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Organizational identification

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


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Journal ArticleDOI
TL;DR: The authors explored how the strength and structure of an individual's social network both directly influences organizational identification as well as moderates the relation between social identity or categorical antecedents and organizational identification.
Abstract: Summary Although organizational identification is founded on social identity and symbolic interactionist theories, current theories emphasize a social identity whereby organizational members categorize themselves and others based on roles and membership in an organization or work unit. In contrast symbolic interactionism, which resides in interpersonal relationships, is rarely theorized or empirically assessed in studies of organizational identification. We use survey data collected at an academic institution to explore how the strength and structure of an individual’s social network both directly influences organizational identification as well as moderates the relation between social identity, or categorical, antecedents and organizational identification. Our results show that the size of an individual’s network as well as the interaction between relationship strength and prestige better explain organizational identification than do antecedents based solely on categorization and social comparison processes. Thus networks of relationships, which have been a foundational but much neglected premise and process for organizational identification, are brought back into a theory of organizational identification. Copyright # 2010 John Wiley & Sons, Ltd.

242 citations

Posted Content
Rolf van Dick1
TL;DR: In this paper, the authors argue that social psychology and particularly the Social Identity Approach to intergroup relations extend the concept of commitment theoretically and provide a broader conceptual framework for the understanding of underlying processes in the relation between organizational identification and job-related attitudes and behaviours.
Abstract: Research in organizational psychology has shown that commitment to the organization correlates with different criteria of work effectiveness. This paper argues that social psychology and, particularly, the Social Identity Approach to intergroup relations extend the concept of commitment theoretically. Above that, it provides a broader conceptual framework for the understanding of underlying processes in the relation between organizational identification and job-related attitudes and behaviours. This theoretical analysis is completed with a review of empirical findings in different fields of application (group performance, work-related attitudes, group norms).

241 citations

Journal ArticleDOI
TL;DR: The authors define institutions as constellations (i.e., relatively fixed arrangements) of formalized rational beliefs manifested in individuals' organizing behaviors, including membership, rational myths, isomorphism, and decision hierarchies.
Abstract: For many years, reviewers have argued that organizational communication research is overly concentrated on microphenomena to the neglect of macrophenomena, but macrophenomena have generally remained unspecified. An institutional theory of organizational communication is proposed to fill that gap. Drawing on institutional theory in organizational sociology and on concerns in organizational communication, we define institutions as constellations (i.e., relatively fixed arrangements) of formalized rational beliefs manifested in individuals’ organizing behaviors. Key concepts for the analysis of institutions include membership, rational myths, isomorphism, and decision hierarchies. Based on our definition and armed with these concepts, the paper formally specifies propositions of an institutional theory of organizational communication. Applying the propositions to a published case of organizational identification demonstrates how an institutional perspective offers additional explanatory power, especially concerning professional roles.

240 citations

Journal ArticleDOI
TL;DR: In this article, the authors 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.
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...

239 citations

Journal ArticleDOI
TL;DR: In this paper, the authors examined auditors' sense of professional identity and found relatively high levels of professional identification and organizational identification, and a relatively low level of organizational professional conflict among their study's 252 Big 5 auditors.
Abstract: In response to a variety of challenges, accounting firms are reorganizing and reengineering their core audit services to capitalize on technology advances and to deliver more value‐added services to their clients. Critics, however, have voiced concern that the changes underway undermine auditors' professionalism. Accordingly, this study examines auditors' sense of professional identity. Specifically, we provide (1) a comprehensive model of the relation between auditors' professional and organizational identities, including their potential conflict; and (2) the antecedents and consequences of auditors' professional and organizational identification, including how organizational‐professional conflict relates to turnover. We find relatively high levels of professional identification and organizational identification, and a relatively low level of organizational‐professional conflict among our study's 252 Big 5 auditors. Professional identification is positively related to organizational identification, but i...

238 citations


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Performance
Metrics
No. of papers in the topic in previous years
YearPapers
202377
2022205
2021146
2020151
2019152
2018139