Predicting the different profiles of organizational identification: A case of shipyard subcontractors
Predicting the different profiles of organizational identification: A case of shipyard subcontractors
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DOI：
10.1348/096317904x22935
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发表时间：
2005-03-01
影响因子：
6.2
通讯作者：
Juslin, M
中科院分区：
文献类型：
--
作者：
Lipponen, J;Helkama, K;Juslin, M
本研究的主要目的是调查不同组织认同档案的预测因素。基于社会认同方法和有关组织承诺的文献构建了假设，并在20家船厂分包商的员工样本中进行了检验。结果支持这样一种观点，即不同的子组特征(威望、联系和规模)可以用来解释子组识别(与分包商)和上级识别(与造船厂)的四种不同组合。然而，与我们的假设相反，与亚组之间的关系有关的变量(组间竞争、组间接触和感觉到的歧视)都没有作为显著的预测因素出现。
The primary aim of this study was to investigate the predictors of different organizational identification profiles. Hypotheses based on the social identity approach and the literature on organizational commitment were formed and tested in a sample gathered from employees of 20 shipyard subcontractors. The results supported the idea that different subgroup characteristics (prestige, contact, and size) may be used to explain four different combinations of subgroup identification (with the subcontractor) and superordinate identification (with the shipyard). However, contrary to our hypotheses, none of the variables concerning relationships between the subgroups (intergroup competition, intergroup contact and perceived discrimination) emerged as significant predictors.