Social organization identity: the benefits of ambiguity

Teaching and Learning Guide for: Why Do People Join Groups? Three Motivational Accounts from Social Psychology

This work explores the motivational dynamics of social identity management. Following social identity theory, we hypothesized that a threat to a positive social identity elicits specific negative emotions (i.e., outgroup‐directed anger) and motivates identity management. Successful identity management restores a positive social identity and decreases outgroup‐directed anger. However, when a successful identity management is blocked (e.g., because of limited cognitive resources), identity management will be unsuccessful and outgroup‐directed anger will remain at a higher level. This effect of unsuccessful identity management on outgroup‐directed anger should be particularly strong for group members who highly value their group (i.e., high group‐based self‐esteem). A negative comparison outcome is discrepant with these group members' positive view of the ingroup, and therefore, unsuccessful identity management should especially elicit negative emotions (i.e., anger) towards the threatening outgroup. Two studies tested these predictions. Study 1 (N = 110) showed that participants' outgroup‐directed anger increased when threatened under cognitive load. Study 2 (N = 99) demonstrated that this was particularly true for participants high in group‐based self‐esteem. The results' implications for research on the motivational processes underlying social identity management are discussed. Copyright © 2014 John Wiley & Sons, Ltd.

BackgroundThe use of social media has become an important part individuals’ daily lives and is used in many daily life activities, such as social interaction, education, and shopping. However, with the increase in the use of social media, a minority of individuals can experience problematic use (and in extreme cases, ‘social media addiction’). The purpose of the present study was to examine the effect of personality traits on social media addiction and the mediating role of social network identity management in this relationship among preservice teachers.MethodsThe data were collected from 275 pre-service teachers at a university in Türkiye. The survey included the Big Five Inventory-10 (BFI-10), the Social Network Identity Management Scale, the Bergen Social Media Addiction Scale, and a personal information form.ResultsThe findings of the study indicated that there was a relationship between personality traits, social network identity management, and social media addiction. Specifically, neuroticism was positively associated with social media addiction, whereas extraversion, agreeableness and conscientiousness were negatively associated. The results also indicated that social network identity management mediated the effect of personality traits on social media addiction.ConclusionGiven that the present investigation was only a preliminary study, further research is needed to examine whether social network identity management is an important determinant in understanding the relationship between personality traits and social media addiction.

This chapter applies social identity analysis to social capital theory in order to explain trust and conflict in social networks. It reformulates Putnam's bridging-bonding social capital distinction in terms of the relational social identities-categorical social identities distinction, and represents individuals as socially embedded by explaining them in social identity terms. The goal of the argument is to show how an individual-social group dynamic which social identity theory examines interacts with a conflict-trust dynamic which social capital theory examines. Different types of individual motivation are linked to different social capital-social identity forms. Social group conflict is explained in connection with social psychology's stigma identity-threat model. Individual response to identity conflict is explained in terms of cognitive dissonance reduction.

This study examines Macau, a distinctive postcolonial and multicultural city, to explore the influential role of media in constructing social identity. Drawing on Social Identity Theory and Constructivist Theory, the analysis investigates how both mainstream and digital media mediate residents’ perceptions of their Sino-Portuguese heritage alongside contemporary global developments. Employing qualitative content analysis, in-depth interviews, and optional surveys, the research identifies generational distinctions, linguistic practices, and digital engagement as pivotal factors in shaping Macau’s cultural hybridity. Findings reveal that older residents often emphasize historical continuity and rely on traditional outlets, whereas younger demographics gravitate toward online platforms, fostering dynamic identity discourses that balance heritage preservation with cosmopolitan aspirations. This interplay underscores the need for inclusive, multilingual coverage and cross-cultural programming, as well as the importance of digital literacy initiatives to mitigate ideological fragmentation. Policy recommendations highlight the value of bridging cultural divides by integrating local traditions with global influences, ensuring that media narratives sustain a cohesive community rather than exacerbate divisions. The study contributes to broader discussions of how media channels negotiate identity in postcolonial contexts and offers practical insights for policymakers and media practitioners seeking to preserve Macau’s richly layered heritage amid evolving social transformations.

