Psychology in organizations: The social identity approach

By David de Cremer. 2001

935 citations recorded by the source corpus.

View Paper: https://www.semanticscholar.org/paper/f45e9047be2c4027ec31a03a0060cac4e6ed1f9a

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Citations in the corpus

Advancing the social identity theory of leadership: A meta-analytic review of leader group prototypicality (2020, background): “This insight is important because researchers have argued and shown that people’s internalization of a group as part of their self-concept is a basis for a range of key group and organizational behaviors (Ashforth et al., 2008; Haslam, 2001; Hogg & Terry, 2000; Turner, 1982).”
Identity and Cooperative Behavior in Groups (2001, result): “By defining identification as the individual’s cognitive intermingling of self and group, we differ from two other ways that identification has been measured in prior studies (see Haslam, 2001, for examples of identification scales).”
The Impact of Group Membership on Cooperation and Norm Enforcement: Evidence Using Random Assignment to Real Social Groups (2006, unknown): “ This view has been advanced in social identity theory (see Haslam 2001, for an overview), in work on the economics of identity (Akerlof and Kranton 2000 and 2005) and in the literature on social capital (Putnam 1993; Knack and Keefer 1997; La Porta et al.”
Role of Organizational Identification on Implicit Leadership Theories (ILTs), Transformational Leadership and Work Attitudes (2001, background): “SOCIAL psychology is experiencing a renaissance in examining processes within an organizational context (Haslam, 2001; Hogg & Terry, 2000, 2001; van Knippenberg & Hogg, 2001) and in particular the role of identification to leadership G P I R”
Thinking job embeddedness not turnover: Towards a better understanding of frontline hotel worker retention (2014, unknown): “instance, outgroups are well-known to search for distinctive and positive features that psychologically separate them from wider communities (Haslam, 2004).”
Finding Value in Diversity: Verification of Personal and Social Self-Views in Diverse Groups (2004, background): “The group member can only decide whether or not to identify with the group, a decision that will theoretically be determined by the extent to which the person is “perceptually ready” to internalize the particular social category associated with the group (Haslam, 2001).”
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): “Moreover, a number of commentators have argued that confidence in Tayloristic approaches to space management is based on ideological conviction (e.g. belief in the ‘managerial prerogative’) rather than empirical evidence (Baldry, 1997; Baldry, Bain and Taylor, 1998a; Haslam, 2004).”
Team conflict management and team effectiveness: the effects of task interdependence and team identification (2009, background): “Team identity determines whether people will be inclined to follow team norms and exert themselves on behalf of the team (e.g., Barreto & Ellemers, 2000; Haslam, 2001; Wegge & Haslam, 2003).”
The influence of transformational leadership and organizational identification on intrapreneurship (2011, background): “It has been argued that OID is a particular form of social identity—one associated with membership of a given organization (Haslam 2001).”
A multi-level investigation of psychological contract breach and organizational identification through the lens of perceived organizational membership: testing a moderated-mediated model (2013, background): “Identification refers to “a relatively enduring state that reflects an individual’s readiness to define him- or herself as a member of a particular social group” (Haslam, 2001, p.383).”
Language Fluency, Socialization and Inter-Unit Relationships in Chinese and Finnish Subsidiaries (2007, unknown): “What drives trust and shared vision among internationally dispersed units? The social identity theory literature (Tajfel, 1982; Tajfel and Turner, 1986) has shown that identity fosters trust (Kramer, 1993) as well as communication and shared understanding (Haslam, 2001).”
An organizational ethic of care and employee involvement in sustainability-related behaviors: A social identity perspective (2017, background): “Thus, OID arises when employees see an organization’s essence as self-defining (Ashforth et al., 2008; Haslam, 2004), and OID reflects the “the degree to which a member defines him- or herself by the same attributes that he or she believes define the organization” (Dutton, Dukerich, & Harquail,…”
Why does organizational identification relate to reduced employee burnout? The mediating influence of social support and collective efficacy (2015, background): “Starting from the integrative proposition by Van Dick and Haslam (2012), we tested the hypothesis that organizational identification relates to reduced levels of burnout through two consecutive mediating steps – via enhanced social support and, in turn, increased collective efficacy.”
The Motivational Theory of Role Modeling: How Role Models Influence Role Aspirants’ Goals (2015, background): “In other words, just as leaders do not exist without followers (Haslam, 2004; Haslam, Reicher, & Platow, 2011), role models do not exist without role aspirants.”