An analysis of the difference between organization identification and professional commitment: a study of certified public accountants

Abstract

Addresses the relationship between organizational identification and organizational commitment. Tested the following three hypotheses in relation to professional accountants: self‐image congruence has a direct effect on organizational identification; organizational identification has a direct effect on organizational commitment; and the organizational‐identification effect on commitment is moderated by attitudes of significant others, work abilities/experience, other options and alternatives, competing motives, and perception of outcomes. Four international Certified Public Accountant (CPA) firms participated in the study. A random sample of 335 CPAs within these firms was selected and a survey questionnaire was mailed to them. Results did not provide support for any of the hypotheses. Instead, the results show that self‐image congruence may have a direct effect on organizational commitment, which in turn may have a direct effect on organizational identification.

Managerial factors and organisational commitment ‐ A comparative study of police officers and civilian staff

“…Our measure of commitment supports recent theoretical developments which question traditional organisational commitment instruments (Benkhoff 1997a, b;Siegal and Sisaye, 1997;Singh and Vinnicombe, 2000 since individuals who closely identify themselves with their employer are more likely to take on a diverse range of challenging work activities. They are thus motivated to direct their efforts towards organisational objectives.…”

Organizational Identification During a Merger: Determinants of Employees' Expected Identification With the New Organization*

“…Van Dick et al , 2004). Nevertheless, the findings of the organizational commitment studies are of interest here because the two constructs may – to a certain extent – overlap: there appears to be a strong relationship between employees' identification and their commitment (Siegel and Sisaye, 1997; Witt, 1993).…”

The progress of female police officers?

“…The pool of items to measure organisational commitment were formulated after extensive semi-structured interviews with operational and executive staff at ForceCo that allowed the identification of behaviours and attributes that were agreed as exhibiting commitment to the organisation. Drawing on the methodological concerns raised by Benkhoff (1997aBenkhoff ( , 1997b and Siegal and Sisaye (1997), we see our dependent variable organisational commitment as a function of identification with the organisation and internalisation of its strategic goals and values. This can be a prime motivator since individuals who closely identify themselves with their employer's goals and values are more likely to take on a diverse range of challenging work activities, and are more responsive to change.…”

“…This can be a prime motivator since individuals who closely identify themselves with their employer's goals and values are more likely to take on a diverse range of challenging work activities, and are more responsive to change. They are thus motivated to direct their efforts towards organisational objectives (Siegal and Sisaye, 1997;Iverson and Buttigieg, 1999). Consequently, to measure organisational commitment we posed questions designed to assess three constructs, pride in the force, understanding of strategic direction, and employee involvement in service and quality improvements.…”

“…Following recent conceptual advances in the theorising of commitment, (see Benkhoff, 1997aBenkhoff, , 1997bSiegal and Sisaye, 1997;Singh and Vinnicombe, 2000) our commitment model draws on the real live HR concerns of trying to "manage commitment" (Meyer and Allen, 1997, p. 66). The paper firstly reviews the theoretical background to organisation commitment and gender and the influence of managerial factors.…”