Social Identity, Self-categorization, and Work Motivation: Rethinking the Contribution of the Group to Positive and Sustainable Organisational Outcomes

By S. A. Haslam, C. Powell, J. Turner. 2000

436 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/e0d171d6ae7cdac19d3f800cabbde3b5a34378c7

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In Organizational Behavior and Human Resource Management

Citations in the corpus

Managing Joint Production Motivation: The Role of Goal Framing and Governance Mechanisms (2011, background): “Goal-framing theory elaborates three different overarching goals that can be seen as the active ingredients of such mindsets (Haslam et al., 2000).”
Keys to motivating tomorrow's workforce (2006, background): “Haslam, Powell, and Turner (2000) conducted a survey in Australia which showed that people who score high on personal identity needs focus on ways of satisfying their needs for self-esteem and self-actualization.”
Your Place or Mine? Organizational Identification and Comfort as Mediators of Relationships Between the Managerial Control of Workspace and Employees' Satisfaction and Well-being (2010, background): “…and to satisfy their personal needs (e.g. for personal self-actualization; Maslow, 1943); but if they define themselves in terms of their social identity as a member of a particular group then they will want the group’s goals both to be given voice and to be met (Haslam, Powell and Turner, 2000).”
Understanding student learning in context: relationships between university students’ social identity, approaches to learning, and academic performance (2011, background): “This is consistent with social identity research on the predictive value of strong social identities in relation to behaviours that are highly relevant to that specific social identity (Bliuc et al. 2007; Cameron 2004; Ellemers et al. 1997, 2004; Haslam et al. 2001), and also to educational psycholo”
Unity Through Diversity: Value-in-Diversity Beliefs, Work Group Diversity, and Group Identification (2007, background): “…& Abrams, 1988; Tajfel & Turner, 1986), and people are therefore more likely to identify with groups seen as prestigious, high status, high performing, or that have an otherwise attractive image (Ashforth & Mael, 1989; Dutton, Dukerich, & Harquail, 1994; Haslam et al., 2000; Tajfel & Turner, 1986).”
The gender diversity–performance relationship in services and manufacturing organizations (2011, background): “The categories available for self-categorization operate at multiple levels (Haslam, Powell and Turner 2000 ).”