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Samenvattingen artikelenCOMMUNICATIE EN IDENTITEIT
Inhoudsopgave
Haslam & Ellemers Social identity in industrial psychology: concepts, controversies and contributions.
................................................................................................................................................................. 3
How can you do it? Dirty work and challenge of constructing a positive identity Ashforth & Kreiner
1999 ......................................................................................................................................................... 6
Tost et al. (2011). Power, competitiveness, and advice taking: Why powerful don’t listen................... 9
Esposo, et al Shooting the messenger: Outsiders critical of you group are rejected regardless of
argument quality ................................................................................................................................... 10
Petriglieri (2011). Under threat: responses to and the consequences of threats to individual identities
............................................................................................................................................................... 13
Smidts, A. et al. (2001). The impact of employee communication and perceived external prestige on
organizational identification. ................................................................................................................ 16
Dutton & Dukerich (1991). Keeping an Eye on the Mirror: Image and Identity in Organizational
Adaptation. ............................................................................................................................................ 18
Gopinath & Becker (2000). Communication, procedural justice, and employee attitudes:
Relationships under conditions of divestiture. ..................................................................................... 22
Bruckmüller et al. Beyond the class ceiling: The glass cliff and its lessons for organizational policy ... 24
The underrepresentation of women in science: Differential commitment or the queen bee
syndrome? (Ellemers et al.)................................................................................................................... 26
Haslam & Platow. The link between leadership and followership: how affirming social identity
translates vision into action .................................................................................................................. 29
Burris et al. The value of voice to managers: employee identification and the content of voice ........ 31
Isaakyan et al. Keeping it between us: Managerial endorsement of public vs private voice ............... 34
Wu et al. The role of the informal and formal organization in voice about concerns in healthcare .... 36
Ellemers et al (2011). Corporate social responsibility as a source of organizational morality, employee
commitment and satisfaction. ......................................................... Fout! Bladwijzer niet gedefinieerd.
Conroy et al. Where there is light, there is dark: A review of the detrimental outcomes of high
organizational identification ............................................................ Fout! Bladwijzer niet gedefinieerd.
Ellemers (2020) Neuroscience and the social origins of moral behavior: how neural underpinnings of
social categorization and conformity affect every day moral and immoral behavior. .. Fout! Bladwijzer
niet gedefinieerd.
Pagliaro, et al. (2013). Initial impressions determine behaviors: Morality predicts the willingness to
help newcomers ............................................................................... Fout! Bladwijzer niet gedefinieerd.
Wigboldus & Douglas (2007). Language, stereotypes and intergroup relations .... Fout! Bladwijzer niet
gedefinieerd.
,Roberson et al. Making Sense of Diversity in the Workplace: Organizational Justice and Language
Abstraction ....................................................................................... Fout! Bladwijzer niet gedefinieerd.
Porter et al. Inferring identity from language: Linguistic intergroup bias informs social categorization.
.......................................................................................................... Fout! Bladwijzer niet gedefinieerd.
Heilman, Gender stereotypes and workplace bias .......................... Fout! Bladwijzer niet gedefinieerd.
Moscatelli et al. Men Should Be Competent, Women Should Have It All: Multiple Criteria in the
Evaluation of Female Job Candidates............................................... Fout! Bladwijzer niet gedefinieerd.
Stout, when he doesn’t mean you: gender exclusive language as ostracism. ........ Fout! Bladwijzer niet
gedefinieerd.
Van der Vegt & Bunderson. Learning and performance in multidisciplinary teams: the importance of
collective team identification. .......................................................... Fout! Bladwijzer niet gedefinieerd.
Ely & Thomas (2001). Cultural diversity at work: The effects of diversity perspectives on work group
processes and outcomes. ................................................................. Fout! Bladwijzer niet gedefinieerd.
Dobbin, & Kalev, (2016). Why diversity programs fail. .................... Fout! Bladwijzer niet gedefinieerd.
Ellemers, & Rink, (2016). Diversity in work groups. ......................... Fout! Bladwijzer niet gedefinieerd.
Gündemir, et al. (2017). Multicultural meritocracy: The synergistic benefits of valuing diversity and
merit. ................................................................................................ Fout! Bladwijzer niet gedefinieerd.
Bartlett, J. E., & Bartlett, M. E. (2011). Workplace bullying: An integrative literature review. ........Fout!
Bladwijzer niet gedefinieerd.
Howard, M. C., Cogswell, J. E., & Smith, M. B. (2020). The antecedents and outcomes of workplace
ostracism: A meta-analysis ............................................................... Fout! Bladwijzer niet gedefinieerd.
Rutjens, et al. (2021). Science skepticism in times of COVID-19...... Fout! Bladwijzer niet gedefinieerd.
Rutjens & van der Lee, R. (2020). Spiritual skepticism? Heterogeneous science skepticism in the
Netherlands. ..................................................................................... Fout! Bladwijzer niet gedefinieerd.
