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Current Approaches in Social Sciences

Edited By Rasim Yilmaz, Günther Löschnigg, Hasan Arslan and Mehmet Ali Icbay

Current Approaches in Social Sciences is a collection of research papers on a wide range of social issues written by researchers from several different institutions. The book will appeal to educators, researchers, social students and teachers of all subjects and of all levels, who wish to develop personally and professionally. It will also be useful to all those who interact, one way or another, with both students and teachers in a social context.


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Do Personality Traits have an Impact on Organisational Identification? A Field Survey ([Tahir Akgemci] [Esra Kiziloğlu])


Tahir Akgemci & Esra Kiziloğlu Do Personality Traits have an Impact on Organisational Identification? A Field Survey Introduction The concept of identification was used for the first time in literature by Harrold Laswell (1935) as a concept related to psychology, sociology, and rhetoric. Or- ganisational identification was suggested by Thomas Tolman (1943). According to Tolman, organisational identification is “an individual’s belonging to any group which he/she feels himself as a part of it” (Tokgöz & Seymen, 2013: 62). Being different from other topics of the organisational behaviour area, organi- sational identification is used to describe not only how to see the organisation like himself or herself, but also to see the same and together. Because of this, organi- sational identification neither favours the organisation nor the individual in the individual-organisation harmonisation period of the organisational behaviour area. It means that organisational identifications are an important topic which functions neutrally (Polat, 2009: 2). Organisational identification, in short, is an indicator used by workers and to an extent, these concepts are used to define themselves (Dutton et al, 1994: 240). Organisational identification, which is a special form of social identity, is a period which organisation’s and individual’s purposes become more and more integrated (Asforth & Mael, 1989: 22–23). Organisational identification can be accepted as a psychological union between the organisation and the individual. The more people identify with the organisa- tion, the more values, norms, and important points there are for the organisation to act together with personalities. At the same time,...

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