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Organizational Identification and Volunteer Involvement


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A study proposal

Published in: Business
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Organizational Identification and Volunteer Involvement

  1. 1. Organizational Identification and Volunteer Involvement Guy Sack, M.A., Management Fellow Boston University Questrom School of Business
  2. 2. Organizational Identification  Individual’s feeling of oneness with an organization  Experience wins and losses as one’s own  Self-evaluative (prestige distinctiveness)  Specific type of social identification (targets)  Even in the absence of shared goals and values (industry, catholic church) (Ashforth & Mael, 1989; Mael & Ashforth, 1992)
  3. 3. Expanded Model  Disidentification (Elsbach, 1999)  Ambivalent Identification (Pratt, 2000)  Neutral Identification (Kreiner & Ashforth, 2004)  Narcissistic Identification (Galvin, Lange, and Ashforth, 2014) involves seeing the organization within the self, not the self in the organization (CEOs and Top Management Teams often studied)  Also over-identification
  4. 4. Research Question  How does extreme volunteer involvement affect narcissistic identification?
  5. 5. Nonprofit Volunteers  Inductive ethnographic study (lack of theory)  Building theory, not testing it  Purposeful sample: animal shelter  Volunteers needed for operation  Large variation both within and between orgs.
  6. 6. Nonprofit Volunteers  Some are “staff-like”  Others are “public-like”  (Participant) observation and interviews  (Cleaning, feeding, dishes, socializing, multiple buildings, fostering)  Jottings and field notes  Unreliable labor  Insider/outsider  Some structured interviews coded
  7. 7. Possible Implications  Increased commitment?  More organizational citizenship behaviors?  More hours volunteering?  Larger donations? (Boenigk & Helmig, 2013)  Narcisistic at bottom of org (Van Knippenberg & Schie, 2000)
  8. 8. Thank You!