| Abstract |
Organizational identification has been suggested as a “root construct” in organizational behavior as it captures visceral identity connection between individual and organization. Yet, no empirical support for the notion exists in the literature, so this study tests organizational identification’s status as a root construct, using a meta-analysis of 283 correlations from 153 studies. First, we found that organizational identification was critically associated with identification-specific outcomes, such as strong support for the organization (ρ = .55) and unconditional justification/bias toward the organization (ρ = .18), as well as with general attitude/behavior-related outcomes (e.g., job satisfaction, job performance). Second, we corroborated the value of organizational identification as a root construct by comparing it with its close correlate, affective commitment. Structural equation modeling results showed different positions and functions of the two constructs in the nomological network of general outcomes. Last, we examined the boundary conditions for organizational identification’s effects by considering the roles of professionalization and culture. The effects of organizational identification on outcomes were found to be weakened among professionals (vs. non-professionals) and in an individualistic culture (vs. a collectivistic culture). |