Journal Article10.1080/13594320601088195
Organizational identification: Development and testing of a conceptually grounded measure
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TL;DR: In this article, the authors proposed a six-item measure of organizational identification (OID) that includes both cognitive and affective components and integrates the main dimensions of OID found in the literature.
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Abstract: There is continuing debate in the literature as to how organizational identification (OID) should be conceptualized and operationalized. We present a new six-item measure of OID that includes both cognitive and affective components and that integrates the main dimensions of OID found in the literature. The new measure comprises three main subcomponents: self-categorization and labelling, sharing of organizational goals and values, and a sense of organizational belonging and membership. The measure was tested on two separate samples of over 600 employees working in the UK National Health Service (NHS) using Confirmatory Factor Analysis. The results provided support for the proposed three-component conceptualization of OID. However, the three subcomponents were highly intercorrelated and showed low discriminant validity. We therefore propose a single overall measure of OID. This six-item aggregate scale has acceptable psychometric properties and provides a theoretically meaningful, but parsimonious, measure...
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Citations
When CSR Is a Social Norm How Socially Responsible Human Resource Management Affects Employee Work Behavior
Jie Shen,John Benson +1 more
- 01 Sep 2016
TL;DR: In this article, a meso-mediated moderation model was developed and tested to explain the underlying mechanisms through which socially responsible human resource management affects employee task performance and extra-role helping behavior.
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Identifying Organizational Identification as a Basis for Attitudes and Behaviors: A Meta-Analytic Review.
TL;DR: A meta-analytic analysis of organizational identification has been conducted by as mentioned in this paper, who found that organizational identification is significantly associated with key attitudes (job involvement, job satisfaction, and affective organizational commitment) and behaviors (in-role performance and extra role performance) in organizations.
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•Posted Content
Identifying Organizational Identification as a Basis for Attitudes and Behaviors: A Meta-Analytic Review
TL;DR: The findings show that, first, organizational identification is significantly associated with key attitudes and behaviors in organizations and behaviors are moderated by national culture, a higher-level social context wherein the organization is embedded, such that the effects are stronger in a collectivistic culture than in an individualistic culture.
371
Organizational identification, work engagement, and job satisfaction
TL;DR: In this article, the authors present and test two models that describe work engagement and its constituent dimensions (vigor, dedication, absorption) as mediating the relationship between organizational identification and job satisfaction.
Do I Hear the Whistle…? A First Attempt to Measure Four Forms of Employee Silence and Their Correlates
Michael Knoll,Rolf van Dick +1 more
TL;DR: Pinder and Harlos as mentioned in this paper conceptualized four forms of employee silence, namely quiescent, acquiescent, prosocial, and opportunistic silence, and provided empirical tests for their distinctiveness and patterns of relationships.
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References
•Posted Content
The impact of employee communication and perceived external prestige on organizational identification
Ale Smidts,C.B.M. vanRiel,Adriaan T.H. Pruyn +2 more
- 21 Mar 2000
TL;DR: In this paper, the effects of employee communication and perceived external prestige (PEP) on organizational identification were evaluated, and it was shown that employee communication affects organizational identification more strongly than PEP, suggesting that the importance of how an organization communicates internally is even more vital than the question what is being communicated.
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Foci and correlates of organizational identification
TL;DR: In this paper, the importance of work-group identification relative to organizational identification (OID) was investigated and the work group identification was predicted to be stronger than OID as well as more predictive of organizational attitudes and behaviour.
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Beauty is in the eye of the beholder: The impact of organizational identification, identity, and image on the cooperative behaviors of physicians.
TL;DR: Attractiveness of perceived identity and construed external image were positively related to physicians' identification with the system, which in turn was positivelyrelated to cooperative behavior.
Organizational identification versus organizational commitment: self-definition, social exchange, and job attitudes
Daan van Knippenberg,Ed Sleebos +1 more
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.
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Personal factors in organizational identification.
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.
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