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 paper, the authors explored the relationship between organizational identification and organizational culture in a retail sales organization and found that although six dimensions of organizational culture were significantly related to organizational identification, employee morale emerged as the only significant predictor of employee identification.
Abstract: This study explored the relationship between organizational identification and organizational culture in a retail sales organization. Participants included 76 employees from 31 different store locations who completed Cheney's (1983b) Organizational Identification Questionnaire and Glaser, Zamanou, and Hacker's (1987) Organizational Culture Survey. Confirmatory factor analyses, as well as tests of parallelism, were conducted to confirm the dimensional structure and internal consistency of both measurements. Although six dimensions of organizational culture were significantly related to organizational identification, employee morale emerged as the only significant predictor of employee identification. Implications of these results, as well as directions for future research, are discussed.
101 citations
TL;DR: In this article, the negative relationship between personal alienation and organizational identification was explained through a set of mediating variables involving need deprivation, job satisfaction, and job involvement, and moderate support for the quality-of-work-life model.
Abstract: It was hypothesized that personal alienation has a negative impact on organizational identification. The negative relationship between alienation and organizational identification was explained through a set of mediating variables involving need deprivation, job satisfaction, and job involvement. More specifically, it was hypothesized that alienation increases need deprivation, which in turn decreases job satisfaction, which in turn decreases job involvement, which ultimately decreases organizational identification. A study was conducted involving 219 service deliverers to the elderly. Self-report measures were administered. The data was subjected to a path analysis. The results provided moderate support for the quality-of-work-life model. Management implications are discussed.
101 citations
TL;DR: In this paper, the authors present a theory of organizational identity based on embodied cognition and examine four embodied capacities that members use to construe what they believe is central, distinctive, and enduring about their organizations.
Abstract: This paper presents a theory of organizational identity based on embodied cognition. Embodied cognitive science focuses on developing theories that reveal how humans’ capacities to process information and gain knowledge are functions of bodily experiences. What members come to know about an organization is a function of what they physically experience, as well as what is in their heads. We propose and examine four embodied capacities that members use to construe what they believe is central, distinctive, and enduring about their organizations. We suggest this approach reveals an important fourth dimension of OI: that an individual’s construal of organizational identity must also be ‘substantiated’ or verified by a member’s embodied experiences. We consider how an embodied construal of OI might add to three dominant perspectives on OI, and discuss how it might expand our understanding of six OI-related topics, ranging from individual organizational identification to large-scale organizational change. We cl...
100 citations
TL;DR: This article examined corporate and organizational identification in franchisee organizations from the perspective of the social identity approach and proposed the identity-matching principle (IMP) as a heuristic for understanding and predicting the different effects of nested identifications.
Abstract: This paper examines corporate and organizational identification in franchisee organizations from the perspective of the social identity approach. We propose the identity-matching principle (IMP) as a heuristic for understanding and predicting the different effects of nested identifications. According to the IMP, when identifications and relevant behavioural or attitudinal outcomes address the same level of categorization, their relationship will be stronger. A study is presented with employees (n=281) matched to managers (n=101). Supporting the IMP, organizational identification (but not corporate identification) predicted customer-oriented behaviour on the level of the local organization, whereas corporate identification (but not organizational identification) predicted attitude toward corporate citizenship behaviour. Furthermore, multilevel analyses showed that these relationships were enhanced in organizations where managers displayed the respective behaviours themselves to a greater extent. Implications for theorizing about leadership and organizational attachments are discussed alongside recommendations for organizational practitioners.
100 citations
TL;DR: This article examined the temporary help industry in order to analyze the ways in which contemporary labor strategies might complicate our existing theories of organizational identification and highlighted communicative strategies that prevent rather than promote member identification with organizations.
Abstract: Current managerial practices such as downsizing and the use of temporary labor require scholars to reconsider the organizational desirability of member identification. Maintaining an identified workforce takes time, energy, and resources that organizations may not always be willing to provide. This study examines the temporary help industry in order to analyze the ways in which contemporary labor strategies might complicate our existing theories of organizational identification. Drawing upon interview data from 39 temps and their supervisors, this study highlights communicative strategies that prevent rather than promote member identification with organizations.
99 citations