Dis-identification in organizations and its role in the workplace

Chang, K ORCID: https://orcid.org/0000-0002-5689-7780, 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.

Item Type: Article
Themes: Built and Human Environment
Schools: Schools > Salford Business School
Schools > Salford Business School > Salford Business School 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: 16 Feb 2022 15:04
URI: https://usir.salford.ac.uk/id/eprint/29425

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