Skip to the content

Dis-identification in organizations and its role in the workplace

Chang, K, Kuo, C, Su, M and Taylor, J 2013, 'Dis-identification in organizations and its role in the workplace' , Industrial Relations, 68 (3) , pp. 479-506.

[img] PDF - Published Version
Restricted to Repository staff only

Download (160kB) | Request a copy

Abstract

This research seeks to augment contemporary theories of employee dis-identification in organizations (DiO) and its importance in the workplace. An anonymous questionnaire survey was conducted, 304 employees were recruited across eight organizations in Taiwan (with anti-CMV strategies adopted). Distinct from previous studies, this research stated that organizational identification and dis-identification were neither heterogeneous nor independent constructs. Statistical evidence supported this statement and explained that organizational identification and dis-identification were inter-related constructs. Specifically, two DiO antecedents were revealed, including: person-organization fit and abusive supervision. Unlike previous studies, DiO was not correlated with poor employee performance; rather, it was correlated with workplace deviance, intention to quit the job, and voice-extra-role-behaviours. Theoretical and managerial implications are discussed.

Item Type: Article
Themes: Built and Human Environment
Schools: Schools > Salford Business School
Schools > Salford Business School > Business and Management Research Centre
Journal or Publication Title: Industrial Relations
Publisher: Les Presses de L'universite Laval
Refereed: Yes
ISSN: 0034-379X
Funders: National Science Council, Taiwan
Depositing User: Professor Kirk Chang
Date Deposited: 19 Aug 2013 16:09
Last Modified: 08 Nov 2015 23:04
URI: http://usir.salford.ac.uk/id/eprint/29425

Actions (login required)

Edit record (repository staff only) Edit record (repository staff only)

Downloads

Downloads per month over past year