The authors offer a multidimensional reconceptualization of organizational assimilation developed from a reexamination of the Organizational Assimilation Index (OAI). Using a sample of 656 employees in the United States, the OAI was extended to include a seventh factor and used to detect group differences between men and women, managers and nonmanagers, and members with lengthy and short organizational tenure. Evidence for construct validity was found in relationships between the OAI factors and related variables. Results demonstrate the utility of conceptualizing assimilation as a set of interrelated processes that fluctuate based on various characteristics of organizational membership. The authors discuss implications for assimilation research and offer directions for future scholarship in the area.
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