By Laura Morgan Roberts, Jane E. Dutton
Within the new international of labor and organisations, growing and preserving a favorable identification is consequential and hard for people, for teams and for agencies. New demanding situations for confident identification development and upkeep require new concept. This edited quantity uncovers new subject matters and new theoretical ways to id throughout the particular concentrate on confident identities of people, teams, agencies and groups. This quantity goals to forge new flooring in identification learn and organisations via a compilation of latest frame-breaking chapters on optimistic identification written by way of major id students. In chapters that construct theoretical and empirical bridges among id and development, authenticity, relationships, wish, sustainability, management, resilience, cooperation, and neighborhood attractiveness and different very important variables, the authors jumpstart a thrilling area of study on new ways in which paintings enterprises are websites of and individuals to identities which are important or helpful to participants or collectives. This quantity invitations readers to contemplate, "When and the way does making use of a good lens to the build of id generate new insights for organizational researchers?" a special characteristic of this quantity is that it brings jointly explorations of id from a number of degrees of research: person, dyadic, crew, association and neighborhood. statement chapters combine the chapters inside each one point of study, remove darkness from center issues and unearth new questions. the quantity is designed to complete 3 pursuits: to set up confident Identities and organisations as an interdisciplinary, multi-level area of inquiry To combine a spotlight on confident identification with present conception and study on id and companies To map out a colourful new learn territory in organizational reviews . This quantity will attract a global group of students in administration, Psychology, and Sociology, in addition to practitioners who search to generate optimistic identity-related dynamics, states and results in paintings businesses.
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Sample text
Dutton, J. E. (2000). Organizational identity and identification: Charting new waters and building new bridges. Academy of Management Review, 25, 13–17. , & Whetten, D. A. (1985). Organizational identity. In L. L. Cummings & B. M. ), Research in organizational behavior (263–295). Greenwich, CT: JAI Press. Alvesson, M. (1990). Organization: From substance to image? Organization Studies, 11, 373–394. , Ashcraft, K. , & Thomas, R. (2008). Identity matters: Reflections on the construction of identity scholarship in organization studies.
This growth has positive effects not only for the individual but also for workplace relationships and the employing organizations. To ensure we are on the same page, we begin with some brief definitions of our key constructs. We define a positive identity as one that is competent, resilient, authentic, transcendent, and holistically integrated. We define identity growth as progressive increases in the competence, resilience, authenticity, transcendence, and holistic integration of one’s self-concept, coupled with a decrease in perceptual discrepancies between real and ideal selves.
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