How to cite this paper
Pham, M. (2020). The effect of professional identification and organizational identification on career satisfaction, job satisfaction and organizational commitment.Management Science Letters , 10(11), 2683-2694.
Refrences
Adams, J. S. (1963). Towards an understanding of inequity. The Journal of Abnormal and Social Psychology, 67(5), 422.
Agwu, M. O. (2013). Organizational culture and employees commitment in Bayelsa State Civil Service. Journal of Man-agement Policies and Practices, 1(1), 35-45.
Alderfer, C.P., (1969). An empirical test of a new theory of human needs. Organizational Behavior and Human Perfor-mance. 4(2), 142–75.
Allen, N. J., & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance and normative com-mitment to the organization. Journal of Occupational Psychology, 63(1), 1-18.
Bamber, E. M., & Iyer, V. M. (2002). Big 5 auditors' professional and organizational identification: Consistency or conflict?. Auditing: A Journal of Practice & Theory, 21(2), 21-38.
Cole, M. S., & Bruch, H. (2006). Organizational identity strength, identification, and commitment and their relationships to turnover intention: Does organizational hierarchy matter? Journal of Organizational Behavior, 27(5), 585–605.
Dadgar, H., Barahouei, F., Mohammadi, M., Ebrahimi, M., & Ganjali, A. (2013). The relationship between organizational culture, job satisfaction, organizational commitment and intention to stay of health personnel's of Zahedan University of Medical Sciences. World Applied Sciences Journal, 21(8), 1220–1228.
Dávila, M. C., & García, G. J. (2012). Organizational identification and commitment: correlates of sense of belonging and affective commitment. The Spanish Journal of Psychology, 15(1), 244-255.
Dowling, G. R. (1994). Corporate reputations: strategies for developing the corporate brand. Kogan Page.
Dutton, J. E., Dukerich, J. M., & Harquail, C. V. (1994). Organizational images and member identification. Administrative Science Quarterly, 39(2), 239-263.
Elsbach, K. D., & Bhattaharya, C. B. (2001). Defining who you are by what you’re not: Organizational disidentification and the National Rifle Association. Organization Science, 12(4), 393–413.
Greenhaus, J. H., Parasuraman, S., & Wormley, W. M. (1990). Effects of race on organizational experiences, job per-formance evaluations, and career outcomes. Academy of Management Journal, 33(1), 64-86.
Gunz, H. P., & Gunz, S. P. (1994). Professional/organizational commitment and job satisfaction for employed law-yers. Human Relations, 47(7), 801-828.
Hackman, J.R, and Oldham, G.R., (1974). The Job Diagnosis Survey: An Instrument for the Diagnosis of Jobs and the Evaluation of Job Redesign Project. Technical Report No. 4, Department of Administrative Sciences, Yale University, USA.
Hair, J.F., Ringle, C.M. and Sarstedt, M. (2011). PLS-SEM: in deed a silver bullet. Journal of Marketing Theory and Practice, 19(2), 139-151.
Hair, J.F., Hult, G.T.M., Ringle, C. and Sarstedt, M. (2013). A Primer on Partial Least Squares Structural Equation Modeling (PLS-SEM), Sage Publications Ltd, London.
Hair, J.F., Henseler, J., Dijkstra, T., Sarstedt, M., Ringle, C., Diamantopoulos, A., Straub, D., Ketchen, D., GTM, H., & Calantone, R. (2014). Common beliefs and reality about partial least squares: comments on Rönkkö and Evermann, Organizational Research Methods, 17(2), 182-209.
Henseler, J., Ringle, C.M., & Sarstedt, M. (2015). A new criterion for assessing discriminant validity in variance-based structural equation modeling, Journal of the Academy of Marketing Science, 43(1), 115-135.
Henseler, J., Ringle, C.M. and Sinkovics, R.R. (2009). The use of partial least squares path modeling in international marketing, in Sinkovics, R.R. and Ghauri, P.N. (Eds), New Challenges to International Marketing, Emerald Group Publishing Limited.
