Organizational Identification and Volunteer Involvement

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A study proposal

Organizational
Identification and
Volunteer Involvement
Guy Sack, M.A., Management Fellow
Boston University Questrom School of Business

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)

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

Research Question
 How does extreme volunteer involvement affect
narcissistic identification?

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.

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

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)

Thank You!

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Organizational Identification and Volunteer Involvement

1. Organizational Identification and Volunteer Involvement Guy Sack, M.A., Management Fellow Boston University Questrom School of Business

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. 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. Research Question  How does extreme volunteer involvement affect narcissistic identification?

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. 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. 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)

Hinweis der Redaktion

TMT = top management team