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Article
Publication date: 18 April 2016

Oscar Holmes IV, Marilyn V. Whitman, Kim S. Campbell and Diane E. Johnson

The purpose of this paper is to explore what individuals perceive as social identity threats, the sources of the threat, individuals’ responses, and the consequences of the…

1671

Abstract

Purpose

The purpose of this paper is to explore what individuals perceive as social identity threats, the sources of the threat, individuals’ responses, and the consequences of the threat.

Design/methodology/approach

Narratives from 224 individuals were collected. A sample of 84 narratives were analyzed in depth using a qualitative content analysis approach.

Findings

Initial support for identity threat response theory was found. Three new distinct threat responses – constructive action, ignore, and seek assistance – were uncovered. Additionally, harm/loss appraisals were found to be perceived and reacted to similarly to Petriglieri-defined identity threats.

Originality/value

This study contributes to identity scholarship by shedding further light on the “theoretical black box” associated with identity threat. Such insight is necessary in further enhancing our understanding of the impact that identity threat has at the individual and organizational level.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 35 no. 3
Type: Research Article
ISSN: 2040-7149

Keywords

Article
Publication date: 3 July 2023

Jaimi Garlington, Cass Shum, Gloria Wong-Padoongpatt and Laura Book

Racial code-switching is an impression management behavior for people to blend into social and professional situations by adhering to norms outside their own. Drawing on the…

Abstract

Purpose

Racial code-switching is an impression management behavior for people to blend into social and professional situations by adhering to norms outside their own. Drawing on the identity threat perspective, this study aims to examine the harmful effects of racial code-switching on employee psychological depression and hospitality industry turnover intentions.

Design/methodology/approach

The current study used a two-wave time-lagged survey of 286 restaurant frontline employees. Participants were asked to rate their racial code-switching, identity threat and shame in the first survey. Participants reported their depression and industry turnover intention in the second survey one week later.

Findings

The results showed that employees that engaged in racial code-switching had higher intentions to leave the hospitality industry via the sequential mediating roles of identity threat, shame and depression.

Practical implications

The findings provide practical implications on how hospitality practitioners can foster employee authenticity and tenure by evaluating impression management strategies. This paper provides a discussion, suggestions and future research directions on how to take sustainable actions toward diversity, equity, inclusion, justice and belonging.

Originality/value

Although racial code-switching is a common behavioral strategy for whites and people of color, research on racial code-switching in the hospitality industry is limited. This study is among the first to examine racial code-switching’s health and career consequences.

Details

International Journal of Contemporary Hospitality Management, vol. 35 no. 11
Type: Research Article
ISSN: 0959-6119

Keywords

Article
Publication date: 3 June 2021

Andrea Slobodnikova and Brandon Randolph-Seng

One of the goals of various European Union (EU) organizations (i.e. Roma and non-Roma nonprofits) is the integration of Roma into the educational system. A challenge for the…

Abstract

Purpose

One of the goals of various European Union (EU) organizations (i.e. Roma and non-Roma nonprofits) is the integration of Roma into the educational system. A challenge for the educational systems of EU countries, therefore, is to determine how to support the academic performance of Roma. Understanding the positive and negative factors related to Roma’s academic performance and achievement is an important first step in increasing academic success among this minority group.

Design/methodology/approach

A quantitative experimental design was used both online and face-to-face to examine whether stereotype threat had an influence on the academic performance of Roma in Slovakia and second, whether such threat was moderated by social identification and academic self-efficacy.

Findings

The results showed that stereotype threat does influence Roma in Slovakia and there were direct effects of social identity and academic self-efficacy on academic performance of the face-to-face participants.

Originality/value

Consistent with stereotype threat theory, to the best of authors’ knowledge, this research is the first to show that a stereotype threat did harm the academic performance of the face-to-face Roma sampled. Further, although many studies have examined stereotype threat effects on academic performance, little is known regarding whether social identification and academic self-efficacy have an influence on such threats. The results of the study show that social identification and academic self-efficacy had a significant direct influence on academic performance.

