@ARTICLE{33704756_218051411_2018, 
	author = {Roksana Nesmeianova and Sergey Lipatov}, 
	keywords = {, corporate culture, organizational identification, attractiveness of corporate culture, attachment to work, need for organizational identificationperson-organization values fit},
	title = {Perceived Corporate Culture and Organizational Identity: A Research of Employees’ Attitudes Toward Organization},
	journal = {Organizational Psychology},
	year = {2018},
	volume = {8},
	number = {1},
	pages = {122-145},
	url = {https://orgpsyjournal.hse.ru/en/2018-8-1/218051411.html},
	publisher = {},
	abstract = {Purpose. The purpose of this research was to identify the features and structure of the relationship between the subjective image of the corporate culture and some characteristics of the employees’ attitude toward the organization (need for identification, attachment type at work and the person-organization value fit) with their organizational identification. Methodology. The respondents were employees of commercial enterprises, total 241 people. Data collection was carried out in one stage. Respondents filled out a questionnaire composed of five measures. The results was processedwith the help of factor analysis and structural modeling, and graphically presented in the form ofmodels — path diagrams. Results. The variables were divided into four factors. The first included avoiding and ambivalent types of attachment. The second contains variables: identification, needfor identification, the person-organization value fit, and the attractiveness of corporate culture. Thethird factor was the neutral and ambivalent identification, as well as the desidentification. Closed, synchronous and open perceived types of culture (described in the framework of the "paradigmatic" approach of L. Constantine) have merged into the fourth factor. Conclusion. The subjective image of corporate culture has a significant effect on the assessment of other organizational processes and phenomena by employees and is associated with the emergence of a certain type of organizational identification. When employees perceive the culture developed in the enterprise as an open type (thatis, adaptive and collaborative), they are likely to have a higher need for identification, their valuesare consistent with organizational ones; they positively assess the existing culture and are identified with their corporation. Value of the results. The conducted research made it possible to see the latent structure of factors, to reveal the interrelationships of the selected groups and to evaluate the ratioand degree of contributions of factors both to the variables studied and to the model as a whole. The prospect of development of this line of research is the addition of new organizational variables to the model and clarification of their role and interrelations.},
	annote = {Purpose. The purpose of this research was to identify the features and structure of the relationship between the subjective image of the corporate culture and some characteristics of the employees’ attitude toward the organization (need for identification, attachment type at work and the person-organization value fit) with their organizational identification. Methodology. The respondents were employees of commercial enterprises, total 241 people. Data collection was carried out in one stage. Respondents filled out a questionnaire composed of five measures. The results was processedwith the help of factor analysis and structural modeling, and graphically presented in the form ofmodels — path diagrams. Results. The variables were divided into four factors. The first included avoiding and ambivalent types of attachment. The second contains variables: identification, needfor identification, the person-organization value fit, and the attractiveness of corporate culture. Thethird factor was the neutral and ambivalent identification, as well as the desidentification. Closed, synchronous and open perceived types of culture (described in the framework of the "paradigmatic" approach of L. Constantine) have merged into the fourth factor. Conclusion. The subjective image of corporate culture has a significant effect on the assessment of other organizational processes and phenomena by employees and is associated with the emergence of a certain type of organizational identification. When employees perceive the culture developed in the enterprise as an open type (thatis, adaptive and collaborative), they are likely to have a higher need for identification, their valuesare consistent with organizational ones; they positively assess the existing culture and are identified with their corporation. Value of the results. The conducted research made it possible to see the latent structure of factors, to reveal the interrelationships of the selected groups and to evaluate the ratioand degree of contributions of factors both to the variables studied and to the model as a whole. The prospect of development of this line of research is the addition of new organizational variables to the model and clarification of their role and interrelations.}
}