Deze samenvatting biedt een overzicht van de belangrijkste concepten en theorieën die behandeld zijn in de colleges van het vak Communicatie & Identiteit. Het bevat aantekeningen van de colleges, evenals samenvattingen van relevante wetenschappelijke artikelen.
Samenvatting Communicatie & Identiteit
Master Beleid Communicatie en Organisatie
2024/2025
Vrije Universiteit van Amsterdam
1
,Inhoudsopgave
Tentamenstof week 1 .............................................................................................................................................. 4
1.1 Social identity in industrial psychology: concepts, controversies and contributions (p.41-54) .................... 4
1.2 "How Can You Do It?": Dirty Work and the Challenge of Constructing a Positive Identity ........................ 5
1.3 Where there is light, there is dark: A review of the detrimental outcomes of high organizational
identification ........................................................................................................................................................ 6
Aantekeningen college week 1 ............................................................................................................................... 7
03 september 2024 ............................................................................................................................................... 7
05 september 2024 ............................................................................................................................................... 9
Tentamenstof week 2 ............................................................................................................................................ 12
2.1 Power, competitiveness, and advice taking: Why the powerful don’t listen. ............................................... 12
2.2 "The Impact of Employee Communication and Perceived External Prestige on Organizational
Identification" .................................................................................................................................................... 13
2.3 Shooting the messenger: Outsiders critical of your group are rejected regardless of argument quality .... 13
2.4 Under threat: responses to and the consequences of threats to individual identities. ................................. 14
2.5 Keeping an Eye on the Mirror: Image and Identity in Organizational Adaptation..................................... 15
2.6 Communication, procedural justice, and employee attitudes: Relationships under conditions of divestiture
........................................................................................................................................................................... 16
Aantekeningen week 2 .......................................................................................................................................... 17
10 september 2024 ............................................................................................................................................. 17
12 september 2024 ............................................................................................................................................. 18
Tentamenstof week 3 ............................................................................................................................................ 23
3.1 Language, stereotypes and intergroup relations. ......................................................................................... 23
3.2 Making sense of diversity in the workplace: Organizational justice and language abstraction in
employees' accounts of diversity-related incidents ............................................................................................ 24
3.3 The link between leadership and followership: How affirming social identity translates vision into action.
........................................................................................................................................................................... 25
3.4 The queen bee phenomenon in academia 15 years after: Does it still exist, and if so, why? ...................... 26
3.5 Beyond the glass ceiling: The glass cliff and its lessons for organizational policy. .................................... 27
Aantekeningen week 3 .......................................................................................................................................... 28
17 september 2024 ............................................................................................................................................. 28
19 september 2024 ............................................................................................................................................. 32
Tentamenstof week 4 ............................................................................................................................................ 41
4.1 Initial impressions determine behaviours: Morality predicts the willingness to help newcomers. ............. 41
4.2 Neuroscience and the social origins of moral behavior: how neural underpinnings of social categorization
and conformity affect everyday moral and immoral behavior. .......................................................................... 42
4.3 Corporate social responsibility as a source of organizational morality, employee commitment and
satisfaction ......................................................................................................................................................... 43
4.4 Moral Disengagement in Processes of Organizational Corruption ............................................................ 43
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, 4.5 Blind forces: Ethical infrastructures and moral disengagement in organizations. ..................................... 44
Aantekeningen week 4 .......................................................................................................................................... 45
24 september 2024 ............................................................................................................................................. 45
26 september 2024 ............................................................................................................................................. 51
Tentamenstof week 5 ............................................................................................................................................ 55
5.1 Part-time and partly equal: gender and work in the Netherlands ............................................................... 55
5.2 The valuation impact of gender quotas in the boardroom: Evidence from the European markets ............. 55
Aantekeningen week 5 .......................................................................................................................................... 57
03 oktober 2024 ................................................................................................................................................. 60
Tentamenstof week 6 ............................................................................................................................................ 60
6.1 The Role of Negative Emotions and Moral Disengagement in Understanding the Relationship Between
Workplace Aggression and Misbehavior ........................................................................................................... 60
6.2 Workplace bullying: An integrative literature review. Advances in Developing Human Resources ........... 61
6.3 Diversity, Equity, and Inclusion: History, Climate, Benefits, Challenges, and Creative Strategies............ 62
6.4 The real effects of unconscious bias in the workplace ................................................................................. 63
Aantekeningen week 6 .......................................................................................................................................... 64
08 oktober 2024 ................................................................................................................................................. 64
10 oktober 2024 ................................................................................................................................................. 68
3
, Tentamenstof week 1
1.1 Social identity in industrial psychology: concepts, controversies and contributions
(p.41-54)
Auteur: Jaartal:
• Haslam 2005
• Ellemers
Sociale identiteitstheorie: Deze theorie legt uit hoe mensen hun identiteit definiëren op basis
van hun lidmaatschap van sociale groepen. Dit kan invloed hebben op hun gedrag, percepties
en interacties op de werkplek.
Deze zoektocht naar positieve onderscheidenheid betekent dat wanneer het zelfbeeld van
mensen wordt bepaald in termen van 'wij' in plaats van 'ik', ze willen dat 'wij' anders en bij
voorkeur beter zijn dan 'zij', om zich goed te voelen over wie ze zijn en wat ze doen.
In-groep en out-groep dynamiek: Werknemers identificeren zich vaak sterk met hun eigen
team (in-groep), wat kan leiden tot stereotypering of discriminatie ten opzichte van andere
teams (out-groepen) binnen de organisatie.
Ingroup favoritism (in-groep favoritisme), oftewel de neiging om de eigen groep (de in-
groep) positiever te beoordelen dan andere groepen (de out-groep). Ze identificeerden drie
variabelen waarop een dit resultaat afhangt.
1. Identificatie met de in-groep: Hoe sterk mensen zich identificeren met hun groep en
hun groepslidmaatschap zien als een belangrijk onderdeel van wie ze zijn. Hoe sterker
deze identificatie, hoe groter de kans dat ze hun groep zullen bevoordelen.
2. Vergelijking en competitie tussen groepen: Of de situatie of context een reden geeft
om groepen met elkaar te vergelijken of om te concurreren. Als er bijvoorbeeld
competitie is tussen afdelingen op het werk, kan dit de neiging tot in-groep favoritisme
versterken.
3. Relevantie van de andere groep (out-groep): Hoe belangrijk de andere groep wordt
gezien in vergelijking met je eigen groep. Dit hangt af van de status van beide
groepen. Als de andere groep als belangrijk of bedreigend wordt gezien, kan dit het in-
groep favoritisme versterken.
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