Michael S. Cole|Heike Bruch
Organizational identity strength, identification, and commitment and their relationships to turnover intention: does organizational hierarchy matter?
University of St. Gallen|University of St. Gallen
abstract present study sought clarify functional distinctions organization identity strength organizational identification organizational commitment data obtained 10 948 employees large steel manufacturer first confirmatory factor analysis used test discriminant validity three focal constructs next drawing research suggests hierarchical differentiation may influence individuals conceptual frame reference examined focal constructs measurement equivalence across three hierarchical levels officers n 1056 middlemanagement n 1049 workers n 1050 finally multigroup structural equation modeling used simultaneously estimate betweengroup correlations turnover intention organization identity strength organizational identification organizational commitment results indicated measures used reflect three focal constructs empirically distinct b focal constructs conceptually equivalent across hierarchical levels c pattern correlations turnover intention different employees management responsibilities versus workers management responsibility present findings suggest perceptions strong organizational identity organizational identification organizational commitment may influence employees turnover intention unique ways depending hierarchical level within organization copyright 2006 john wiley amp sons ltd