Organizational identity of Russian female boxers and its relationship with psychological well-being
(in Russian)
Abstract
Purpose. The purpose of the study is to identify the specific features of organizational identity and the level of psychological well-being among female athletes who are members of the Russian women’s national boxing team. Method. The PERMA-RU questionnaire (A. Yu. Akimova, E.N. Volkova, O.M. Isaeva) was used to assess the psychological well-being of Russian female athletes. The study of organizational identity features was conducted using the Questionnaires of Organizational and Sub-Organizational, Group and Micro-Group, Interpersonal and Personal Identity of Employees (A. V. Sidorenkov, O. Yu. Shipitko, D. E. Shtilnikov, W. A. Stroh). The sample consisted of 110 women, members of the Russian national boxing team. Age was coded into intervals. The most numerous age group was athletes under 22 years old (80.9%). The other groups included significantly fewer athletes (15.5% aged 23–29, 3.6% over 30). Findings. Study participants were characterized by moderate levels of identity and its components. Cluster analysis identified three groups with different identity level indicators. The first cluster (41 athletes or 37.3%) had high organizational identity, moderate group and personal identity, and low interpersonal identity (“System Players”). The second cluster (38 athletes or 34.5%) had high organizational identity and moderate values close to high, significantly higher than other clusters (p ≤ 0.05, Mann — Whitney U-test) (“Team Leaders”). The third cluster (31 athletes, 28.2%) had moderate values significantly lower than other clusters (p ≤ 0.01) across all identity levels (“Individualists”). Value of the Results. These findings highlight the specificity of organizational identity in sports, particularly among female athletes in the Russian national boxing team.
Downloads
References
Исаева, О. М., Акимова, А. Ю., Волкова, Е. Н. (2022). Опросник благополучия PERMA-Profiler: апробация русскоязычной версии. Социальная психология и общество, 13(3), 116–133. https://doi.org/10.17759/sps.2022130308.
Ловаков, А. В. (2017). Негативные последствия организационной идентификации работника: роль трудоголизма. Социальная психология и общество, 8(2), 51–66. https://doi.org/10.17759/sps.2017080204
Несмеянова, Р. К. (2018). Связь социально-демографических характеристик сотрудников с их организационной идентификацией и привлекательностью для них корпоративной культуры. Социальная психология и общество, 9(1), 67–77. https://doi.org/10.17759/sps.2018090105
Несмеянова, Р. К., Липатов, С. А. (2018). Взаимосвязь индивидуальных характеристик и субъективного представления о корпоративной культуре работников коммерческих организаций. Вестник Санкт-Петербургского университета. Психология и педагогика, 8(2), 193–207. https://doi.org/10.21638/11701/spbu16.2018.207
Сидоренков, А. В. (2021). «Организационная идентичность» и «организационная идентификация»: содержание и соотношение понятий. Организационная психология, 11(3), 120–153.
Сидоренков, А. В., Шипитько, О. Ю., Штильников, Д. Е., Штроо, В. А. (2019). Разработка инструментария изучения идентификации работников в организации. Организационная психология, 9(3), 74–102.
Сидоренков, А. В., Штроо, В. А., Штильников, Д. Е. (2020). Проявление уровней и компонентов идентичности работников в организации. Организационная психология, 10(2), 35–57. http://orgpsyjournal.hse.ru
Abdullah, M., Ashraf, S., Sarfraz, M. (2017). The organizational identification perspective of CSR on creative performance: The moderating role of creative self-efficacy. Sustainability, 9(11), 2125. https://doi.org/10.3390/su9112125
Arshad, M., Dost, M., Qasim, N. (2023). Enhancing employee work engagement through organizational identification, gender and leader social dominance orientation. Gender in Management, 38(8), 1014–1028. https://doi.org/10.1108/GM-05-2021-0138
Ashforth, B. E., Mael, F. (1989). Social identity theory and the organization. Academy of Management Review, 14(1), 20–39.
