Social identity theory and the organization

Article Abstract:

It is argued that (a) social identification is a perception of oneness with a group of persons; (b) social identification stems from the categorization of individuals, the distinctiveness and prestige of the group, the salience of outgroups, and the factors that traditionally are associated with group formation; and (c) social identification leads to activities that are congruent with the identity, support for institutions that embody the identity, stereotypical perceptions of self and others, and outcomes that traditionally are associated with group formation, and it reinforces the antecedents of identification. This perspective is applied to organizational socialization, role conflict, and intergroup relations. (Reprinted by permission of the publisher.)

Organizational research, Characters of groups, Group characters, Intergroup relations

---

Emotional labor in service roles: the influence of identity

Article Abstract:

Emotional labor is the display of expected emotions by service agents during service encounters. It is performed through surface acting, deep acting, or the expression of genuine emotion. Emotional labor may facilitate task effectiveness and self-expression, but it also may prime customer expectations that cannot be met and may trigger emotive dissonance and self-alienation. However, following social identity theory, we argue that some effects of emotional labor are moderated by one's social and personal identities and that emotional labor stimulates pressures for the person to identify with the service role. Research implications for the micro, meso, and macro levels of organizations are discussed. (Reprinted by permission of the publisher.)

Psychological aspects, Services industry workers, Service industries workers, Organizational behavior, Emotions

---

Relational identity and identification: Defining ourselves through work relationships

Article Abstract:

Insights from the personal relationship literature within the broader conceptual landscape of roles and identity are integrated to provide a more personalized and holistic understanding of ones work experience. A typology involving relational identification, relational disidentification and ambivalent relational identifications, and the functions and dysfunctions of each type are discussed.

Interpersonal relations, Work experience

Similar abstracts:

• Abstracts: Formalization and the organizational life cycle. Managers' prototypes of financial firms
• Abstracts: Change management in merger-focused companies. Myth understandings about organizational change: the power of kaizen
• Abstracts: Straightening the tortuous - and treacherous - ROI path. Controlling service center costs. Controlling the costs of decentralized information systems
• Abstracts: The empowerment process: integrating theory and practice. Transactional and transformational leadership: a constructive-developmental analysis
• Abstracts: Ralph Walters on harmonization. The coming crunch in employee benefits

This website is not affiliated with document authors or copyright owners. This page is provided for informational purposes only. Unintentional errors are possible.