Details

Journal for Multicultural Education, vol. 15 no. 2
Type: Research Article
ISSN: 2053-535X

Keywords

Article
Publication date: 5 June 2018

Monique Combes-Joret and Laëtitia Lethielleux

After eight years of reforms, the French Red Cross (FRC) changed status from humanitarian association to nonprofit organization (NPO). This in-depth study of the organization’s…

Abstract

Purpose

After eight years of reforms, the French Red Cross (FRC) changed status from humanitarian association to nonprofit organization (NPO). This in-depth study of the organization’s recent past (2005-2013) aims to highlight several identity threats linked to the ongoing process of organizational rationalization and managerialization. The main contribution of this paper is based on the responses provided by this NPO to deal with it.

Design/methodology/approach

This communication has been produced as part of a three-year research contract (2010-2013) for the FRC. A total of 39 semi-structured interviews conducted between February and June 2013, participatory observation and documentary study. Of the 39 interviews, 29 were usable, and these were analyzed using ALCESTE software. This software enabled the authors to quantify and extract the strongest signifying structures.

Findings

The “Red Cross” meta-identity has so far enabled FRC to change its identity, not without difficulty, but without major organizational crises. In this case, the results confirm the Ravasi at Schultz model (2006) by underlining the difficulty to create a “giving sense process.” At managerial level, the choice of “self-regulated” professionalization seems to have made the most impact in changing the members’ identity understanding. In response to the threat of the fragmentation of social links, the implementation of an important internal communication policy around the idea of a “community of actors” has not had the expected results.

Research limitations/implications

This study is based on a unique case with unusual dimensions (18,025 employees and 56,136 volunteers).

Practical implications

The example of the FRC is indicative of what happens in the nonprofit sector. The answers provided by this extraordinary association may inspire other organizations facing an identity crisis.

Originality/value

This paper reveals two major contributions. First, it validates the appropriateness of the Ravasi and Schultz model (2006) for the study of identity change in social enterprises. Second, it assists managers through its analysis of the appropriateness of procedures and tools used to support identity change. From an international perspective, this paper also contributes by describing the evolution of NPOs in the French context.

Details

Society and Business Review, vol. 14 no. 1
Type: Research Article
ISSN: 1746-5680

Keywords

Article
Publication date: 20 November 2017

Courtney L. McCluney, Courtney M. Bryant, Danielle D. King and Abdifatah A. Ali

Racially traumatic events – such as police violence and brutality toward Blacks – affect individuals in and outside of work. Black employees may “call in Black” to avoid…

3007

Abstract

Purpose

Racially traumatic events – such as police violence and brutality toward Blacks – affect individuals in and outside of work. Black employees may “call in Black” to avoid interacting with coworkers in organizations that lack resources and perceived identity and psychological safety. The paper aims to discuss this issue.

Design/methodology/approach

The paper integrates event system theory (EST), resourcing, and psychological safety frameworks to understand how external, racially traumatic events impact Black employees and organizations. As racially traumatic events are linked to experienced racial identity threat, the authors discuss the importance of both the availability and creation of resources to help employees to maintain effective workplace functioning, despite such difficult circumstances.

Findings

Organizational and social-identity resourcing may cultivate social, material, and cognitive resources for black employees to cope with threats to their racial identity after racially traumatic events occur. The integration of organizational and social-identity resourcing may foster identity and psychologically safe workplaces where black employees may feel valued and reduce feelings of racial identity threats.

Research limitations/implications

Implications for both employees’ social-identity resourcing practice and organizational resource readiness and response options are discussed.

Originality/value

The authors present a novel perspective for managing diversity and inclusion through EST. Further, the authors identify the interaction of individual agency and organizational resources to support Black employees.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 36 no. 8
Type: Research Article
ISSN: 2040-7149

Keywords

Article
Publication date: 15 February 2011

Anna A. Łupina‐Wegener, Susan C. Schneider and Rolf van Dick

Building on social identity theory, the purpose of this paper is to present a study on the socio‐cultural integration process in a merger of two European pharmaceutical…

2874

Abstract

Purpose

Building on social identity theory, the purpose of this paper is to present a study on the socio‐cultural integration process in a merger of two European pharmaceutical subsidiaries in Mexico. The paper investigates antecedents of perceived threat to pre‐merger identities in an officially claimed “merger‐of‐equals”.

Design/methodology/approach

A mixed‐methods approach was adopted comprising semi‐structured interviews (with 37 interview partners) and standardized employee surveys with 890 respondents.

