Situational attributes, individual differences and their interactions in the prediction of organizational identification

Abstract

This is a study of organizational identification, a cognitive/perceptual variable, conceptualized within the larger framework of psychological climate. Questionnaire data were collected from non-supervisory employees of a low-level technology organization (n = 205) and of a high-level technology organization (n = 126). It was hypothesized and found that individual difference variables accounted for a significant proportion of the variance in organizational identification. Contrary to prediction, organizational identification did not vary across the two samples; and, within-samples, situational attributes, measured independently using supervisor ratings, were not strong predictors of organizational identification. It was further hypothesized and found that organizational identification was a function of interactions between situational attributes and selected individual difference variables. In particular, significant differences occurred in the relationships between organizational identification and structural/contextual, job enrichment, pragmatic, and social attributes moderated by self-esteem and tenure. Significant differences in relationships were also discovered between corresponding subgroups in the two samples (i.e., high moderator vs. high moderator and low moderator vs. low moderator subgroups). Finally, it was hypothesized and found that relationships between organizational identification and job satisfaction, and between organizational identification and loyalty intentions were significantly positive and invariant across persons and situations, thus lending support to the notion that these three variables are components of a more abstract commitment construct. Discussion of results centered on the explanation of differences in predictor - OID relationships found between moderated subgroups in the same sample and between corresponding subgroups in different samples. A contrast in task interdependence was suggested as the primary factor in determining the particular situational attributes in each organization employees varying on self-esteem and tenure would associate with organizational identification.