Which Hat to Wear? The Relative Salience of Multiple Identities in Organizational Contexts

By M. Hogg, D. Terry. 2014

341 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/76da465f424f22b7437351a2eb15bfbbf5adf12e

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Organizational Behavior and Human Resource Management

1. Shefali V. Patil
2. Kristie M. Rogers
3. Blake E. Ashforth
4. Beth S. Schinoff
5. Andrew Li
6. J. Bagger
7. J. Wombacher
8. J. Dietz

Citations in the corpus

• Multiple Identification Foci and Their Countervailing Effects on Salespeople's Negative Headquarters Stereotypes (2012, neutral): “Furthermore, because employees can simultaneously identify with different groups (Ashforth and Johnson 2001; Olkkonen and Lipponen 2006) and given that identification with in-groups drives out-group stereotyping (Tajfel and Turner 1986), intergroup stereotypes are a likely subject of the interplay…”
• Dual commitment in the organization: Effects of the interplay of team and organizational commitment on employee citizenship behavior, efficacy beliefs, and turnover intentions (2017, background): “However, this argument ignores the nested nature of teams in organizations (i.e. the team and the higher-order organization form a means-end chain; see Ashforth and Johnson, 2001).”
• The Psychology of Middle Power: Vertical Code-Switching, Role Conflict, and Behavioral Inhibition (2017, methodology): “To begin to fill this gap in the literature, we develop novel propositions related to the psychological experience of power by drawing on insights from role-based identity (Ashforth & Johnson, 2001; Stryker, 1980) and role transition (Ashforth, Kreiner, & Fugate, 2000) theories.”
• The skill paradox: explaining and reducing employment discrimination against skilled immigrants (2015, background): “Which ingroup/outgroup categorizations are salient depends on characteristics of both the situation and the person (Ashforth & Johnson, 2001).”
• Being important matters: The impact of work and family centralities on the family-to-work conflict–satisfaction relationship (2012, background): “This point is particularly important because although a complete self is made up of many identities, not all of them are equally important (Ashforth and Johnson, 2002; Stryker and Serpe, 1982; Thoits, 1983).”
• Challenging the Norm of Self-Interest: Minority Influence and Transitions to Helping Norms in Work Units (2012, background): “Alternative standards of behavior can stem from different aspects of the self (Amiot, De la Sablonnière, Terry, & Smith, 2007; Ashforth & Johnson, 2001), such as personal identities (Hornsey, Majkut, Terry, & McKimmie, 2003) or other important group memberships (Sherif & Sherif, 1967; Warren, 2003).”
• “I Identify with Her,” “I Identify with Him”: Unpacking the Dynamics of Personal Identification in Organizations (2016, background): “A third outcome that may be common to opportunity- and closeness-focused PI—but not threat-focused PI—is identity holism (Ashforth & Johnson, 2001; Rogers, 2013).”