Handbook of Management Scales/Relational identification
Relational identification (alpha = 0.84, 0.82)[edit | edit source]
Description[edit | edit source]
Based on different field samples, new measurements are developed for relational identification and collective identification, as two types of group identification (= employee identification developed in organizational workgroups).
Definition[edit | edit source]
When people’s experience within a workgroup plays an important role in shaping their self-concept, they develop identification with the workgroup (= group identification).
Relational identification refers to the extent to which one includes the connections and role relationships with group members in one’s self-concept.
Items[edit | edit source]
I feel strongly identified with this workgroup because ...
- I frequently participate in the social events organized by this group. (0.73)
- I share mutual respect with other members. (0.71)
- I attend social occasions with other members on a regular basis. (0.68)
- I coordinate my own work well with other members. (0.68)
- I maintain a straightforward work relationship with other members. (0.68)
- I communicate a lot with other members outside work. (0.67)
- Other members are considerate of my non-work-related needs. (0.64)
Source[edit | edit source]
- Zhang et al. (2014): Relational Versus Collective Identification Within Workgroups: Conceptualization, Measurement Development, and Nomological Network Building. Journal of Management, Vol. 40, No. 6, pp. 1700–1731
Comments[edit | edit source]
Strictly speaking, the word "because" in the introductory half-sentence makes the measurement of the items formative rather than reflective; this half-sentence might thus be re-worded in future studies. The mean of the scale was relatively large (study 1: 5.15, study 2: 5.47); given that a 7-point scale was used and the "ideal" mean of such a scale would be 4, words like "very" or "always" might be included in future studies to shift the mean towards this ideal value.