Findings

Findings indicate that identity of the new organization was largely shared among members of the different subgroups. Though the employees considered their pre‐merger identities to be at stake (as demonstrated through the interviews), this experienced threat was not very strongly expressed in the survey. In fact, the sub‐groups were able to maintain distinctiveness, acknowledge the value added of each group, and had access to resources.

Research limitations/implications

The main study limitation concerns the fact that this research was conducted using a cross‐sectional design. It would be interesting in future research to observe the processes as they unfold over time.

Practical implications

The paper's findings may help managers and change agents to understand that within merger partners, subgroups exist and different concerns in terms of their identity may emerge.

Originality/value

The results shed light on how shared identity in the new organization can successfully develop despite different perceptions of the integration process of members from the acquired and the acquiring groups. In contrast to past research findings on M&As, positive results were achieved despite contradictory perceptions of integration process of members of the acquired and the acquiring groups.

Details

Journal of Organizational Change Management, vol. 24 no. 1
Type: Research Article
ISSN: 0953-4814

Keywords

Article
Publication date: 12 January 2023

Xin Wang, Hong Zhu, Di Jiang, Shaoang Xia and Chunqu Xiao

The rapid innovation of artificial intelligence (AI) technology promotes the prosperity of the AI product market. However, consumers seem to have negative attitudes (e.g…

Abstract

Purpose

The rapid innovation of artificial intelligence (AI) technology promotes the prosperity of the AI product market. However, consumers seem to have negative attitudes (e.g. prejudice, aversion) toward AI products and services. Those negative attitudes are rooted in the fear that AI might replace humans. The authors thus propose that turning the image of AI from substitutes to facilitators can alleviate identity threat perception. This paper aims to examine how the image of AI products (facilitators vs substitutes) influences consumer evaluation and explores the underlying mechanism and boundary conditions.

Design/methodology/approach

This study uses four experiments with between-subjects designs to investigate whether the image of AI products (facilitators vs substitutes) will affect consumer evaluation in specific consumption and service scenarios. The same products (or services) were manipulated as “substitute” or “facilitator” through advertisement slogans. Participants were randomly assigned to a condition and read the advertisement, then they reported their evaluation. The mediator perceived identity threat and the moderator preconceived perceptions of AI risks were measured by scales. The moderator, self-affirmation, was manipulated through the instruction of the experiment.

Findings

This study demonstrates that consumers give higher evaluation of AI products in the image of the facilitator than in the image of the substitute (Study 1). The underlying mechanism is that the perceived identity threat caused by “facilitator” products is lower than “substitute” products (Study 2). The effect of AI image is moderated by consumers’ preconceived perceptions of AI risks (Study 3) and self-affirmation (Study 4). Specifically, for consumers who have a strong AI risk-perception, this effect exists, but it disappears for consumers who have a weak AI risk perception. When consumers are given a strong self-affirmation, the negative impact of the “substitute” image disappears.

Originality/value

This paper analyzes the psychological root of consumers’ negative evaluation of AI technology from the perspective of AI’s image. The proposed typology of “substitutes” and “facilitators” helps expand the vision on brand/product image and enriches the research on consumer self-identity in today’s highly informatized market. The findings shed light on how to choose appropriate image for AI products, which will be crucial for increasing consumers’ acceptance of AI products.

Details

Nankai Business Review International, vol. 14 no. 1
Type: Research Article
ISSN: 2040-8749

Keywords

Open Access
Article
Publication date: 6 March 2023

Oskari Rintala

For a long time, researchers have stressed the importance of identity for collaborative supply relationships. Accordingly, it has been proposed that supply relationships may be…

Abstract

Purpose

For a long time, researchers have stressed the importance of identity for collaborative supply relationships. Accordingly, it has been proposed that supply relationships may be efficiently managed by establishing a shared collective identity among partners. However, this strategy may challenge the partners' individual distinctiveness and thus lead to adversarial relationship outcomes. In this article, it is argued how and when establishing an intergroup relational identity may be a better choice than building a collective identity.

Design/methodology/approach

The conceptual research is based on an analysis of previous literature. Relational identity theorizing and the theory of intergroup leadership are applied to build on and extend previous views on identity in interorganizational contexts.

