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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.

This paper aims to describe an integration of the media naturalness theory, the continuum model of impression formation and the social identity model of deindividuation effects. The goal is to determine the compatibility of the central tenets and propositions of the two theories and reconcile their effects under a unified model that can be used to explain and predict changes in perceptions, attitudes and behaviors arising in computer-mediated interaction.

A review of the literature was used to determine whether the two theories were compatible. The reconciliation comes by way of a third theory, the motivated tactician theory, which focuses on the effects of cognitive effort on schema use, particularly on those schemas used in social categorization processes.

It was determined that the two models of focus could be combined via the tenets of the third. The combined model is expected to provide explanatory and predictive capabilities that exceed those of the individual theories and should prove to be relevant in the study of computed-supported collaboration, in the design of collaborative environments and in the analysis of individual and group behaviors in computer-mediated communication.

The current effort describes the main effects derived from the integration and offers four propositions that describe moderating factors that are derived from each of the three theories. The main effects must be tested and validated and, given support, must be extended to determine the validity of the moderating effects predicted by the propositions. Additionally, media naturalness theory is a relatively recent addition to theories of technology and so needs further empirical support for its propositions. As to the behavioral implications, the social identity model of deindividuation effects has yet to be tested with the specific intention of discovering how media characteristics affect self-concept.

The model can be used to inform information system designs that favor desirable behavioral outcomes or to prevent undesirable effects from occurring. For example, emphasis can place on media attributes and system features that individuate decision-makers within group decision support environments when consensus is a primary goal as a means to avoid group thinks and polarization. Conversely, attributes and features that are supportive of social categorization processes and deindividuation effects might be used to emphasize group membership, shared effort and to minimize social loafing or the frequency and intensity of inappropriate disparagement of ideas and contributions.

The combined model is principally useful in explaining and predicting human behavior in relation to computer-supported collaborative work such as distributed workgroups and online learning environments. For example, the explanatory elements of the combined theory can be used by managers as a diagnostic tool in problem situations within virtual teams. A specific instance would be to determine why a change to existing systems created a change in work habits. In a more proactive move, managers might use the predicted social categorization effects and subsequent depersonalization, to instill a group identity in an otherwise diverse workgroup.

The combined model is expected to provide explanatory and predictive capabilities that exceed those of the individual theories and should prove to be relevant in the study of computed-supported collaboration, in the design of collaborative environments and in the analysis of individual and group behaviors in computer-mediated communication.

This paper aims to investigate a new predictor of knowledge hiding, namely, employee perceptions of corporate hypocrisy (PCH). Based on the social cognitive theory, this study constructs a moderated mediation model linking PCH and knowledge hiding. The theoretical model concentrates on the mediating role of moral identity and the moderating role of organization-based self-esteem (OBSE).

Two studies with different samples and designs were used. In Study 1, the experimental method explored whether PCH could elicit knowledge hiding under the condition of OBSE (H1 and H4). Study 2, an empirical method with three stages, tested the full mediated moderation model by adding to the mediating role of moral identity (H1–H4).

The results showed: PCH was positively related to knowledge hiding, moral identity mediated the influence of PCH on knowledge hiding and OBSE not only moderated the relationship between PCH and moral identity but also moderated the indirect effect of PCH on knowledge hiding (via moral identity). The present research sheds valuable light on the processes (how) and contingencies (when) whereby PCH affects knowledge hiding for the first time, thus extending prior research and encouraging further explorations on the topic of PCH and knowledge hiding. It informs practitioners that taking measures to decrease corporate hypocrisy plays a vital role in preventing workers from hiding knowledge.

The study’s distinctive contribution is to examine the mediating effect of moral identity and the moderating role of OBSE on the relationship between corporate hypocrisy and knowledge hiding, which through the lens of social cognitive theory. Thus, it furthers a deeper understanding of knowledge hiding and helps the organization understand the dynamics of knowledge management, such as prohibiting employee counterproductive behaviors in the workplace.

The purpose of this paper is to understand how digital interventions are mediating the identity work of community health workers (CHWs) in the context of two African countries.

