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Book part
Publication date: 11 August 2014

Gregory W. Stevens

This chapter proposes a paradigm shift in considering the collective identification of employed physicians and how it influences physician engagement.

Abstract

Purpose

This chapter proposes a paradigm shift in considering the collective identification of employed physicians and how it influences physician engagement.

Design/methodology/approach

There are many challenges for organizations employing physicians, particularly in terms of engagement in organizational initiatives. Prior research suggests this conflict stems from how physicians think of themselves as professionals versus employees (as forms of collective identification). Unfortunately, research is limited in addressing these dynamics.

Findings

This conceptual chapter considers the complex network of relationships that physicians perceive between the collectives to which they belong. A primary collective identification (i.e., the profession) is proposed to influence subsequent collective identification (i.e., the organization), and that these meanings and relationships along with contextual factors drive engagement.

Originality/value

Health care organizations increasingly rely on engagement from their physicians to improve upon coordinated care. This proposed conceptualization offers new insight into the dynamics surrounding how and why employed physicians become engaged.

Details

Annual Review of Health Care Management: Revisiting The Evolution of Health Systems Organization
Type: Book
ISBN: 978-1-78350-715-3

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Article
Publication date: 1 February 2004

Raymond Loi, Ngo Hang‐yue and Sharon Foley

This study examined the effect of professional identification on several job attitudes (i.e., job satisfaction, organizational commitment, and career satisfaction), and…

Abstract

This study examined the effect of professional identification on several job attitudes (i.e., job satisfaction, organizational commitment, and career satisfaction), and explored the moderating roles of gender and organizational tenure on these relationships. Informed by social identity theory, gender role theory, and organizational socialization theory, several hypotheses were developed and tested with a data set consisting of 309 salaried lawyers collected in Hong Kong. Regression analysis revealed that (1) professional identification had a significant positive effect on both job satisfaction and organizational commitment, (2) gender moderated the relationship between professional identification—job satisfaction and professional identification—organizational commitment, and (3) organizational tenure moderated the relationship between professional identification and job satisfaction as well as the relationship between professional identification and career satisfaction. Theoretical and practical implications are discussed.

Details

Organizational Analysis, vol. 12 no. 2
Type: Research Article
ISSN: 1551-7470

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Article
Publication date: 1 March 2012

Shahidul Hassan

This article provides a critical review of four constructs-organizational identification, organizational commitment, occupational identification, and occupational…

Abstract

This article provides a critical review of four constructs-organizational identification, organizational commitment, occupational identification, and occupational commitment-to advance our understanding about how public sector employees from different occupations may become psychologically attached to their organizations. This review is intended to clarify previous inconsistencies as well as spark new interest among public administration researchers to examine sources and consequences of public employees’ organizational identification and commitment. This article also elucidates about how public sector employees’ attachment to their occupations may influence their attachment to their organizations. In that effort, this article reviews interrelationships among the four constructs. Finally, based on the patterns of connections observed, a future research program including seven testable research propositions is proposed.

Details

International Journal of Organization Theory & Behavior, vol. 15 no. 3
Type: Research Article
ISSN: 1093-4537

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Article
Publication date: 9 February 2010

Jos Bartels, Oscar Peters, Menno de Jong, Ad Pruyn and Marjolijn van der Molen

This paper aims to present the results of a study into the relationship between horizontal and vertical communication and professional and organisational identification.

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Abstract

Purpose

This paper aims to present the results of a study into the relationship between horizontal and vertical communication and professional and organisational identification.

Design/methodology/approach

An empirical study was carried out at a large hospital in The Netherlands with multiple locations. Hospital employees (n = 347) completed a written questionnaire.

Findings

The results show that although employees identify more strongly with their profession than with their organisation, there is a positive connection between professional and organisational identification. Dimensions of vertical communication are important predictors of organisational identification, whereas dimensions of horizontal communication are important predictors of professional identification.

Research limitations/ implications

Identification with the overall organisation does not depend primarily on the quality of contact with immediate colleagues within a work group or department; rather, it depends more on appreciation of the communication from and with the organisation's top management.

Practical implications

Management should find a balance between communication about organisational goals and individual needs, which is crucial in influencing professional and organisational identification.

Originality/value

Previous research has shown a positive link between the communication climate at a specific organisational level and the employee's identification with that level. The current study adds to this concept the influence of horizontal and vertical dimensions of communication on identification among different types of employees.

