“Organizational Identification Scale 组织认同量表”的版本间的差异

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== 简介 ==
 
== 简介 ==
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Organizational identification is defined as a perceived unity with, and feelings of belonging to, an organization (Ashforth & Mael, 1989). This construct is underpinned by social identity theory, which posits that people tend to categorize themselves and others into social groups to develop a positive self-concept by identifying with groups that enhance their self- esteem (Tajfel & Turner, 1979).
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组织认同（Organizational identification） 被定义为对一个组织的感知的统一和感情的归属(Ashforth & Mael, 1989)。这个定义是由社会认同理论为基础，认为人们倾向于把自己和他人的社会群体发展积极的自我概念的认同群体，增强自身的自尊(Tajfel & Turner, 1979)。
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In the research of Shen & Benson (2016), Employee organizational identification was measured using the six-item scale developed by Mael and Ashforth (1992). The questionnaire they used was developed in English and translated into Chinese by a bilingual academic and back-translated into English independently by another bilingual academic. To test the applicability of, and further explore potential items for, the proposed measures, they conducted focus group discussions with 20 full-time MBA students in China. Following these discussions, a pilot study of 30 employees in three Chinese companies was conducted. The results showed that the Chinese version of the questionnaire was suitable for use with Chinese employees.
 
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Shen & Benson (2016) collected the data for this study from 35 manufacturing companies in China in 2010. To achieve a representative and balanced distribution of employee responses, they asked, and assisted, the HR manager in each company to randomly select 50 employees to participate in the research. In total, they received 785 matched, completed, and useable questionnaires. The overall employee response rate was 44.9%, with the employee response rate within companies varying between 32% and 84%.
 
  
 
== 信度与效度 ==
 
== 信度与效度 ==
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所有题目都有明显的因素载荷 (>0 .40), 并且这个量表内部一致性系数为0.81。
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样本取自美国东北部的一所全男学院，Mael, F., & Ashforth, B. E. (1992)从校友机构近2000人中随机挑选了约700名校友，向他们发送电子邮件进行问卷调查，回收有效问卷有297份，量表内部一致性系数为0.87。
  
 
== 量表 ==
 
== 量表 ==
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1 非常不同意 2 不同意 3 不好确定 4 同意 5 非常同意
 
1 非常不同意 2 不同意 3 不好确定 4 同意 5 非常同意
  
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1.when someone praises my organization, it feels like a personal compliment.<br>
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1.When someone praises(name of school), it feels like a personal compliment.<br>
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2.I am very interested in what others think about my organization.<br>
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2.I am very interested in what others think about(name of school).<br>
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3.when someone criticizes my organization, it feels like a personal insult.<br>
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3.When someone criticizes(name of school), it feels like a personal insult.<br>
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4.when I talk about my organization, I usually say ‘we’ rather than ‘they,’.<br>
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4.When I talk about my organization, I usually say ‘we’ rather than ‘they,’.<br>
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5.my organization’s successes are my successes.<br>
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5.This school’s successes are my successes.<br>
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6.if a story in the media criticized my organization, I would feel embarrassed.<br>
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6.If a story in the media criticized my school, I would feel embarrassed.<br>
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下载WORD版问卷：[[文件:Ois.doc]]
 
  
 
== 计分方法 ==
 
== 计分方法 ==
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== 量表出处 ==
 
== 量表出处 ==
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Shen, J., & Benson, J. (2016). When CSR is a social norm: how socially responsible human resource management affects employee work behavior. Journal of Management, 42(10), págs. 1723-1746.
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Mael, F., & Ashforth, B. E. (1992). Alumni and their alma mater: a partial test of the reformulated model of organizational identification. Journal of Organizational Behavior, 13(2), 103-123.
  
 
== 参考文献 ==
 
== 参考文献 ==
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Mael, F., & Ashforth, B. E. (1992). Alumni and their alma mater: a partial test of the reformulated model of organizational identification. Journal of Organizational Behavior, 13(2), 103-123.
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Mael, F. (1988). ‘Organizational identification: Construct redefinition and ajeldapplication with organizational alumni’. Unpublished doctoral dissertation, Wayne State University, Detroit.
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== 友情提醒 ==
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为方便学术研究，根据公开发表的学术成果整理而成，供学者在学术研究中使用， <b><font color="red">商业使用请与原作者联系</font></b>。为了尊重作者的劳动成果， <b><font color="blue">请根据量表出处规范引用</font></b>，谢谢！
  
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[[category: 研究量表]][[category: 英文量表]]
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[[category: 研究量表]][[category: 英文量表]][[category: MOT量表]]

2017年6月5日 (一) 10:00的最新版本

简介

组织认同（Organizational identification） 被定义为对一个组织的感知的统一和感情的归属(Ashforth & Mael, 1989)。这个定义是由社会认同理论为基础，认为人们倾向于把自己和他人的社会群体发展积极的自我概念的认同群体，增强自身的自尊(Tajfel & Turner, 1979)。

信度与效度

样本取自美国东北部的一所全男学院，Mael, F., & Ashforth, B. E. (1992)从校友机构近2000人中随机挑选了约700名校友，向他们发送电子邮件进行问卷调查，回收有效问卷有297份，量表内部一致性系数为0.87。

量表

请您根据自己的实际感受和体会，用下面6项描述对您对组织的感受进行评价和判断，并在最符合的数字上划○。评价和判断的标准如下： 1 非常不同意 2 不同意 3 不好确定 4 同意 5 非常同意

1.When someone praises(name of school), it feels like a personal compliment.
2.I am very interested in what others think about(name of school).
3.When someone criticizes(name of school), it feels like a personal insult.
4.When I talk about my organization, I usually say ‘we’ rather than ‘they,’.
5.This school’s successes are my successes.
6.If a story in the media criticized my school, I would feel embarrassed.

计分方法

组织认同量表总共6道题，可计算平均分或总分。

量表出处

Mael, F., & Ashforth, B. E. (1992). Alumni and their alma mater: a partial test of the reformulated model of organizational identification. Journal of Organizational Behavior, 13(2), 103-123.

参考文献

Mael, F. (1988). ‘Organizational identification: Construct redefinition and ajeldapplication with organizational alumni’. Unpublished doctoral dissertation, Wayne State University, Detroit.

友情提醒

为方便学术研究，根据公开发表的学术成果整理而成，供学者在学术研究中使用， 商业使用请与原作者联系。为了尊重作者的劳动成果， 请根据量表出处规范引用，谢谢！

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