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.
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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.
|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|
|Funders:||National Science Council, Taiwan|
|Depositing User:||Professor Kirk Chang|
|Date Deposited:||19 Aug 2013 16:09|
|Last Modified:||08 Nov 2015 23:04|
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