Examining the Relationship between Organizational Identification and Learning Organization Dimensions: A Study of a U.S. Franchise

Abstract

Organizational identification and learning organization dimensions both have been shown to create positive organizational impacts. Although both concepts are closely related in their origins from social context, limited studies exist to uncover if these concepts are interrelated and none appear in the context of a franchise organization.This study explored the relationship between the perception of organizational identification and perceptions of learning organization dimensions in a medium-sized, U.S.-based franchise organization with 81 franchisees. A total of 51 respondents completed the survey instrument. Descriptive statistics and correlations using Pearson product-moment correlation coefficients were analyzed.The findings suggested that the descriptive statistics from a franchise network were no different from those from previous studies in numerous different business formats, which indicated that the relationships within the franchise being studied were similar to those within an integrated organization. Furthermore, the study concluded that within this franchise there was a correlation between organizational identification and learning organization dimension, which leads to new areas for further theoretical exploration and practical application. Implications include new methods to manage a franchise network and further considerations in utilizing both organizational identification and learning organization mechanisms simultaneously to create the greatest positive impact of both.

The Use of the Organizational Identification to Enhance Psychological Empowerment among a Sample of Workers in the Saladin Education Directorate

“… Organizational loyalty: It refers to the extent of support provided by the worker to the organization, and the extent of his defense (Reese, 2014). Organizational loyalty is also an individual tendency to engage in the performance of a specific activity on a regular basis, and it indicates active behaviors that show pride and support for the organization to defend the positive aspects.…”

“…This encourages the organizations to search for innovative methods to meet these challenges based on the ability and capabilities of their employees and the extent of their integration with the culture of the organization. Thus organizational identification is one of the important tools that can be employed in organizations to meet these challenges (Reese, 2014). The appropriate response to meet these challenges is by paying attention to the human resource and creating an appropriate work environment for it, as they are the main factor on which the success and development of the organization depends (Greta & Hannan, 2018).…”

Stratejik Liderlik, Performans Ve Örgütsel Özdeşleşme: Havacılık İşletmesi Çalışanları Üzerinde Bir Araştırma

“…Kachchhap ve Ong'uti'nin (2015) yaptıkları ampirik araştırma sonuçlarına göre de stratejik liderlik ve örgütsel özdeşleşmenin ilişkili olduğu saptanmıştır. Reese (2014)…”