Good evening, colleagues!
In one of our qualitative study, we investigate organizational identity (employees' identity, organizational citizenship). Now we would like to collect some quantitative data. Do you know any validated measurements (questionnaires preferred) on identity? Any suggestion would be helpful!
Faithfully,
Eugene
dear Yevgen, take a look at scale suggested by Leach et al. (2008) in Journal of Personality and Social Psychology, and our 2013 paper in British Journal of SP (Postmes, Haslam, & Jans, 2013, see also https://www.researchgate.net/publication/258509180_SISI_social_identification for recommendations on how to implement & measure this). For older scales that are interesting and relevant you could check out Mael & Ashforth's org.identification scale as well as Meyer & Allen's work on org. commitment.
Finally, you may be interested in a new measure of identity content we developed: Turner, Postmes, & Van Zomeren, 2015. http://journals.plos.org/plosone/article?id=10.1371/journal.pone.0137879
Best, Tom
Data SISI social identification
Dear Eugene,
Aspects of Identity Questionnaire might be helpful too. See http://www.midss.org/content/aspects-identity-questionnaire-aiq-iv
Best, Gabriel
Employees identify in the organization and society remain greate importance for his motivation . some important dimension as suggested by Steven L. Blader of New York University in his work on the topic includes Procedural justice, Identification, Pride, Respect , Evaluations of pay,Future economic outcomes, Outcome fairness, Incentives, Inrole performance, Extra role performance . And Overall performance in the organization. .
following link may be usefull for getting into the subject and finding more insight
https://www.google.co.in/search?q=measures+on+employee%27s+identity&rlz=1C1CHBD_enIN730IN730&oq=measures+on+employee%27s+identity&aqs=chrome..69i57j69i61.2895j0j8&sourceid=chrome&ie=UTF-8
Employee resume is the initial step up for introduction & knowing identity of an employee.With this at the time of the interview regarding the experience ,qualification & other related data , organization in the line with the requirement called for the candidate & select the candidate in the line with his performance. This remain & basic & the importance steps for the identity of an employees.
After the recruitment & the organization deciding the professional period of an employee the department the head may take care & view s of performance of the employees if necessary he may also remain in touch with personnel department & H.RD for viewing the development of the employees.
After the confirmation of the employee the organization has an clear evaluation for an employees & in the line of the requirement of organization the organization may use teh services of a training center of organization .& the assignment is of the higher & important nature,the organization should send the employee to the training program of well known institute . This will help the organization to have the right type of employee which will remain a guiding factor for an identity of an employees.
This is my personal opinion
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