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Toward an Integrative Model of Organizational Commitment and Identity: An Empirical Examination of a Model Linking These Constructs

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dc.contributor.advisor Tetrick, Lois E.
dc.contributor.author Robbins, Jordan Mathew
dc.creator Robbins, Jordan Mathew
dc.date 2011-06-01
dc.date.accessioned 2011-06-02T16:02:11Z
dc.date.available NO_RESTRICTION en_US
dc.date.available 2011-06-02T16:02:11Z
dc.date.issued 2011-06-02
dc.identifier.uri https://hdl.handle.net/1920/6396
dc.description.abstract The organizational commitment and social identity literature present two important frameworks for understanding employee’s behaviors and attitudes at work. Both have been used to explain similar outcomes, however, there is relatively little work examining how the two are related and how the two frameworks can be integrated. This paper represents the first formal attempt at empirically testing a model that integrates these two important literatures, as some important antecedents (i.e. dispositional factors such as need for organizational identification, positive and negative affectivity, and achievement orientation) and outcomes (i.e. satisfaction, performance, intent to stay in the organization, and psychological contract breach committed by the employee). Notably, this study incorporates the notion of psychological contract breach committed by the employee within the model. This aspect of the employee-employer relationship is generally overlooked by psychological contract literature. Results suggest that deep- structured organizational identity and organizational commitment are distinct constructs that can influence one another over time. This work also shows that dispositions can impact the types of identities formed early in employees careers suggesting that researchers should look beyond the situational factors generally examined in identity research. Deep-structured organizational identity and organizational commitment differentially predicted important organizational outcomes suggesting that identity may be more predictive of attitudinal outcomes in certain circumstances. Furthermore, psychological contract breach committed by the employee appeared to act similarly to a retaliatory or counterproductive work behavior.
dc.language.iso en_US en_US
dc.subject Social Identity en_US
dc.subject Dispositions en_US
dc.subject Organizational Commitment en_US
dc.subject Employee en_US
dc.subject Work en_US
dc.subject Psychological Contract Breach en_US
dc.title Toward an Integrative Model of Organizational Commitment and Identity: An Empirical Examination of a Model Linking These Constructs en_US
dc.type Dissertation en
thesis.degree.name PhD in Psychology en_US
thesis.degree.level Doctoral en
thesis.degree.discipline Psychology en
thesis.degree.grantor George Mason University en


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