Organizational identification

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

Identifying With How We Are, Fitting With What We Do: Personality and Dangerousness at Work as Moderators of Identification and Person-Organization Fit Effects

Abstract: Using a sample drawn from a Brazilian electric company exposing employees to both dangerous and non-dangerous working conditions, the current study provides evidence on the differential underlying mechanisms guiding the relationships of organizational identification and person-organization-fit (P-O fit) with job performance. We suggest that despite their relatedness in current literature, organizational identification operates as a largely self-centered process and P-O fit as a predominantly context-dependent one, leading to distinct work-related processes deriving from each construct. Our findings suggest that P-O fit serves as a pathway through which job identification induces job performance. In this mediating path, personality and in particular neuroticism, hinders the effects of identification, whereas job dangerousness, a contextual factor, undermines work-related effects of perceived environmental congruence (P-O fit). Discussing these results, we provide novel insights on the distinct mechanisms driving organizational identification, P-O fit and their contingencies.

Long-term Dynamics of Employee Identification with an Organizational Unit

Abstract: This study presents the first framework for understanding the long-term dynamics of employee identification with an organizational unit Similar research generally adopts cross-sectional quantitative methods that insufficiently explain the long-term dynamics of identification Following studies that find stronger identification with lower-level groups than with an entire organization, we examine the case of a marine hull unit of a Japanese property-casualty insurer We suggest that employees initially identify with the unit because of “occupational ability recognition” and “affective recognition” We identify that these factors are necessary and sufficient conditions for identification with the unit When they are absent, dis-identification occurs If identification based on these factors is maintained, “value preferences” become dimensions of identification Members prefer the unit values of interesting work, professional utility, and career attainment When employees are dissatisfied with the unit’s values, ambivalent identification occurs Ultimately, mature employees may express a “value proposition orientation” They identify with the unit by consciously relating their value proposition and the unit

External organizational identification, parasocial relationships, and social media use

Abstract: of a Dissertation Submitted to the Graduate School of The University of Southern Mississippi in Partial Fulfillment of the Requirements for the Degree of Doctor of Philosophy

Multidimensionality of Identification: Exploring the Local and Global Experiences of Organizational Members Across Eastern and Western Contexts

Abstract: This article reports the results of a study based on survey data collected from China and the United States about two employee identifications—local (workgroup/work unit) identification and global (organizational) identification. Since organizational identification consists of local identification and global identification, this study explores the impact of culture on the two identifications. The results indicate that China and the United States present different strengths of local and global identification, and the relationship between these two identifications also diverged in the sample groups.