A German Questionnaire on Organizational Identification: Development and Validation: Structure Andconsequences of Organizational Identification at Theworkplace

The purpose of this study is to offer areliable and valid German questionnaire onorganizational identification, suitablefor practical settings. The term organizational identification" is discussed and research on German samples is reviewed. In an empirical study a four-dimensional scale (according to Kreiner & Ashforth 2004) is investigated for its structure by confirmatory factor analysis. To test the scales validity antecedents of organizationalidentification (e.g. organizational identitystrength or psychological contract breach) as wellas consequences (e.g. days absent from work ororganizational citizenship behavior) are tested. Athree factorial structure - representing ambivalentidentification neutral identification and positiveidentification - fits the data best. Regressionanalyses show that the strength of an organizationsidentity has an impact on all facets ofidentification and that the presence of role conflict predicts ambivalent identification. Ambivalent identification is the single most important predictor of the number of days absent from work and presumably decreases organizational citizenship behavior."