CSR is becoming an increasingly important issue for all organizations. Organizations must assume greater responsibility for their own actions. CSR, to be effective need to be developed in a collective mind which expresses shared values, coordinated behaviour and subordination. The reason for making CSR a collective competence is based on the importance of CSR to build a strong Organizational identity. Organizational identity is the foundation of social capital that employees and managers constitute for promoting the organization performance towards the society. The organizational performance these days is viewed from multiple perspectives including social, ethical and financial dimension. The present study examines the relationship among reasons
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Various attempts have been made by many scholars to measure Organizational Identification (OID). There is a lot of disagreement in defining the concept of OID (Edward & Pecci 2004) and also it is uncertain about how to measure it. All the scales being developed suffered from a number of problems, mainly because of the reason that the scales exhibited a weak linkage between how the concept was conceptualised and how it is operationalized in practice. However, there is a lack of clear understanding of the concept of organizational identity which can hinder further empirical progress in the field. Edward & Pecci’s (2004) work on OID attempted to contribute to this field by giving a clearer picture of the conceptualization and operationalization of OID. Edward and Pecci (2004) have used some specific dimensions of OID from the literature and have integrated them together in the concept development. According to Edward (2005) OID is defined as “a psychological process between the individual and the organization whereby the individual feels a deep, self-defining affective and cognitive bond with the organization as a social entity”. They have also identified three main sub-components which can define the strength or depth of individual’s affective and cognitive bond with their employing organization. The three …show more content…
It reflects the sense of self while claiming them as part of the organization.
Organizational values and goals: items deal with the extent the individuals share the same values and goals with the organization. It reflects the degree to which the individuals feel associated and are closely linked with the organizational values such as mission, vision, philosophy etc. and the organizational goals.
Belongingness and Membership: The sense of belongingness and membership to the organization reflects the importance individuals attach to the belongingness of their organization.
The organizational identity questionnaire can be used to understand the degree to which the organization has been able to build a high level of Organizational Identity within the employees of the organization. The instrument also provides an insight into the understanding of individual values and the extent to which the individual values been integrated with the organizational values and goals.
Reasons for CSR actions
Various attempts have been made by many scholars to measure Organizational Identification (OID). There is a lot of disagreement in defining the concept of OID (Edward & Pecci 2004) and also it is uncertain about how to measure it. All the scales being developed suffered from a number of problems, mainly because of the reason that the scales exhibited a weak linkage between how the concept was conceptualised and how it is operationalized in practice. However, there is a lack of clear understanding of the concept of organizational identity which can hinder further empirical progress in the field. Edward & Pecci’s (2004) work on OID attempted to contribute to this field by giving a clearer picture of the conceptualization and operationalization of OID. Edward and Pecci (2004) have used some specific dimensions of OID from the literature and have integrated them together in the concept development. According to Edward (2005) OID is defined as “a psychological process between the individual and the organization whereby the individual feels a deep, self-defining affective and cognitive bond with the organization as a social entity”. They have also identified three main sub-components which can define the strength or depth of individual’s affective and cognitive bond with their employing organization. The three …show more content…
It reflects the sense of self while claiming them as part of the organization.
Organizational values and goals: items deal with the extent the individuals share the same values and goals with the organization. It reflects the degree to which the individuals feel associated and are closely linked with the organizational values such as mission, vision, philosophy etc. and the organizational goals.
Belongingness and Membership: The sense of belongingness and membership to the organization reflects the importance individuals attach to the belongingness of their organization.
The organizational identity questionnaire can be used to understand the degree to which the organization has been able to build a high level of Organizational Identity within the employees of the organization. The instrument also provides an insight into the understanding of individual values and the extent to which the individual values been integrated with the organizational values and goals.
Reasons for CSR actions