Organizational Identification: A Conceptual and Operational Review

By M. R. Edwards. 2005

416 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/bac48b86fd9d45317a9612dce0d8ad08c23d05e1

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Citations in the corpus

Transformational Leadership and Organizational Citizenship Behaviors: The Role of Organizational Identification (2012, methodology): “Epitropaki, O., & Martin, R. (2005).”
Organizational identification: Development and testing of a conceptually grounded measure (2007, methodology): “The broad sweep of items included in the measure means that it is likely to be tapping constructs other than organizational identification and thus it will suffer from the problem of contamination (Edwards, 2005).”
Organizational identification as a determinant of customer orientation in service organizations (2007, background): “One important aspect of social identification with a group is that it involves a significant affective element (Edwards 2005).”
Exploring the role of brand identification and brand love in generating higher levels of brand loyalty (2016, background): “The theory explains that a positive self-esteem of a person is enhanced through his/ her personal identity and/or social identity (Edwards, 2005), both of which constitute the self-concept (Tajfel, 1981).”
Relationships of Organizational Justice and Organizational Identification: The Mediating Effects of Perceived Organizational Support in Hong Kong (2008, background): “…attention from researchers because this concept is necessary for employees to develop a psychological relationship with the organization in order to enhance organizational performance and motivate employees to work in the interests of the organization (Reade, 2001; Edwards, 2005; Chan, 2006).”
Extending the expanded model of organizational identification to occupations (2013, methodology): “Although this research has generated a wealth of insights (see reviews by Ashforth, Harrison, & Corley, 2008; Edwards, 2005; Haslam & Ellemers, 2005; Pratt, 1998; Riketta, 2005), far less is known about other bases of identification, such as one’s occupation, relationships, and workgroup.”
Identification in Organizations: An Examination of Four Fundamental Questions (2008, background): “In contrast, we would expect OI to be more strongly related to variables that suggest an attractive, distinctive, and internally consistent organizational identity, shared fate with the organization, salient rival organizations, and self-sacrifice on behalf of the organization (Dutton et al., 1994; ”
Narcissistic Organizational Identification: Seeing Oneself As Central to the Organization's Identity (2015, background): “nizational contexts (for reviews see Ashforth et al., 2008; Edwards, 2005; Haslam & Ellemers, 2005; Riketta, 2005; van Dick, 2004), we focus our theorizing on the organizational level and limit it to individuals with organizational-level responsibilities.”
Multiple Identification Foci and Their Countervailing Effects on Salespeople's Negative Headquarters Stereotypes (2012, neutral): “When people identify with a social group, they tend to act and feel in congruence with salient aspects of their social identities (Edwards 2005), resulting in numerous positive behaviors on behalf of groups that embody their social identities (Ashforth and Mael 1989; Ellemers, De Gilder, and Haslam…”