Relational Versus Collective Identification Within Workgroups

Shu Zhang · Guoquan Chen · Xiao-Ping Chen · Dong Liu · Michael D. Johnson

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Job Satisfaction and Organizational Behavior Social and Intergroup Psychology Team Dynamics and Performance

Abstract

This article distinguishes between two types of employee identification developed in organizational workgroups: (1) relational identification, which arises from connections and role relationships with other members in a workgroup, and (2) collective identification, which arises from the shared characteristics of a workgroup as a whole. Using three independent field samples, the authors generated new, context-specific measurements for relational and collective identification using an inductive, multistage approach; established their construct validity; and provided evidence for their differential antecedents and consequences in organizational workgroups. Results indicate that relational and collective identification are distinct constructs and that they are embedded in separate nomological networks.

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References

1995The need to belong: Desire for interpersonal attachments as a fundamental human motivation.1991Culture and the Self: Implications for Cognition, Emotion, and Motivation 1954A Theory of Social Comparison Processes 2001Birds of a Feather: Homophily in Social Networks 2004The Social Identity Theory of Intergroup Behavior 1986Psychology of intergroup relations 1989Social Identity Theory and the Organization 1982Social Psychology of Intergroup Relations

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