The Impact of Identity Orientation on Individual and Organizational Outcomes in Demographically Diverse Settings

By Shelley L. Brickson. 2000

558 citations recorded by the source corpus.

Subfields: Gender Studies, Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/2b5aa7375b8f9cee82e6aa003f569e30c9b572e1

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Citations in the corpus

Motivation to Lead, Motivation to Follow: The Role of the Self-Regulatory Focus in Leadership Processes (2007, background): “Forces at various levels of analysis (e.g., personality traits, dyadic relationships, organizational culture) can influence the cognitive accessibility of a given self-concept, leading to the activation of a particular identity level at a given point in time (Brickson, 2000).”
Moving Opportunism to the Back Seat: Bounded Rationality, Costly Conflict, and Hierarchical Forms (2016, background): “However, the transitory nature of project teams leads to activation of individual-level identities rather than group identities (Brickson, 2000), since group delineations are not highly salient.”
Silenced by fear:: The nature, sources, and consequences of fear at work (2009, background): “Another possibility is that some organizations have learned to harness the power of organizational identity (Brickson, 2000), such that employees actually care enough about the organization to feel angry about and personally responsible for doing something about perceived threats to the…”
Communication and Social Identity Theory: Existing and Potential Connections in Organizational Identification Research (2007, background): “Brickson and Brewer also note the importance of sharing personal information as a way to develop interpersonal relations and to personalize intergroup interactions.”
“I” is to continuance as “We” is to affective: the relevance of the self‐concept for organizational commitment (2006, background): “Recent theoretical and empirical work has distinguished among three self-concept levels—individual, relational, and collective (Brewer & Gardner, 1996; Brickson, 2000; Gabriel & Gardner, 1999; Hardie, Kashima, & Pridmore, 2005; Johnson et al., in press;Kashima&Hardie, 2000;Kashima et al., 2004; Sedi”
Team identification, trust and conflict: a mediation model (2010, background): “When a salient team identity exists, individuals are inclined to identify with this identity and are motivated to engage in behaviors that ensure the welfare of their group (Brickson, 2000).”
SUBGROUP DYNAMICS IN INTERNATIONALLY DISTRIBUTED TEAMS: ETHNOCENTRISM OR CROSS-NATIONAL LEARNING? (2004, background): “Likewise, Brickson (2000) describes how integrated communication networks reduce the tendency for team members to categorize one another and fracture into subgroups. Maintaining inclusive contact is a challenge for distributed teams, whose collocated members typically interact more frequently with o”
“I Identify with Her,” “I Identify with Him”: Unpacking the Dynamics of Personal Identification in Organizations (2016, background): “Various scholars have argued that in addition to a collective level of self composed of one’smemberships in groups, individuals have a relational or interpersonal level of self composed of one’s role relationships, such as spouse-spouse and coworker-coworker (Brewer &Gardner, 1996; Brickson, 2000; C”
TARGET PRACTICE: AN ORGANIZATIONAL IMPRESSION MANAGEMENT APPROACH TO ATTRACTING MINORITY AND FEMALE JOB APPLICANTS (2006, background): “Research suggests that identification strength and numerical distinctiveness increase identity salience (Brickson, 2000; Forehand, Deshpandé, & Reed, 2002; Mehra et al., 1998; Randel, 2002; Saylor & Aries, 1999; Thompson, 1999), such that strongly identified people and those who are demographically ”
Social identity patterns in culturally diverse organizations: The role of diversity climate (2012, unknown): “Also, the development of cross-group friendships (Pet-tigrew, 1998) or a focus on interpersonal relations, as opposed to intergroup relations (Brickson, 2000; Vos, 2009), has been shown to reduce the negative effects of diversity.”
Leadership and followership identity processes: A multilevel review ☆ (2017, methodology): “At this level, individuals utilize comparisons with other individuals as a frame of reference (Brickson, 2000).”
Servant Leadership Behaviour Scale: A hierarchical model and test of construct validity (2011, background): “Corroborating the social identity theory, particularly the relational identity orientation which defines self in relation to close interpersonal and affective relationships (Brickson, 2000), it is highly likely that servant leadership behaviours received by the raters positively boosts the quality o”
Gender, Race, and Perceived Similarity Effects in Developmental Relationships: The Moderating Role of Relationship Duration (2002, background): “…form first impressions of others based on salient observable characteristics of the persons, such as gender and race, and categorize the persons based in part on their gender and race similarity (Brickson, 2000; Stangor, Lynch, Duan, & Glass, 1992; Tajfel & Turner, 1986; Tsui, Xin, & Egan, 1995).”