Organizational identification

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

Exploring Professional Identity

Abstract: This thesis examines the ways in which organizational members define what it means to communicate professionally, the extent to which enacting professional identity reflects organizational identification and individual identity, and the specific contexts in which professionalism is most encouraged. Data collected from participant interviews highlighted three intersectional components related to the enactment professional identity and perceptions of [un]professionalism—technical, behavioral, and social. Further, the results of this study suggest that professionalism as a communicative construct manifests itself in the midst of ongoing tension between individual agency and organizational constraint, conflating individual identities with norms, values, and expectations set forth by the organization in relation to the external environment. While each of these components can be considered separately in terms of their unique properties and dimensions, it is in their intersections that the most salient symbolic and material consequences for professional identities are manifested. Through analyzing the ways in which participants "do" professional identity in light of situated norms, this research offers a new model of professionalism that recognizes the intersectional relationship among individuals, organizations, and the overarching environment. Future work should investigate the construct of professional identity in nontraditional organizational settings, as well as how professionalism operates in relation to dominant discourses of identity (i.e., race, class, gender, sexuality, age, ability, etc.).

Karizmatik Liderlik ve Örgütsel Özdeşleşmenin İş tatmini ve İşten Ayrılma Niyetine Etkisi

Abstract: In this study, it is aimed to show the effect of charismatic leadership and organizational identification on job satisfaction and turnover intention. The research data was obtained from 195 people working in the general directorate of a public bank. According to the correlation analysis, there is a significant positive correlation between charismatic leadership and organizational identification and job satisfaction. On the other hand, charismatic leadership and organizational identification have a significant negative relationship with turnover intention. As a result of regression analysis, charismatic leadership and organizational identification have a meaningful effect on job satisfaction and turnover intention. However, research findings show that the effect of charismatic leadership is partly mediated by organizational identification in the effect on job satisfaction and turnover intention.

Identifying Digital Transformation Paradoxes

Abstract: In turbulent contexts, organizations face contradictory challenges which give rise to management tensions and paradoxes. Digital transformation is one such context where the disruptive potential of digital technologies demands radical responses from existing organizations. While prior research has recognized the importance of coping with organizational paradoxes, little is known about how to identify them. Although it may be apparent in some settings which paradoxes are at play, other more ambivalent contexts require explicit identification. This study takes a design perspective to identify the relevant paradoxes in a digital transformation context. It presents the results of a 2-year action design research study in collaboration with an organization that chose to explicitly focus on paradoxical tensions for managing its digital transformation. The study’s main contribution is twofold: (1) it presents design knowledge to identify organizational paradoxes; (2) it provides a better understanding of the organizational paradoxes involved in digital transformation. The design knowledge will help others to identify paradoxes when working with an organization and highlights dynamic and collaborative aspects of the identification process. The study also enhances the descriptive understanding of digital transformation paradoxes by showing the importance of learning and belonging tensions and by expressing a different view on what knowledge about paradoxes is, and how it is created and used.