Social identification among school teachers: Dimensions, foci, and correlates

By Rolf van Dick, U. Wagner. 2002

203 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/6ba02e8ef9417ee2029eab6921bfd680ec9a2c3a

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In Organizational Behavior and Human Resource Management

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Citations in the corpus

Team identification, trust and conflict: a mediation model (2010, background): “Research has shown that team identity is positively related with workplace outcomes, such as team performance (e.g. Lembke and Wilson, 1998), job satisfaction, and employee’s organizational citizenship behavior (Van Dick and Wagner, 2002).”
Exploring predictors of organizational identification: Moderating role of trust on the associations between empowerment, organizational support, and identification (2010, background): “Based on social identity theory, organizational identification is defined as a multiple construct having different components: A cognitive component, which makes reference to an organizational membership on a mental level; an affective component, which reflects the emotional value of the attachment ”
Transformational Leadership and Organizational Citizenship Behaviors: The Role of Organizational Identification (2012, background): “Identification means an individual identifies with and can be identified as being a member of a certain category, and it is connected to situational influences through category salience (van Dick & Wagner, 2002).”
Social Identity and Social Exchange: Identification, Support, and Withdrawal from the Job (2005, unknown): “In support of this proposition, research has shown that organizational identiﬁ-cation is negatively related to turnover intention (Abrams, Ando, & Hinkle, 1998; van Knippenberg & van Schie, 2000), turnover (Mael & Ashforth, 1995), and absenteeism (van Dick & Wagner, 2002).”
Research note: The winds of change—Multiple identifications in the case of organizational mergers (2004, result): “These assumptions have been supported in empirical studies (e.g., Van Dick & Wagner, 2002; Van Knippenberg & Van Schie, 2000) and a recent metaanalysis (Fontenot & Scott, 2003).”
Linking Perceived External Prestige and Intentions to Leave the Organization: The Mediating Role of Job Satisfaction and Affective Commitment (2009, background): “Identification depends on the salience of the social group to which an individual belongs, and thus is relatively changeable over time (Van Dick & Wagner, 2002).”
LEVEL AND DISPERSION OF SATISFACTION IN TEAMS: USING FOCI AND SOCIAL CONTEXT TO EXPLAIN THE SATISFACTION-ABSENTEEISM RELATIONSHIP (2007, methodology): “Teams with lower dispersion on associated characteristics are also argued to have greater social integration, an enhanced sense of common in-group identity, and reduced fragmentation (Boone, Van Olffen, & Van Witteloostuijn, 2005; Brewer & Brown, 1998; Harrison et al., 2002), all factors that should”
Work motivation, organisational identification, and well-being in call centre work (2006, background): “Van Dick and Wagner ( 2002 ), for instance, demonstrate in two samples of schoolteachers that variables of work motivation, job satisfaction, and self-reported extra-role behaviors were predicted positively by identification with the professional group.”
Personal value priorities of economists (2005, background): “…with groups Organizations are interested in employing people who are strongly identified with their work place because identification is presumed to be related to less turnover, higher motivation, and higher satisfaction (e.g. Abrams et al., 1998; Moreland et al., 2001; van Dick & Wagner, 2002).”