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Feeling Identified vs. Behaving as Such: A Multi-Study Project on Chinese Organizational Identification and Chinese Employees' Identification Profiles.
Front Psychol 2019; 10:1039FP

Abstract

We conducted a multi-study, field research program to (a) develop, validate and cross-validate an emic-etic, bi-dimensional measure of Chinese workers' organizational identification (OID) based on our previously conceptualized framework, and (b) classify employees into three levels of OID. We found convergent evidence showing that the Chinese OID construct consists of emotional and behavioral dimensions. Specifically, in Study 1 (N = 408), we developed and validated a bi-dimensional measure called the Chinese Organizational Identification Questionnaire (COIQ; 8 items). In Study 2 (N = 299), we cross-validated the COIQ and established the construct validity by examining several hypothesized relationships between the Chinese OID construct and other relevant organizational variables, such as unethical pro-organizational behavior, perceived psychological contract violation, and perceptions of business practices of compensations and benefits. Based on the factor analytic and structural equation modeling results, we concluded that the bi-dimensional Chinese OID model as measured with the COIQ has construct validity. More importantly, we used the latent profile analysis method to generate three OID profiles of Chinese workers based on their COIQ scores: The Strong Identifier, the Moderate Identifier and the Action-Oriented Identifier. Those profiles were differentially related to the organizational constructs of interest. The implications for researchers and practitioners were discussed.

Authors+Show Affiliations

Research Center for Innovation and Strategic Human Resource Management, Jiangxi University of Finance and Economics, Nanchang, China.Shidler College of Business, University of Hawai'i at Mānoa, Honolulu, HI, United States.Research Center for Innovation and Strategic Human Resource Management, Jiangxi University of Finance and Economics, Nanchang, China.Research Center for Innovation and Strategic Human Resource Management, Jiangxi University of Finance and Economics, Nanchang, China.

Pub Type(s)

Journal Article

Language

eng

PubMed ID

31244700

Citation

Yang, Jie, et al. "Feeling Identified Vs. Behaving as Such: a Multi-Study Project On Chinese Organizational Identification and Chinese Employees' Identification Profiles." Frontiers in Psychology, vol. 10, 2019, p. 1039.
Yang J, Nguyen HD, Xiong X, et al. Feeling Identified vs. Behaving as Such: A Multi-Study Project on Chinese Organizational Identification and Chinese Employees' Identification Profiles. Front Psychol. 2019;10:1039.
Yang, J., Nguyen, H. D., Xiong, X., & Wang, X. (2019). Feeling Identified vs. Behaving as Such: A Multi-Study Project on Chinese Organizational Identification and Chinese Employees' Identification Profiles. Frontiers in Psychology, 10, p. 1039. doi:10.3389/fpsyg.2019.01039.
Yang J, et al. Feeling Identified Vs. Behaving as Such: a Multi-Study Project On Chinese Organizational Identification and Chinese Employees' Identification Profiles. Front Psychol. 2019;10:1039. PubMed PMID: 31244700.
* Article titles in AMA citation format should be in sentence-case
TY - JOUR T1 - Feeling Identified vs. Behaving as Such: A Multi-Study Project on Chinese Organizational Identification and Chinese Employees' Identification Profiles. AU - Yang,Jie, AU - Nguyen,Hannah-Hanh D, AU - Xiong,Xiaobin, AU - Wang,Xinyan, Y1 - 2019/06/11/ PY - 2018/09/04/received PY - 2019/04/23/accepted PY - 2019/6/28/entrez PY - 2019/6/28/pubmed PY - 2019/6/28/medline KW - Chinese organizational identification KW - cultural studies KW - emic-etic research KW - latent profile analyses KW - psychometrics scale development and validation SP - 1039 EP - 1039 JF - Frontiers in psychology JO - Front Psychol VL - 10 N2 - We conducted a multi-study, field research program to (a) develop, validate and cross-validate an emic-etic, bi-dimensional measure of Chinese workers' organizational identification (OID) based on our previously conceptualized framework, and (b) classify employees into three levels of OID. We found convergent evidence showing that the Chinese OID construct consists of emotional and behavioral dimensions. Specifically, in Study 1 (N = 408), we developed and validated a bi-dimensional measure called the Chinese Organizational Identification Questionnaire (COIQ; 8 items). In Study 2 (N = 299), we cross-validated the COIQ and established the construct validity by examining several hypothesized relationships between the Chinese OID construct and other relevant organizational variables, such as unethical pro-organizational behavior, perceived psychological contract violation, and perceptions of business practices of compensations and benefits. Based on the factor analytic and structural equation modeling results, we concluded that the bi-dimensional Chinese OID model as measured with the COIQ has construct validity. More importantly, we used the latent profile analysis method to generate three OID profiles of Chinese workers based on their COIQ scores: The Strong Identifier, the Moderate Identifier and the Action-Oriented Identifier. Those profiles were differentially related to the organizational constructs of interest. The implications for researchers and practitioners were discussed. SN - 1664-1078 UR - https://www.unboundmedicine.com/medline/citation/31244700/Feeling_Identified_vs._Behaving_as_Such:_A_Multi-Study_Project_on_Chinese_Organizational_Identification_and_Chinese_Employees'_Identification_Profiles L2 - https://dx.doi.org/10.3389/fpsyg.2019.01039 DB - PRIME DP - Unbound Medicine ER -