Organizational Identification - Future Research and Applications

Future Research and Applications

In investigating OI, it becomes clear that there needs to be theoretical and operational definitions that are universally agreed upon to ensure consistency and full understanding of OI (O’Reilly & Chatman, 1996). In other words, it is important that OI researchers have a consistent definition of the OI construct in order prevent “further fragmentation of the field” (Riketta, 2005, p. 376). Likewise, it is important to have consistent measures in order to compare results across studies and draw accurate conclusions about antecedents and outcomes of OI. Another suggestion for future research is in regard to OI’s relationship with decision-making, and how employees’ identification with the company may influence their decisions inside and outside of the work setting. There are various applications of OI research in the field of management. For example, in the current state of the economy, mergers between two companies have occurred frequently, despite the difficulties they entail when combining two possibly different cultures and fusing them into one. Bartels, Douwes, de Jong, and Pruyn (2006) argued that individuals might sense a threat to the stability and identity of the company when a merger occurs. In addition, they found that pre-merger identification was a strong predictor of post-merger identification. Bartels et al. (2006) suggested open communication to ensure that everyone involved is aware of what may happen. Such open communication would allow employees to identify with the post merger organization, as they become more aware of how their company is now a hybrid of what it used to be. Mael and Ashforth (1992) also stressed the importance for OI to be studied in a time when organizations are constantly restructuring their psychological contract with employees to stay afloat in the economic situation. Thus, being cognizant of their employees’ identification with the company as their psychological contract continues to adapt and change is vital in ensuring a happy and productive workforce.