Evidence toward an expanded model of organizational identification

Abstract Recent research on organizational identification has called for the consideration of an expanded model of identification, which would include a more thorough treatment of the ways an individual could derive his or her identity from the organization. This paper begins to answer that call by testing operationalizations of the four dimensions of the expanded model: identification, disidentification, ambivalent identification, and neutral identification. Survey results from 330 employed adults support the discriminability of the four dimensions. This exploratory study also begins to establish the criterion‐related validity of the model by examining organizational, job‐related, and individual difference…

• AS
  Arizona State University
• UO
  University of Arizona