GENERALIZING NEWCOMERS' RELATIONAL AND ORGANIZATIONAL IDENTIFICATIONS: PROCESSES AND PROTOTYPICALITY

• 成果类型: Article
• 署名作者: Sluss, David M.; Ployhart, Robert E.; Cobb, M. Glenn; Ashforth, Blake E.
• 署名单位: University System of Georgia; Georgia Institute of Technology; University of South Carolina System; University of South Carolina Columbia; United States Department of Defense; United States Army; Arizona State University; Arizona State University-Tempe
• 刊物名称: ACADEMY OF MANAGEMENT JOURNAL
• ISSN/ISSBN: 0001-4273
• DOI: 10.5465/amj.2010.0420
• 发表日期: 2012
• 页码: 949-975
• 关键词: LEADER-MEMBER EXCHANGE; SOCIAL IDENTITY THEORY; PERCEIVED SUPERVISOR SUPPORT; PROFESSIONAL IDENTIFICATION; SOCIALIZATION TACTICS; EMPLOYEE PERFORMANCE; INFORMATION-SEEKING; SELF-CONSISTENCY; work; outcomes

摘要

A recent theoretical proposal is that relational identification generalizes to organizational identification through affective, cognitive, and behavioral mediating mechanisms. The generalization process is strengthened when a relational other is prototypical that is, is seen as promoting core organizational values. We investigate these propositions via two field studies. First, we find, via temporally lagged data from 186 newcomers to the telemarketing industry, that relational identification with a supervisor generalizes to organizational identification through affective (i.e., affect transfer), cognitive (i.e., social influence), and behavioral (i.e., behavioral sensemaking) mediating mechanisms. Second, we find, via temporally lagged data from 1,101 newcomers to the U.S. Army, that a newcomer's relational identification with his/her supervisor generalizes to the newcomer's organizational identification, but only when the supervisor is perceived to be prototypical. Our combined findings suggest that (1) multiple identifications are more integrative than exclusive and (2) organizational membership may be more personalized and relational than previously assumed in extant research.