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Thesis Format

Monograph

Degree

Doctor of Philosophy

Program

Psychology

Supervisor

Weststar, Johanna

Abstract

Workplace identification literature has assumed a multidimensional lens since its beginnings, but it has yet to fully adopt this scope conceptually or in research methodology. The present research sought to address these gaps through the creation of a new multidimensional measure of workplace identification and latent profile analyses, which simultaneously examine how different identifications of differing strengths can be packaged together to predict outcomes. In study 1, the cognitive multidimensional workplace identification (CMWI) scale was developed and pilot tested for factor structure and reliability (n = 184). Results indicated that the CMWI scale had excellent fit to the anticipated 6-factor structure (organizational, team, coworker, supervisor, occupation, and career identification), and outperformed the common keyword replacement Ashforth & Mael (1992) identification scale, which failed to exhibit satisfactory fit indices on any model examined. In study 2 (n = 484), latent profile analyses indicated a 5-profile solution was optimal: fully identified, disidentified, career-focused, moderate-negatively identified, and supervisor-distant predominantly identified profiles. These profiles differed significantly on all measures of work attitudes (e.g., commitment, turnover intentions), psychological health (i.e., burnout), and behaviour (i.e., citizenship behaviour). In study 3, measurement invariance of the CMWI and profile similarity tests were conducted across a sample of participants from North America (United States and Canada) and the United Kingdom. The CMWI exhibited complete invariance with the exploratory structural equation model and high reliability. The latent profile similarity tests exhibited mixed results. The United Kingdom sample had a 4-profile optimal solution which replicated the fully identified, career-focused, and disidentified profiles with a 4th unique profile, relationally-focused, that was hypothesized but not found in study 2. When the 5-profile structure was imposed four out of five profiles replicated across samples. Profile similarity tests indicate complete similarity for a parsimonious 3-profile solution. With the exception of dispersion similarity, the 5-profile solution exhibited all forms of similarity across samples. Theoretical implications and future research directions of person-centered identification research are discussed.

Summary for Lay Audience

We draw a sense of self from the multiple groups to which we belong in society. These can include social clubs, sports teams, religious communities, and our schools, and importantly, our workplaces. Extensive research has been conducted on social and work identities, which is the definition of the self on these groups. The research shows that work identification is largely a healthy process; ‘identified’ individuals experience significantly less burnout, more social support, and form healthy attachments with work environments. However, research on this area has not adequately captured the idea that people can have multiple sources of identification. Indeed, we belong to multiple work groups and are involved in multiple workplace or work-related relationships which can provide us with a sense of self. These include our organization, but also work teams, coworkers, and supervisors, as well as connections and identities based on our occupations and careers. To date, the research has not been able to take a multidimensional lens to the measurement and analysis of identification. Without a multidimensional incorporation of all these identities, researchers are unable to understand how identities relate to outcomes individually and in combination.

This research created a new research tool called the CMWI. In study 1, the CMWI exhibited excellent anticipated fit to participant data (n = 184) and outperformed a common keyword replacement measure for identification (i.e., Mael & Ashforth, 1992). In study 2, five profiles of identity emerged which were anticipated based upon past research and theory: fully identified, disidentified, career-focused, moderate-negatively identified, and supervisor-distant predominantly identified. In study 3, four out of five profiles replicated in another sample from the United Kingdom: the fully identified, disidentified, career-focused, and supervisor-distant predominantly identified. Therefore, partial similarity is supported: a subset of profiles is highly likely to be found across samples. The CMWI scale exhibited complete invariance across samples, indicating participants respond to the scale in significantly similar ways. Theoretical implications and future research directions for this profile analytic method are discussed.

Creative Commons License

Creative Commons Attribution-Noncommercial 4.0 License
This work is licensed under a Creative Commons Attribution-Noncommercial 4.0 License

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