ABSTRACT
This chapter presents a review in broad strokes capturing the application and development of social identity research in organizational psychology and organizational behavior. This review revolves around five areas of research: individual attitudes and behavior capturing a focus on serving the organization’s best interest, as evidenced first and foremost in performance, prosocial behavior, and reduced turnover; the interface of social identity and social exchange; leadership; organizational change and intergroup relations. The chapter looks at the possible further development of the field. The state of the science as it currently stands is that identification motivates organization-serving attitudes and behavior. Accordingly, organizational identification can be expected to result in a motivation to pursue the organization’s collective interest. The social identity analysis of organizational behavior may have started out placing organizational identification center stage, but the social identity perspective is broader than purely a focus on the influence of social identification.
