Please wait a minute...
   2011, Vol. 43 Issue (03) : 322-337     DOI:
|
Differentiating Organizational Identification and Dis-identification of Employees Through A Nomological Network
MA Li;JIAO Jie;CHEN Ai-Hua;JIANG Han
(1Guanghua School of Management, Peking University, Beijing, 100871, China)
(2School of Economics and Management, Tsinghua University, Beijing, 100084, China)
(3School of Economics and Business Administration, Chongqing University, 400030, China)
(4Freeman School of Business, Tulane University, USA)
Download: PDF(521 KB)  
Export: BibTeX | EndNote | Reference Manager | ProCite | RefWorks    
Abstract  Workers form their own work-related identity through identification and dis-identification with their organizations, and the processes depend on their perceptions of their organizations’ identity. Workers’ motivation to identify or dis-identify with an organization is to enhance their self-esteem. However, an organization has rich identity elements, making it possible that a worker can identify with some but dis-identify with others at the same time. The construct of organizational identification has been comprehensively studied in the literature, but the construct of organizational dis-identification needs much conceptual clarification, theoretical elaboration, and empirical exploration. Organizational dis-identification is a unique construct, different from though relevant to organizational identification. In our nomological network, organizational identification and dis-identification have different antecedents and consequences.
Survey data came from 250 workers in five firms in Southwest China. Workers reported their perceptions on organizational prestige, procedural justice, organizational identification, organization dis-identification, loyalty boosterism, and organizational expedience. These scales were either previously validated in their Chinese version or back-translated using double-blind procedures. All scales satisfied the traditional psychometric properties.
Out of a structural equation model, results supported all the hypotheses. Perceived organizational prestige positively predicted organizational identification, which in turn positively predicted loyalty boosterism actions toward organizations. Procedural justice negatively predicted organizational dis-identification, which then positively predicted workers’ expedient behaviors. The model fit indices satisfied the conventional criteria. In addition, a series of nested structural equation models indicated that organizational identification and dis-identification are distinct—combining them will make the model much worse and the fit indices unacceptable.
In conclusion, organizational identification and dis-identification are different constructs. Theoretically, the nomological network proposed the different antecedents and consequences. Empirically, treating them as distinct constructs fit the data much better than dealing with them as one. The differentiation of these two constructs, especially research on organizational dis-identification, has great implications to management practices of organizations.
Keywords organizational identification      organizational dis-identification      social identity      self-esteem      intra- personal conflict     
Corresponding Authors: MA Li   
Issue Date: 30 March 2011
Service
E-mail this article
E-mail Alert
RSS
Articles by authors
MA Li
JIAO Jie
CHEN Ai-Hua
JIANG Han
Cite this article:   
MA Li,JIAO Jie,CHEN Ai-Hua, et al. Differentiating Organizational Identification and Dis-identification of Employees Through A Nomological Network[J]. , 2011, 43(03): 322-337.
URL:  
http://journal.psych.ac.cn/xlxb/EN/      OR     http://journal.psych.ac.cn/xlxb/EN/Y2011/V43/I03/322
[1] LIU Qingqi; NIU Gengfeng; Fan Cuiying; ZHOU Zongkui. Passive use of social network site and its relationships with self-esteem and self-concept clarity: A moderated mediation analysis[J]. Acta Psychologica Sinica, 2017, 49(1): 60-71.
[2] DUAN Jinyun; GU Xiaohua; SUN Luying. The influence of explicit self-esteem, implicit self-esteem and the discrepancies between them on advice taking[J]. Acta Psychologica Sinica, 2016, 48(4): 371-384.
[3] ZHANG Shuhua; LIU Zhaoyan. A meta-analysis of the relationship between organizational identification and turnover intention[J]. Acta Psychologica Sinica, 2016, 48(12): 1561-1573.
[4] NIU Gengfeng; SUN Xiaojun; ZHOU Zongkui; KONG Fanchang; TIAN Yuan. The impact of social network site (Qzone) on adolescents’ depression: The serial mediation of upward social comparison and self-esteem[J]. Acta Psychologica Sinica, 2016, 48(10): 1282-1291.
[5] PAN Yingqiu. Development of Young Adolescents' Self-esteem and Influencing Factors: A Longitudinal Analysis[J]. Acta Psychologica Sinica, 2015, 47(6): 787-796.
[6] LIU Xiaoyu; LIU Jun; HUI Chun; WU Rongrong. The Effect of Workplace Ostracism on Proactive Behavior: The Self-Verification Theory Perspective[J]. Acta Psychologica Sinica, 2015, 47(6): 826-836.
[7] GAO Zhonghua;ZHAO Chen. Does Organizational Politics at the Workplace Harm Employees’ Job Performance? A Person-Organization Fit Perspective[J]. Acta Psychologica Sinica, 2014, 46(8): 1124-1143.
[8] XIN Ziqiang;XIN Sufei. The Influence of Trustees’ Social Identity Complexity on Their Trustworthiness[J]. Acta Psychologica Sinica, 2014, 46(3): 415-426.
[9] XUE Ting;CHEN Hao;YUE Guoan;YAO Qi. Collective Action Participation: Effects of Multiple Social Identities on Group-Based Emotions and Efficacy Paths[J]. Acta Psychologica Sinica, 2013, 45(8): 899-920.
[10] ZHONG Yilu;LIU Yongfang. Risk Preferences in Monetary Auction Tasks: The Roles of Self-esteem Levels and Genders[J]. Acta Psychologica Sinica, 2013, 45(3): 353-362.
[11] ZHANG Guohua;DAI Bibing;LEI Li. The Development of Pathological Internet Use and Its Relationship with Self-Esteem among Junior High School Students: The Moderating Role of Classmate Relationship[J]. Acta Psychologica Sinica, 2013, 45(12): 1345-1354.
[12] FAN Xing-Hua,FANG Xiao-Yi,LIU Yang,LIN Xiu-Yun,YUAN Xiao-Jiao. The Effect of Social Support and Social Identity on the Relationship Between Perceived Discrimination and Socio-cultural Adjustment Among Chinese Migrant Children[J]. , 2012, 44(5): 647-663.
[13] DUAN Jing,LIU Yong-Fang,HE Qi. The Effects of Decision Makers’ Roles and Related Variables on Risk Preferences[J]. , 2012, 44(3): 369-376.
[14] YIN Jun;WANG Hui;HUANG Ming-Peng. Empowering Leadership Behavior and Perceived Insider Status: The Moderating Role of Organization-based Self-esteem[J]. Acta Psychologica Sinica, 2012, 44(10): 1371-1382.
[15] LI Hai-Jiang,YANG Juan,JIA Lei,ZHANG Qing-Lin. Attentional Bias in Individuals with Different Level of Self-Esteem[J]. , 2011, 43(08): 907-916.
Viewed
Full text


Abstract

Cited

  Shared   
  Discussed   
Copyright © Acta Psychologica Sinica
Support by Beijing Magtech