The Identity‐Matching Principle: Corporate and Organizational Identification in a Franchising System*
从社会认同视角研究特许经营中员工的企业认同和组织认同，提出身份匹配原则，发现不同层次的认同对员工行为有不同预测作用，且受管理者行为影响。
This paper examines corporate and organizational identification in franchisee organizations from the perspective of the social identity approach. We propose the identity‐matching principle (IMP) as a heuristic for understanding and predicting the different effects of nested identifications. According to the IMP, when identifications and relevant behavioural or attitudinal outcomes address the same level of categorization, their relationship will be stronger. A study is presented with employees (n=281) matched to managers (n=101). Supporting the IMP, organizational identification (but not corporate identification) predicted customer‐oriented behaviour on the level of the local organization, whereas corporate identification (but not organizational identification) predicted attitude toward corporate citizenship behaviour. Furthermore, multilevel analyses showed that these relationships were enhanced in organizations where managers displayed the respective behaviours themselves to a greater extent. Implications for theorizing about leadership and organizational attachments are discussed alongside recommendations for organizational practitioners.