This paper analyzes the everyday work of CHWs in two low- and middle-income country (LMIC) contexts (Uganda and Malawi) and seeks to understand changes in collective identity and the role of Information and Communication Technologies (ICTs) in mediating this “identity work”. As CHWs conduct their everyday tasks of care giving, data reporting and maintaining social interactions, they play two primary roles. One is the care giving role oriented towards the community, and two, is reporting and administrative work by virtue of them being affiliated with the Ministry of Health, either in formal or voluntary capacity. The ambivalence which they experience as they move back and forth between these two worlds of work is significantly now mediated through ICTs. The paper analyzes these dynamics and identifies three key sets of ambivalence in identity work: (1) role embracing-institutional distancing; (2) conformist-resistant and (3) dramaturgical-transformative. The paper makes unique contributions to information systems (IS) and ICT for development (ICT4D) studies in that it focuses on a nonprofessional group, which plays a fundamental role in providing care to underserved populations and also conducts data work which provides the foundation of the national health information system. This contrasts with dominant research in the field which focuses on professional groups, largely based in Western business organizations.

The paper identifies identity related tensions that emerge with the mediation of digital technologies in the work world of CHWs. These include tensions of conformist-resistant; and (3) dramaturgical-transformative. These findings are relevant and unique to the field of IS and ICT4D studies in that it focuses on a nonprofessional group, which plays a fundamental role in providing care to underserved populations and also conducts data work which provides the foundation of the national health information system.

While acknowledging identity construction and negotiation is a function of both work and social lives, in this paper we could only focus on the work lives.

As digital interventions in the health sector of low and middle income countries is becoming increasingly widespread, often the focus is more on the supply side (the supply of the technology) rather than on the demand side (users experiences and aspirations). Identity becomes a lens to understand these demand side dynamics, which helps provides practical guidance on implementation approaches to ensure that the technology adds value to user work processes and there is a seamless and not a disruptive transition.

CHWs are the most neglected cadre in the health system of low and middle income countries, even though they provide the cutting edge in care provision work to the most marginalized populations, living in rural and underserved areas. By focusing on how technologies can be more effectively implemented to support these care processes, the paper provides important social implications both for practice and research.

Analysis of identity construction and negotiation of informal groups in the unorganized sector of low and middle income countries has not received adequate attention in IS research. The paper seeks to fill this important gap.

The purpose of this paper is to shed new light on carrying out “at-home” ethnography by building and extending the notion of roles as boundary objects, and to elucidate how evolving roles mediate professional identity work of the ethnographer.

In order to theorize about how professional identities and identity work play out in “at-home” ethnography, the study builds on the notion of roles as boundary objects constructed in interaction between knowledge domains. The study is based on two ethnographic research projects carried out by high-level career switchers – corporate executives who conducted research in their own organizations and eventually left to work in academia.

The paper contends that the interaction between the corporate world and academia gives rise to specific yet intertwined roles; and that the meanings attached to these roles and role transitions shape the way ethnographers work on their professional identities.

These findings have implications for organizational ethnography where the researcher’s identity work should receive more attention in relation to fieldwork, headwork, and textwork.

The study builds on and extends the notion of roles as boundary objects and as triggers of identity work in the context of “at-home” ethnographic research work, and sheds light on the way researchers continuously contest and renegotiate meanings for both domains, and move from one role to another while doing so.

The purpose of this paper is to examine the effect of psychological contract breach on destructive by developing a moderated mediation model. The model focuses on the mediating role of moral identity and moral disengagement and the moderating role of moral belief.

This study conducted a three-wave questionnaire survey and used 377 matched-sample data to test the hypotheses. PROCESS bootstrapping program in SPSS and confirmatory factor analysis in AMOS software were adopted in this study.

Results reveal that psychological contract breach has a positive effect on destructive leadership behavior, and the relationship is mediated by moral identity and moral disengagement; moral belief not only moderates the relationship between psychological contract breach and destructive leadership behavior, but also moderates the mediation effect of moral identity and moral disengagement.

First, this study enriches the destructive leadership behavior literature by verifying psychological contract breach as an antecedent. Second, this study discusses the role of morality in the formation mechanism of destructive leadership behavior by testing the mediating effect of moral identity and moral disengagement and the moderating effect of moral belief.

This conceptual paper takes identity, digital technology, young people and education as a combined starting point and suggests how to research young people’s identity practices in and out of school. Today’s young people form their identities in a world that is increasingly imbued by digital technologies. What is evident too is that these technologies and the use of them are not restricted to one single context. Rather, digital technologies mediate multiple contexts simultaneously – to an extent where they collapse. This means that school and leisure time, public and private, digital and analog, virtual and material, time and place, social contexts and audiences, through digital technology, merge in various ways in young people’s identity practices and everyday life.

