Search results

21 – 30 of 40
Book part
Publication date: 21 March 2003

Katherine J Reynolds, John C Turner and S.Alexander Haslam

Within social and organizational psychology and the other social sciences the concept of identity is now widely embraced. Two theories that are increasingly being applied to help…

Abstract

Within social and organizational psychology and the other social sciences the concept of identity is now widely embraced. Two theories that are increasingly being applied to help make sense of group and organizational identification are social identity theory and self-categorization theory (Tajfel, 1978; Turner, 1982; Turner, Hogg, Oakes, Reicher & Wetherell, 1987). These theories, jointly referred to as the social identity perspective, recognise that people’s individual characteristics and their group memberships play a significant role in shaping attitudes, values, beliefs, and behavior. Given this focus, interest in these theories mirrors the growing popularity of group-based management techniques applied to topics such as group decision-making, team building, group performance, organizational culture and organizational change.

Details

Identity Issues in Groups
Type: Book
ISBN: 978-1-84950-168-2

Book part
Publication date: 21 March 2003

Sherry M.B Thatcher, Lorna Doucet and Ece Tuncel

Research on teams in organizations inadequately reflects the importance of individual-level identity processes. This study seeks to redress this situation by answering three…

Abstract

Research on teams in organizations inadequately reflects the importance of individual-level identity processes. This study seeks to redress this situation by answering three questions: what is the content of the individuals’ identities in the workplace; why do individuals communicate their identities in the workplace; and how do individuals communicate identities in the workplace. The results of an interview-based study of 36 IT professionals suggest that the subjective identities that are important to individuals in the workplace are rarely those that are derived from objective demographic characteristics. We have also developed two taxonomies of identity communication processes revolving around the reasons for identity communication and the methods of identity communication.

Details

Identity Issues in Groups
Type: Book
ISBN: 978-1-84950-168-2

Book part
Publication date: 21 March 2003

Sandra E Spataro

This chapter proposes a model of person-situation interactions to explain when individuals react to demographic diversity in their work places. Qualitative research reported here…

Abstract

This chapter proposes a model of person-situation interactions to explain when individuals react to demographic diversity in their work places. Qualitative research reported here suggests individual identities likely influence reactions to diversity and should be considered in conjunction with traditional situational factors. The model developed from this research looks at interactions between high and low identification with demographic categories and strong and weak situational cues toward such categories to explain when individuals are most likely to respond (or not respond) to diversity. The proposition that motivated reactions to diversity are observable only when both situational and personal factors contribute is advanced.

Details

Identity Issues in Groups
Type: Book
ISBN: 978-1-84950-168-2

Book part
Publication date: 21 March 2003

Batia M Wiesenfeld and Patricia F Hewlin

Managers’ boundary spanning role is critical to the effectiveness of groups, teams and organizations. We explore the identity predicament of boundary spanning managers, who must…

Abstract

Managers’ boundary spanning role is critical to the effectiveness of groups, teams and organizations. We explore the identity predicament of boundary spanning managers, who must create synergies across multiple identities. In the context of identity threat, formerly synergistic identities may be brought into conflict – a phenomenon we label identity splintering. Our theory and empirical results suggest that identity splintering creates a discrepancy between the identities that boundary spanning managers claim and those they enact.

Details

Identity Issues in Groups
Type: Book
ISBN: 978-1-84950-168-2

Article
Publication date: 13 May 2014

Mehlika Saraç, Ismail Efil and Mehmet Eryilmaz

Like all other human behaviors, creativity must be examined by considering both personal and situational influences. “Person-organization fit” (POF) provides a suitable…

4168

Abstract

Purpose

Like all other human behaviors, creativity must be examined by considering both personal and situational influences. “Person-organization fit” (POF) provides a suitable theoretical perspective to investigate the congruence between persons and organizations in the domain of creativity. However, few studies have examined the effects of POF on creative behavior. Although the majority of these studies have identified a positive relationship between POF and creativity, it is suggested that congruent individuals are less likely to be inventive. The current study will examine the positive relationship between POF and employees' self-rated creativity in the Turkish context. The paper aims to discuss these issues.

Design/methodology/approach

Subjective POF measures and a creativity measure were adapted for this research, and multiple regression was used to calculate whether and how POF relates to creativity.

Findings

Two important conclusions were found from the analyses. One of these significant interaction effects was found on employee creativity. And the second is congruence between personal values and current organizational values would effect employee creativity positively. Detailed findings and contributions have been discussed.

Research limitations/implications

Although providing an important contribution to POF and creativity literature, this study had some limitations. In this study, self-rating method has been used to measure employee creativity. However, supervisor rating is the most common way in field studies and gives more objective results than self-rating method.

Practical implications

The findings provide valuable information for human resource practitioner about the importance of situational factors as far as personal characteristics for enhancing creative behavior in organizations.

