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題名 Dis-Identification in Organizations and Its Role in the Workplace
作者 郭建志
Kuo,Chien-Chih
Chang,Kirk
Julie Taylor
Su,Man
貢獻者 心理系
關鍵詞 behaviour; deviance; dis-identification; identification; organization; work
behaviour;deviance;dis-identification;identification;organization
日期 2013.09
上傳時間 22-Jul-2014 16:46:04 (UTC+8)
摘要 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.
關聯 Relations Industrielles/Industrial Relations,68(3),479-506
資料類型 article
dc.contributor 心理系en_US
dc.creator (作者) 郭建志zh_TW
dc.creator (作者) Kuo,Chien-Chihen_US
dc.creator (作者) Chang,Kirken_US
dc.creator (作者) Julie Tayloren_US
dc.creator (作者) Su,Manen_US
dc.date (日期) 2013.09en_US
dc.date.accessioned 22-Jul-2014 16:46:04 (UTC+8)-
dc.date.available 22-Jul-2014 16:46:04 (UTC+8)-
dc.date.issued (上傳時間) 22-Jul-2014 16:46:04 (UTC+8)-
dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/67696-
dc.description.abstract (摘要) 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.en_US
dc.format.extent 1233146 bytes-
dc.format.mimetype application/pdf-
dc.language.iso en_US-
dc.relation (關聯) Relations Industrielles/Industrial Relations,68(3),479-506en_US
dc.subject (關鍵詞) behaviour; deviance; dis-identification; identification; organization; worken_US
dc.subject (關鍵詞) behaviour;deviance;dis-identification;identification;organizationen_US
dc.title (題名) Dis-Identification in Organizations and Its Role in the Workplaceen_US
dc.type (資料類型) articleen