Organizational identity strength, identification, and commitment and their relationships to turnover intention: Does organizational hierarchy matter?

By Michael S. Cole, Heike Bruch. 2006

489 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/da08faf832cdc7bda13073bb55b3bdd4f9ac1ed3

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In Gender Studies

In Organizational Behavior and Human Resource Management

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Citations in the corpus

Organizational Justice and Individuals' Withdrawal: Unlocking the Influence of Emotional Exhaustion (2010, background): “…from an organization’s perspective, two of the more costly withdrawal-related outcomes include lower commitment, defined as individuals’ emotional attachment to and involvement in an employing organization (Cole and Bruch, 2006, p. 588) and increased turnover intentions (Podsakoff et al., 2007).”
The Relationship between Coworker Incivility, Emotional Exhaustion, and Organizational Outcomes: The Mediating Role of Emotional Exhaustion (2015, background): “These outcomes in turn lead to lower organizational commitment (Cole & Bruch, 2006) and increased turnover intentions (N. P. Podsakoff, LePine, & LePine, 2007).”
Management of innovation: role of psychological empowerment, work engagement and turnover intention in the Indian context (2012, background): “Recent study suggested that perceptions of a strong organizational identity, organizational identification and organizational commitment may influence employees’ turnover intention in unique ways, depending on their hierarchical level within the organization (Cole and Bruch 2006).”
Effectiveness of organizational efforts to lower turnover intentions: The moderating role of employee locus of control (2009, background): “There is also research evidence that educational level and job level are related to withdrawal intentions (Cole & Bruch, 2006; Grawitch, Trares, & Kohler, 2007; Ng & Feldman, in press).”
Identification in Organizations: An Examination of Four Fundamental Questions (2008, background): “The more identity perceptions are widely shared and densely articulated by members of the collective or role, the stronger is the identity (cf. Cole & Bruch, 2006; Kreiner & Ashforth, 2004) and, therefore, the stronger the potential for identification—and disidentification (i.e., “This is not me”;…”
Impact of service climate and psychological capital on employee engagement: The role of organizational hierarchy (2018, background): “Cole and Bruch (2006) report a significant amount of variability in turnover intention in their structural model across hierarchical groups.”
Exploring predictors of organizational identification: Moderating role of trust on the associations between empowerment, organizational support, and identification (2010, background): “Organizational commitment, on the other hand, is defined as a more general attitude towards the organization and is believed to develop on the basis of an exchange-based relationship between the individual and the organization (Cole & Bruch, 2006; Mael & Ashforth, 1992).”
Organizational identification, work engagement, and job satisfaction (2015, unknown): “…a range of work behaviors (van Dick, Hirst, Grojean, & Wieseke, 2007) including turnover (van Knippenberg, van Dick, & Tavares, 2005: Abrams, Ando, & Hinkle, 1998), commitment (Cole & Bruch, 2006), cooperation (Tyler & Blader, 2001), and resistance to change (van Dijk & van Dick, 2009).”
Career Choice Intentions of Adolescents With a Family Business Background (2011, background): “Moreover, identification has been defined as the process of integrating membership of a particular group or organization in one’s sense of self (Cole & Bruch, 2006).”
Change fatigue: Development and initial validation of a new measure (2011, background): “Organizational commitment, defined as ‘‘an individual’s emotional attachment to and involvement in an employing organisation’’ (Cole & Bruch, 2006, p. 588), has been linked to change efforts in numerous studies (e.g., Fedor, Caldwell, & Herold, 2006).”