Dis-identification in organizations and its role in the workplace

Chang, K; Kuo, C; Su, M; Taylor, J

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.

Citation

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

• Journal Article Type: Article
• Publication Date: Aug 13, 2013
• Deposit Date: Aug 19, 2013
• Journal: Industrial Relations
• Print ISSN: 0019-8676
• Publisher: Wiley
• Peer Reviewed: Peer Reviewed
• Volume: 68
• Issue: 3
• Pages: 479-506
• Publisher URL: http://www.erudit.org/revue/ri/2013/v68/n2/index.html
• Additional Information: Funders : National Science Council, Taiwan