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 article, the authors draw from the job characteristics model (JCM) to argue that salesperson motivation to engage in customer orientation will be impacted by the extent to which they experience their work as meaningful and that this impact will be moderated by their affective evaluations of two aspects of their work context.
154 citations
TL;DR: Using qualitative data gathered among correctional officers and a post-structuralist theoretical lens, the authors suggests that emotion labor is more difficult when societal discourses and organizational processes limit employees' ability to maintain preferred understandings of identity.
Abstract: Using qualitative data gathered among correctional officers and a post-structuralist theoretical lens, this study suggests that emotion labor—the instrumental use and suppression of emotion—is more difficult when societal discourses and organizational processes limit employees’ ability to maintain preferred understandings of identity. The paper provides rich description of the complex web of emotion norms faced by correctional officers and then makes the case that identity, power, hidden transcripts, role distancing behaviors, strategic interaction, and organizational identification affect the ease of emotion work. The analysis moves beyond extant research's focus on emotive dissonance, or a clash between “true” feeling and “false” emotional display, to highlight the roles of macro discourses and everyday organizational practices in understanding the discomfort of emotion labor.
154 citations
TL;DR: Work identity and identification have generated a great deal of interest in the fields of organizational psychology and organizational behavior as mentioned in this paper, and a broad overview of theoretical approaches and topics in work identity literature to inform and guide future integration.
Abstract: Work identity and identification have generated a great deal of interest in the fields of organizational psychology and organizational behavior. Given several theoretical perspectives available to study work identity, the field has developed in somewhat haphazard fashion with independent streams of research investigating the same or highly similar phenomena. In the present review, we provide a broad overview of theoretical approaches and topics in work identity literature to inform and guide future integration. We review over 600 published articles and organize the literature along two dimensions: level of identity inclusiveness (i.e., individual, interpersonal, and collective) and static/dynamic approaches to identity change. Within each review category, a brief summary of extant research is provided, along with suggestions for future research.
154 citations
TL;DR: In this article, the authors examined the dynamics of the relationship between psychological contract breach and organizational identification and proposed separateness-connectedness self-schema as an important moderator of the mediated relationship.
Abstract: Drawing on the perceived organizational membership theoretical framework and the social identity view of dissonance theory, I examined in this study the dynamics of the relationship between psychological contract breach and organizational identification. I included group-level transformational and transactional leadership as well as procedural justice in the hypothesized model as key antecedents for organizational membership processes. I further explored the mediating role of psychological contract breach in the relationship between leadership, procedural justice climate, and organizational identification and proposed separateness–connectedness self-schema as an important moderator of the above mediated relationship. Hierarchical linear modeling results from a sample of 864 employees from 162 work units in 10 Greek organizations indicated that employees' perception of psychological contract breach negatively affected their organizational identification. I also found psychological contract breach to mediate the impact of transformational and transactional leadership on organizational identification. Results further provided support for moderated mediation and showed that the indirect effects of transformational and transactional leadership on identification through psychological contract breach were stronger for employees with a low connectedness self-schema.
152 citations
TL;DR: In this paper, the authors introduce "narcissistic organizational identification", a form of organizational identification that features the individual's tendency to see his/her identity as core to the definition of the organization.
Abstract: An unexplored paradox of organizational identification is its possible association with behaviors that exploit the organization for personal benefit. In this article we address why, for some individuals in positions of power and authority in the organization, organizational identification is a path to viewing the organization as eminently exploitable. We introduce “narcissistic organizational identification,” a form of organizational identification that features the individual's tendency to see his/her identity as core to the definition of the organization, in contrast to conventional conceptualizations of organizational identification, where the individual sees the organization as core to the definition of self. We provide theory explaining how antecedents of conventional organizational identification—including a sense of control and influence over the organization, a sense of psychological ownership of the organization, a sense that the organization is regarded highly by others, and a sense that others ...
152 citations