Rates of Change in Organizational Identification During Organizational Integration

A significant part of people’s self-concept, who and what they think about themselves and who they are, is based on the groups and organizations they consider themselves part of, including their workplace. People who identify with their workplace are more committed to and satisfied with their jobs, and are less likely to leave. When a work organization integrates with other organizations, however, a new organization is born, which employees don’t yet identify with.
This research will track employees from multiple mental health and substance abuse organizations throughout an integration, to better understand how quickly people come to identify with a newly formed organization, whether it matters if they previously worked for a larger or smaller organization, and whether all of the benefits of identification develop at the same time. By understanding when and how identification happens, we can maximize the well-being and productivity of the employees and organizations involved.

Faculty Supervisor:

James Olson;Hayden Woodley

Student:

Joel Armstrong

Partner:

CMHA Middlesex

Discipline:

Psychology

Sector:

Health care and social assistance

University:

Western University