A review on asymmetries in workgroup and organizational identifications

Fang Kong1, Jie Weng1
1School of Management, Zhejiang University of Technology, People’s Republic of China
Cite this article:  Kong, F., & Weng, J. (2019). A review on asymmetries in workgroup and organizational identifications. Social Behavior and Personality: An international journal, 47, e7993.

Volume 47 Issue 5 | e7993 | Published: May 2019 | DOI: https://doi.org/10.2224/sbp.7993

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We systematically explored the differences between workgroup and organizational identifications. To obtain an understanding of multiple identifications on the basis of social identity, self-categorization, and social projection theories, we reviewed the literature and distinguished between workgroup and organizational identifications in 3 ways: First, the development of workgroup and organizational identifications was found to be based on self-anchoring and self-stereotyping mechanisms, respectively. Second, workgroup and organizational identifications served members’ personalized and depersonalized belongingness motives, respectively. Finally, organizational identification played a distal role in influencing job satisfaction through workgroup identification. Implications of the findings are discussed.

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