Previous issue (2020. Vol. 11, no. 3)
Included in Web of Science СС (ESCI)
|
|
The relationship between the socio-demographic characteristics of employees and their organizational identification and their perceived attractiveness of corporate culture 845
Nesmeianova R.K.
Employee of the Department of Social Psychology, Department of Social Psychology, Faculty of Psychology, Lomonosov Moscow State University, Moscow, Russia
e-mail: Roxielight@mail.ru
The article presents the results of comparing the interrelationships between the individual characteristics of employees (gender, age, education, position and seniority in the organization) with the types of organizational identification that they form, the level of need for it, and the degree of attractiveness of the corporate culture. The study involved 252 respondents (185 women, 67 men), all — representatives of commercial organizations. Data collection was carried out in one stage, a questionnaire was proposed, which included three methods. The resulting material was mathematically processed using the Mann-Whitney U-test and Kruskal-Wallis test. Data are received that managers are less likely than performers to experience negative, ambiguous or neutral feelings towards their organization. The older the employees, the higher the level of their identification with it. The most senior employees are identified most with their company, as well as employees who have a long working record. Thus, a correlation was revealed between the socio-demographic characteristics of employees and the organizational variables under study.
-
Burmistrova O.N. Svjaz’ vidov organizacionnoj
identifikacii s ocenkoj dejatel’nosti rukovoditelja [Communication of kinds of
organizational identification with the estimation of efficiency of activity of
the head and realization of the basic administrative functions by it].
Vestn. Volgogr. gos. un-ta, ser. 11, Estestv. nauki. [Science Journal of
Volgograd State University. Natural sciences], 2012. Vol. 2, no. 4,
pp. 78—84.
-
Lipatov S.A. Oprosnik «Shkaly organizacionnyh paradigm»
L.L. Konstantina [Questionnaire of “Scale oforganizational paradigms” of L.L.
Konstantin”. Zhurnal prakticheskogo psihologa [Journal of Practical
Psychologist], 2005. Vol. 2, no. 2, pp. 186—198.
-
Lipatov S.A. Organizacionnaja kul’tura: social’noe
poznanie v organizacionnom kontekste [Organizational culture: social cognition
in an organizational context]. Mir psihologii [The World of Psychology],
1999, no. 3, pp. 106—112.
-
Lipatov S.A., Lovakov A.V. Issledovanija organizacionnoj
identifikacii v zarubezhnoj psihologii [Recent studies of organizational
identification in foreign psychology]. Nacional’nyj psihologicheskij zhurnal
[National Psychological Journal], 2010, no. 1(3), pp. 70—75.
-
Lipatov S.A., Zhilkina O.V. Processy social’noj
identifikacii v organizacijah [Processes of social identification in
organizations]. Zhurnal prakticheskogo psihologa [Journal of Practical
Psychologist], 2005, no. 2, pp. 25—40.
-
Ashforth B. Mael F. Teorija social’noj identichnosti v
kontekste organizacii [The theory of social identity in the context of
organization]. In Djatlova A.A., Lovakov A.V. (ed.). Organizacionnaja
psihologija [Organizational Psychology], 2012. Vol. 2, no. 1. pp.
4—27.
-
Boros S., Curseu P.L., Miclea M. Integrative tests of a
multidimensional model of organizational identification. Social
Psychology, 2011. Vol. 42, no. 2, pp. 111—123.
doi:10.1027/1864-9335/a000051
-
Brewer M.B. The social self: On being the same and
different at the same time. Personality and Social Psychology Bulletin,
1991. Vol. 17, no. 5, pp. 475—482. doi:10.1177/0146167291175001
-
Dutton J.E., Dukerich J.M., Harquail C.V. Organizational
images and member identification. Administrative Science Quarterly,
1994. Vol. 39, no. 2, pp. 239—263. doi:10.2307/2393235
-
Epitropaki O. A multi-level investigation of psychological
contract breach and organizational identification through the lens of perceived
organizational membership: Testing a moderated-mediated model. Journal of
Organizational Behavior, 2013. Vol. 34, no. 1, pp. 65—86.
doi:10.1002/job.1793
-
Glynn M. A. Individuals need for organizational
identification (nOID): speculations on individual differences in the propensity
to identify. In D.A. Whetten, P.C. Godfrey (Ed.). Identity in organizations:
Building theory through conversations, 1998. pp. 238—244.
-
Kreiner G.E., Ashforth B.E. Evidence toward an expanded
model of organizational identification. Journal of Organizational
Behavior, 2004. Vol. 25, no. 1, pp. 1—27. doi:10.1002/job.234
-
Mayhew M.G., Gardner J., Ashkanasy N.M. Measuring
individuals’ need for identification: Scale development and validation //
Personality and Individual Differences, 2010. Vol. 49, no. 5, pp.
356—361. doi:10.1016/j.paid.2010.03.031
-
O’Reilly C.A., Chatman J., Caldwell D.F. People and
organizational culture: A Profile Comparison Approach to Assessing
Person-Organization Fit. The Academy of Management Journal, 1991. Vol.
34, no. 3, pp. 487—516. doi:10.2307/256404
-
Pratt M.G. The good, the bad, and the ambivalent: Managing
identification among Amway distributors. Administrative Science
Quarterly, 2000. Vol. 45, no. 3, pp. 456—493. doi:10.2307/2667106
-
Riketta M. Organizational identification: A meta-analysis.
Journal of Vocational Behavior, 2005. Vol. 66, no. 2, pp. 358—384.
doi:10.1016/j.jvb.2004.05.005
-
Schneider B. The people make the place. Personnel
Psychology, 1987. Vol. 40, no. 3, pp. 437—453.
doi:10.1111/j.1744-6570.1987.tb00609.x
|
|
