Topic
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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TL;DR: In this paper, the authors examine the role of a sense of continuity for organizational identification after an organizational merger and propose a parsimonious model to be tested by future research, in which the sense of continuoustime is consisting of both observable as well as projected continuity.
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.
181 citations
TL;DR: This article explored the effects of employee ownership, concentrating on possible relationships between ownership and such variables as organizational identification, employee job attitudes, and organizational performance, and identifying variables which may moderate these relationships.
Abstract: Noting a paucity of research on the subject, this article attempts to explore the effects of employee ownership, concentrating on possible relationships between ownership and such variables as organizational identification, employee job attitudes, and organizational performance, and on identifying variables which may moderate these relationships. After development of a conceptual framework, empirical data obtained from study of a trucking company recently purchased by most of its employees are presented and discussed. These data support the plausibility of many of the hypothesized relationships, but do not permit strong causal inferences. Although the author tentatively concludes that employee ownership appears to have improved employee attitudes and organizational performance in this case, he stresses that much further research, in a variety of settings, specifically designed to permit causal testing of the propositions suggested here, is badly needed before firm conclusions can be drawn.
181 citations
TL;DR: Overall, results indicate that social identifications in organizations are positively associated with health but that there is also substantial variation in effect size strength.
Abstract: We provide a meta-analytical review examining two decades of work on the relationship between individuals' social identifications and health in organizations (102 effect sizes, k = 58, N = 19,799). Results reveal a mean-weighted positive association between organizational identification and health ( r = .21, T = .14). Analysis identified a positive relationship for both workgroup ( r = .21) and organizational identification ( r = .21), and in studies using longitudinal/experimental ( r = .13) and cross-sectional designs ( r = .22). The relationship is stronger (a) for indicators of the presence of well-being ( r = .27) than absence of stress ( r = .18), (b) for psychological ( r = .23) than physical health ( r = .16), (c) to the extent that identification is shared among group members, and (d) as the proportion of female participants in a sample decreases. Overall, results indicate that social identifications in organizations are positively associated with health but that there is also substantial variation in effect size strength. We discuss implications for theory and practice and outline a roadmap for future research.
179 citations
TL;DR: In this article, the authors examined how procedural justice affects employee engagement and found that procedural justice is an important motivator for employee work attitude and performance and that moral identity centrality plays a less significant role in employee engagement than procedural justice.
Abstract: Workplace procedural justice is an important motivator for employee work attitude and performance This research examines how procedural justice affects employee engagement We developed three propositions First, based on the group engagement model, we hypothesized that procedural justice enhances employee engagement through employee organizational identification Second, employees with stronger moral identity centrality are more likely to be engaged in their jobs Third, procedural justice compensates for the effect of moral identity centrality on employee engagement Specifically, when procedural justice is higher, employee moral identity centrality plays a less significant role in employee engagement; whilst when procedural justice is lower, the effect of moral identity centrality on employee engagement is stronger Research findings based on an employee survey in a leading financial service organization provide support for the above propositions
178 citations
TL;DR: In this article, a recent theoretical proposal is that relational identification generalizes to organizational identification through affective, cognitive, and behavioral mediating mechanisms, and the generalization can be seen as a generalization of relational identification.
Abstract: A recent theoretical proposal is that relational identification generalizes to organizational identification through affective, cognitive, and behavioral mediating mechanisms. The generalization pr...
178 citations