Herold, D. M., Fedor, D. B., & Caldwell, S. D. (2007). Beyond change management: A multilevel investigation of con-textual and personal RESEARCH REPORTS 1333 influences on employees’ commitment to change. Journal of Ap-plied Psychology, 92, 942–951.
Herzberg, F., Mausner, B., & Snyderman, B. B. (1959). The Motivation to Work (2nd ed.). New York: John Wiley & Sons.
Hope, O. L. E. (2010). The politics of middle management sensemaking and sensegiving. Journal of Change Manage-ment, 10(2), 195-215.
Hon, A.H.Y., & Lu, L., (2010). The mediating role of trust between expatriate procedural justice and employee outcomes in Chinese hotel industry, International Journal of Hospitality Management, 29(4), 669–676.
Ind, N. (1992). The Corporate Image. London: Kogan Page
Jeanson, S., & Michinov, E. (2018). What is the key to researchers’ job satisfaction? One response is professional identi-fication mediated by work engagement. Current Psychology, 1-10.
Judge, T. A., Cable, D. M., Boudreau, J. W., & Bretz Jr, R. D. (1995). An empirical investigation of the predictors of ex-ecutive career success. Personnel psychology, 48(3), 485-519.
Kumarasinghe, S., & Hoshino, Y. (2010). The role and perceptions of middle managers and their influence on business performance: The case of Sri Lanka. International Business Research, 3(4), 3-16.
Kuyvenhoven, R., & Buss, W. C. (2011). A normative view of the role of middle management in the implementation of strategic change. Journal of Management and Marketing Research, 8, 1-15.
Karatepe, M.O., & Kilic, H., (2007). Relationships of supervisor support and conflicts in the work– family Interface with the selected job outcomes of frontline employees. Tourism Management, 28(1), 238–252.
Lui, S. S., Ngo, H. Y., & Tsang, A. W. N. (2001). Interrole conflict as a predictor of job satisfaction and propensity to leave. Journal of Managerial Psychology, 16, 469-484.
Maslow, A. H. (1943). A theory of human motivation. Psychological Review, 50(4), 370.
McClelland, D. (1988). Human Motivation. Cambridge University Press.
Mehtap, O., & Kokalan, O. (2014). Prevailing organizational identity strength: The relationship between identity, justice perceptions and organizational citizenship behavior. International Journal of Social Sciences and Humanity Studies, 6(1), 32–46.
Mitic, S., Vukonjanski, J., Terek, E., Gligorovic, B., & Zoric, K. (2016). Organizational culture and organizational com-mitment: Serbian case. Journal of Engineering Management and Competitiveness (JEMC), 6(1), 21–27.
Ngo, H., Loi, R., Foley, S., Zheng, X., & Zhang, L. (2013). Perceptions of organizational context and job attitudes: The mediating effect of organizational identification: APJM APJM. Asia Pacific Journal of Management, 30(1), 149-168.
Pratt, M. G. (1998). To be or not to be? Central questions in organizational identification. In D. A. Whetten & P. C. God-frey (Eds.). Identity in organizations: Building theory through conversations (pp. 171–201). Thousand Oaks, CA: Sage. Google Scholar
Stinglhamber, F., Marique, G., Caesens, G., Desmette, D., Hansez, I., & Hanin, D. (2015). Employees’ organizational identification and affective organizational commitment: An integrative approach. PLoS ONE, 10(4).
Smith, M. (2000). Getting Value from Exit Interviews. Association Management, 52(4), 22-39.
Tepeci, M., (2001). The effect of personal values, organizational culture, and personorganization fit on individual out-comes in the restaurant industry. Ph.D Dissertation. The Pennsylvania State University. Pennsylvania State.
van Dick, R., Christ, O., Stellmacher, J., Wagner, U., Ahlswede, O., Grubba, C., … Tissington, P. A. (2004). Should I stay or should I go? Explaining turnover intentions with organizational identification and job satisfaction. British Journal of Management, 15, 351–360
van Riel, C. B. M., & Balmer, J. M. T. (1997). Corporate identity: The concept, its measurement and management. Euro-pean journal of Marketing, 31(5/6), 340–355.
Vroom, V. H. (1964). Work and motivation (Vol. 54). New York: Wiley.
