Nature of Collective Identity

The purpose of this dissertation is to develop and validate a new measure of identity. Based on the research on collective identity (Ashmore, Deaux, and McLaughlin-Volpe, 2004), the Collective Identity Scale (CIS) developed in this dissertation represented a multidimensional measure of identity that can be used to measure any identity type. Based on seven exploratory and confirmatory data sets, a 14-items measure holds the same factor structure for organization-based identity, family-based identity, and social-based identity. In a final data set, three additional items are added to strengthen each dimension in the scale. Convergent and discriminant validity are also shown in the final data set. This dissertation also proposes a theoretical model that explains the interactive influence of identity, support and stress. Part of this model is tested to illustrate predictive validity of the CIS. Partial support is received for the research model. Results from this dissertation show that identity and support can, independently, moderate conflict-outcomes relationships. Specifically, organizational identity moderated the relationship between role conflict and depressed mood at work, such that those low in organizational identity increased in depressed mood at work as role conflict increased. Organizational identity also moderated the relationship between role conflict and burnout, such that individuals with low organization identity tend to increase in burnout as role conflict increased. Co-worker support also moderated the relationship between role conflict and affective commitment, such that affective commitment decreased at a greater rate as role conflict increased for individuals low in co-worker support. Furthermore, co-worker support was found to moderate the relationship between role conflict and burnout. However, contrary to the hypothesis, individuals with high organization identity increased in burnout as role conflict increased. Similarly surprising, family support moderated the relationship between work-family conflict and tension in a manner contrary to the hypothesis; tension due to work-family conflict increased at a greater rate for individuals with a supportive family than for those with an unsupportive family. Collectively, the results from this dissertation are discussed in relation to future research agenda and practical implications.