In this thesis, Verizon's discourse was analyzed as a case study for corporate rhetoric. This rhetorical analysis examined Verizon's discourse before, during and after the crisis of 9/11. Press releases, executive speeches, and other internal documents were analyzed while media reports provided a context for the discourse. Renewal discourse coupled with the theories of organizational identification and values advocacy provided the basic framework for this thesis. Verizon's crisis situation during the crisis of 9/11 provided a unique context in which to study organizational discourse. By placing the response within a larger frame of the organization's history, this study was able to provide insight into traditional crisis response scholarship that often only focuses on the immediate response to crisis. / Master of Arts

While enterprises are facing competitions from the business environment, they not only rely on progress and innovation but also should understand how to maintain their competitive advantages in order to survive in the fierce and capricious business world. Nowadays, the labor market has been changing rapidly. Decreasing personnel costs and increasing the flexibility in using manpower is a critical factor contributing enterprises¡¦ adoption of dispatched workers. Ever since the business of dispatched manpower has been legally taking effect in Taiwan in 1999, the business already becomes one of the channels for job seekers to look for appropriate jobs. Moreover, enterprises also take advantage of dispatched workers to look for workers fit for their organizations and meanwhile, cut down costs. However, as dispatched workers are widely accepted, it is important to know how to effectively manage dispatched workers within an organization, how to increase their organizational identification and job involvement and furthermore increase overall work performance. There are numerous studies of dispatched workers, such as studies of the welfare condition and job satisfaction of dispatched workers. This study aims at understanding whether or not dispatched workers have different organizational identification and job involvement due to their different employment status. Research results can serve as references for enterprises to manage dispatched workers. This study targets at the high-tech industry in Taiwan and distributed 620 questionnaires to regular employees and dispatched workers in the high-tech company. There are 440 questionnaires for regular employees and 180 questionnaires for dispatched workers. 305 valid questionnaires were collected. Research results suggest that¡G 1. The regular workers have higher organizational identification than the dispatched workers. 2. The regular workers have higher job involvement than the dispatched workers. 3. There is the significant effect of organizational identification on job involvement. 4. There is the significant difference between the regular workers and the dispatched workers on the effect of organizational identification on job involvement. Key words: organizational identification, job involvement, dispatched worker.

Organizations have begun to focus heavily on diversity. As a result, organizations spend time and resources creating diversity policies and investing extensively in diversity training programs. While an abundance of research exists on demographic diversity, research has just begun to incorporate employees’ perceptions of diversity as an influential factor affecting organizationally relevant employee outcomes. Employees are a crucial reference in understanding whether organizations benefit from engaging in such actions. The purpose of this study is to examine the influence of diversity climate on employees’ organizational identification. Furthermore, I investigate how organizational identification mediates the relationship between diversity climate perceptions and outcomes including turnover intentions, job satisfaction, and organizational citizenship behavior. I refine our understanding by identifying personal characteristics that influence the diversity climate (PDC) – organizational identification (OID) relationship. This research offers several contributions to management literature and scholars as well as practitioners. First this study empirically examines the relationship between PDC and OID. This connection is important as it identifies the psychological mechanism linking PDC to subsequent outcomes as well as showing how positive climate perception can influence an employee’s sense of belonging. The second contribution is the in-depth identification of personal characteristics and their role in this relationship specifically, demographics, values, and attachment to demographic category. Individuals will differ in their beliefs and thus their attachment based on climate perceptions. Finally, this study links diversity climate to organizationally relevant outcomes through organizational identification.

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Although a vast amount of research has examined why job seekers become attracted to organizations, few studies have focused on how job seekers develop an initial attraction and attachment to organizations. In order to address this gap in the literature, this study examined the relationship between the ways new organizations communicate and potential job seekers' perceptions of organizational attractiveness and anticipatory organizational identification. The organizational identification literature has previously shown that organizations often use a variety of inducements in their communication to foster identification among members, and that when members perceive that membership in an organization is an opportunity to affirm, distinguish, or enhance their self-concepts, the perceived organizational identity becomes more attractive. Drawing upon these findings, this study posited that a similar relationship would occur between organizations and potential job seekers. In addition, based on findings on social categorization, this study examined whether the effectiveness of identification inducements varied depending on whether the new organization was situated within an established or emerging industry. In established industries, new organizations face the risk of being stereotyped based on job seekers' preexisting knowledge of the industry, and therefore effectively invisible to job seekers as unique organizations. In emerging industries, because it is not entirely clear what defines this set of organizations, new organizations face the risk that job seekers may be less certain about how they might connect with these organizations, and therefore tend to find them less attractive. As a consequence of these cognitive differences, this study posited that the effectiveness of identification inducements would depend on the type of industry. An experiment was conducted to test these hypotheses. Participants consisted of students either currently or recently active in job seeking activities. The findings indicate that the presence of identification inducements in an organization's external communication positively impacted job seekers' perceptions and attachment to organizations, and that the primary mechanism for this effect was job seekers' perception of similarity. No differences were found between new organizations in established versus emerging industries in terms of the impact of identification inducements. Theoretical and managerial implications of these results were discussed. / text

