Evidence toward an expanded model of organizational identification

By Glen E. Kreiner, Blake E. Ashforth. 2004

1,035 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/626a512bb2793488c245a9d8e38513e2ebfde068

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In Gender Studies

In Organizational Behavior and Human Resource Management

Citations in the corpus

The effects of ethical climate on organizational identification, supervisory trust, and turnover among salespeople (2011, background): “Organizational identification has emerged as an influential variable that is shown to influence employees' job attitudes and behaviors (e.g. Kreiner and Ashforth, 2004; van Dick, 2004).”
Identity and identification at work (2016, background): “tional approach to undoing gender: The unlikely case of offshore oil platforms. Research in Organizational Behavior, 30, 3–34. Enns, J. R., & Rotundo, M. (2012). When competition turns ugly: Collective injustice, workgroup identification, and counterproductive work behavior.”
Psychological Contracts and Organizational Identification: The Mediating Effect of Perceived Organizational Support (2011, methodology): “Other correlational studies by Kreiner and Ashforth (2004) and Gibney et al. (2011) demonstrate negative relationships between breach and organizational identification.”
Under Threat: Responses to and the Consequences of Threats to Individuals' Identities (2011, background): “In these cases the most common identity-protection response is derogation, in which individuals disidentify with the opposing group (Elsbach, 1999; Elsbach & Bhattacharya, 2001; Pratt, 2000) and seek to distinguish themselves in opposing terms (Kelman, 2006; Tajfel & Turner, 1979).”
A multi-level investigation of psychological contract breach and organizational identification through the lens of perceived organizational membership: testing a moderated-mediated model (2013, background): “…on the role of the employment relationship and especially of employees’ perceptions of psychological contract breach for organizational identification (Epitropaki, 2003; Kreiner & Ashforth, 2004) despite the attempts for a conceptual integration (Masterson & Stamper, 2003; Stamper et al., 2009).”
The Space Between Us: A Social-Functional Emotions View of Ambivalent and Indifferent Workplace Relationships (2017, background): “These frequencies likely translate to the workplace: Individuals experience mixed feelings about their work groups and organizations (Kreiner & Ashforth, 2004; Sluss & Ashforth, 2007), mentors may feel both proud of and threatened by their protégés (Eby, Butts, Durley, & Ragins, 2010), and…”
Linking Meaningfulness in the Workplace to Employee Creativity: The Intervening Role of Organizational Identification and Positive Psychological Experiences (2009, background): “In so doing, it links job-level characteristics to organizational identification, a subject of inquiry that has received only scant research attention in the literature (Kreiner & Ashforth, 2004).”
Linking perceived organizational support with employee work outcomes in a Chinese context: Organizational identification as a mediator (2014, background): “…conducted in cross-organizational contexts, instead of a small group settings, and utilized data collected from multiple sources (i.e. supervisors and subordinates) instead of the self-report data that characterize most published studies in the area (Kreiner & Ashforth, 2004; Tyler & Blader, 2002).”