Little is known about what identity practices in collapsing contexts means to young people in their lives and how educators and others can support them. Most studies to date investigate digital technology use as a discrete phenomenon and few studies concern young people’s identity practices in contexts, as they occur. In an increasingly digital world, where dependency on digital technologies continues this forms an urgent knowledge gap to bridge. In particular to guide educators, and others, who support young people as they live and learn through interconnected spaces in and out of school. The conceptual approach of this paper is of importance to better understand how to bridge this gap.

This paper suggests a research approach that extends previous research at the intersection of identity, young people, digital technology by outlining extended ways for thinking about identity in a digital world that can be useful for investigating identity as an existential practice, extending beyond identity representations, in conditions mediated by contemporary digital technologies and in collapsing contexts. What is also included are methodological considerations about researching young people, identity and technology as dynamic research objects, rendering a holistic approach.

It is a conceptual paper that addresses identity, digital technology, young people and education as a combined starting point to outline further research.

The Guided Tour Technique and Social Media Research is suggested as possible methodologies for holistic and ethically sensitive, empirical research on identity, digital technology, young people and education.

This study aims to address and observe the positive side of perceived overqualification (POQ) on employee knowledge sharing (KS) and career planning. Role identity theory highlights that an employee’s POQ is related to employee career identity in a positive way.

The hypotheses were supported by a time-lagged examination of 277 supervisor–subordinate dyads working in the corporate sector.

The findings state that a person’s career identity is associated with increased KS and career planning. Furthermore, the effect of overqualification on KS and career planning was predicted to be mediated by career identity. Using an interactionism mechanism, this study indicated that this mediation is moderated by leader humility. The career identities of overqualified employees are elevated when a humble leader supports them. The results suggest that, when handled appropriately, POQ may benefit both employees and organizations.

The implications of these results are examined theoretically and practically. Moreover, the findings of this study will open new avenues for scholars and practitioners in the field of organizational behavior and human resource management.

The study examined the positive side of POQ and its effect on employees’ career outcomes and KS attitudes. This study is among the first empirical studies to examine career outcomes and KS behavior due to POQ.

The purpose of this paper is to expand the criterion domain of organizational citizenship behaviors (OCBs), by examining the relationship between high-quality relationships (HQRs) and OCBs, with identity freedom as a mediator. In addition, the study also tries to highlight the role of gender as a moderator, whereby female (vs male) employees deferentially evaluate the importance of HQRs while engaging in OCBs.

The authors conducted survey research by collecting data from 160 working adults and performed both basic mediation and mediated-moderated regression analysis with bootstrapping to determine the authors’ findings.

Results of the study establish HQRs as important antecedents of employee citizenship behaviors, clarify the role of identity freedom as an important underlying psychological mechanism that mediates the relationship between HQRs and OCBs and position gender as an important boundary condition in the relationship between HQR and identity freedom, whereby female employees are more likely to enjoy identity freedom in the presence of HQRs, as opposed to males.

The present study illustrates the importance of HQRs and identity freedom as precursors of OCBs and in doing so expands the nomological net of OCBs, especially with respect to the antecedents of OCBs. The study also expands the scope of social identity theory by highlighting, in addition to social identity, the importance of identity expression.

This study provides guidance to organizational practitioners to focus on building HQRs at work as HQRs, by making employees feel safe, pave the way for OCBs. In addition, the study also highlights the importance of gender as a moderator, whereby employees with different gender affiliations react differently to organizational contexts.

Very little research has examined the relationship between HQRs and OCB. Antecedents of OCBs have been grouped into four categories: individual (or employee) characteristics, task characteristics, organizational characteristics and leadership behaviors. Clearly, the role played by the quality of interpersonal relationships in fostering OCBs has not been fully examined. By highlighting HQRs and identity freedom as antecedents of OCBs, the study informs the OCB literature by introducing interpersonal-relational and attitudinal elements as criterions of OCBs.

Using identity theory, this paper aims to explore differences in socially responsible signaling behavior based on the salience of a personal or social identity.

Structural equation modeling was used to study the relationship among identity commitment, salience, and signaling behavior.

Findings revealed personal identity salience mediated the relationship between socially responsible commitment and socially responsible social-signaling consumption behavior.

The results of the study suggest that Millennials engage in socially responsible activities as a result of a salient personal identity. Millennials use socially responsible behavior to signal their benevolence to themselves and others.

This is the first research that has examined the relationship between Millennials’ socially responsible consumption behavior and a salient personal or social identity.