Journal Article10.1111/1468-2370.00068
Identification in organizational contexts: linking theory and research from social and organizational psychology
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TL;DR: In this paper, the authors argue that social psychology and particularly the Social Identity Approach to intergroup relations extend the concept of commitment theoretically and provide a broader conceptual framework for the understanding of underlying processes in the relation between organizational identification and job-related attitudes and behaviours.
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Abstract: Research in organizational psychology has shown that commitment to the organization correlates with different criteria of work effectiveness. This paper argues that social psychology and, particularly, the Social Identity Approach to intergroup relations extend the concept of commitment theoretically. Above that, it provides a broader conceptual framework for the understanding of underlying processes in the relation between organizational identification and job-related attitudes and behaviours. This theoretical analysis is completed with a review of empirical findings in different fields of application (group performance, work-related attitudes, group norms).
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Citations
Identification in Organizations: An Examination of Four Fundamental Questions
TL;DR: A review of the literature on identification in organizations can be found in this article, where the authors outline a continuum from narrow to broad formulations and differentiates situated identification from deep identification and organizational identification from organizational commitment.
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Organizational identification: A meta-analysis
TL;DR: In this paper, the authors present a comprehensive meta-analysis of the literature on organizational identification (OI) and show that OI is correlated with a wide range of work-related attitudes, behaviors, and context variables.
1.7K
Motivating Individuals and Groups at Work: A Social Identity Perspective on Leadership and Group Performance
TL;DR: In this paper, the authors argue that additional understanding of work motivation can be gained by incorporating current insights concerning self-categorization and social identity processes and by examining the way in which these processes influence the motivation and behavior of individuals and groups at work.
Social Identities and Commitments at Work: Toward an Integrative Model.
TL;DR: In this paper, the authors propose that identity and commitment are distinguishable in terms of their essential meaning, foci of attachment, mindsets, volitionality, and behavioral implications, and suggest that situated and deep structure social identities are differentially antecedent to exchange-based and value-based commitments.
649
Social Identity, Organizational Identity and Corporate Identity: Towards an Integrated Understanding of Processes, Patternings and Products
TL;DR: The authors provides an overview of previous work that has explored issues of social, organizational and corporate identity, and calls for greater cross-fertilization of the three identity literatures and discusses requirements for the integration of micro- and macro-level analyses.
564
References
Organizational dependence and the likelihood of complying with organizational pressures to behave unethically
TL;DR: In this article, the authors report the results of a survey completed by 565 human resource professionals in the Canadian provinces of Alberta and Saskatchewan, concluding that individuals who are more dependent on their employing organizations are more likely to comply with organizational pressures to behave unethically.
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•Journal Article
A four-dimensional model of organizational Commitment among Belgian employees.
TL;DR: In this article, the reliability and validity of four dimensions of organizational commitment, i.e., internalization, compliance, affective and continuance commitment, were examined using two samples from various organizations in Belgium.
45
Combining Head and Heart in Complex Organizations: A Test of Etzioni's Dual Compliance Structure Hypothesis
TL;DR: In this paper, the influence of both calculative and moral involvement on the organizational commitment and task performance of a random sample of 121 direct-sales distributors was examined, and the results of the study support Etzioni's dual compliance structure hypothesis of organizational involvement.
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Verhalten in Organisationen
James G. March,Herbert A. Simon +1 more
- 01 Jan 1976
TL;DR: Theoretically formaler Organisationen are einfacher and vielleicht auch zweckmasiger, beispiele formaler Organizationen anzufuhren, als den Terminus definieren zu wollen.
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