IDENTIFICATION IN ORGANIZATIONS: THE ROLE OF SELF-CONCEPT ORIENTATIONS AND IDENTIFICATION MOTIVES.

Danielle Cooper · Sherry M. B. Thatcher

332 citations0/0 files storedAcademy of Management Review

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Job Satisfaction and Organizational Behavior Social and Intergroup Psychology Management and Organizational Studies

Abstract

We develop an integrative framework that sheds light on managing multiple targets of employee identifications—specifically, coworker, workgroup, and organizational identifications. Drawing from cross-cultural and gender studies, we distinguish between individual tendencies (self-concept orientations) and self-definitions with specific relationships or groups (identifications). We explicate the role of individualist, relationist, and collectivist self-concept orientations, as well as identification motives, on organizationally relevant identifications and conclude with a discussion of the implications for identification in organizations.

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References

2000Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being.1995The need to belong: Desire for interpersonal attachments as a fundamental human motivation.1991Culture and the Self: Implications for Cognition, Emotion, and Motivation 2000An Integrative Theory of Intergroup Conflict 1989Rediscovering the Social Group: A Self-Categorization Theory.1992Alumni and their alma mater: A partial test of the reformulated model of organizational identification 1970Role Conflict and Ambiguity in Complex Organizations 1991The Social Self: On Being the Same and Different at the Same Time

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