PurposeThis research focuses on the distinct group of high-status employees commonly referred to as workplace vigilantes, and conceptually investigates how unethical requests by these individuals impact the behavior and attitude of other employees over time using the social identity theory.Design/methodology/approachFor developing a conceptual model, literature from the domains of social identity, organizational behavior and general management was searched through Google Scholar. To search the literature, some key terms such as “unethical activities”, “Islamic work ethics” and “social identity” were searched and analyzed.FindingsUsing the social identity theory, a conceptual process model is developed which suggests that when high-status employees propose unethical requests to employees, individuals with high morality are likely to refuse those unethical requests to protect their self-categorizations. However, taking the unfair advantage of their illegitimate powers, high-status employees are likely to eventually make wrong judgments and give unnecessary punishments to moral employees. It is further argued that consistent victimization is likely to negatively impact the social identity of such employees and leads to irritability in moral employees, particularly when such individuals are unable to get the requisite social support from their leaders.Originality/valueWhile a considerable body of literature has focused on the antecedents and consequences of intense unethical business practices and the crucial role of leaders in such activities, limited attention has been given to the role of other employees and how they engage in mild unethical misconduct regularly, which is the key focus of this research. The novel conceptual framework needs to be tested in diverse contexts for further development and validation.

Identity theory and social identity theory are two remarkably similar perspectives on the dynamic mediation of the socially constructed self between individual behavior and social structure. Yet there is almost no systematic communication between these two perspectivies; they occupy parallel bur separate universes. This article describes both theories, summarizes their similarities, critically discusses their differences and outlines some research directions. Against a background of metatheoretical similarity, we find marked differences in terms of 1) level of analysis, 2) the role of intergroup behavior, 3) the relationship between roles and groups, and 4) salience of social context and identity. Differences can be traced largely to the microsociological roots of identity theory and the psychological roots of social identity theory. Identiy theory may be more effective in dealing with chronic identities and with interpersonal social interaction, while social identity theory may be more useful in exploring intergroup dimensions and in specifying the sociocognitive generative details of identity dynamics.

Past treatments of immigration and ethnicity (and of the relationship between them) tend to ignore processes by which the effects of history and social structure occur at the individual level. Many scholars call for social psychological analyses that show how history and macro-social features of the environment produce individual modes of adaptation to immigration, including the construction and reconstruction of ethnicity as one of the modes. We use a social psychological analysis to tie macro-social characteristics to micro-social characteristics of immediate social contexts to examine how two groups of Mexicans in the United States—Mexicanos and Chicanos—differ in their social identities and in their cultural adaptations. Our results from the analyses of the data in the National Chicano Survey indicate that, as predicted by social identity theory, the differences in the structural and historical conditions experienced by immigrants and ethnics result in a more differentiated identity structure for Chicanos than for Mexicanos. The content of the social identities of the two groups also shows important differences according to outgroup comparisons through mastery of the English language. Also consistent with social identity theory, the most problematic social identities—for example, class and race—are the most psychologically powerful in determining cultural adaptations for both groups. In conclusion, differences between immigrants and ethnics are largely the outcome of shifts in reference groups as they compare themselves to a wider array of people who either promote acceptance of devalued social categorizations or in feelings of discontent about one's social identity.

Social identity theory is a social psychological theory addressing self‐categorizations and group behaviors deriving from social group memberships, location in social structure, group status mobility, and intergroup relations. Because social groups create both self identities and social roles, role identities formed as part of a collectivity may intertwine with social identities. Among individuals, social identities have been conceptualized as sources of self‐esteem and may relate to pain tolerance and stereotype threat. In some initial formulations, out‐group stereotypes and prejudice have been linked through social comparison processes and group cohesion to the desire to maintain or elevate the social identities and self‐worth associated with group affiliation. Other derivations of the theory include self‐categorization theory, social creativity, and in‐group favoritism.

