A German Questionnaire on Organizational Identification

The purpose of this study is to offer areliable and valid German questionnaire onorganizational identification, suitablefor practical settings. The term "organizationalidentification" is discussed and research on Germansamples is reviewed. In an empirical study, a four-dimensional scale (according to Kreiner&Ashforth,2004) is investigated for its structure byconfirmatory factor analysis. To test the scalesvalidity, antecedents of organizationalidentification (e.g., organizational identitystrength or psychological contract breach), as wellas consequences (e.g. days absent from work ororganizational citizenship behavior) are tested. Athree factorial structure - representing ambivalentidentification, neutral identification, and positiveidentification - fits the data best. Regressionanalyses show that the strength of an organizationsidentity has an impact on all facets ofidentification, and that the presence of roleconflict predicts ambivalent identification.Ambivalent identification is the single mostimportant predictor of the number of days absentfrom work, and presumably decreases organizationalcitizenship behavior.

Autorentext
Devika Pohl studied Psychology at the Universities of Heidelberg(Germany), University of Illinois at Urbana-Champaign (USA) andHamburg (Germany). She specialized in Industrial-OrganizationalPsychology as well as in Quantitative Research Methods. Next toher occupation she continues research, especially onOrganizational Identification.

Klappentext
The purpose of this study is to offer a reliable and valid German questionnaire on organizational identification, suitable for practical settings. The term "organizational identification" is discussed and research on German samples is reviewed. In an empirical study, a four- dimensional scale (according to Kreiner & Ashforth, 2004) is investigated for its structure by confirmatory factor analysis. To test the scales validity, antecedents of organizational identification (e.g., organizational identity strength or psychological contract breach), as well as consequences (e.g. days absent from work or organizational citizenship behavior) are tested. A three factorial structure - representing ambivalent identification, neutral identification, and positive identification - fits the data best. Regression analyses show that the strength of an organizations identity has an impact on all facets of identification, and that the presence of role conflict predicts ambivalent identification. Ambivalent identification is the single most important predictor of the number of days absent from work, and presumably decreases organizational citizenship behavior.