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With increasing emphasis on public engagement and scientific communication and dissemination, scientists are increasingly required to redefine their academic identity. Theoretical frameworks of academic identity and social media functionality were used to explore food researchers' attitudes towards social media.

An online study was carried out with 80 scientists working in publicly funded food research.

Commitment to scientific rigour, disseminating science to society, and being part of an academic community were important facets of academic identity and shaped participants' perceptions of social media functions. Functions offered by social media were most favourably viewed by the food research community for academic peer engagement and academic community building.

Cultural and organisational changes are needed to mobilise food researchers to view public engagement as an important facet of academic identity.

The current study adds to the theoretical literature on academic identity and social media functionality by providing empirical evidence outlining how scientists working in publicly funded food research feel about engaging with social media within their professional role.

Two studies in the context of English‐French relations in Québec suggest that individuals who strongly identify with a group derive the individual‐level costs and benefits that drive expectancy‐value processes (rational decision‐making) from group‐level costs and benefits. In Study 1, high identifiers linked group‐ and individual‐level outcomes of conflict choices whereas low identifiers did not. Group‐level expectancy‐value processes, in Study 2, mediated the relationship between social identity and perceptions that collective action benefits the individual actor and between social identity and intentions to act. These findings suggest the rational underpinnings of identity‐driven political behavior, a relationship sometimes obscured in intergroup theory that focuses on cognitive processes of self‐stereotyping. But the results also challenge the view that individuals' cost‐benefit analyses are independent of identity processes. The findings suggest the importance of modeling the relationship of group and individual levels of expectancy‐value processes as both hierarchical and contingent on social identity processes.

Uncertainty-identity theory serves as our guiding theoretical framework to explore subjective uncertainty, especially uncertainty about self and identity, and the ways in which communication within groups provides valuable social identity information to group members as a means to manage subjective uncertainty.

We review and synthesize research in communication science and social identity theory, specifically uncertainty-identity theory, to compare diverse understandings of uncertainty and the identity-shaping function of communication within groups.

Uncertainty inherent in dyadic interactions has received extensive attention in communication science. However, the identity-defining function of communication that flows within and between groups as a means to resolving uncertainty about subjectively important matters has received little attention in both social psychology and communication science.

We explore how communication that flows from in-group sources (e.g., leaders) serves to shape a shared reality and identity for group members while providing a framework for self-definition. We propose an agenda for future research that would benefit from an articulation of the importance of communication in the shaping and management of identity-uncertainty.

Uncertainty arousing rhetoric by influential in-group sources, such as leaders and the media can have serious implications for intergroup relations, as uncertain individuals seek distinctive and tight-knit groups and autocratic leaders under conditions of heightened uncertainty. The role that communication plays in shaping clear and distinct identities as a panacea for identity-uncertainty has implications for the intragroup normative structure of the group and for intergroup relations.

Sociologists, social psychologists, and organizational theorists alike have shown a great deal of interest in the concept of social capital. To a large extent, this interest has been fueled by accumulating evidence that social capital plays a vital role in the development of more cooperative relationships within groups and organizations. Inspired by this evidence, a primary goal of the present paper is to examine more systematically the psychological underpinnings of social capital within contemporary workplaces. Drawing on social identity theory and related theories on the self, this paper develops a framework for conceptualizing how individuals’ psychological identification with a workgroup enhances their willingness to engage in behaviors that contribute to the creation of social capital within that workgroup. The paper reviews empirical evidence in favor of the framework, and draws out theoretical and applied organizational implications of the framework.

Social dilemmas take many forms but all share the property that individual benefits, at least in the short run, conflict with group benefits. This chapter examines how information about the characteristics of group members and the parameters of the dilemma affect decision-making. Particular attention is paid to transformative crises, sudden changes in the dilemma setting that for a short period of time lead to incomplete information. It is posited that these crises cause relatively dramatic shifts in the importance of information.

The relationship between intergroup conflict and intragroup cohesion is a longstanding concern in sociology and related disciplines. Past work suggests that intergroup conflict shapes emotional bonds between group members, promotes in-group and out-group stereotyping, encourages self-sacrifice for the group, and changes the social structure of groups. Conflict thus plays an important structural role in organizing social interaction. Although sociologists contributed much to the beginnings of this research tradition, sociological attention to the conflict–cohesion link has waned in recent decades. We contend that despite advances in our understanding of the conflict–cohesion hypothesis, more remains to be done, and sociologists are especially equipped to tackle these unanswered questions. As such, we encourage sociologists to revisit the study of intergroup conflict and intragroup cohesion and offer some possibilities for furthering our understanding of this phenomenon. After reviewing and evaluating the relevant literatures on the conflict–cohesion hypothesis, we consider ways in which a broad range of current theories from the group process tradition – including theories of status, exchange, justice, identity, and emotion – could contribute to understanding the conflict–cohesion hypothesis and how those theories could benefit from considering the conflict–cohesion hypothesis. In doing so, we make a case for the continuing importance of sociology in explaining the link between intergroup conflict and intragroup cohesion.

