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 analyze and interpret some aspects of the process of organizational identification in a corporate field setting, focusing on how an individual's identification (or identifying) with an employing organization influences on the job decision making.
Abstract: The primary aim of this study was to analyze and interpret some aspects of the process of organizational identification in a corporate field setting. Specifically, the study focused on how an individual's identification (or identifying) with an employing organization influences on‐the‐job decision making. Past research efforts have been limited by their treatment of organizational identification as a product or state, rather than as a process. The wider perspective on identification is well represented by Herbert A. Simon and Kenneth Burke, whose writings were integrated to provide a theoretical framework for this study. While this study neither examined the phenomenon of identification over time nor placed it in a clearly‐defined causal chain, it explicitly recognized identification as a continuing development involving many changes. The study employed two methodologies for the examination of identification in a corporate field setting: moderately‐scheduled interviews that produced largely qualitative da...
531 citations
TL;DR: In this article, a study with 263 employed persons, identification with a psychological group or organization (IDPG) is defined as the perception of sharing experiences of a focal group and sharing characteristics of the group's members.
Abstract: Identification with a psychological group or organization (IDPG) is defined as the perception of sharing experiences of a focal group and sharing characteristics of the group's members. IDPG is conceptually distinct from the related concept of organizational commitment. In the present study with 263 employed persons, IDPG was shown to be empirically distinct from organizational commitment. In addition, IDPG was shown to have significantly less overlap than commitment with three related concepts: job satisfaction, organizational satisfaction, and job involvement.
520 citations
TL;DR: The authors investigated how experiences in a particular boundary-spanning context (community outreach) affected members' organizational identity and identification and found that the experiences in this context affected participants' organizational identities and identification.
Abstract: This research investigated how experiences in a particular boundary-spanning context (community outreach) affected members' organizational identity and identification. Multimethod panel data from 2...
514 citations
TL;DR: It is found that as SOE increased, the association between leader-member exchange and affective organizational commitment became greater and this interaction carried through to in-role and extra-role performance.
Abstract: In order to account for wide variation in the relationship between leader-member exchange and employees' affective organizational commitment, we propose a concept termed supervisor's organizational embodiment (SOE), which involves the extent to which employees identify their supervisor with the organization. With samples of 251 social service employees in the United States (Study 1) and 346 employees in multiple Portuguese organizations (Study 2), we found that as SOE increased, the association between leader-member exchange and affective organizational commitment became greater. This interaction carried through to in-role and extra-role performance. With regard to antecedents, we found in Study 1 that supervisor's self-reported identification with the organization increased supervisor's expression of positive statements about the organization, which in turn increased subordinates' SOE.
506 citations
TL;DR: In this article, the authors propose that the relationship between identification and turnover will be mediated by job satisfaction as the more specific evaluation of ones task and working conditions, which in turn predicts turnover intentions.
Abstract: The social identity approach is a powerful theoretical framework for the understanding of individuals behaviour The main argument is that individuals think and act on behalf of the group they belong to because this group membership adds to their social identity, which partly determines ones self-esteem In the organizational world, social identity and self-categorization theories state that a strong organizational identification is associated with low turnover intentions Because identification is the more general perception of shared fate between employee and organization, we propose that the relationship between identification and turnover will be mediated by job satisfaction as the more specific evaluation of ones task and working conditions In four samples we found organizational identification feeding into job satisfaction, which in turn predicts turnover intentions
501 citations