ABSTRACT

We contribute to the understanding of the relationship between organisational identification and work-related stress by examining the role that expanded forms of organisational identification play in explaining the nature of this relationship. The current study explores the extent to which organisational identification and other expanded forms of identification predict employee strain. We hypothesise that ambivalent identification, neutral identification, and disidentification will moderate the negative relationship between organisational identification and exhaustion and ego depletion, such that the link between identification and strain will be stronger when the other dimensions are low. We tested these predictions in a survey among 228 employees of care homes for the elderly (72% social-sanitary operators, 27% nurses). Results largely supported the hypotheses and show reliable interactions for ambivalent, neutral identification, and disidentification on both exhaustion and ego depletion. Results showed a significant moderation by ambivalent identification for exhaustion but not for ego depletion. We discuss limitations and future implications for research and practice of the expanded model of organisational identification in organisational interventions that deal with work-related stress.

摘要

通过研究扩展的组织认同形式在解释这种关系的本质中所起的作用，我们有助于理解组织认同与工作压力之间的关系。当前的研究探讨了组织识别和其他扩展的识别形式在多大程度上预测了员工的压力。我们假设矛盾的认同，中立的认同和不认同将缓和组织认同与疲惫和自我耗竭之间的负面关系，从而当其他维度较低时，认同与压力之间的联系会更强。我们在228名养老院雇员（72％的社会卫生工作者，27％的护士）的调查中检验了这些预测。结果在很大程度上支持了这一假设，并显示出对穷竭和自我耗竭的矛盾，中立认同和不认同的可靠相互作用。结果表明，通过矛盾的鉴定可以明显地减轻疲劳，但不能消除自我耗竭。我们讨论在处理与工作相关的压力的组织干预中，组织识别的扩展模型的研究和实践的局限性和未来的意义。