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|Title:||Dis-Identification in Organizations and Its Role in the Workplace|
|Issue Date:||2014-07-22 16:46:04 (UTC+8)|
|Abstract:||This research seeks to augment contemporary theories of employee dis-identification in organizations (DiO) and its importance in the workplace. An anonymous questionnaire survey was conducted, 304 employees were recruited across eight organizations in Taiwan (with anti-CMV strategies adopted). Distinct from previous studies, this research stated that organizational identification and dis-identification were neither heterogeneous nor independent constructs. Statistical evidence supported this statement and explained that organizational identification and dis-identification were inter-related constructs. Specifically, two DiO antecedents were revealed, including: person-organization fit and abusive supervision. Unlike previous studies, DiO was not correlated with poor employee performance; rather, it was correlated with workplace deviance, intention to quit the job, and voice-extra-role-behaviours. Theoretical and managerial implications are discussed.|
|Relation:||Relations Industrielles/Industrial Relations,68(3),479-506|
|Appears in Collections:||[心理學系] 期刊論文|
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