Identification in Organizational Contexts: Linking Theory and Research from Social and Organizational Psychology

By Rolf van Dick. 2001

313 citations recorded by the source corpus.

Subfields: Information Systems and Management, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/32bdb568447738908504573e4b46fb9a24dd175e

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In Information Systems and Management

In Organizational Behavior and Human Resource Management

Citations in the corpus

Spirituality in the Workplace: Theory and Measurement (2011, background): “Van Dick, R. (2001).”
Identification in Organizations: An Examination of Four Fundamental Questions (2008, background): “Indeed, the more idiosyncratic one’s career, the more that it resembles a personal identity rather than a social identity (van Dick, 2001).”
Exploring predictors of organizational identification: Moderating role of trust on the associations between empowerment, organizational support, and identification (2010, background): “…that group; and a conative or behavioural component, which refers to behaviours that reflect this identification with the organization (van Dick, 2001; van Dick, Hirst, Grojean, & Wieseke, 2007; van Dick & Wagner, 2002; van Dick, Wagner, & Lemmer, 2004; van Dick, Wagner, Stellmacher, &…”
The downside of organizational identification: Relations between identification, workaholism and well-being (2012, background): “…but to a substantial degree also their social identities derived from their memberships in social groups; and (3) in order to achieve positive social identities, individuals strive to positively evaluate their ingroup in comparison with relevant out-groups (e.g. Hogg & Terry, 2000; van Dick, 2001).”
The effects of social identification and organizational identification on student commitment, achievement and satisfaction in higher education (2016, background): “Similarly, Van Dick (2001) concluded that employees who identified with their organization gave more time and effort to their work and tended to have longer tenures at their firms.”
Organizational identification: Development and testing of a conceptually grounded measure (2007, background): “First, OID is seen as central to the analysis and understanding of the link between individuals and their employing organization (Ashforth & Mael, 1989; Dutton, Dukerich, & Harquail, 1994; van Dick, 2001; van Dick, Christ, Stellmacher, Wagner, Ahlswede, Grubba, et al., 2004).”
More than a Metaphor: Organizational Identity Makes Organizational Life Possible (2003, background): “…willingness to communicate (e.g. Abrams, Ando and Hinkle, 1998; Fiol, 2001; Jetten, O’Brien and Trindall, 2002; Ouwerkerk, Ellemers and De Gilder, 1999; Postmes, Tanis and de Wit, 2001; Tyler and Blader, 2000; van Dick, 2001; van Knippenberg and Ellemers, 2003; van Knippenberg and van Schie, 2000).”