Details

Personnel Review, vol. 39 no. 2
Type: Research Article
ISSN: 0048-3486

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Article
Publication date: 23 October 2009

Judy Pate, Phillip Beaumont and Gwilym Pryce

This paper aims to investigate the relationship between organisational identification and identification with work group and profession for knowledge workers. The

Abstract

Purpose

This paper aims to investigate the relationship between organisational identification and identification with work group and profession for knowledge workers. The literature points to two competing standpoints, first, a compatible relationship between focal points of identity and second, a trade off relationship whereby an increase in one is at the expense of another.

Design/methodology/approach

Using the population of a large public UK sector organisation ordinary least squares regression was used to examine these relationships.

Findings

The findings established a strong relationship in which work group, organisational and professional identification were compatible.

Research limitations/implications

The findings indicate, at least in this context, that no inherent trade off or problem reconciling multiple identities was evident. Regrettably the authors do not have the capacity to comment on the weighting or the relative importance placed on each focus of identity; this is an area for future research.

Originality/value

This paper seeks to contribute to the discussions of is the relationship between organisational identification and allegiances with the workgroup or profession, which is underdeveloped in the literature.

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Article
Publication date: 2 November 2020

Zoltán Krajcsák

The purpose of this study is to demonstrate how employee commitment and identification affect the intra-group conflicts and to demonstrate the moderator role of some…

Abstract

Purpose

The purpose of this study is to demonstrate how employee commitment and identification affect the intra-group conflicts and to demonstrate the moderator role of some dimensions of core self-evaluation (CSE) on the relationship between commitment and conflict. Exploring relationships can provide a better understanding of the nature of intra-group conflicts and the development of prevention and conflict management strategies.

Design/methodology/approach

This study uses case studies to illustrate the factors that amplify and weaken conflicts. Case studies describe conflicts within a single multinational company.

Findings

According to the results, the high levels of affective commitment and the degree of group identification reduce the relationship conflict, and the impact of affective commitment on the relationship conflict is moderated by the degree of self-esteem. The high levels of normative commitment and the degree of organizational identification reduce the process conflict, and the impact of normative commitment on process conflict is moderated by the degree of self-control. The high levels of professional commitment and the degree of occupational identification reduce the task conflict and that the impact of professional commitment on the task conflict is moderated by the degree of self-efficacy.

Research limitations/implications

The results should also be confirmed by research using a quantitative method.

Practical implications

Managers need to increase employees’ commitment in a targeted way to increase their performance and to prevent conflicts. An important lesson for recruitment professionals is that in jobs where conflict prevention is particularly important, CSE levels that determine personality traits should also be tested.

Originality/value

The degree of commitment and identification also largely depends on organizational circumstances and the support of the manager. The factors brought into play by the employees, including the personality of the staff involved in the conflict, also play a role in conflicts. While these do not trigger it, some personality variables influence the outcome of conflicts. The study demonstrates that targeted enhancement of employee commitment and identification can address intra-group conflicts and that CSE is able to prevent certain types of intra-group conflicts through its moderating effect.

Details

International Journal of Organizational Analysis, vol. 29 no. 4
Type: Research Article
ISSN: 1934-8835

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Article
Publication date: 17 June 2019

Alessa Hillbrink and Regina Jucks

Developing professional identities as both researchers and teachers is core to doctoral students’ growth. Given the primacy of research for the university career, this…

Abstract

Purpose

Developing professional identities as both researchers and teachers is core to doctoral students’ growth. Given the primacy of research for the university career, this study aimed at answering the following questions: how much do doctoral students identify with the teacher compared to the researcher role? Can the teacher role identity be purposely activated?

Design/methodology/approach

In an experimental study with 167 psychology PhD students, trait role identification was measured using a questionnaire. Afterward, participants were randomly assigned to one of three conditions differing in the picture material (research vs teaching pictures vs a mixture of both) provided for creating a collage reflecting their roles. Subsequently, answers to open questions were coded and quantified as indicators of state role identity.

Findings

As a trait, doctoral students identified more strongly with their researcher role than with their teacher role. Teacher role identity as a state was successfully activated when doctoral students engaged with teaching pictures compared to the other conditions.

Practical implications

As the researcher role seems to be the default setting for PhD students, activation of the teacher role has the potential to benefit work satisfaction of PhD students and the quality of their teaching.

Originality/value

Taking both long- and short-term identification processes in PhD students into account is a promising new approach. Besides, quantitative data are added to the field of qualitative insights on PhD students’ professional roles.

