Organizational identification

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

A Hierarchical Model of Organizational Identification

Abstract: This research study examined the organizational identification process in an organization, a multiethnic church, whose identity claims appeared to be congruent and mutually reinforcing. The study specifically sought to understand members’ identification with each of the identity claims or a subset of the claims over time. A qualitative case study method was employed involving interviews of 16 church members to understand the individual nature of their identification process. Results showed that as organizational identification emerged, participants responded to a set of multiple identity claims in a hierarchical manner. This resulted in the participants emerging with primary identification to one of the organizational claims and secondary identification to the remaining claims. This study helps foster an understanding of the process of member choice to identify with organizational claims and the shifting hierarchy of organizational identity claims in the process. The implication of multiple identity claim...

Effects of Abusive Supervision on Workplace Deviance:Organizational Identification as Mediator

Abstract: Base on the social exchange theory and social identity theory,this paper discusses the impact of abusive supervision on employees' workplace deviance behavior and the mediating effect between them in China scenarios. Total 225 employees from different province were sampled and Hierarchical Regression Modeling was employed to analyze the data.The result shows that abusive supervision has an significant effect on employees' workplace deviance behavior;organizational identification mediates the relationship between abusive supervision and employees' workplace deviance behavior.

Yeni̇li̇k i̇kli̇mi̇ni̇n örgütsel özdeşleşmeye etki̇si̇: bi̇li̇şi̇m sektörü çalişanlari üzeri̇nde bi̇r araştirma

Abstract: The innovation climate of an organization is one of the most important indicators of the potential of employees to show creative thinking and innovative behaviors. Individuals who work in an organization where the innovation climate exists and feel themselves as a part of the organization, are more willing to produce high-level original values and to take innovative approaches. At the same time, due to the innovation climate within the organization, it seems possible for employees to demonstrate organizational identification behavior at a high level. The aim of this study is to show how the climate of innovation has an impact on organizational identification in organizations. In this context, a survey was responded by 164 R&D employees working in the IT sector using convenient sampling method. The obtained data were tested by using statistical programs. The findings of the research show that the innovation climate has positive and meaningful relationship with organizational identification. Besides, it was found that the innovation promotion sub-dimension did affect organizational identification positively and meaningfully and there were no significant effects of blocking innovation and resource provision sub-dimensions on organizational identification.

Influences of organizational factors on organizational identification and moderating effect of intergenerational workforce in merger and aquisition organizations

Abstract: Merger and acquisition (MA (ii) determine the level of organizational identification; (iii) examine the influence of organizational factors on organizational identification; and (iv) determine the moderating effects of intergenerational workforce on the relationship between organizational factors with organizational identification. Two theories employed in this study were: (i) the Social Identity Theory to provide basic understanding of the factors associated with organizational identification; and (ii) the P-E Fit Theory that explains how ‘person’ and ‘environment’ interacts to each other that may influence organizational identification resulting from variations in organizational factors in the organizations after an M&A. The design of this study was a causal relationship research involving six organizations in which each represents five sectors in the National Key Economic Areas (NKEA) of the 10th Malaysia Plan. A total of 219 respondents participated in this study the sample of which was made through cluster random sampling. The respondents were from the Klang Valley areas of Kuala Lumpur, Petaling Jaya and Putrajaya. The data were collected using a structured set of questionnaires administered through ‘drop-and-pick’ and online survey techniques. Descriptive statistics were used to measure the level of organizational factors and organizational identification. The results indicate that more than half of the respondents perceived moderate level of independent and dependent variables. Using Structural Equation Modeling (SEM) procedures it was found that development, rational and group culture factors significantly contribute to organizational identification and none from organizational justice dimensions. Intergenerational workforce (senior) is found to moderate the relationship between interactional justice, development and group culture with organizational identification. This indicates that Millennials and seniors perceptions on organizational culture and justice practices are different. Therefore, this study suggests that employees should not be viewed as a one homogenous group, instead they are a heterogeneous consisting the Millennials and seniors. The SEM analysis revealed organizational factors explained as much as 62% of the variance in the organizational identification. The implication of this study is that the advanced Social Identity Theory and the P-E Fit Theory were able to capture the moderation effect of the intergenerational workforce on the relationship between the organizational factors on organizational identification. This is a noble contribution to the theories. This study also contributed to the body of knowledge on HRD specifically on the perspectives of organization development and organization behavior which have been less explored from the perspectives of M&A. The study provides a guide for HRD practitioners who must plan interventions in the event of that organizational restructuring. HRD managers should realize that each generation has its own work expectations, organizational values and norms that they hold, therefore, managers should adequately address these organizational factors in their HRD interventions. The study suggested that future research is recommended to include employees from cross-border M&A involving multinational corporations and local companies as this would suggest investigating involving cross-cultural differences. Qualitative studies on organizational identification are suggested in future research.

Influence of Club Leisure Activity on Peer Relationship, Organizational Identification and Life Satisfaction of University Students

Abstract: The purpose of this study was to examine the influences of club leisure activity on peer relationship, organizational identification and life satisfaction of university students. Using a purposive sampling method and the questionnaire based on previous study, 379 participants of club leisure activity and 372 non participants selected from 8 universities. The method of the statistical analysis used in this study were one-way ANOVA, correlation analysis and regression analysis. As a result of these data analysis, the conclusions of this study were as follows. First, in club leisure participants, self choice was most selected as application for club, relationship was most selected as purpose of application and cost was most selected as leisure constraint. Second, club activity participants were higher marked