Identity and the Extra Mile: Relationships between Organizational Identification and Organizational Citizenship Behaviour

By Rolf van Dick, Michael W. Grojean, Oliver Christ, J. Wieseke. 2006

440 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/2a5cdfd69152673e33718f22591fd74bb7e6bbe2

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In Gender Studies

In Organizational Behavior and Human Resource Management

Citations in the corpus

Government Employees’ Organizational Citizenship Behavior: The Impacts of Public Service Motivation, Organizational Identification, and Subjective OCB Norms (2017, background): “Empirical studies have shown a positive relationship between organizational identification and OCB in the context of private sector organizations (Carmeli 2005; Dick et al. 2006; Dukerich, Golden, and Shortell 2002; Jiao and Hackett 2007; Mael and Ashforth 1992).”
Transformational Leadership and Organizational Citizenship Behaviors: The Role of Organizational Identification (2012, background): “Additional outcomes often referenced are organizational citizenship behaviors (Dutton et al., 1994; van Dick et al., 2006), turnover and turnover intentions (Mael & Ashforth, 1995; van Dick et al., 2004), job satisfaction (Carmeli, Gilat, & Waldman, 2007), and improved processes in virtual teams…”
The effects of social identification and organizational identification on student commitment, achievement and satisfaction in higher education (2016, background): “Earlier research also concluded that a link exists between organizational identification and employee performance (e.g., Ashforth et al. 2008; Riketta 2005; van Dick et al. 2006).”
The downside of organizational identification: Relations between identification, workaholism and well-being (2012, background): “For example, there is a body of evidence showing that organizational identification increases employee involvement and extra-role performance (Riketta, 2005 ; van Dick, Grojean, Christ, & Wieseke, 2006 ).”
Feeling Included and Valued: How Perceived Respect Affects Positive Team Identity and Willingness to Invest in the Team (2013, positive): “Inclusion and positive team identity Inclusion of the self in the group refers to the cognitive connection between the individual self and the group self, and indicates the importance of the group for the self (Ellemers, Kortekaas and Ouwerkerk, 1999; Mael and Ashforth, 1992; Van Knippenberg and Sle”
The Effects of Leader–Member Exchange and Organizational Identification on Performance and Turnover Among Salespeople (2011, background): “…organizational identity and organizational commitment, other research has shown that organizational identity is related to job satisfaction (Carmeli, Gilat, and Waldman 2007), organizational citizenship behaviors (van Dick et al. 2006), and intrinsic motivation (van Knippenberg and van Schie 2000).”
Linking organizational identification and employee performance in teams: the moderating role of team-member exchange (2011, background): “For example, Van Knippenberg (2000) proposed the relationship between organizational identification and in-role performance by arguing that a highly identified employee is collective identity-oriented and takes actions on behalf of the organization’s interests.”