Newspaper journalists today find themselves at the nexus of a changing media landscape. Their professional principles and job roles are being challenged by changes in the technology they are expected to use, changes in the economic model that has supported the industry since this nation was founded, and changes in public attitudes and perceptions of newspaper journalism. This study examines these changes through the lens of social identity theory, examining how technological and economic changes have affected newspaper journalists’ perceptions about the ways in which they are able to perform their jobs and their perceptions about threats to the status of their profession, and how those beliefs affect their identification with their newspaper organizations and the profession. The primary methodological approach used was a national Web-based survey of journalists working at newspapers with circulations of more than 10,000. To supplement the survey findings, in-depth interviews were conducted with survey participants who volunteered to be interviewed. The findings included that journalists who have negative perceptions about changes in the newspaper industry will be more likely to have negative feelings about the impact of those changes on their jobs, and that journalists with negative feelings about those changes on their jobs will be more likely to have lower organizational identification. Professional identification was found to partially mediate this relationship, in large part because it has a considerable overlap with journalists’ organizational identification. This study also found that journalists who have negative perceptions about changes in the industry will be more likely to perceive the status of the profession has been threatened, and that journalists who perceive those status threats will be more likely to have lower professional identification. Additionally, journalists’ job type and the circulation size of their newspaper affected some of these relationships, such as the link between negative feelings about technological and economic changes and lower organizational identification. The implications of this study’s findings for the newspaper profession and those who study it are discussed in the last chapter. / text

Studien syftar till att från den anställdes perspektiv skapa en större förståelse för relationen mellan organisationens identitet och den anställdes förtroende för ledaren. Då studiens syfte har varit att skapa en ökad förståelse för relationen mellan dessa två begrepp så valdes en kvalitativ metod. Vid datainsamlingen har semistrukturerade intervjuer utförts. Dessa genomfördes med 10 anställda fastighetsmäklare i Stockholm, Gävle och Sandviken och datan har sedan analyserats genom en tematisk analys. Vidare presenteras och diskuteras resultatet. Resultaten indikerar att den anställdes förtroende för sin lokala ledare påverkar dennes identifikation och organisationsidentiteten. Vidare ser vi även tecken på att identifikationen och organisationsidentiteten påverkar varandra. / Aim: The aim of the study is to from the employee’s perspective create an increased understanding of the relationship between the organizational identity and the employee´s trust in its leader. Method: Since the aim of the study is to increase the understanding of how organizational identity and trust for the leader is experienced a qualitative method have been chosen. For the data collection semi-structured interviews have been used and the ten persons who have been interviewed are employed as real-estate agents in Stockholm, Gävle and Sandviken. The material has later been analyzed through a thematic analysis and the results have been presented and discussed. Result & Conclusions: The study's results demonstrate that the employee’s trust in their local leaders affect their identification with the organization as well as the organizational identity. Furthermore, the study indicates that identification and the organizational identity influence each other.

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¡§An Exploration of the Relationships among Organizational Climate, Organizational Identification and Organizational Effectiveness of the Non-Profit Organization.¡¨ ¡§A Study on the Association of Collecting Benevolence, in Taiwan.¡¨ Summary Spontaneously, several nameless workers instituted the ACB (The Association of Collecting Benevolence). The ACB is not a religious organization and has no relation with famous international organizations. There is neither religious leader nor celebrities. It is quite difficult for the ACB to get financial aid from any companies. Every penny within the organization comes from members¡¦ meager salary. It lasts 20 years to dig and help the orphan ignored by our society. In the end of the year 2005, The ACB won the National Award for Public Welfare. How comes the excellent organizational effectiveness? This study presents itself with organizational climate, organizational identification, organizational effectiveness and personal background as independent variables, along with the experience of non-profit organizational administration and practices. It aims to explore: 1. The relationship between organizational climate and organizational identification. 2. The relationship between personal background and organizational identification. 3. The relationship between organizational identification and organizational effectiveness. 4. The relationship between organizational climate and organizational effectiveness. 5. The relationship between personal background and organizational effectiveness. In this study, questionnaire sampling was purposefully chosen from The ACB in Taiwan of the non-profit organization. The valid sample size was 177. Through the process of descriptive statistical analysis, analysis of correlation and test of significance, one-way factor analysis of variance, independent-sample T test, reliability test, the research findings suggest that: 1. There was a significant correlation between each dimension of organizational climate and organizational identification. 2. There was a significant correlation between each dimension of organizational identification and organizational effectiveness. 3. There was a significant correlation between each dimension of organizational climate and organizational effectiveness. 4. There was a significant but slight correlation between each dimension of age and organizational identification and organizational effectiveness. 5. There was a significant correlation between the length of an individual¡¦s working experience and organizational identification; the longer the individual, the greater the organizational identification. Nevertheless, there was no correlation between the length of an individual¡¦s working experience and organizational effectiveness. 6. There was a significant difference between organizational identification and the opposite sex; that is, the female organizational identification outnumbers the male. It is all the same between organizational effectiveness and the opposite sex. 7. There was no significant difference not only between status and organizational identification but also between status and organizational effectiveness. 8. There was no significant difference between educational background and organizational identification. Nevertheless, there was a significant difference between educational background and organizational effectiveness; that is, the higher the educational background, the more the organizational effectiveness. 9. There was no significant difference not only between individual¡¦s career and organizational identification but also between individual¡¦s career and organizational effectiveness. Key words: organizational climate, organizational identification, organizational effectiveness, non-profit organization.

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