Evidence toward an expanded model of organizational identification
研究检验了组织认同扩展模型的四个维度（认同、不认同、矛盾认同、中性认同）的可区分性，基于330名在职员工的调查数据，并初步建立了模型与组织、工作及个体差异变量的关联效度。
Abstract Recent research on organizational identification has called for the consideration of an expanded model of identification, which would include a more thorough treatment of the ways an individual could derive his or her identity from the organization. This paper begins to answer that call by testing operationalizations of the four dimensions of the expanded model: identification, disidentification, ambivalent identification, and neutral identification. Survey results from 330 employed adults support the discriminability of the four dimensions. This exploratory study also begins to establish the criterion‐related validity of the model by examining organizational, job‐related, and individual difference variables associated with the four dimensions of the model, and suggests implications for the expanded model's strong potential for applications in organizational identification research. Copyright © 2004 John Wiley & Sons, Ltd.