Organizational identity, employee's organizational identification and well-being

Risultato della ricerca: Paper

Abstract

Purpose: The topic of identity has developed primarily around the concept of organizational identity (emphasizing the role of internal processes in defining a collective and shared understanding of the distinctive values of an organization: e.g., Albert & Whetten, 1985), and the personal-level construct of organizational identification (a perceived oneness with an organization and the experience of the organization’s successes and failures as one’s own: Mael & Ashfort, 1990). The present research aims to investigate the relationship between organizational identity and organizational identification, arguing that a specific organizational identity type affect organizational and individual well-being. Design/Methodology: Three companies have been evaluated starting from their identity (mission, vision and others identities issues) and image artefacts (representations of how the company projects itself to outsiders), through a qualitative analysis of formal and informal organizational documents finalized to establish specific identity typologies. Also, the Organizational and Psychosocial Risk Assessment survey (a self-report survey evaluating individual and organizational well-being around several dimension: Magnani, Mancini, & Majer, 2009) was administered to employees of the three organizations involved in this study. Results: Overall, results indicate that organizations with a specific and clear organizational identity reveal specific profiles of organizational well-being. Research/Practical implications: The findings underlines that the coherence in organizational identity has not only an impact on corporate reputation, but also affects the level of organizational well-being and organization employee's identification.
Lingua originaleEnglish
Stato di pubblicazionePublished - 2015

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Organizational identification
Employees
Organizational identity
Well-being
Self-report
Risk assessment
Corporate reputation
Shared understanding
Outsider
Qualitative analysis
Design methodology

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title = "Organizational identity, employee's organizational identification and well-being",
abstract = "Purpose: The topic of identity has developed primarily around the concept of organizational identity (emphasizing the role of internal processes in defining a collective and shared understanding of the distinctive values of an organization: e.g., Albert & Whetten, 1985), and the personal-level construct of organizational identification (a perceived oneness with an organization and the experience of the organization’s successes and failures as one’s own: Mael & Ashfort, 1990). The present research aims to investigate the relationship between organizational identity and organizational identification, arguing that a specific organizational identity type affect organizational and individual well-being. Design/Methodology: Three companies have been evaluated starting from their identity (mission, vision and others identities issues) and image artefacts (representations of how the company projects itself to outsiders), through a qualitative analysis of formal and informal organizational documents finalized to establish specific identity typologies. Also, the Organizational and Psychosocial Risk Assessment survey (a self-report survey evaluating individual and organizational well-being around several dimension: Magnani, Mancini, & Majer, 2009) was administered to employees of the three organizations involved in this study. Results: Overall, results indicate that organizations with a specific and clear organizational identity reveal specific profiles of organizational well-being. Research/Practical implications: The findings underlines that the coherence in organizational identity has not only an impact on corporate reputation, but also affects the level of organizational well-being and organization employee's identification.",
author = "Pietro Spata and {Di Stefano}, Giovanni",
year = "2015",
language = "English",

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TY - CONF

T1 - Organizational identity, employee's organizational identification and well-being

AU - Spata, Pietro

AU - Di Stefano, Giovanni

PY - 2015

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N2 - Purpose: The topic of identity has developed primarily around the concept of organizational identity (emphasizing the role of internal processes in defining a collective and shared understanding of the distinctive values of an organization: e.g., Albert & Whetten, 1985), and the personal-level construct of organizational identification (a perceived oneness with an organization and the experience of the organization’s successes and failures as one’s own: Mael & Ashfort, 1990). The present research aims to investigate the relationship between organizational identity and organizational identification, arguing that a specific organizational identity type affect organizational and individual well-being. Design/Methodology: Three companies have been evaluated starting from their identity (mission, vision and others identities issues) and image artefacts (representations of how the company projects itself to outsiders), through a qualitative analysis of formal and informal organizational documents finalized to establish specific identity typologies. Also, the Organizational and Psychosocial Risk Assessment survey (a self-report survey evaluating individual and organizational well-being around several dimension: Magnani, Mancini, & Majer, 2009) was administered to employees of the three organizations involved in this study. Results: Overall, results indicate that organizations with a specific and clear organizational identity reveal specific profiles of organizational well-being. Research/Practical implications: The findings underlines that the coherence in organizational identity has not only an impact on corporate reputation, but also affects the level of organizational well-being and organization employee's identification.

AB - Purpose: The topic of identity has developed primarily around the concept of organizational identity (emphasizing the role of internal processes in defining a collective and shared understanding of the distinctive values of an organization: e.g., Albert & Whetten, 1985), and the personal-level construct of organizational identification (a perceived oneness with an organization and the experience of the organization’s successes and failures as one’s own: Mael & Ashfort, 1990). The present research aims to investigate the relationship between organizational identity and organizational identification, arguing that a specific organizational identity type affect organizational and individual well-being. Design/Methodology: Three companies have been evaluated starting from their identity (mission, vision and others identities issues) and image artefacts (representations of how the company projects itself to outsiders), through a qualitative analysis of formal and informal organizational documents finalized to establish specific identity typologies. Also, the Organizational and Psychosocial Risk Assessment survey (a self-report survey evaluating individual and organizational well-being around several dimension: Magnani, Mancini, & Majer, 2009) was administered to employees of the three organizations involved in this study. Results: Overall, results indicate that organizations with a specific and clear organizational identity reveal specific profiles of organizational well-being. Research/Practical implications: The findings underlines that the coherence in organizational identity has not only an impact on corporate reputation, but also affects the level of organizational well-being and organization employee's identification.

UR - http://hdl.handle.net/10447/132354

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