“I Identify with Her,” “I Identify with Him”: Unpacking the Dynamics of Personal Identification in Organizations

By Blake E. Ashforth, Beth S. Schinoff, Kristie M. Rogers. 2016

216 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/f4dfaac998ac4a3d11527a21757495305fb97b36

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In Gender Studies

In Organizational Behavior and Human Resource Management

Citations in the corpus

Growing Followers: Exploring the Effects of Leader Humility on Follower Self‐Expansion, Self‐Efficacy, and Performance (2018, unknown): “In addition, through approachability and consultability, leaders can arouse followers’ willingness to engage in self-expansion through fulfilling followers’ need for belonging (Ashforth et al., 2016).”
Leadership behavior and employee well-being: An integrated review and a future research agenda (2018, background): “Leadership behavior can also impact the followers’ identification with the organization, team and their job (Ashforth et al., 2016), which in turn is likely to enhance employee well-being (Steffens, Haslam, Schuh, Jetten, & Van Dick, 2017).”
When and how health‐oriented leadership relates to employee well‐being—The role of expectations, self‐care, and LMX (2021, background): “It is conceivable that leadership concerning individuals’ well- being and a positive match between ideal and actual leader support for employees’ well- being might evoke a strong sense of oneness with the leader (Ashforth et al., 2016), and future research could investigate this in more detail.”
From Synchronizing to Harmonizing: The Process of Authenticating Multiple Work Identities (2018, background): “Workers need to behave in ways that are consistent with role identity standards to achieve social validation for these identities (Katz and Kahn, 1978; Burke, 1991; Stryker and Burke, 2000; Ashforth, Schinoff, and Rogers, 2016).”
Master of Puppets: How Narcissistic CEOs Construct Their Professional Worlds (2017, background): “Loyalists, in turn, may seek self-enhancement through strong personal identification with the narcissistic CEO’s bold vision (Ashforth et al., 2016; Maccoby, 2000) and deliver superior firm performance (Siders, George, & Dharwadkar, 2001).”