s investment in environmental issues can moderate the relationship between perceived CSR and organizational trust. Based on these findings, it is argued that CSR initiatives can support organizations’ efforts to maintain a strong relationship with their employees, and gain their support even in a controversial industry sector.

Coming to terms with organizational identification and commitment

Abstract: The concepts of organizational identification and organizational commitment are examined in an effort to explicate both their interrelations and their distinctiveness. The essay establishes identification as a term referring to the “substance” of individual‐organizational relationships and commitment as referring to their form.