It has long been recognized that being a member of an organization can, sometimes to a significant extent, become part of how people see themselves. Such organizational identification is not without consequence. In organizational psychology and organizational behavior, the study of organizational identification took off when Ashforth and Mael (1989) proposed a conceptualization of it based on social identity theory (Tajfel & Turner, 1986). Since then, the study of social identity processes in organizations has flourished, in part because it has continued to draw on research in social psychology outside of the organizational domain (e.g., Hogg & Terry, 2000). In this chapter, we outline the development of the social identity perspective in organizational psychology and organizational behavior, noting along the way how this has been infused and continues to be infused by work in social psychology.

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Persistent URL dx.doi.org/10.4324/9781315626543, hdl.handle.net/1765/104808
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van Knippenberg, D.L, & Hogg, M.A. (2017). Social identifications in organizational behavior. In The Self at Work: Fundamental Theory and Research (pp. 72–90). doi:10.4324/9781315626543