You are not currently logged in.
Access your personal account or get JSTOR access through your library or other institution:
If You Use a Screen ReaderThis content is available through Read Online (Free) program, which relies on page scans. Since scans are not currently available to screen readers, please contact JSTOR User Support for access. We'll provide a PDF copy for your screen reader.
Personal Factors in Organizational Identification
Douglas T. Hall, Benjamin Schneider and Harold T. Nygren
Administrative Science Quarterly
Vol. 15, No. 2 (Jun., 1970), pp. 176-190
Published by: Sage Publications, Inc. on behalf of the Johnson Graduate School of Management, Cornell University
Stable URL: http://www.jstor.org/stable/2391488
Page Count: 15
Since scans are not currently available to screen readers, please contact JSTOR User Support for access. We'll provide a PDF copy for your screen reader.
Preview not available
This is a study of the personal dynamics of the process of organizational identification in the U.S. Forest Service, an organization noted for the high degree of organizational identification of its members. It was hypothesized and found that identification increased as a function of time and commitment to a pivotal organizational goal, public service. Organizational position, with tenure held constant, did not relate to identification. It was further found that several personal characteristics suggestive of a service orientation were related to identification. It was also hypothesized and found that identification is related to the member's higher-order need satisfactions. There appears to be a process whereby (1) service-oriented individuals are attracted to and recruited by the Forest Service, (2) service-oriented members are likely to identify strongly with the Service, and (3) this identification results in intrinsic need satisfactions.
Administrative Science Quarterly © 1970 Johnson Graduate School of Management, Cornell University