Findings

It is proposed that when supply chain actors are subject to identity threats in collaborative supply relationships, such threats are driven by the imbalance of power between or among the parties. Therefore, establishing an intergroup relational identity should be preferred over a collective identity in situations characterized by a high identity threat.

Research limitations/implications

Future studies could support this article's theoretical suggestions with empirical evidence.

Practical implications

Intergroup relational identity preserves the distinctiveness of all parties involved in a collaborative relationship and is based on their individual contributions. Managers could support a collaborative environment and promote a shared vision between or among organizations through appropriate rhetoric.

Originality/value

This study contributes to an understanding of the relational aspects of interorganizational behavior by adapting social psychological theories to this area of research.

Details

International Journal of Physical Distribution & Logistics Management, vol. 53 no. 2
Type: Research Article
ISSN: 0960-0035

Keywords

Article
Publication date: 13 March 2017

Heidi Ellise Collins and Santina Bertone

The purpose of this paper is to explore changes in the identity constructions of expatriate accompanying spouses, as experienced throughout their first year of adjustment to…

Abstract

Purpose

The purpose of this paper is to explore changes in the identity constructions of expatriate accompanying spouses, as experienced throughout their first year of adjustment to living in Sarawak, Malaysia.

Design/methodology/approach

Using interview data collected longitudinally throughout ten participants’ first year of living in Malaysia, changes observed in participants’ adjustment narratives over time form the basis of an analysis of successful and unsuccessful cases of identity adjustment.

Findings

An international relocation presents varying degrees of threat or challenge to expatriate spouses’ central identities. The degree of threat posed will predict the amount of redefinition of social, role, and personal identities required for successful adjustment across social, cultural, and personal domains. Men experienced threats to their career/worker identity, whereas women faced multiple threats to identities such as mother, wife/partner, child, and also their career/worker identity.

Research limitations/implications

Results of this small-n research may not be generalisable, but do offer new interpretations of adjustment processes, including potential gender differences. The usefulness of longitudinal narrative inquiry for exploring experience of change is highlighted.

Practical implications

Conversations about identity constructions should be held with expatriate spouses in order to support relocation decision making, and to customise support programmes. Governments wanting to attract and retain foreign talent should consider policies that address employment options for spouses, which will allow for the continuation of central career identities.

Originality/value

Longitudinal case study analysis results in new interpretations of the adjustment experiences of expatriate spouses over time.

Details

Journal of Global Mobility: The Home of Expatriate Management Research, vol. 5 no. 1
Type: Research Article
ISSN: 2049-8799

Keywords

Article
Publication date: 9 July 2021

Lijing Zhao, Shuming Zhao, Hao Zeng and Jingyi Bai

Drawing on identity theory and the symbolic interactionism perspective of identity theory, this study aims to construct a moderated mediation framework to test the effects of…

Abstract

Purpose

Drawing on identity theory and the symbolic interactionism perspective of identity theory, this study aims to construct a moderated mediation framework to test the effects of perceived overqualification (POQ) on knowledge sharing (KS) through professional identity threat (PIT) and the moderating role of coworkers' help-seeking behavior (CHSB).

Design/methodology/approach

This paper uses a quantitative multistudy research design with a combination of a scenario experiment (Study 1) and a two-wave field study among 220 supervisor-subordinate dyads at a power company in China. Using analysis of variance, confirmatory factor analysis (CFA) and bootstrapping method, the authors validated the research hypothesis.

Findings

In the scenario experiment study (study 1), the authors find that POQ is positively related to PIT and that CHSB negatively moderates the positive impact of POQ on PIT. The field study (study 2) replicated the above findings and found that PIT mediates the negative effect of POQ on KS. In addition, CHSB negatively moderates the mediating role of PIT between POQ and KS.

Originality/value

First, the current study extended the nomological network of POQ research by examining its influence on employees' KS. Second, this study empirically investigated the mediating role of PIT, which provided a new explanatory mechanism for the influence of POQ. Finally, this study demonstrates the moderating role of CHSB—a situational factor that has been ignored in previous studies.

Details

Baltic Journal of Management, vol. 16 no. 5
Type: Research Article
ISSN: 1746-5265

Keywords

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