Organizational identification

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

Dis-Identification in Organizations and Its Role in the Workplace

Abstract: Considerable theory and research has revealed that organizational identification (OID) benefits individuals and groups and that OID facilitates the development of long-term commitment and support towards an organization. Prior studies have highlighted the importance of an identification mechanism in the workplace, i.e., how employees define their self-concepts vis-a-vis their connections with their organizations. In contrast to previous research, we explore the process by which employees divorce their identity from that of their organization, i.e., defining who they are by what they are not. Interestingly, how individuals dis-identify themselves from the organization still remains unclear, and the concept of dis-identification in organization (DiO) has not drawn much academic attention. The paucity of research in this area leaves theories under-developed; thus, our research seeks to shed new light on the concept of DiO and understand its importance at work. An anonymous questionnaire survey was conducted, recruiting 304 employees across eight organizations in Taiwan. Different from prior studies, this research stated that OID and DiO were neither heterogeneous nor independent constructs. Statistical evidence affirmed this statement further and explained that OID and DiO were inter-related constructs. Moreover, two DiO antecedents were discovered, including: person-organization fit and abusive supervision. Unlike in previous studies, DiO was not correlated with poor employee performance; rather, it was correlated with workplace deviance, an intention of quitting the job, and voice-extra-role-behaviour.Organizations are complex entities by their very nature. Whether an organization can continue, function and succeed may depend upon a series of organizational characteristics. An organization is like a social arrangement that pursues collective goals, controls its own performance, and has a boundary separating it from its environment. One such organizational characteristic is identification. With a better understanding of OID/DiO, managers and HR practitioners can better observe the influence of OID/DiO and develop policies to increase employees’ identification and decrease dis-identification. Ultimately, employers, employees and society will enjoy the benefits of better organizations, e.g., higher working morale, more performance output, stronger membership/cohesion, and lower turnover.

Leader endorsement: the role of leader prototypicality, leader effectiveness and employee’s organizational identification

Abstract: Leadership occurs when the individuals claimed capable of leading, received endorsements from their subordinates. Without endorsements (i.e., subordinates’ willingness to support and be directed by the leader), no leader will be able to direct and influence their subordinates. Using the Social Identity Theory of leadership, this research aimed to investigate the factors influencing leader endorsement. Through an online survey with good internal consistency (i.e., coefficient reliability ranging from .7 to .9), this study was able to collect data from 186 private employees across Indonesia. The moderated multiple regression analysis showed 1) subordinates tend to endorse prototypical leaders; 2) organizational identification is positively related to leader endorsement; and 3) leader effectiveness weakens the positive relationship between leader prototypicality and leader endorsement. This study contributes to the social identity theory of leadership by demonstrating that low prototypical leaders may still get endorsed, as long as they are showing effective behavior. This new finding sheds light on what kind of leadership behaviors may win the endorsement from their subordinates.

Effects of organizational identification and perceived organizational innovativeness on the adaptive and innovative behaviors of employees

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The role of identification in the privacy decisions of information system students

Abstract: This research is aimed at understanding the ethical decision-making process of information systems students, particularly when those decisions involve online privacy. The research model on which the hypotheses are based includes both deontological and teleological factors, as well as something heretofore overlooked by IS ethics researchers. Organizational identification is hypothesized to serve a filtering role, to help the individual faced with an ethical decision to focus on those stakeholders that are most relevant. The research model was tested using survey methods with a sample of senior-level IS undergraduates. The main effects of the deontological and teleological factors explained 35% of the variance in an individual's moral judgment about online privacy. Contrary to expectations, organizational identification did not moderate these two effects. However, the interaction of all three factors was significant, both practically and statistically.