Wallace, J. E. (1995). Corporatist control and organizational commitment among professionals: The case of lawyers working in law firms. Social Forces, 73, 811-839.
Agwu, M. O. (2013). Organizational culture and employees commitment in Bayelsa State Civil Service. Journal of Man-agement Policies and Practices, 1(1), 35-45.
Alderfer, C.P., (1969). An empirical test of a new theory of human needs. Organizational Behavior and Human Perfor-mance. 4(2), 142–75.
Allen, N. J., & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance and normative com-mitment to the organization. Journal of Occupational Psychology, 63(1), 1-18.
Bamber, E. M., & Iyer, V. M. (2002). Big 5 auditors' professional and organizational identification: Consistency or conflict?. Auditing: A Journal of Practice & Theory, 21(2), 21-38.
Cole, M. S., & Bruch, H. (2006). Organizational identity strength, identification, and commitment and their relationships to turnover intention: Does organizational hierarchy matter? Journal of Organizational Behavior, 27(5), 585–605.
Dadgar, H., Barahouei, F., Mohammadi, M., Ebrahimi, M., & Ganjali, A. (2013). The relationship between organizational culture, job satisfaction, organizational commitment and intention to stay of health personnel's of Zahedan University of Medical Sciences. World Applied Sciences Journal, 21(8), 1220–1228.
Dávila, M. C., & García, G. J. (2012). Organizational identification and commitment: correlates of sense of belonging and affective commitment. The Spanish Journal of Psychology, 15(1), 244-255.
Dowling, G. R. (1994). Corporate reputations: strategies for developing the corporate brand. Kogan Page.
Dutton, J. E., Dukerich, J. M., & Harquail, C. V. (1994). Organizational images and member identification. Administrative Science Quarterly, 39(2), 239-263.
Elsbach, K. D., & Bhattaharya, C. B. (2001). Defining who you are by what you’re not: Organizational disidentification and the National Rifle Association. Organization Science, 12(4), 393–413.
Greenhaus, J. H., Parasuraman, S., & Wormley, W. M. (1990). Effects of race on organizational experiences, job per-formance evaluations, and career outcomes. Academy of Management Journal, 33(1), 64-86.
Gunz, H. P., & Gunz, S. P. (1994). Professional/organizational commitment and job satisfaction for employed law-yers. Human Relations, 47(7), 801-828.
Hackman, J.R, and Oldham, G.R., (1974). The Job Diagnosis Survey: An Instrument for the Diagnosis of Jobs and the Evaluation of Job Redesign Project. Technical Report No. 4, Department of Administrative Sciences, Yale University, USA.
Hair, J.F., Ringle, C.M. and Sarstedt, M. (2011). PLS-SEM: in deed a silver bullet. Journal of Marketing Theory and Practice, 19(2), 139-151.
Hair, J.F., Hult, G.T.M., Ringle, C. and Sarstedt, M. (2013). A Primer on Partial Least Squares Structural Equation Modeling (PLS-SEM), Sage Publications Ltd, London.
Hair, J.F., Henseler, J., Dijkstra, T., Sarstedt, M., Ringle, C., Diamantopoulos, A., Straub, D., Ketchen, D., GTM, H., & Calantone, R. (2014). Common beliefs and reality about partial least squares: comments on Rönkkö and Evermann, Organizational Research Methods, 17(2), 182-209.
Henseler, J., Ringle, C.M., & Sarstedt, M. (2015). A new criterion for assessing discriminant validity in variance-based structural equation modeling, Journal of the Academy of Marketing Science, 43(1), 115-135.
Henseler, J., Ringle, C.M. and Sinkovics, R.R. (2009). The use of partial least squares path modeling in international marketing, in Sinkovics, R.R. and Ghauri, P.N. (Eds), New Challenges to International Marketing, Emerald Group Publishing Limited.
Herold, D. M., Fedor, D. B., & Caldwell, S. D. (2007). Beyond change management: A multilevel investigation of con-textual and personal RESEARCH REPORTS 1333 influences on employees’ commitment to change. Journal of Ap-plied Psychology, 92, 942–951.
