Abstract
Given the background of the exploratory studies reported in the previous chapter, the first part of this chapter reports on the confirmation of the WI scale in a different (United Arab Emirates) context, where three work-identity subscales were first extracted from the 28 combined items of the instrument by means of a principal component analysis (PCA). These three subscales (work centrality, person–organisation fit, and value congruence) were then confirmed with a CFA procedure in a structural equation model (SEM). The internal consistency reliabilities (Cronbach Alpha) of the three subscales were, respectively, .92 (14 items), .87 (5 items), and .77 (6 items) for the 25-item scale. In the first part of this chapter where the SEM was tested, it was established that JRs (need for organisational identity (nOID), organisational reputation, task resources, and remuneration perceptions) and JDs (breach of psychological contract and work–family conflict) significantly interacted to predict varying levels of WI which in turn resulted in increased work engagement or turnover intentions.
The second part of this chapter reports on the moderation effects of education levels and nationality groupings. It was found that these moderators have significant effects on paths in the SEM. It was further established that interactions between JRs and JDs significantly affected the level of WI which in turn impacted work engagement and turnover intentions.
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Appendices
Appendices
1.1 Appendix A: WI Scale Items Grouped According to the Three-Dimensional Structure
WI work centrality (WC) | WI person–organisation fit (POF) | WI value congruence (VC) |
|---|---|---|
1. How much of your identity is based on your occupation? | 17. How personally insulted do you feel when someone criticises the organisation that you work for? | 23. How much does your job allow for the achievement of personal goals? |
2. How much do you see your job as your whole life? | 18. How embarrassed do you feel when the media criticises the organisation that you work for? | 24. How much does your job prevent you from being yourself or becoming who you want to be? |
3. How much is your occupation the most important activity in your life? | 19. How interested are you in what others think about the organisation that you work for? | 25. How rewarding is the work in itself as an activity? |
4. How much do you base the best description of ‘who you are’ on your career? | 20. How much do you think of the organisation’s successes as your own? | 26. We assume your job have high standards. How easily can you identify with the highstandards of your job? |
5. How central does the organisation that you work for stand in your life? | 21. Does it feel like a personal achievement when someone praises the organisation that you work for? | 27. How much are your values the same as the values of the organisation that you work for? |
6. To what extent will your life be valueless without your job? | 28. How much are you able to maintain your own values at the organisation where you work? | |
7. How much is your own identity based on your job? | ||
8. How much do you think of work as the most important aspect of your life? | ||
9. How directly related are all your achievements to your work? | ||
10. How much does your work determine your value as a person? | ||
11. How much is the best description of ‘who you are’ related to the organisation that you work for? | ||
12. How big a part of ‘who you are’ is your work? | ||
14. How much meaning does work add to your life |
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Bester, F., Bosch, A., Bal, M. (2015). Work-Based Identity Model Testing. In: Jansen, P., Roodt, G. (eds) Conceptualising and Measuring Work Identity. Springer, Dordrecht. https://doi.org/10.1007/978-94-017-9242-4_7
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