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.
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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
Organizational identity strength, identification, and commitment and their relationships to turnover intention: Does organizational hierarchy matter?
Michael S. Cole,Heike Bruch +1 more
TL;DR: In this article, the functional distinctions between organizational identity strength, organizational identification, and organizational commitment were clarified by using confirmatory factor analysis to test the discriminant validity of the three focal constructs, and a multigroup structural equation modeling was used to simultaneously estimate the between-group correlations between turnover intention and organization identity strength.
Organizational identification: A conceptual and operational review.
TL;DR: There is a growing body of literature presenting the argument that processes of organizational identification (OI) are extremely important in helping to ensure that staff work towards the interests of the organization as discussed by the authors.
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Organizational identification after a merger: A social identity perspective
TL;DR: An analysis of the social identity processes involved in organizational mergers suggests that organizational identification after a merger is contingent on a sense of continuity of identity, which is argued to be contingent on the extent to which the individual's own pre-merger organization dominates, or is dominated by, the merger partner.
An Empirical Analysis of Organizational Identification
TL;DR: In this paper, the determination and correlates of scienti city's identification with the organization has been recognized as an important factor for understanding work behavior, and a study analyzes the determination of scientic...
377
Identification and Some Conditions of Organizational Involvement
TL;DR: A survey conducted by the Tennessee Valley Authority found that individuals tend to identify with the organization in three situations: (1) they saw the organization as providing opportunities for personal achievement; (2) they had power within the organization; and (3) there were no competing sources of identification as discussed by the authors.
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