The purpose of this paper is to review social identity theory and its implications for learning in organizations.

This article is a conceptual paper based on a multidisciplinary review of the literature on social identity theory. This article explains the theoretical concepts, constructs, and findings of an identity‐based view of learning in organizations. The article describes the theoretical foundations of social identity theory and its elaboration as self‐categorization theory, along with some of the limitations of the theory. Important implications for workplace learning are presented.

Although multiple factors influence how people work, social identity theory portends to be a unifying theory of organizational behavior because what and how people think as members of social groups influences subsequent behavior and attitudes in social systems. This influence has important implications for workplace learning..

The social identities in organizations serve as important drivers of performance. How people think as members of groups affects the outcomes of learning interventions. Therefore, social identity is a key input to or driver of learning and performance in organizations.

Training and development have focused primarily on the individual and occasionally the organizational levels with little attention to the identity‐based dynamics of group behavior in organizational settings. This paper offers insights from social identity theory for training and development.

The study seeks to further explore the hypothesised link between the increase in mobile phone ownership and use and the reported decline in adolescent smoking. Evidence for the link was gathered by examining perceptions of mobile phone use in the context of social identity and adolescent smoking.

The study developed and employed a questionnaire‐based survey design asking a sample of student participants to characterise mobile phone users using a semantic differential scale. Data were also collected in relation to individual levels and patterns of mobile phone usage. The sample consisted of 172 undergraduate students studying in the Faculty of Health based in a UK university.

Findings show first that mobile phone use is associated with a number of positive, desirable personal and social attributes relating to concepts of social identity and image formation, and that many of the attributes associated with mobile phone use are those commonly associated with smoking behaviour.

The association between mobile phone use and social identity theory provides a theoretical framework which helps explain the prolific rise in mobile phone use and can be used to support the viability of a link between a decline in levels of adolescent smoking and a rise in mobile phone ownership. Further evidence needs to be gathered which examines both behaviours in a single cohort of adolescents to establish the direct impact of mobile phone use on smoking behaviour in this particular group.

Mobile phone use may serve as a displacement behaviour for smoking in adolescents and may provide an example of a positive – as opposed to a negative – addiction, given that it is a potential alternative to smoking in adolescents.

The paper provides an examination of the health implications of a modern‐day social phenomenon. It draws on and draws together established theory and empirical work to further advance a previously proposed link between smoking and mobile phone use. Establishing such a link has important implications for health education and promotion activities.

There is a significant growth in the consumption of new luxury fashion brands in developing price-sensitive markets like India. Not only does this growth demonstrate how the “new” luxury brands have become a success, but is also illustrative of the perception and practice of style and status among the middle classes. The purpose of this paper is to argue that the consumer’s attitude for buying a branded product entails the need for uniqueness and self-monitoring. It also contends that gender and age moderate the consumer’s attitude.

This study employed a self-monitored survey to collect the data from the customers of new luxury fashion retail brand stores in Chennai, India for empirical validation of the model. Data collected from 394 new luxury brands shoppers were analysed using partial least squares structural equation modelling.

The need for uniqueness and self-monitoring had significant positive influences on social-adjustive attitude and value-expressive attitude. However, the relationship between self-monitoring and value-expressive attitude was weak when compared to other relationships. Significant differences were seen in the strengths of the relationships between gender and age.

New luxury is significantly different from traditional luxury. Analyses regarding age group, gender and attitude can provide unique understanding related to new luxury trends, especially in a price sensitive and emerging market like India. This would help managers in segmenting the market based on consumer demographics, and devise strategies based on their characteristics to influence their attitudes and other behavioural patterns.

This chapter proposes a paradigm shift in considering the collective identification of employed physicians and how it influences physician engagement.

There are many challenges for organizations employing physicians, particularly in terms of engagement in organizational initiatives. Prior research suggests this conflict stems from how physicians think of themselves as professionals versus employees (as forms of collective identification). Unfortunately, research is limited in addressing these dynamics.

This conceptual chapter considers the complex network of relationships that physicians perceive between the collectives to which they belong. A primary collective identification (i.e., the profession) is proposed to influence subsequent collective identification (i.e., the organization), and that these meanings and relationships along with contextual factors drive engagement.

Health care organizations increasingly rely on engagement from their physicians to improve upon coordinated care. This proposed conceptualization offers new insight into the dynamics surrounding how and why employed physicians become engaged.