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This study proposed and tested a theoretical model of the organizational identification process using a sample ( N = 198) of electric utility employees. Based upon a longitudinal design, results indicated that the antecedents of perceived role‐related characteristics and construed external image were related to employees' identification with their organization, while perceived motivating job characteristics were not. Additionally, organizational identification was positively related to the employees' intention to remain within the organization. Implications for research and practice are discussed.
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Wan-Huggins et al. (1998) studied this question.
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