SOCIAL IDENTITY IN INDUSTRIAL AND ORGANIZATIONAL PSYCHOLOGY: CONCEPTS, CONTROVERSIES AND CONTRIBUTIONS

By S. Cartwright, S. A. Haslam, N. Ellemers, Michael J. Ingerick, S. Gilliland, Layne Paddock, L. Thomas, Claire E. Ashton-James. 2006

391 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/67fc5f8b3562da6e7e151ad5453e47672edf81a5

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Citations in the corpus

Ethical leadership, organizational identification and employee voice: examining moderated mediation process in the Chinese insurance industry (2014, background): “…framework to explore and understand issues of leadership, productivity, communication and decision-making or stress in the workplace and has also been applied to topics such as power, protest and collective action, negotiation, mergers and many others (Haslam 2004; Haslam and Ellemers 2005).”
Identification in Organizations: An Examination of Four Fundamental Questions (2008, background): “First, and by far the most influential at the micro level, is the conceptualization from social identity theory and its sister approach, self-categorization theory (SIT/SCT; see Haslam & Ellemers, 2005, for a particularly lucid overview).”
Multiple Identities and Work Motivation: The Role of Perceived Compatibility between Nested Organizational Units (2007, neutral): “In recent years, social identification has become a major topic in organizational behaviour research (see Haslam, 2004; Haslam and Ellemers, 2005; Van Dick, 2004).”
“I Identify with Her,” “I Identify with Him”: Unpacking the Dynamics of Personal Identification in Organizations (2016, methodology): “This research is typically premised on social identity theory (Tajfel & Turner, 1986; see Haslam & Ellemers, 2005, 2011, for reviews in organizational contexts)and itsoffshoot, self-categorization theory (Hogg & Terry, 2000; Turner, Hogg, Oakes, Reicher, & Wetherell, 1987).”
Testing and extending the group engagement model: linkages between social identity, procedural justice, economic outcomes, and extrarole behavior. (2009, neutral): “However, considerable evidence demonstrates that people do not always act in the service of their instrumentality and resource concerns (see Gintis, Bowles, Boyd, & Fehr, 2005; Haslam & Ellemers, 2005; Kohn, 1999; Miller & Ratner, 1998; Pearce, 1987).”
Identity in Organizations: Exploring Cross-Level Dynamics (2011, background): “P le as e se nd an y qu es tio ns re ga rd in g th is po lic y to pe rm is si on s@ in fo rm s. or g. affect the nature of the work group), and groups facilitate the identity (or identities) of the organization (e.g., departments contribute to organizational goals), just as the organization…”
Identity Dynamics in Occupational Dirty Work: Integrating Social Identity and System Justification Perspectives (2006, background): “SIT was selected because it is arguably the preeminent theory of identity dynamics in intergroup contexts, particularly in organizational studies (cf. Haslam 2005).”
The challenge of leading on unstable ground: Triggers that activate social identity faultlines (2009, background): “…1993), involving the creation of a common or superordinate category that is inclusive across social groups; subcategorization (Dovidio et al., 1998; Haslam & Ellemers, 2005; Hewstone & Brown, 1986) where interactions are structured so that identity groups have distinct but complementary roles that…”
One of Us or One of My Friends: How Social Identity and Tie Strength Shape the Creative Generativity of Boundary-Spanning Ties (2014, background): “Yet the more people identify with a social group, the more they focus on the group, its concerns, and its members as rewards accrue from supporting valued groups (Haslam & Ellemers, 2005).”