Herzberg, F., Mausner, B., & Snyderman, B. B. (1959). The Motivation to Work (2nd ed.). New York: John Wiley & Sons.
Hope, O. L. E. (2010). The politics of middle management sensemaking and sensegiving. Journal of Change Manage-ment, 10(2), 195-215.
Hon, A.H.Y., & Lu, L., (2010). The mediating role of trust between expatriate procedural justice and employee outcomes in Chinese hotel industry, International Journal of Hospitality Management, 29(4), 669–676.
Ind, N. (1992). The Corporate Image. London: Kogan Page
Jeanson, S., & Michinov, E. (2018). What is the key to researchers’ job satisfaction? One response is professional identi-fication mediated by work engagement. Current Psychology, 1-10.
Judge, T. A., Cable, D. M., Boudreau, J. W., & Bretz Jr, R. D. (1995). An empirical investigation of the predictors of ex-ecutive career success. Personnel psychology, 48(3), 485-519.
Kumarasinghe, S., & Hoshino, Y. (2010). The role and perceptions of middle managers and their influence on business performance: The case of Sri Lanka. International Business Research, 3(4), 3-16.
Kuyvenhoven, R., & Buss, W. C. (2011). A normative view of the role of middle management in the implementation of strategic change. Journal of Management and Marketing Research, 8, 1-15.
Karatepe, M.O., & Kilic, H., (2007). Relationships of supervisor support and conflicts in the work– family Interface with the selected job outcomes of frontline employees. Tourism Management, 28(1), 238–252.
Lui, S. S., Ngo, H. Y., & Tsang, A. W. N. (2001). Interrole conflict as a predictor of job satisfaction and propensity to leave. Journal of Managerial Psychology, 16, 469-484.
Maslow, A. H. (1943). A theory of human motivation. Psychological Review, 50(4), 370.
McClelland, D. (1988). Human Motivation. Cambridge University Press.
Mehtap, O., & Kokalan, O. (2014). Prevailing organizational identity strength: The relationship between identity, justice perceptions and organizational citizenship behavior. International Journal of Social Sciences and Humanity Studies, 6(1), 32–46.
Mitic, S., Vukonjanski, J., Terek, E., Gligorovic, B., & Zoric, K. (2016). Organizational culture and organizational com-mitment: Serbian case. Journal of Engineering Management and Competitiveness (JEMC), 6(1), 21–27.
Ngo, H., Loi, R., Foley, S., Zheng, X., & Zhang, L. (2013). Perceptions of organizational context and job attitudes: The mediating effect of organizational identification: APJM APJM. Asia Pacific Journal of Management, 30(1), 149-168.
Pratt, M. G. (1998). To be or not to be? Central questions in organizational identification. In D. A. Whetten & P. C. God-frey (Eds.). Identity in organizations: Building theory through conversations (pp. 171–201). Thousand Oaks, CA: Sage. Google Scholar
Stinglhamber, F., Marique, G., Caesens, G., Desmette, D., Hansez, I., & Hanin, D. (2015). Employees’ organizational identification and affective organizational commitment: An integrative approach. PLoS ONE, 10(4).
Smith, M. (2000). Getting Value from Exit Interviews. Association Management, 52(4), 22-39.
Tepeci, M., (2001). The effect of personal values, organizational culture, and personorganization fit on individual out-comes in the restaurant industry. Ph.D Dissertation. The Pennsylvania State University. Pennsylvania State.
van Dick, R., Christ, O., Stellmacher, J., Wagner, U., Ahlswede, O., Grubba, C., … Tissington, P. A. (2004). Should I stay or should I go? Explaining turnover intentions with organizational identification and job satisfaction. British Journal of Management, 15, 351–360
van Riel, C. B. M., & Balmer, J. M. T. (1997). Corporate identity: The concept, its measurement and management. Euro-pean journal of Marketing, 31(5/6), 340–355.
Vroom, V. H. (1964). Work and motivation (Vol. 54). New York: Wiley.
Wallace, J. E. (1995). Corporatist control and organizational commitment among professionals: The case of lawyers working in law firms. Social Forces, 73, 811-839.