Research note: The winds of change—Multiple identifications in the case of organizational mergers

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Identity and identification at work (2016, background): “Furthermore, van Dick et al. (2004) find that postmerger identification moderates the relationship between premerger organizational identification and employee outcomes, such as job satisfaction and turnover intentions.”
Consistency Matters! How and When Does Corporate Social Responsibility Affect Employees’ Organizational Identification? (2016, methodology): “…1 (Cronbach’s a5 0.86) measured with the same six-item scale as at Time 3 (Mael and Ashforth, 1992), as previous studies showed that previous identification states are a strong predictor of a later state of identification (Bartels et al., 2006; van Dick et al., 2004; Van Knippenberg et al., 2002).”
Ready for a Change? A Longitudinal Study of Antecedents, Consequences and Contingencies of Readiness for Change (2012, background): “Although this transformation presumably affected the identity of the organization, it was only a ‘soft’ change compared with intensive structural change processes such as large-scale downsizing (see Worrall et al., 2004) or organizational mergers or acquisitions (see e.g. van Dick et al., 2004).”