Topic
Organizational identification
About: Organizational identification is a research topic. Over the lifetime, 1988 publications have been published within this topic receiving 97047 citations.
Papers published on a yearly basis
Papers
More filters
TL;DR: In this article, a study of a business team in a global consumer goods company, the authors demonstrate a sales benefit of organizational identification when correcting for systematic between-unit differences in sales and question the theoretical and practical meaning of proximity in accounting for salience variations in identification.
Abstract: One ultimate test of the material value of identification in an organizational context is whether it relates to productivity. In this rare study of a business team in a global consumer goods company, we demonstrate a sales benefit of organizational identification when correcting for systematic between-unit differences in sales. Findings also question the theoretical and practical meaning of 'proximity' in accounting for salience variations in identification - the best predictor of sales was the degree of identification with the superordinate business unit. Findings shed light on the scientific as well as managerial and business utility of the organizational identity concept.
40 citations
TL;DR: In this article, the relationship between types of informal coworker communication and organizational identification and commitment is tested in the context of high-intensity telecommuting, and responses were coded for integration of teleworkers' relational and identity aims with organizational goals.
Abstract: The relationship between types of informal coworker communication and organizational identification and commitment is tested in the context of high-intensity telecommuting. Teleworkers recalled interactions in which they felt included or excluded, and responses were coded for integration of teleworkers' relational and identity aims with organizational goals. Inclusion message level, exclusion message level, and coworker social support predicted teleworkers' level of organizational identification and commitment; collegial talk was weakly associated. The quality of the relationship teleworkers had with the coworker they interacted with the most moderated the effect of exclusion messages on identification and commitment, but the general quality of coworker relationships was not a moderator.
39 citations
TL;DR: Based on making a survey for more than 200 employees in private enterprises, Wang et al. as mentioned in this paper gave a test for intermediary relation model between employees' senses of organizational justice and organizational citizenship behavior.
39 citations
TL;DR: This paper examined the influence of individual-and organizational-level factors on the dual values-based identification of foreign subsidiary employees, and found that dual identification is associated with acculturation and first-hand contact at the individual level, and a supportive social context for affective learning at the organizational level.
Abstract: Dual organizational identification – with both the whole corporation and the local subsidiary – is considered valuable for subsidiary employees, international assignees, and multinational corporations (MNCs). While extant research has examined antecedents of separate targets of identification, it has not fully addressed the challenge of identifying factors capable of supporting both simultaneously. This study examines the influence of individual- and organizational-level factors on the dual values-based identification of foreign subsidiary employees. Drawing on acculturation and organizational socialization theory, we test hypotheses on multilevel data from 793 managers and professionals in 90 foreign subsidiaries belonging to 11 Nordic MNCs. The results show that dual values-based identification is associated with acculturation and first-hand contact at the individual level, and a supportive social context for affective learning at the organizational level. Through its emphasis on higher-order elements that connect different parts of the MNC, rather than those that lead to the formation of in-groups and out-groups, the values-based approach to identification contributes to our understanding of dual identification in MNC subsidiaries, and represents a more positive treatment of cultural diversity. The findings have heightened practical relevance given the emphasis individuals are placing on values congruence in career choices and MNC efforts at instilling shared values.
39 citations
TL;DR: This paper explored the impact of three components of the psychological contract (i.e., obligations, fulfillment and breach) and the individual characteristic negative affectivity (NA) onto three key outcomes, namely, job satisfaction, organizational identification and psychological distress.
Abstract: Purpose – The purpose of this paper is to explore the impact of three components of the psychological contract (i.e. obligations, fulfillment and breach) and the individual characteristic negative affectivity (NA) onto three key outcomes, namely, job satisfaction, organizational identification and psychological distress. Design/methodology/approach – Questionnaires were completed by 222 Australian nurses and midwives from a medium-sized metropolitan Australian hospital. The response rate for the study was 39 percent. Findings – Structural equation modeling revealed that perceptions of psychological contract fulfillment were positively linked to organizational identification and job satisfaction, while psychological contract breach was negatively linked to these outcomes. NA was negatively linked to job satisfaction and positively linked to psychological distress. Psychological contract obligations were not associated with any of the employee outcomes. Research limitations/implications – Psychological cont...
39 citations