Details

Studies in Graduate and Postdoctoral Education, vol. 10 no. 2
Type: Research Article
ISSN: 2398-4686

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Book part
Publication date: 27 October 2014

Alain Guiette and Koen Vandenbempt

This paper seeks to develop a mid-range theory of how change recipient sensemaking processes affect the realization of strategic flexibility during simultaneous change in…

Abstract

Purpose

This paper seeks to develop a mid-range theory of how change recipient sensemaking processes affect the realization of strategic flexibility during simultaneous change in professional service firms.

Methodology/approach

The research presented is based on an exploratory embedded case study adopting a qualitative interpretive methodology, conducted at a professional service organization. A sensemaking lens was adopted in order to study organizational change processes. Data was collected through semi-structured open-ended in-depth interviews, and analyzed using first and second order analysis, inspired by the methodology used by Corley and Gioia (2004).

Findings

We identified four determinants of change recipient sensemaking: professional identification, dominant organizational discourse, equivocality of expectations, and cross-understanding between thought worlds. Case findings indicate that cognitive and affective dimensions of change recipient sensemaking are strongly interwoven in their effect on realizing strategic flexibility.

Research implications

We contribute to the competence-based strategic management literature by introducing the concept of change recipient sensemaking in understanding the realization of strategic flexibility; by identifying four major determinants in a context of simultaneous change in a professional service organization; and by highlighting the interwoven and mutually reinforcing cognitive and affective dimensions of professional’s process of constructing meaning.

Details

A Focused Issue on Building New Competences in Dynamic Environments
Type: Book
ISBN: 978-1-78441-274-6

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Article
Publication date: 5 August 2014

Laci M. Lyons and Pamela L. Perrewé

A continued focus in organizational research has been on career development, and mentoring has been identified as a key determinant of career success. The purpose of this…

Abstract

Purpose

A continued focus in organizational research has been on career development, and mentoring has been identified as a key determinant of career success. The purpose of this paper is to focus on the interpersonal dynamics which contribute to variations in the effectiveness of mentoring support behaviors. Specifically, the effects of mentoring relational quality (MRQ) (i.e. affective perceptions held by mentors and protégés) on mentoring behaviors (i.e. vocational and psychosocial) as well as professional identification are considered. Interpersonal skills (e.g. behavioral integrity and political skill) of mentors and protégés are examined for their impact on MRQ.

Design/methodology/approach

Utilizing matched dyadic survey data from 100 mentor-protégé pairs in academe (i.e. dissertation chairs and doctoral candidates or recent doctoral alumni), partial least squares was used to test the research model.

Findings

Results support MRQ as an integral component in mentoring dynamics. MRQ for mentors and protégés was significantly linked with mentor support behaviors provided and received, respectively. Mentors’ perceptions of MRQ were predicted by protégés’ behavioral integrity and mentors’ political skill. Similarly, protégés’ political skill and mentors’ behavioral integrity significantly predicted protégés’ perceptions of MRQ. Further, mentors and protégés reported higher levels of professional identification when MRQ was high.

Originality/value

This study links affective and behavioral perspectives of mentoring, revealing the importance of interpersonal skill in career development. The interpersonal dynamics characteristic of mentor-protégé interactions determine the extent to which mentoring support behaviors may actually be provided by mentors and received by protégés.

Details

Career Development International, vol. 19 no. 4
Type: Research Article
ISSN: 1362-0436

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Article
Publication date: 15 November 2018

Pui Yuen Lee and Kung Wong Lau

The rise of social media marketing has brought significant implications for advertising industry and its organizations. The traditional role of advertising professionals

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1202

Abstract

Purpose

The rise of social media marketing has brought significant implications for advertising industry and its organizations. The traditional role of advertising professionals had been changing from a clear identity to an unclear one. However, previous research has studied relatively little about advertising professionals’ roles and identities or how they may be changing in the social media marketing era. The paper aims to discuss these issues.

Design/methodology/approach

A qualitative, interpretive approach was taken in this study. It involved 32 in-depth interviews with advertising professionals in advertising organizations differing in size, digital focus and ownership in different multinational full-service advertising organizations and digital organizations.

Findings

The findings indicated that the role of advertising professionals is innovating from a traditional “idea generator” to a “solution facilitator” in response to the social media marketing.

Originality/value

This study identified the key experiences of advertising professionals that they were found to have divergent role identities linked to their identification with traditional and digital organizations.

Details

Career Development International, vol. 24 no. 1
Type: Research Article
ISSN: 1362-0436

Keywords

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