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Does focus of organizational identity moderate the relationship between norm conflict and dissent to norms?

Koçak, Özde
Prior studies suggested that dissenters were the weakly identified members in groups. On the contrary, more recent studies are challenging this view; for example, according to Packer (2008) highly identified members when faced with norm conflict, tend to dissent for the collective good. He claims that dissent is explained by collective identification and norm conflict. His study also applies to organizations as well. There are also some studies claiming that not every highly identified member dissent. Instead, members‟ focus of identification may play a role in dissent as well. For instance, it is claimed that members who prioritize their organizational welfare may dissent more than members who prioritize harmony and relationships within the organizations (Blader, Patil, Packer, 2017). Additionally, some research indicated that members with an organization focus of identification compared to members with team focus of identification are likely to dissent more (Miceli & Near, 1984). Regarding different priorities and motivations of members owing to the different foci of identification, foci of identification also may influence the discomfort that is experienced as a result of disagreement with a norm. This current study examines the moderation effect of the focus of identification on the relationship between norm conflict and dissent. Participants (N= 215, 154 men, and 61 women) participated in the study and completed the measures of focus of organizational identification, norm conflict, and dissent. Results revealed that norm conflict is positively correlated with dissent. In addition, both the profession and organization foci of identification moderate the relationship between norm conflict and dissent while the team focus of identification does not.