Hornsey (2020). Why Facts Are Not Enough: Understanding and Managing the Motivated Rejection of
Science. ............................................................................................. Fout! Bladwijzer niet gedefinieerd.
Van der Linden, S. & Roozenbeek, J. (2021). Psychological inoculation against fake news. ............Fout!
Bladwijzer niet gedefinieerd.
,Haslam & Ellemers Social identity in industrial
psychology: concepts, controversies and contributions.
SOCIAL IDENTITY CONCEPTS
Social identity and the search for positive distinctiveness
A core idea here was that groups are not only external features of the world; they are also internalized so
that they contribute toa person’s sense of self.
Minimal groups = These were designed to identify the minimal conditions that would lead members of
one group to discriminate in favor of the ingroup to which they belonged and against another outgroup.
The key finding was that they suggested that the mere act of individuals categorizing themselves as group
members was sufficient to lead them to display ingroup favoritism.
Social identity = ‘the individual’s knowledge that he [or she] belongs to certain social groups together
with some emotional and value significance to him [or her] of this group membership’. In other words,
social identity is part of a person’s sense of ‘who they are’ associated with any internalized group
membership.
Social identity theory
- it suggests that after being categorized in terms of a group membership, and having defined
themselves in terms of that social categorization, individuals seek to achieve or maintain positive
self-esteem by positively differentiating their ingroup from a comparison outgroup on some
valued dimension. = positive distinctiveness
- They engaged in a process of social competition involving comparison of the ingroup and the
outgroup on the only available dimensions. similar outcomes can be achieved in organizational
contexts where employees strive to ensure that their ingroup not only does well, but does better
than relevant others
- Three variables upon social categorization produces bias
o The extent to which individuals identify with an ingroup and internalize that group
membership as an aspect of their self-concept.
o The extent to which the prevailing context provides ground for comparison and
competition between groups,
o The perceived relevance of the comparison outgroup, which itself depends on the
relative and absolute status of the ingroup.
- In cases where these conditions are not met, people will not cease to pursue a positive social
identity, but they will employ a different strategy to achieve this general goal.
The Interpersonal–Intergroup Continuum and Strategies of Self-enhancement
- This argument that behavior in general could be represented in terms of a bipolar continuum. At
one pole of this continuum, interaction is determined solely by the character and motivations of
the individual as an individual (i.e., interpersonal behavior). At the other pole, behavior derives
solely from the person’s group membership.
- Social mobility beliefs are characterized by a view that people are free to move between groups
in order to improve or maintain their social standing.
- Social change beliefs, are underpinned by an assumption that it is not possible to escape one’s
group in order to advance as an individual.
- Social identity theory’s answer to this question takes into account the extent to which people
perceive group boundaries to be permeable and perceive their group’s relative position on a
dimension of social comparison to be secure in the sense of being both stable and legitimate.
- In brief, social identity theory proposes that, when members of low-status groups believe group
boundaries are permeable, they should favor personal identity-based strategies of individual
mobility—attempting simply to ‘pass’ from the low-status group into the more valued one.
, - social creativity = they might do this, for example, by embracing a belief that ‘We may not be as
wealthy as them, but we’re more friendly’
- Research by Wright and his colleagues has also shown that members of low-status groups are far
more likely to pursue strategies of conflict when access to a high-status group is impossible and
the behavior of that group appears illegitimate
Self-categorization Theory
Self-categorization theory has a broader cognitive agenda than social identity theory and has greater
explanatory scope, largely because its core hypotheses are not targeted specifically to issues of social
structure and intergroup relations.
Depersonalization = refers to a process of self-stereotyping through which the self comes to be perceived
as categorically interchangeable with other ingroup members.
Self-categorizations = the self is seen as a member of a particular class or category of stimuli.
1 Cognitive representation of the self-take the form of self-categorizations. That is, the self is seen as a
member of a particular class or category of stimuli. As such it is perceived to be (a) more or less
equivalent to the other stimuli in that category, and (b) more or less distinct from stimuli in other
categories. So, for example, when a woman categorizes herself as a doctor, she acknowledges her
equivalence to other doctors and her difference from, say, nurses or patients.
2 Self- and other categories exist at different levels of abstraction with higher levels being more inclusive
- Three levels of abstraction are particularly important: self-categorization
(a) at the superordinate human level as a human being (in contrast to other species),
(b) at the intermediate social level as an ingroup member (as distinct from outgroups)
(c) at the subordinate personal level as a unique individual (different from ingroup)
3 The formation and salience of any self-category is partly determined by comparisons between stimuli at
a more inclusive level of abstraction.
4 Categories are assumed to have an internally graded structure so that some features of a category (e.g.,
particular behaviors, attributes, or individuals) define it better than others. This means that, while all
members of the same category share a certain degree of prototypicality, they also differ in the extent to
which they are perceived to be representative
Social identity Salience
This specifies the processes that dictate whether a person defines themselves in terms of personal or
social identity and, when social identity is salient, which particular group membership serves to guide
behavior
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