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Organizational identification

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


Papers
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Journal ArticleDOI
01 Jan 2015
TL;DR: In this paper, the authors study what is more decisive in predicting highpotential employees' attitudes, talent identification or organizational identification, and investigate whether corporate socialization mechanisms can predict high-potential employee attitudes.
Abstract: We study what is more decisive in predicting high-potential employees’ attitudes – talent identification or organizational identification, and investigate whether corporate socialization mechanisms...

2 citations

Journal ArticleDOI
TL;DR: This article examined post-merger employee organizational identification and attitudes about organizational communication relationships, and found that most merger and acquisition literature looks at financial and marketing strategies, while dismissing or ignoring the people issues.
Abstract: Most merger and acquisition literature looks at financial and marketing strategies, while dismissing or ignoring the people-issues. This study examines post-merger employee organizational identification and attitudes about organizational communication relationships.

2 citations

Journal ArticleDOI
TL;DR: In this paper, a cross-level approach to identity in and beyond organizations and combine migration, organizational, and intercultural research is presented, based on a qualitative interview study in Germany, highlighting how positive organizational identification results not only in companies' workforce retention but also in migrants' increased societal identification.
Abstract: Migrants entering a new country also search for belonging. Through employment, migrants work in organizations and experience socialization in these new contexts. Thereby, organizations offer migrants a wide range of possibilities for identification and are thus places to regain a sense of belonging. We rely on prior research showing what migrants experience during the process of organizational socialization to organizational identification, more specifically through (a) sense-making which (b) provides self-esteem and self-enhancement, and (c) reduces uncertainty. Furthermore, we also investigate the interplay of various in-groups (multiple cultures) and levels (micro, meso, macro) that migrants identify with. Consequently, we follow a cross-level approach to identity in and beyond organizations and combine migration, organizational, and intercultural research. Based on a qualitative interview study in Germany, we highlight how positive organizational identification results not only in companies’ workforce retention but also in migrants’ increased societal identification. Moreover, we emphasize the important role German colleagues play in the socialization process across various levels. They serve as socialization agents being individual interaction partners and team members, but also representatives of professional cultures and of the German society. In sum, our research yields important theoretical and practical implications. We provide interesting avenues for future research to uncover the complex interrelationships in more detail, open up the black-box of organizational socialization, and rely on interdisciplinarity in a complementary way. Human Resources Management could consider identification as a multi-layered opportunity, recognize the potentials of migrants’ identification, and thus strive for the sustainable development of their competencies.

2 citations

Journal ArticleDOI
TL;DR: This paper found that nonfamily leaders affect nonfamily employees' identification with the family business and the owning family even more strongly than family leaders do, however, this effect only occurs for non-family leaders operating within a high stewardship climate.

2 citations


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Performance
Metrics
No. of papers in the topic in previous years
YearPapers
202377
2022205
2021146
2020151
2019152
2018139