The need to fill three gaps in ethics research in a business context sparked the current study. First, the distinction between the concepts of “ethical” and “legal” needs to be incorporated into theory building and empiricism. Second, a unifying theory is needed that can explain the variables that influence managers to emphasize ethics and legality in their judgments. Third, empirical evidence is needed to confirm the predictive power of the unifying theory, the discernable influence of personal and organizational variables, and the importance of the issue to the managers in determining their emphasis on the ethical and legal values of their judgments. Focused on these needs, the current research combines social identity theory with empirical findings from business ethics research. This theory building initiative framed hypothesis-driven research to investigate the influences on managers’ emphasis on ethical and legal values in making business judgments. An empirical research study was conducted involving 252 practicing managers who judged 12 newsworthy business events. Data was collected on the managers’ individual factors, on the groups that influence their judgments, and on the importance that the managers place on ethics and legality in judging the 12 scenarios. The research findings contribute to theory development (1) By successfully utilizing a blended extension of social identity and issue-contingent theories to understand managers’ judgments, and (2) By providing evidence on the relationships between the perceived importance of an issue and the emphases managers place on ethical and legal values in their judgments. The analysis of the data was extended to provide insights on the needs of employers to tailor management training on legal and ethical decision-making. The participating managers were clustered according to their emphases on Ethical Importance and Legal Importance in judging business situations. Analysis of Variance was then combined with Scheffe Multiple Comparison Tests to assess whether the factors derived from a blended extension of social identity and issue-contingent theories were significantly different across the clusters. The product of this analysis is unique sets of attributes that describe each cluster of managers, and provide an empirical basis for determining training priorities. Finally, the carefully constructed and thoroughly tested 12 research scenarios that form the core of the survey instrument enable their redeployment in subsequent research and their use by practicing executives who wish to compare data provided by their managers to results from the study participants.

PurposeDespite the utility of social identity and social climate theories in explaining individual and group behaviour within organizations, little research has been conducted on how these approaches interconnect to explain the way high-performance work systems (HPWSs) may increase job performance. This study extends one’s understanding of the human resource management (HRM)–performance relationship by examining the interconnections between these disparate social approaches within the Chinese banking context.Design/methodology/approachDrawing on a sample of 561 employees working across 62 bank branches in China, the authors test four hypotheses: (1) HPWS is positively related to social climate; (2) social climate mediates the relationship between HPWS and social identification; (3) psychological empowerment mediates the relationship between social identification and job performance; and (4) social climate, social identification and psychological empowerment sequentially mediate the relationship between HPWS and job performance. Data were collected over two waves and job (in-role) performance was rated by managers.FindingsThe authors confirm the four hypotheses. Social climate, social identification and psychological empowerment sequentially mediate the relationship between HPWS and job performance.Research limitations/implicationsThis study contains some limitations. First, the authors’ research sites were focussed on one main region in state-owned banks in China. Second, this study examined only one industry with a relatively homogeneous workforce (i.e. relatively young and highly educated employees).Practical implicationsHPWS may translate into individual performance through a supportive social climate in which staff identify themselves with their work team. This suggests that organizations should pay close attention to understanding how their HPWS system can foster a strong social climate to enhance employee identification at the work group level. Second, as the nature of work is becoming increasingly more complex and interdependent, enabling not just individuals but also work groups to function effectively, it is critical for departments and work groups to promote a collective understanding of HRM messages with shared values and goals.Originality/valueThis research contributes towards a more comprehensive understanding of the HRM–performance chain as a complex social process underpinned by social identity theory. The authors demonstrate that social identification and social climate both play an important role in explaining how HPWS positively affects psychological empowerment and subsequent job performance.

In two studies drawing from social identity theory and the creative-cognition approach, we found that higher levels of identity integration—perceived compatibility between two social identities—predict higher levels of creative performance in tasks that draw on both identity-relevant knowledge domains. Study 1 showed that Asian Americans with higher identity integration were more creative in developing new dishes using a given set of ingredients, but only when both Asian and American ingredients were available. Study 2 showed that female engineers with higher identity integration were more creative in designing a product, but only when the product was targeted to female users. These findings suggest that the psychological management of multiple social identities may be related to accessibility of multiple knowledge domains, which in turn influences creativity.

