Abstract

Organizational identification is the root construct of organizational phenomena. Many researchers have examined this concept in terms of identification (positive) and disidentification (negative). However, recently some researchers began focusing on ambivalent identification, which refers to the simultaneous appearance of both identification and disidentification. This new concept is likely to shed light on organizational phenomena that cannot be demonstrated by identification or disidentification alone. This study focuses on ambivalent identification. We started by creating a concrete definition for this concept. Further, we tried to develop a valid measurement for it through pilot and main studies. Consequently, we defined this concept in terms of cognitive and affective aspects and observed the complexity associated with ambivalent identification.

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