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
The Moderating Role of Organizational Identification on the Relationship between Perceived Organizational Career Management and Intention to Leave
TL;DR: In this paper, the authors investigated the effect of perceived organizational career management on intention to leave and determined the moderating role of organizational identification in this relation, finding that perceived career management is seen as an antecedent of departure and organizational identification is considered to be superior in predicting employees' turnover intentions.
The Effect of Organizational Identification on Organizational Commitment
TL;DR: In this article, two Likert type scales were used to measure the conceptual structures of organizational commitment and demographic variables such as age, status, and work experience were investigated through statistical analysis, and it was concluded that there is a significant, linear, and positive relationship between two conceptual structures; and organizational identification has an effect on organizational commitment.
Exploring stewardship: A precursor to voluntary security behaviors
TL;DR: Drawing from the stewardship and information security literature, a stewardship model of voluntary security behaviors is developed and tested using a sample of 409 working individuals and shows that organizational support and identification influence stewardship, which in turn affects voluntarySecurity behaviors.
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TL;DR: In this article, the authors present a Table of Table of Contents for Table of Terms and References......................................................................................................................................... iii Acknowledgements....................................................................................................................... v Table of
References
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