In Understanding Psychological Bonds between Individuals and Organizations the author integrates different theoretical perspectives on how individuals form deep, meaningful, and self-defining relationships with their employing organization and proposes a novel and comprehensive take on key triggers and processes associated with such relationships.
Recenzijas
'Sebastian Fuchs breaks new ground in the study of why people identify with the organizations in which they work. He has produced a very welcome book, which is highly readable and brings a host of new insights into this exciting area of research.' - Professor David Marsden, London School of Economics and Political Science
'This book integrates the different mechanisms of organizational identification in a novel and unprecedented way, building the foundation for any future work on why individuals develop strong, meaningful psychological bonds with their employing organizations.' - Professor Michael Muller-Camen, Vienna University of Economics and Business, Austria
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ix | |
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xi | |
| Preface |
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xii | |
| Foreword |
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xiii | |
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List of Abbreviations and Symbols |
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xv | |
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1 | (4) |
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2 Psychological Bonds in Organizations |
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5 | (26) |
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The nature of organizational identification |
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5 | (5) |
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The impact of organizational identification |
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10 | (3) |
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The occurrence of organizational identification |
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13 | (15) |
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Contextual considerations for organizational identification |
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28 | (2) |
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30 | (1) |
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31 | (34) |
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31 | (3) |
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34 | (4) |
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38 | (2) |
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Sample demographics and characteristics and control variables |
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40 | (1) |
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41 | (6) |
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Psychometric properties of study variables |
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47 | (17) |
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64 | (1) |
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4 The Impact Model of Organizational Identification |
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65 | (16) |
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Impact of organizational identification |
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65 | (4) |
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Theory and hypothesis development |
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69 | (4) |
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73 | (3) |
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76 | (3) |
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79 | (2) |
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5 The Coalescence Model of Organizational Identification |
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81 | (38) |
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Theory and hypothesis development |
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81 | (18) |
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99 | (10) |
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109 | (9) |
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118 | (1) |
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6 Common Method Variance Analysis of Structural Models |
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119 | (47) |
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Common method variance in organizational research |
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120 | (10) |
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Testing the Impact Model of Organizational Identification for common method variance effects |
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130 | (10) |
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Testing the Coalescence Model of Organizational Identification for common method variance effects |
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140 | (18) |
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158 | (6) |
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164 | (2) |
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7 Discussing the Structural Models |
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166 | (27) |
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Highlighting the impact of organizational identification |
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166 | (5) |
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Explaining the occurrence of organizational identification |
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171 | (9) |
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Considering common method variance effects in the study of organizational identification |
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180 | (6) |
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Theoretical contribution of the Coalescence Model of Organizational Identification |
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186 | (5) |
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191 | (2) |
| Conclusion |
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193 | (13) |
| Appendices |
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206 | (11) |
| Notes |
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217 | (2) |
| References |
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219 | (20) |
| Index |
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239 | |
SEBASTIAN FUCHS is a Senior Lecturer in Organizational Psychology and Human Resource Management (HRM) at Middlesex University, UK and researches issues surrounding the employee-organization relationship. This includes the notions of organizational identification and commitment, employee performance, justice concerns at the workplace, organizational identity matters, employee perceptions of support and appreciation, and the management of change initiatives. He holds a PhD in Organizational Psychology from King's College London, an MSc in HRM from the London School of Economics and Political Science and a BA in HRM and Marketing from Middlesex University.
