DC Field | Value | Language |
---|---|---|
dc.contributor.author | Lee, Eun-Suk | ko |
dc.contributor.author | Park, Tae-Youn | ko |
dc.contributor.author | Koo, Bonjin | ko |
dc.date.accessioned | 2016-04-22T07:50:55Z | - |
dc.date.available | 2016-04-22T07:50:55Z | - |
dc.date.created | 2015-09-14 | - |
dc.date.created | 2015-09-14 | - |
dc.date.issued | 2015-09 | - |
dc.identifier.citation | PSYCHOLOGICAL BULLETIN, v.141, no.5, pp.1049 - 1080 | - |
dc.identifier.issn | 0033-2909 | - |
dc.identifier.uri | http://hdl.handle.net/10203/205750 | - |
dc.description.abstract | Organizational identification has been argued to have a unique value in explaining individual attitudes and behaviors in organizations, as it involves the essential definition of entities (i.e., individual and organizational identities). This review seeks meta-analytic evidence of the argument by examining how this identity-relevant construct functions in the nexus of attitudinal/behavioral constructs. The findings show that, first, 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. Second, in the classic psychological model of attitude-behavior relations (Fishbein & Ajzen, 1975), organizational identification is positioned as a basis from which general sets of those attitudes and behaviors are engendered; organizational identification has a direct effect on general behavior above and beyond the effect of general attitude. Third, the effects of organizational identification 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. Theoretical and practical implications of the findings and future research directions are discussed. | - |
dc.language | English | - |
dc.publisher | AMER PSYCHOLOGICAL ASSOC | - |
dc.title | Identifying Organizational Identification as a Basis for Attitudes and Behaviors: A Meta-Analytic Review | - |
dc.type | Article | - |
dc.identifier.wosid | 000359785500005 | - |
dc.identifier.scopusid | 2-s2.0-84939569960 | - |
dc.type.rims | ART | - |
dc.citation.volume | 141 | - |
dc.citation.issue | 5 | - |
dc.citation.beginningpage | 1049 | - |
dc.citation.endingpage | 1080 | - |
dc.citation.publicationname | PSYCHOLOGICAL BULLETIN | - |
dc.identifier.doi | 10.1037/bul0000012 | - |
dc.contributor.localauthor | Lee, Eun-Suk | - |
dc.contributor.nonIdAuthor | Park, Tae-Youn | - |
dc.description.isOpenAccess | N | - |
dc.type.journalArticle | Review | - |
dc.subject.keywordAuthor | organizational identification | - |
dc.subject.keywordAuthor | attitude-behavior relations | - |
dc.subject.keywordAuthor | culture | - |
dc.subject.keywordAuthor | meta-analysis | - |
dc.subject.keywordPlus | SOCIAL IDENTITY THEORY | - |
dc.subject.keywordPlus | PERCEIVED EXTERNAL PRESTIGE | - |
dc.subject.keywordPlus | LEADER-MEMBER EXCHANGE | - |
dc.subject.keywordPlus | GROUP ENGAGEMENT MODEL | - |
dc.subject.keywordPlus | CITIZENSHIP BEHAVIOR | - |
dc.subject.keywordPlus | JOB-SATISFACTION | - |
dc.subject.keywordPlus | NORMATIVE COMMITMENT | - |
dc.subject.keywordPlus | PROCEDURAL JUSTICE | - |
dc.subject.keywordPlus | PLANNED BEHAVIOR | - |
dc.subject.keywordPlus | MEDIATING ROLE | - |
Items in DSpace are protected by copyright, with all rights reserved, unless otherwise indicated.