The Consequences of Internal Identity Asymmetries for Individuals in Workgroups

Abstract

As individuals, we have an enduring interest and concern with how we are perceived by others. However, there is often misalignment – what we define as internal identity asymmetry – between our self-perceptions and our beliefs of how others view us. This misalignment may significantly influence an individual’s affect, cognition, perceptions of conflict, and subsequent social behaviour; yet it remains relatively unexplored in the management literature. We draw on and combine several bodies of identity research to conceptualize internal identity asymmetry, and propose a model of its consequences for individuals in their workgroups. Importantly, we incorporate appraisal research and theory to propose that these outcomes are moderated by the extent to which internal identity asymmetry is viewed as a threat or a challenge.