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Organizational identification correlates to the relationship between self-identification and commitment to an organization. [9] Organizational identification instills positive outcomes for work attitudes and behaviors including motivation, job performance and satisfaction, individual decision making, and employee interaction and retention.
Organizational Identity is to not simply be an organization that provides commodities and services or to take stands on the salient issues of the day, but to do these things with a certain distinctiveness that allows the organization to create and legitimize itself, its particular "profile," and its advantageous position [1]. [11]
The holding of certain types of meta-stereotypes has been shown to have adverse effects. For example, people who are exposed to negative meta-stereotypes about their own group tend to have lower identification with their ingroup, [17] and that individuals may avoid seeking needed help if by doing so they may confirm negative stereotype of their group.
Organizational metacognition is knowing what an organization knows, [1] a concept related to metacognition, organizational learning, the learning organization and sensemaking. It is used to describe how organizations and teams develop an awareness of their own thinking, [ 2 ] learning how to learn, [ 3 ] [ 4 ] [ 5 ] where awareness of ignorance ...
The Meta-leadership framework and practice method is designed to “provide guidance, direction, and momentum across organizational lines that develop into a shared course of action and commonality of purpose among people and agencies that are doing what may appear to be very different work.” [1] [2] Meta-leadership has been “derived through observation and analysis of leaders in crisis ...
In an IPD meta-analysis, patient-level data from multiple studies or settings are combined to address a certain research question. IPD meta-analyses tend to be common for large-scale and international projects, and they are less limited than aggregate data (AD) meta-analyses in terms of the availability and quality of data they can use. [2]
A good example is "Organizational analysis of maternal mortality reduction program in Madagascar" by Harimanana, Barennes and Reinharz. This study used the Gamson’s Coalition Theory and Hining & Greenwood’s archetypes to assess the misalignment of the process by which several agencies including the Madagascar health Ministry provide ...
Simon is primarily interested in seeking identification of the individual employee with the organizational goals and values. Following Lasswell , [ 35 ] he states that "a person identifies himself with a group when, in making a decision, he evaluates the several alternatives of choice in terms of their consequences for the specified group".