Social Comparisons in Boundary-Spanning Work: Effects of Community Outreach on Members' Organizational Identity and Identification

By Caroline A. Bartel. 2001

573 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/140fa2631d5c4557ce300b5af334b58b10cdd215

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In Organizational Behavior and Human Resource Management

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Citations in the corpus

'Employees response to corporate social responsibility: Exploring the role of employees' collectivist orientation' (2014, background): “It also enhances cooperation among the employees within an firm (Bartel, 2001; Kramer, 2006).”
Evidence toward an expanded model of organizational identification (2004, background): “Specifically, organizational identification has been found to be positively associated with performance and organizational citizenship behaviors, and negatively associated with turnover intentions and actual turnover (Abrams, Ando, & Hinkle, 1998; Bartel, 2001; Bhattacharya, Rao, & Glynn, 1995; Hasl”
Narcissistic Organizational Identification: Seeing Oneself As Central to the Organization's Identity (2015, background): “Rather, theory and empirical research tend to emphasize how members with higher levels of organizational identification are especially willing to engage in behaviors that help the organization and its members (e.g., Ashford & Barton, 2007; Bartel, 2001; Bergami & Bagozzi, 2000; Dukerich et al., 2002”
Doing good buffers against feeling bad: Prosocial impact compensates for negative task and self-evaluations (2010, background): “…et al., 2005), and perceived prosocial impact can buffer against emotional exhaustion by shifting attention away from these distressing self-views and work circumstances, increasing awareness of one’s fortunate circumstances (Bartel, 2001) and positive contributions to others (Midlarsky, 1991).”
Multiple Identification Foci and Their Countervailing Effects on Salespeople's Negative Headquarters Stereotypes (2012, unknown): “Social identification is a particularly effective way to reduce uncertainty because classifying the self and others into social categories renders the self’s and others’ behavior predictable (Bartel 2001; Hogg 2008).”
Reputation as a Benefit and a Burden? How Stakeholders’ Organizational Identification Affects the Role of Reputation Following a Negative Event (2016, background): “…characteristics to define themselves in social interactions,which can increase their self-esteem, reduce others’ uncertainty about who they are (Bartel, 2001; Hogg & Terry, 2000), and signal the congruence between their personal values and those of the organization (Whetten & Mackey, 2002).”
(Mis)Using employee volunteering for public relations: implications for corporate volunteers' organizational commitment (2015, background): “Social exchange and social identity perspectives have been identified as two key theoretical lenses to examine how employees respond toCSEV, andhypotheses derived from these theories have received empirical support (Bartel, 2001; Grant, Dutton, & Rosso, 2008; Jones, 2010; Pajo & Lee, 2011).”
Consistency Matters! How and When Does Corporate Social Responsibility Affect Employees’ Organizational Identification? (2016, background): “For example, Bartel (2001) shows that corporate engagements in the community enhance the esteem employees derive from organizational membership and their organizational identification.”
Transformational leadership, adaptability, and job crafting:the moderating role of organizational identification. (2017, background): “In the seconditem,weuseddiagramstoillustratetheextentofoverlapbetweentheemployee'sownidentityandtheorganization'sidentity (see Bartel, 2001).”
Pathways for Positive Identity Construction at Work: Four Types of Positive Identity and the Building of Social Resources (2010, background): “In a different study employees of a Fortune 500 company participated in a corporate-sponsored community service initiative, which prompted members to view the organizational identity as distinctive and positively valued, increasing members’ regard for their work organization as a collective identity”
Communication and Social Identity Theory: Existing and Potential Connections in Organizational Identification Research (2007, background): “In her study of community outreach, Bartel (2001) notes that boundary spanners in organizations are exposed to numerous other work contexts and interaction partners with whom they may develop relationships.”