Journal Article10.1002/JOB.359
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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Abstract: The psychological relationship between individual and organization has been conceptualized both in terms of identification and in terms of (affective) commitment. In the present study, we explore the differences between these two conceptualizations. Building on the proposition that identification is different from commitment in that identification reflects the self-definitional aspect of organizational membership whereas commitment does not, we propose that commitment is more contingent on social exchange processes that presume that individual and organization are separate entities psychologically, and more closely aligned with (other) job attitudes. In support of these propositions, results of a cross-sectional survey of university faculty (n=133) showed that identification is uniquely aligned (i.e., controlling for affective commitment) with the self-referential aspect of organizational membership, whereas commitment is uniquely related (i.e., controlling for identification) to perceived organizational support, job satisfaction, and turnover intentions. We conclude that the core difference between identification and commitment lies in the implied relationship between individual and organization: Identification reflects psychological oneness, commitment reflects a relationship between separate psychological entities. Copyright © 2006 John Wiley & Sons, Ltd.
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Citations
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TL;DR: In this paper, the authors study residents' ambassadorship and citizenship behaviours and formulate a conceptual model that incorporates the antecedents of these behaviours and find that the perceived quality of the city's major attributes, including its activities, economy, nature, socialisation and transport positively affect resident satisfaction and identification.
The moderating effect of contextual factors and employees' demographic features on the relationship between CSR and work‐related attitudes: A meta‐analysis
TL;DR: A meta-analysis of 42 studies published between 1999 and 2019 is elaborated considering the moderating effect of several contextual factors (country, industry, and national culture' values) and employees' demographic features (gender, age, education, tenure, and position) on the impact of perceived CSR on three work-related attitudes (organizational identification, commitment, and turnover intentions) as mentioned in this paper .
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TL;DR: In this paper , the role of leader-leader exchange (LLX), psychological empowerment, and organizational identification of project managers in enhancing strategy commitment was examined, which revealed project managers' psychological motivational mechanisms.
Employer Branding vs. Internal Branding - Ein Vorschlag zur Integration im Rahmen der identitätsbasierten Markenführung
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- 12 Sep 2013
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Nonlinear Moderating Effect of Tenure on Organizational Identification (OID) and the Subsequent Role of OID in Fostering Readiness for Change
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References
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Exchange and power in social life
Peter M. Blau
- 01 Jan 2004
TL;DR: In a seminal work as discussed by the authors, Peter M. Blau used concepts of exchange, reciprocity, imbalance, and power to examine social life and to derive the more complex processes in social structure from the simpler ones.
18K
The social identity theory of intergroup behavior
Henri Tajfel,John C. Turner +1 more
- 09 Jan 2004
TL;DR: A theory of intergroup conflict and some preliminary data relating to the theory is presented in this article. But the analysis is limited to the case where the salient dimensions of the intergroup differentiation are those involving scarce resources.
17.4K
•Book
Exchange and Power in Social Life
Peter M. Blau
- 01 Jan 1964
TL;DR: In a seminal work as discussed by the authors, Peter M. Blau used concepts of exchange, reciprocity, imbalance, and power to examine social life and to derive the more complex processes in social structure from the simpler ones.
16.8K
The measurement and antecedents of affective, continuance and normative commitment to the organization
Natalie J. Allen,John P. Meyer +1 more
TL;DR: In this article, the authors proposed a three-component model of organizational commitment, which integrates emotional attachment, identification with, and involvement in the organization, and the normative component refers to employees' feelings of obligation to remain with the organization.
12.7K