To be(long) or not to be(long): social identification in organizational contexts.
In the past few years, ideas of Social Identity Theory and Self-Categorization Theory have been successfully applied to the organizational domain. In this article, the authors provide an overview of these recent developments and present a concept of social identification in organizational contexts, based on these theories. The assumptions of this framework are that (a) social identification in organizational contexts is a multifaceted concept consisting of different dimensions and foci (or targets), (b) higher levels of identification are related to higher productivity and more positive work-related attitudes, and (c) identification is a very flexible concept that is linked to the situational context. The authors present the results of a series of field and laboratory studies in which the proposed relationships are analyzed and, in the main, confirmed.
Van Dick
Rolf
R
Institute of Psychology, Johann Wolfgang Goethe University, Frankfurt, Germany. van.dick@psych.uni-frankfurt.de
Wagner
Ulrich
U
Stellmacher
Jost
J
Christ
Oliver
O
Tissington
Patrick A
PA
D002321:Career Choice; D006801:Humans; D007586:Job Application; D007588:Job Satisfaction; D015279:Organizational Culture; D011582:Psychological Theory; D012106:Research; D012933:Social Identification