Recent research indicates that social identity theory offers an important lens to improve our understanding of founders as enterprising individuals, the venture creation process, and its outcomes. Yet, further advances are hindered by the lack of a valid scale that could be used to measure founders' social identities - a problem that is particularly severe because social identity is a multidimensional construct that needs to be assessed properly so that organizational phenomena can be understood. Drawing on social identity theory and the systematic classification of founders' social identities (Darwinians, Communitarians, Missionaries) provided in Fauchart and Gruber (2011), this study develops and empirically validates a 12-item scale that allows scholars to capture the multidimensional nature of social identities of entrepreneurs. Our validation tests are unusually comprehensive and solid, as we not only validate the developed scale in the Alpine region (where it was originally conceived), but also in 12 additional countries and the Anglo-American region. Scholars can use the scale to identify founders' social identities and to relate these identities to micro-level processes and outcomes in new firm creation. Scholars may also link founders' social identities to other levels of analysis such as industries (e.g., industry evolution) or whole economies (e.g., economic growth).

Purpose This study examines self-defined interpretations of age by later-working-life (LWL) social entrepreneurs and how these influence constructions of their social entrepreneurial identities (SEIs). Design/methodology/approach Adopting a social constructivist ontology and inductive, interpretive, theory elaboration qualitative methodology, a sample of 28 social entrepreneurs based in England were interviewed, data being analysed thematically using the Gioia method. Findings Using social identity theory and its linked self-categorisation lens, this study reveals three types of LWL social entrepreneurs. First, LWL Strategic Social Business Scalers embrace both social and business identities in support of their social mission. Second, LWL Social Value Creators identify with their social identity as making a difference to the local community, income generation being perceived as incompatible with their social mission. Finally, LWL Syncretic Social Entrepreneurs demonstrate shifting identities, evolving from purely social value creation to balancing hybridised social and commercial identities. Originality/value This study reveals social entrepreneurs’ age has a positive role in forming LWL SEIs, associated experience, skills, knowledge and sense of urgency acting as a catalyst, facilitating rather than hindering social and economic participation. It contributes to the social entrepreneurship literature by advancing current theorisation of age’s role in constructing over-50s’ SEIs.

Background: Evidence-based hospital antimicrobial stewardship interventions, such as postprescription review with feedback, prior authorization, and handshake stewardship, involve communication between stewards and frontline prescribers. Hierarchy, asymmetric responsibility, prescribing etiquette, and autonomy can obstruct high-quality communication in stewardship. Little is known about the strategies that stewards use to overcome these barriers. The objective of this study was to identify how stewards navigate communication challenges when interacting with prescribers. Methods: We conducted semistructured interviews with antimicrobial stewards recruited from hospitals across the United States. Interviews were audio recorded, transcribed, and analyzed using a flexible coding approach and the framework method. Social identity theory and role theory were used to interpret framework matrices. Results: Interviews were conducted with 58 antimicrobial stewards (25 physicians and 33 pharmacists) from 10 hospitals (4 academic medical centers, 4 community hospitals, and 2 children’s hospitals). Respondents who felt empowered in their interactions with prescribers explicitly adopted a social identity that conceptualized stewards and prescribers as being on the “same team” with shared goals (in-group orientation). Drawing on the meaning conferred via this social role identity, respondents engaged in communication strategies to build and maintain common bonds with prescribers. These strategies included moderating language to minimize defensive recommendations when delivering stewardship recommendations, aligning the goals of stewardship with the goals of the clinical team, communicating with prescribers about things other than stewardship, compromising for the sake of future interactions, and engaging in strategic face-to-face interaction. Respondents who felt less empowered in their interactions thought of themselves as outsiders to the clinical team and experienced a heightened sense of “us versus them” mentality with the perception that stewards primarily serve a gate-keeping function (ie, outgroup orientation). These respondents expressed deference to hierarchy, a reluctance to engage in face-to-face interaction, a feeling of cynicism about the impact of stewardship, and a sense of low professional accomplishment within the role. Respondents who exhibited an in-group orientation were more likely than those who did not to describe the positive impact of stewardship mentors or colleagues on their social role identity. Conclusions: The way antimicrobial stewards perceive their role and identity within the social context of their healthcare organization influences how they approach communication with prescribers. Social role identity in stewardship is shaped by the influence of mentors and colleagues, indicating the importance of supportive relationships for the development of steward skill and confidence.Funding: NoDisclosures: None