Originality/value

As far as it is known, there are few studies to examine the relationship between POF and creativity empirically. The majority of these researches examined the complementary fit (demand-abilities, need-supply, value-supply fit). On the other hand, this study specially has focused on supplementary fit (POF), rather than complementary fit and examined its relationship with employee creativity by considering a wide set of values in the Turkish context.

Details

Management Research Review, vol. 37 no. 5
Type: Research Article
ISSN: 2040-8269

Keywords

Book part
Publication date: 21 March 2003

A.Alexandra Michel and Karen E Jehn

This chapter describes a two-year comparative study in two investment banking departments that investigated the relationship between identification, shared cognition, and group…

Abstract

This chapter describes a two-year comparative study in two investment banking departments that investigated the relationship between identification, shared cognition, and group performance. The data replicates previous research that found a positive relationship between group members’ subjective experience of unity with their group, shared cognition, and group performance. However, in contrast to previous research, we found that identification did not facilitate but undermined such a subjective experience of unity. Identification, therefore, impeded shared cognition and group performance, as compared to an alternative way in which bankers experienced unity that we refer to as direct involvement.

Details

Identity Issues in Groups
Type: Book
ISBN: 978-1-84950-168-2

Book part
Publication date: 21 March 2003

Priti Pradhan Shah and Kurt T Dirks

Social networks provide the architecture to facilitate important socio-emotional and task related exchanges within groups. However, researchers have just begun to explore how…

Abstract

Social networks provide the architecture to facilitate important socio-emotional and task related exchanges within groups. However, researchers have just begun to explore how relationships form in groups comprised of individuals who differ on one or more dimensions. This paper investigates the role of social categorization and social network theories on the formation of social networks within diverse groups. We suggest that each perspective offers an alternative, but incomplete, understanding of how relationships may arise in diverse groups. Specifically, we integrate these two perspectives to provide a more complete understanding of how different types of diversity impact tie formation and allow individuals in diverse groups to achieve their socio-emotional and task-related objectives.

Details

Identity Issues in Groups
Type: Book
ISBN: 978-1-84950-168-2

Book part
Publication date: 21 March 2003

Francis J Flynn and Jennifer A Chatman

Social categorization processes may lead work groups to form different types of group norms. We present a model of norm formation and suggest that group norms may emerge…

Abstract

Social categorization processes may lead work groups to form different types of group norms. We present a model of norm formation and suggest that group norms may emerge immediately following the group’s inception. Further, the content of such norms may be influenced by group members’ demographic heterogeneity. We outline a profile of work group norms and describe how social categorization processes influence norm formation. We also develop a series of testable propositions related to these norms. Finally, we discuss the implications of our social categorization model for future research on work groups in organizations.

Details

Identity Issues in Groups
Type: Book
ISBN: 978-1-84950-168-2

Book part
Publication date: 21 March 2003

Adam D Galinsky, Kurt Hugenberg, Carla Groom and Galen V Bodenhausen

We present a model of reappropriation, the phenomenon whereby a stigmatized group revalues an externally imposed negative label by self-consciously referring to itself in terms of…

Abstract

We present a model of reappropriation, the phenomenon whereby a stigmatized group revalues an externally imposed negative label by self-consciously referring to itself in terms of that label. The model specifies the causes and consequences of reappropriation as well as the essential conditions necessary for reappropriation to be effective. To place the concept of reappropriation in proper context, we begin by discussing the roots of stigma and the mediating role played by social categorization and social identity in the realization of stigma’s deleterious effects. We also discuss the strategies available to both individuals and groups by which stigmatized individuals can enhance their devalued social identities. We provide a discussion of two historical cases of reappropriation and some preliminary empirical evidence concerning the consequences of self-labeling and attempting to reappropriate a stigmatizing label. Finally we discuss the implications of the model for groups and teams, both within and outside of organizations.

Details

Identity Issues in Groups
Type: Book
ISBN: 978-1-84950-168-2

Book part
Publication date: 21 March 2003

Michael G Pratt

I argue that while group and organizational identity research is gaining in popularity, there has not been sufficient attention paid to explicating what identity refers to at the…

Abstract

I argue that while group and organizational identity research is gaining in popularity, there has not been sufficient attention paid to explicating what identity refers to at the level of the collective. The goal of this chapter is to ‘disentangle’ various issues associated with the concept of collective identity. To meet this goal, I pose questions that scholars should consider when engaging in identity-related research. I begin by asking, “Is it identity?” Here, I address the characteristics that are central to identity, and that differentiate it from similar constructs (e.g. culture). I then ask, “Is it collective identity?” Here, I address issues of levels of analysis, identity locus and origin, as well as how identity comes to be shared in the collective via socialization and media. I conclude by discussing how identity research can be enhanced by more carefully considering these fundamental questions, and suggest some terms that scholars can employ to make their identity-related assumptions and arguments clearer and more precise.

Details

Identity Issues in Groups
Type: Book
ISBN: 978-1-84950-168-2

21 – 30 of 40