Discriminant validity between organizational socialization and organizational identification

Abstract

The aim of this article is to examine theoretically and experimentally the discriminant validity between organizational socialization and organizational identification. As a part of the theoretical examination, the definitions, processes, and determining factors were compared. As a result, it was found that the subjects, constitutions, determining factors, and so on, between them were different. Thus it was hypothesized that these two concepts were significantly different. In addition to the theoretical examination, building on three subhypotheses, namely the hypotheses taking into account environmental factors, age, and tenure, experimental examinations were conducted using confirmatory factor analysis. However, the data from this did not provide conclusive evidence that these two concepts were different. Therefore, as a consequence of the analyses, it was difficult to argue that organizational socialization and organizational identification were discriminated.

Organizational Socialization and Collective Self-Esteem as Drivers of Organizational Identification

“…Few studies exist on the relationship between OS and CSE. However, OS is thought to derive from socialization, and the essence of both is same (Hayashi, 2013). Thus, this paper's hypotheses below are based on the studies referred to above.…”