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Identification and Some Conditions of Organizational Involvement
Michael E. Brown
Administrative Science Quarterly
Vol. 14, No. 3 (Sep., 1969), pp. 346-355
Published by: Sage Publications, Inc. on behalf of the Johnson Graduate School of Management, Cornell University
Stable URL: http://www.jstor.org/stable/2391129
Page Count: 10
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Eight hundred thirty four employees in twenty-six organization branches of the Tennessee Valley Authority participated in a survey. Indices were constructed to test a set of hypotheses concerning correlates of identification with the organization. It was predicted that individuals would tend to identify with the organization in three situations: (1) where they saw the organization as providing opportunities for personal achievement; (2) where they had power within the organization; (3) where there were no competing sources of identification. The hypotheses were based on a distinction between two types of satisfactions available within work organizations, symbolic (i.e., achievement-oriented) and pragmatic. Analysis of identification indicated that it depends on the presence of opportunities to satisfy symbolic motivational states. It also indicated that identification as a mode of orientation can be distinguished from other apparently similar modes such as satisfaction. The findings supported the hypotheses, indicating that identification can be observed and that it is related to a distinct worker perspective.
Administrative Science Quarterly © 1969 Johnson Graduate School of Management, Cornell University