Multiple organizational identification levels and the impact of perceived external prestige and communication climate

By Jos Bartels, Ad Th. H. Pruyn, Menno D. T. de Jong, Inge Joustra. 2007

306 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology, Strategy and Management

View Paper: https://www.semanticscholar.org/paper/b82949dd301378e16e892cd02ff5fe4bf9c0564c

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In Organizational Behavior and Human Resource Management

In Social Psychology

In Strategy and Management

Citations in the corpus

How Relational and Organizational Identification Converge: Processes and Conditions (2008, background): “a profound effect on one’s self-concept and subsequent identifications (Bem 1972; Ibarra 2003; Pratt and Rafaeli 1997, 2001). For example, Ibarra (2003), drawing on sensemaking processes, found that individuals experiencing midcareer transitions (e.”
Relationships of Organizational Justice and Organizational Identification: The Mediating Effects of Perceived Organizational Support in Hong Kong (2008, background): “Indeed, Wallach (1993) has suggested that a supportive communication climate conveys the elements of openness and trust to employees and such support may facilitate them to link the fate of the organization to their own (Scott et al., 1999; Smidts et al., 2001; Bartels et al., 2006; Bartels et al., ”
Organizational identification, work engagement, and job satisfaction (2015, unknown): “Previous research has reported good validity (Miller et al., 2000) and Cronbach’s alpha reliability values ranging from .86 to .91 (Dukerich, Golden, & Shortell, 2002; Bartels et al., 2007; Wisenfeld, Raghuram, & Garud, 1999; Liberman, 2008) with α = .86 for the present study.”
The effects of the perceived external prestige of the organization on employee deviant workplace behavior: The mediating role of job satisfaction (2016, background): “When PEP is positive, employees’ attitudes toward their organization are also positive (Bartels et al., 2007; Mishra et al., 2012).”
Trickle Effects of Cross-Sector Social Partnerships (2010, background): “Open communication is determined by the communication climate, defined as “the perception of employees with regard to the quality of the mutual relations and the communication in an organization” (Bartels et al., 2007, p. 177).”
Identification in Organizations: An Examination of Four Fundamental Questions (2008, background): “…1997; C. R. Scott et al., 1999; C. R. Scott & Timmerman, 1999; Ullrich et al., 2007; van Dick, Wagner, et al., 2004; van Knippenberg & van Schie, 2000; however, see Jetten et al., 2002; Millward et al., 2007)— and the closer the levels of self, the stronger the correlation (Bartels et al., 2007).”