Avanzi, L., van Dick, R., Fraccaroli, F., Sarchielli, G. (2012). The downside of organizational identification: Relations between identification, workaholism and well-being. Work & Stress, 26(3), 289–307. https://doi.org/10.1080/02678373.2012.712291
Carmeli, A., Gilat, G., Waldman, D. A. (2007). The role of perceived organizational performance in organizational identification, adjustment and job performance. Journal of Management Studies, 44(6), 972–992. https://doi.org/10.1111/j.1467-6486.2007.00691.x
Cole, M. S., Bruch, H. (2006). Organizational identity strength, identification, and commitment and their relationships to turnover intention: Does organizational hierarchy matter? Journal of Organizational Behavior, 27(5), 585–605. https://doi.org/10.1002/job.378
Conroy, S., Henle, C. A., Shore, L., Stelman, S. (2017). Where there is light, there is dark: A review of the detrimental outcomes of high organizational identification. Journal of Organizational Behavior, 38(2), 184–203. https://doi.org/10.1002/job.2164
Kenneth de Roeck, K., Marique, G., Stinglhamber, F., Swaen, V. (2014). Understanding employees’ responses to corporate social responsibility: Mediating roles of overall justice and organisational identification. The International Journal of Human Resource Management, 25(1), 91–112. https://doi.org/10.1080/09585192.2013.781528
Edwards, M. R. (2005). Organizational identification: A conceptual and operational review. International Journal of Management Reviews, 7(4), 207–230.
Haslam, S.A. (2004). Psychology in organizations: The social identity approach. London: Sage.
Inoue, Y., Funk, D. C., Wann, D. L., Yoshida, M., Nakazawa, M. (2015). Team identification and postdisaster social well-being: The mediating role of social support. Group Dynamics: Theory, Research, and Practice, 19(1), 31–44. https://doi.org/10.1037/gdn0000019
Inoue, Y., Lock, D., Gillooly, L., Shipway, R., Swanson, S. (2021). The organizational identification and well-being framework: Theorizing about how sport organizations contribute to crisis response and recovery. Sport Management Review, 25(1), 1–30. https://doi.org/10.1080/14413523.2021.1911496
Karanika-Murray, M., Duncan, N., Pontes, H. M., Griffiths, M. D. (2015). Organizational identification, work engagement, and job satisfaction. Journal of Managerial Psychology, 30(8), 1019–1033.
Kazmi, S. W., Javaid, S. T. (2022). Antecedents of organizational identification: Implications for employee performance. RAUSP Management Journal, 57(1), 111–130. https://doi.org/10.1108/RAUSP-02-2020-0017
Larkin, B., Fink, J. S., Delia, E. B. (2021). Identified, but not identical: Exploring the influence of collective narcissism in team identification. Sport Management Review, 24(2), 297–321. https://doi.org/10.1080/14413523.2021.1880767
Lee, E.-S., Park, T.-Y., Koo, B. (2015). Identifying organizational identification as a basis for attitudes and behaviors: A meta-analytic review. Psychological Bulletin, 141(5), 1049–1080. https://doi.org/10.1037/bul0000012
Lock, D., Heere, B. (2017). Identity crisis: A theoretical analysis of ‘team identification’ research. European Sport Management Quarterly, 17(4), 413–435. https://doi.org/10.1080/16184742.2017.1306872
Lock, D., Funk, D. C., Doyle, J. P., McDonald, H. (2014). Examining the longitudinal structure, stability, and dimensional interrelationships of team identification. Journal of Sport Management, 28(2), 119–135. https://doi.org/10.1123/jsm.2012-0191
Loi, R., Chan, K. W., Lam, L. W. (2014). Leader–member exchange, organizational identification, and job satisfaction: A social identity perspective. Journal of Occupational and Organizational Psychology, 87(1), 42–61. https://doi.org/10.1111/joop.12028
Mohammadi, S., Ghasemi Siani, M., Alonso Dos Santos, M. (2024). Effectiveness of sponsorship type, sport team identification, team support and congruence. International Journal of Sports Marketing and Sponsorship, 25(1), 188–209. https://doi.org/10.1108/IJSMS-05-2023-0110
Mozes, M., Josman, Z., Yaniv, E. (2011). Corporate social responsibility organizational identification and motivation. Social Responsibility Journal, 7(2), 310–325. https://doi.org/10.1108/17471111111141558
Oja, B. D., Bass, J. R., Gordon, B. S. (2015). Conceptualizing employee identification with sport organizations: Sport Employee Identification (SEI). Sport Management Review, 18(4), 583–595. https://doi.org/10.1016/j.smr.2015.02.002
S, D., Christopher, B. P. (2024). A decadal review of organizational identification: Insights from bibliometric analysis and content analysis. Humanities and Social Sciences Communications, 11, 1483. https://doi.org/10.1057/s41599-024-03990-7
Sidorenkov, A., Borokhovski, E., Stroh, W., Naumtseva, E. (2022). Multiple identifications of employees in an organization: Salience and relationships of foci and dimensions. Behavioral Sciences, 12(6). Article 182.
Woods, C., Watkins, B. (2022). If you’ve got leaving on your mind: Exploring the effects of organizational identification and channel use in internal crisis communication. Journal of Contingencies and Crisis Management, 30(4), 475–487. https://doi.org/10.1111/1468-5973.12390
