Social identification, stress and citizenship in teams: a five‐phase longitudinal study

By S. A. Haslam, Jolanda Jetten, Claire Waghorn. 2009

117 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/02871ff5722e49b08c492fc7fabef27d87de576c

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In Organizational Behavior and Human Resource Management

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Citations in the corpus

Why does organizational identification relate to reduced employee burnout? The mediating influence of social support and collective efficacy (2015, background): “Relatedly, in a sample of bomb disposal experts and bar staff Haslam et al. (2005) found that social support partially mediated the relationship between employees’ organizational identification and work stress.”
The downside of organizational identification: Relations between identification, workaholism and well-being (2012, background): “Haslam, Jetten, and Waghorn's longitudinal study ( 2009 ) on members of a theatre company confirmed that workers who were more identified with their team group were less likely to experience burnout than their less identified colleagues.”
Extending the expanded model of organizational identification to occupations (2013, background): “As an evaluative judgment (Weiss & Cropanzano, 1996), it has been associated with each of the hypothesized consequences above (Harter, Schmidt, & Hayes, 2002; Hershcovis et al., 2007; LePine, Erez, & Johnson, 2002; Maslach, Schaufeli, & Leiter, 2001; Sullivan & Bhagat, 1992). Further, job satisfacti”
The Nature of Collective Resilience: Survivor Reactions to the 2005 London Bombings (2009, result): “Yet what tells in favour of the present analysis is that this pattern of findings and its interpretation is fully in line with a growing body of well controlled laboratory and survey studies that likewise link group formation, identity, support and responses to stress (e.g. Haslam, Jetten and Wagho”