The Psychology of Organizational Change 2013
DOI: 10.1017/cbo9781139096690.018
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Organizational identification and organizational change

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Cited by 13 publications
(11 citation statements)
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“…Therefore, we believe that a study on how downsizing affects (surviving) employees’ identification as needed despite some evidence from (questionnaire) studies on the downsizing-commitment link. This has been demonstrated by research on mergers and acquisitions over and over again (see for an overview: Giessner et al, 2011 ) and also for organizational change initiatives in general ( Drzensky and van Dick, 2013 ). We therefore propose that downsizing will negatively relate to employee performance because the downsizing will be perceived as a threat to the organization’s identity.…”
Section: Introductionmentioning
confidence: 84%
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“…Therefore, we believe that a study on how downsizing affects (surviving) employees’ identification as needed despite some evidence from (questionnaire) studies on the downsizing-commitment link. This has been demonstrated by research on mergers and acquisitions over and over again (see for an overview: Giessner et al, 2011 ) and also for organizational change initiatives in general ( Drzensky and van Dick, 2013 ). We therefore propose that downsizing will negatively relate to employee performance because the downsizing will be perceived as a threat to the organization’s identity.…”
Section: Introductionmentioning
confidence: 84%
“…Identification can refer to different foci, such as the organization, work group or one’s career ( Christ et al, 2003 ). Interestingly, there is a huge social identity literature in the context of mergers and change processes (for an overview, see Drzensky and van Dick, 2013 ). However, identification received almost no research attention in the context of downsizing.…”
Section: Introductionmentioning
confidence: 99%
“…Organizational identification is the main sort of social identification and often incorporates a major factor of an individual's self-concept and identity (Mael & Ashforth, 1992). Drzensky & van Dick (2013) mention that organizational identification is the bond between an individual and an organization. Also, organizational identification is described as how the organizational members perceive themselves as sharing the same definitional attributes as the organization, and to which degree they do it (Dutton et al, 1994).…”
Section: Organizational Identificationmentioning
confidence: 99%
“…Rather than an individual‐differences perspective, the focus in several studies of identification following change was on situational predictors (e.g., Amiot et al., ). Most of these studies were of employees' identification following an organizational merger, and they typically find that an open and participative change management approach is associated with greater identification following the change (e.g., Amiot et al., ; Jimmieson & White, ; Michel, Stegmaier, & Sonntag, ; see also a review in Drzensky & van Dick, ).…”
Section: Developing a Person‐situation Explanation Of Identification mentioning
confidence: 99%
“…As noted above, one of the primary factors to have been linked with identification following change has to do with the manner in which the change was managed (for a review, see Drzensky & van Dick, ). Overall, when implemented in organizations, changes implemented through open communications and a participative decision‐making style tend to yield greater post‐change identification.…”
Section: Developing a Person‐situation Explanation Of Identification mentioning
confidence: 99%