Staff Publications

Staff Publications

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    'Staff publications' is the digital repository of Wageningen University & Research

    'Staff publications' contains references to publications authored by Wageningen University staff from 1976 onward.

    Publications authored by the staff of the Research Institutes are available from 1995 onwards.

    Full text documents are added when available. The database is updated daily and currently holds about 240,000 items, of which 72,000 in open access.

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Record number 368912
Title Communicatieklimaat, externe waardering en organisatie-indentificatie op verschillende organisatieniveaus
Author(s) Bartels, J.; Pruyn, A.T.H.; Jong, M.D.T. de; Joustra, I.
Source Tijdschrift voor Communicatiewetenschap 35 (2007)3. - ISSN 1384-6930 - p. 249 - 263.
Department(s) LEI Consumer & behaviour
LEI Consument and Behaviour
Publication type Refereed Article in a scientific journal
Publication year 2007
Keyword(s) social identity - affective commitment - distinct aspects - model - satisfaction - members - images - merger
Abstract Eerder onderzoek heeft uitgewezen dat gepercipieerde externe waardering en communicatieklimaat van invloed zijn op de organisatie-identificatie van werknemers. In dit artikel staat de vraag centraal in hoeverre beide factoren van invloed zijn op de identificatie van werknemers met diverse niveaus binnen hun organisatie. This paper presents the results of a study of the influence of communication climate and perceived external prestige on organizational identification at different organizational levels. The results show that communication climate has the strongest link with employee identification at the daily work group level. Whereas perceived external prestige has the strongest influence on employee identification with the organization as a whole. The results indicate that both communication climate and organizational identification are multiple constructs. In order to enhance organizational identification at the work group level, management should pay particular attention to the communication climate at the work groups. If one, however, wants to influence employee identification with the organization as a whole, it would be wiser to work through the perceived external prestige
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