Organizational identification

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

Asking about well‐being gets you half an answer: Intra‐individual processes of implicit and explicit job attitudes

Abstract: Summary Job attitudes, as indicators of well-being, vary within individuals across cognitive processes and not just time. Research on employee well-being has relied primarily on self-reported measures of explicit job and life attitudes. Our work takes a different perspective on this issue by examining the role of implicit attitudes regarding one’s organization, coworkers, and supervisor as indicators of well-being. Implicit attitudes are automatic, introspectively inaccessible, and predict behavior in socially sensitive contexts in which selfreport measures may be impaired by impression management. The results of a field study demonstrate that implicit and explicit job attitudes reflect relatively independent intra-individual processes. Additionally, this study demonstrates that job performance and citizenship behaviors are best predicted by a combination of implicit and explicit job attitudes, and that a dissociation between implicit and explicit attitudes impacts organizational identification. We conclude with a discussion of how capturing implicit cognition in the workplace can better describe and subsequently help improve employee well-being. Copyright # 2011 John Wiley & Sons, Ltd.

Identificación organizacional y conducta “intraemprendedora”

Abstract: Title: Organizational identification and "intrapreneurial" behavior. Abstract: This study aims to analyse the influence of Organizational Identification on employees' "Intrapreneurial" Behavior (IB). For this purpose, we tested a psychosocial model which explains the influence of organizational factors (management support, work discretion, rewards, time availability and task uncertainty) on IB through the mediation of organizational identification. The sample consists of 618 employees from several governmental and private organizations. They filled out an anony- mous questionnaire. Structural Equation Modeling (SEM) was used to ana- lyze the data. The results confirm the validity of the model proposed and the role of organizational identification as a mediator variable of organizational factors' effects. Therefore, if a person identifies him or her self with the organization where he or she works, it is more likely that he or she takes risks and pursues innovative actions that will be to the advantage of the whole organization.

Organizational Image, Identification, and Cynical Distance Prestigious Professionals in a Low-Prestige Organization

Abstract: This study examines how a negative organizational image influences organizational identification among prestigious professionals working in a lowprestige organization. A communicative perspective on identification is used to illustrate previously unexplored processes of cynical distancing and shifts in identification targets as ways for business professionals to cope with discrepancies between the organizational identity and the organizational image. These concurrent processes allow professionals successfully to diminish the potentially harmful impact of the negative image on their well-being and their positive work identity. On this basis, the article questions the assumption that the organizational image plays a pivotal role in impelling collective identity change process, as the findings here suggest that the business professionals’ communicative acts may uphold the negative organizational image. (Less)

The role of peer respect in linking abusive supervision to follower outcomes: Dual moderation of group potency.

Abstract: We develop a model in which abusive supervision undermines individuals' perceptions of the level of respect they are accorded by their group peers, which in turn reduces their performance and disconnects them psychologically from the organization High group potency strengthens each of these connections We studied the theorized relationships across 3 periods during a 10-week residential organizational entry program Group potency, representing shared group perceptions, moderated relationships at the individual level These included the negative relationship between abusive supervision (Time 1) and perceived peer respect (Time 2) and the relationship between perceived peer respect and organizational commitment, organizational identification, and turnover intention (Time 3) We found stronger relationships between abusive supervision and perceived peer respect--and between peer respect and the attitudinal outcomes and turnover intention--among groups with higher potency Perceived peer respect was also positively related to followers' task performance We discuss implications of the conceptual framework and findings for future research and theory development concerning how groups and individuals respond to abusive supervision and to treatment by their peers

Group Status as a Determinant of Organizational Identification After a Takeover: A Social Identity Perspective

Abstract: This study investigates the relation between the perceived status of an organization after a takeover (i.e. post-merger status) on employees’ identification with this new organization (i.e. their p...