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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.


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TL;DR: In this paper, the authors attempted to use biodata to uncover behavioral and experiential antecedents of organizational identification (OID), and to demonstrate one way in which theory can be used in the development and analysis of objective biodata.
Abstract: This paper attempts to use biodata to uncover behavioral and experiential antecedents of organizational identification (OID), and to demonstrate one way in which theory can be used in the development and analysis of objective biodata. The biodata correlates of organizational identification were assessed with a sample of 2,535 new U.S. Army recruits. Four biodata factors emerged: activities involving outdoor work or pastimes; a dependable, non-delinquent, lifestyle reflecting socialization to institutional expectations; a general preference for group attachments; and diligent involvement in intellectual pastimes. Results with a subset of 1,082 recruits revealed that both OID and the biodata antecedents predicted subsequent attrition across 6 time periods spanning 6 to 24 months. Results also revealed relatively high OID among the recruits.

669 citations

Journal ArticleDOI
TL;DR: In this paper, a study of the personal dynamics of the process of organizational identification in the U.S. Forest Service was conducted, and it was hypothesized that identification increased as a function of time and commitment to a pivotal organizational goal.
Abstract: This is a study of the personal dynamics of the process of organizational identification in the U.S. Forest Service, an organization noted for the high degree of organizational identification of its members. It was hypothesized and found that identification increased as a function of time and commitment to a pivotal organizational goal, public service. Organizational position, with tenure held constant, did not relate to identification. It was further found that several personal characteristics suggestive of a service orientation were related to identification. It was also hypothesized and found that identification is related to the member's higherorder need satisfactions. There appears to be a process whereby (1) serviceoriented individuals are attracted to and recruited by the Forest Service, (2) service-oriented members are likely to identify strongly with the Service, and (3) this identification results in intrinsic need satisfactions.

664 citations

Journal ArticleDOI
TL;DR: In this paper, a cross-sectional survey of university faculty showed that identification is uniquely aligned with the self-referential aspect of organizational membership, whereas commitment is uniquely related to perceived organizational support, job satisfaction, and turnover intentions.
Abstract: The psychological relationship between individual and organization has been conceptualized both in terms of identification and in terms of (affective) commitment. In the present study, we explore the differences between these two conceptualizations. Building on the proposition that identification is different from commitment in that identification reflects the self-definitional aspect of organizational membership whereas commitment does not, we propose that commitment is more contingent on social exchange processes that presume that individual and organization are separate entities psychologically, and more closely aligned with (other) job attitudes. In support of these propositions, results of a cross-sectional survey of university faculty (n=133) showed that identification is uniquely aligned (i.e., controlling for affective commitment) with the self-referential aspect of organizational membership, whereas commitment is uniquely related (i.e., controlling for identification) to perceived organizational support, job satisfaction, and turnover intentions. We conclude that the core difference between identification and commitment lies in the implied relationship between individual and organization: Identification reflects psychological oneness, commitment reflects a relationship between separate psychological entities. Copyright © 2006 John Wiley & Sons, Ltd.

664 citations

Journal ArticleDOI
TL;DR: A meta-analysis revealed that on average workgroup attachment is stronger than organizational attachment and each form of attachment is most strongly related to potential outcome variables of the same focus as discussed by the authors.

661 citations

Journal ArticleDOI
TL;DR: In this article, a longitudinal field study was designed to examine the relationships between job information sources, self-esteem, and perceptions of person-job and person-organization fit, as well as the relationship between perceptions of fit and work outcomes (job satisfaction, organizational commitment, organizational identification, intentions to quit, stress symptoms and turnover).
Abstract: This longitudinal field study was designed to examine the relationships between job information sources, self-esteem, and perceptions of person-job (P-J) and person-organization (P-O) fit, as well as the relationships between perceptions of fit and work outcomes (job satisfaction, organizational commitment, organizational identification, intentions to quit, stress symptoms, and turnover). The results indicate that the number of formal job information sources and self-esteem were positively related to perceptions of P-J fit, and formal job information sources were positively related to perceptions of P-O fit. Perceptions of P-J fit were positively related to job satisfaction, organizational commitment, organizational identification, and negatively related to stress symptoms and intentions to quit. Perceptions of P-O fit were negatively related to intentions to quit and turnover. In addition, perceptions of fit mediated the relationships between job information sources and self-esteem with job satisfaction, intentions to quit, and turnover. These results highlight the job applicant's perspective of fit, and demonstrate the importance of both P-J and P-O fit perceptions.

651 citations


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