A review on asymmetries in workgroup and organizational identifications

Abstract

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.