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Cognitive and Affective Identification in Organizational Settings

Cognitive and Affective Identification in Organizational Settings. Michael D. Johnson Frederick P. Morgeson Michigan State University Slides and paper available online at www.msu.edu/~john1781. Social Identification Development of the Construct. Tajfel (1972)

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Cognitive and Affective Identification in Organizational Settings

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  1. Cognitive and Affective Identification in Organizational Settings Michael D. Johnson Frederick P. Morgeson Michigan State University Slides and paper available online at www.msu.edu/~john1781

  2. Social IdentificationDevelopment of the Construct • Tajfel (1972) • Both cognitive and affective dimensions • “that part of an individual’s self-concept which derives from his knowledge of his membership of a social group (or groups) together with the value and emotional significance attached to that membership” • Turner (1982) • Social identities are an integral part of the cognitive structure of the self-concept • Ashforth & Mael (1989)

  3. Social IdentificationDimensions • Cognitive • “When a person’s self-concept contains the same attributes as those in the perceived organizational identity, we define this cognitive connection as organizational identification” (Dutton, Dukerich, & Harquail, 1994) • Our definition: The thoughts or beliefs regarding the extent to which individuals define themselves on the basis of a social referent • Affective • Positive feelings about one’s membership, including pride, enthusiasm, and a sense of affiliation or “belongingness” with others (Albert et al., 1998) • Our definition: the feelings individuals experience about themselves in relation to the social referent and the value they place on that social identity

  4. Social IdentificationMeasurement • Most existing measures are cognitive in nature • “I am very interested in what others think about my organization” (Mael & Ashforth, 1992) • Some include affective items (e.g., “I am glad to be a member of this company,” Abrams, Ando, & Hinkle, 1998) • Many existing measures are target-specific • “If a story in the media criticized the organization, I would feel embarrassed” (Mael & Ashforth, 1992) • “In my work group, there is a lot of team spirit among the members” (Riordan & Weatherly, 1999)

  5. Study 1Measure Development

  6. Study 2Antecedents, Attitudes, & Outcomes Antecedents Attitudes Behavioral Outcomes Situational Determinants Target image Tenure with target Commitment Organizational citizenship behavior Cognitive and affective identification Individual Differences Extraversion Neuroticism Cognitive ability Involvement Satisfaction

  7. Study 2Hypotheses • H1: Perceptions of organizational prestige are positively related to both cognitive and affective identification • H2: Extraversion is positively related to both cognitive and affective identification • H3: Agreeableness is (a) positively related to affective identification, but (b) unrelated to cognitive identification • H4: Neuroticism is (a) positively related to cognitive identification, but (b) negatively related to affective identification • H5: Cognitive ability is (a) negatively related to cognitive identification, but (b) unrelated to affective identification

  8. Study 2Hypotheses • H6: Cognitive and affective identification are positively related to, and independently predict, organizational commitment • H7: Cognitive and affective identification are positively related to, and independently predict, organizational satisfaction • H8: Cognitive and affective identification are positively related to, and independently predict, organizational citizenship behaviors and organizational involvement behaviors • Research Question: To what extent do the new cognitive and affective identification measures predict related attitudes and behavioral outcomes as well as the Mael measure?

  9. Study 2Results: Antecedents

  10. Study 2Results: Attitudes and Outcomes

  11. Study 3Field Validation • Identification dimensions correlated .44 with the university as target, but only .24 with department as target • Neuroticism again showed a positive relationship with cognitive identification, but also the expected negative relationship with affective identification • Satisfaction was again predicted only by affective identification (both with the department and with the university)

  12. Discussion • Contributions • Empirical separation of social identification into cognitive and affective dimensions • Nomological network • Limitations • Common method variance • University samples • Cross-sectional data • Future research • Differential effects on the two dimensions • Multiple social identities (Johnson et al., in press) • Non-attitudinal outcomes • Longitudinal research

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