中文摘要：

员工对组织的认同与反认同有相关的心理机制（如员工对自尊的追求）与社会基础（如组织身分的多样性）,但它们是相互独立的两个构念。在个人建立自己的社会身分时,认同体现了＂求同＂、而反认同则体现＂存异＂。基于理论分析所构建的法则关系中,二者具有不同的前因变量和结果变量。对5家企业250名员工的问卷研究发现,对组织认同的员工会更倾向于主动维护组织利益,而对组织反认同的员工在工作中敷衍了事。嵌套的系列结构方程结果表明二者分离的模型对数据的拟合,好于将二者合并的模型,验证了这两个构念不同的基本论点。

英文摘要：

Workers form their own work-related identity through identification and dis-identification with their organizations,and the processes depend on their perceptions of their organizations＇ identity.Workers＇ motivation to identify or dis-identify with an organization is to enhance their self-esteem.However,an organization has rich identity elements,making it possible that a worker can identify with some but dis-identify with others at the same time.The construct of organizational identification has been comprehensively studied in the literature,but the construct of organizational dis-identification needs much conceptual clarification,theoretical elaboration,and empirical exploration.Organizational dis-identification is a unique construct,different from though relevant to organizational identification.In our nomological network,organizational identification and dis-identification have different antecedents and consequences.Survey data came from 250 workers in five firms in Southwest China.Workers reported their perceptions on organizational prestige,procedural justice,organizational identification,organization dis-identification,loyalty boosterism,and organizational expedience.These scales were either previously validated in their Chinese version or back-translated using double-blind procedures.All scales satisfied the traditional psychometric properties.Out of a structural equation model,results supported all the hypotheses.Perceived organizational prestige positively predicted organizational identification,which in turn positively predicted loyalty boosterism actions toward organizations.Procedural justice negatively predicted organizational dis-identification,which then positively predicted workers＇ expedient behaviors.The model fit indices satisfied the conventional criteria.In addition,a series of nested structural equation models indicated that organizational identification and dis-identification are distinct—combining them will make the model much worse and the fit indices unacceptable.In conclusion,org