Organizational Change and the Identity Cycle: Understanding the Effect of Change on Individual Attitudes and Behaviors Through a Combined Social Identity Theory/Identity Theory Perspective

The study of roles and role behavior is particularly relevant today as individuals acquire more roles in the complexity of the 1990s. One environment that has been significantly prone to change is the workplace, where multiple committees, teams, and departments have transformed the nature of work and are altering the way that jobs are defined. In addition to the fact that workers are now taking on multiple roles within organizations, the roles themselves are changing at an accelerated pace. Reengineering, downsizing, mergers, acquisitions, and total quality initiatives are just a few of the interventions that businesses are implementing in order to become leaner, flatter, and more responsive to their environments. This paper draws from social identity theory and identity theory to understand how employees respond to organizational change. Given the fairly low success rates of major change efforts (estimates are between 10% and 50%), it is suggested that a more thorough understanding of the effect of these programs on an individual\u27s role within the organization is necessary. This paper begins by first defining, comparing, and contrasting social identity theory and identity theory. This has, to date, not been done, and it is particularly important because a number of authors appear to be using the two theories interchangeably. Next, social identity theory and identity theory are used to build a broader framework for understanding human behavior, and this model, called the identity cycle, is used to develop a set of propositions regarding the effects of organizational change on employee attitudes and behavior

Effects of Compensation Systems on Job Search Decisions: An Application of Person-Organization Fit

Past research has demonstrated the importance of pay level in job search and choice processes. Compensation policies other than pay level may have important effects on applicant attraction, yet there has been little research examining this possibility. The role of person-organization fit in job search and job choice decisions has also been supported. Because pay systems define an organization\u27s expectations and culture, they may be an important organizational attribute for individuals to compare with their needs and values; thus the corresponding level of fit between compensation policies and individuals\u27 dispositions may affect subsequent job search and choice decisions. Using several research methods and a sample of individuals currently involved in the interviewing process, this stugy examines both the main and interactive effects of various pay system attributes on job search. Resulting analyses primarily supported the hypotheses, suggesting that many facets of pay systems may have important effects on individuals\u27 job search and choice decisions

The Role of Person-Organization Fit in Organizational Selection Decisions

This paper presents and tests a theoretical model of person-organization fit and organizational selection decisions using data from 35 organizations making hiring decisions. Results suggested that (a) interviewers were able to assess applicants\u27 values with above-chance levels of accuracy, (b) interviewers compare their perceptions of applicants\u27 values with their organizations\u27 values to assess person-organization fit, and (c) it is perceived values congruence and not actual values congruence between applicants and organizations that predicted interviewers\u27 person-organization fit perceptions. Results also suggested that interviewers\u27 person-organization fit assessments had the largest effect on their hiring recommendations even after controlling for competing applicant characteristics (e.g., demographics, human capital), and that interviewers\u27 hiring recommendations had large and significant effects on organizations\u27 hiring decisions (e.g., job offers)

Effects of Selection Systems on Job Search Decisions

On the basis of Gilliland\u27s (1993) model of selection system fairness, the present study investigated the relationships between selection procedures, perceived selection system fairness, and job search decisions in both hypothetical and actual organizations. We conducted two studies to test the model. In Study 1, we used an experimental method to examine job seekers\u27 perceptions of, and reactions to, five widely used selection procedures. Results suggested that applicants viewed employment interviews and cognitive ability tests as more job related than biographical inventories (biodata), personality tests, and drug tests, and that job relatedness significantly affected fairness perceptions, which in turn affected job search decisions. Study 2 examined the hypothesized relationships between the selection systems and job seekers\u27 pursuit of actual, relevant organizations. Results from both studies offer support for the hypothesized model, suggesting that selection tests have differential effects on perceived selection system validity and fairness, which affect subsequent job search decisions

An Empirical Investigation of the Predictors of Executive Career Success

The present study examined the degree to which demographic, human capital,motivational, organizational, and industry/region variables predicted executive career success. Career success was assumed to comprise objective (pay, ascendancy) and subjective (job satisfaction, career satisfaction) elements. Results obtained from a sample of 1,388 U.S.executives suggested that demographic, human capital, motivational, and organizational variables explained significant variance in objective career success and in career satisfaction. Particularly interesting were findings that educational level, quality, prestige, and degree type all predicted financial success. In contrast, only the motivational and organizational variables explained significant amounts of variance in job satisfaction. These findings suggest that the variables that lead to objective career success often are quite different from those that lead to subjectively defined success

Breaking Them In or Eliciting Their Best? Reframing Socialization Around Newcomers’ Authentic Self-Expression

Socialization theory has focused on enculturating new employees such that they develop pride in their new organization and internalize its values. We draw on authenticity research to theorize that the initial stage of socialization leads to more effective employment relationships when it instead primarily encourages newcomers to express their personal identities. In a field experiment carried out in a large business process outsourcing company in India, we found that initial socialization focused on personal identity (emphasizing newcomers’ authentic best selves) led to greater customer satisfaction and employee retention after six months than socialization that focused on organizational identity (emphasizing the pride to be gained from organizational affiliation) or the organization’s traditional approach, which focused primarily on skills training. To confirm causation and explore the mechanisms underlying the effects, we replicated the results in a laboratory experiment in a U.S. university. We found that individuals working temporarily as part of a research team were more engaged and satisfied with their work, performed their tasks more effectively, and were less likely to quit when initial socialization focused on personal identity rather than on organizational identity or a control condition. In addition, authentic self-expression mediated these relationships. We call for a new direction in socialization theory that examines how both organizations and employees can benefit by emphasizing newcomers’ authentic best selves

Preparing the Self for Team Entry: How Relational Affirmation Improves Team Performance

Working in teams often leads to productivity loss because the need to feel accepted prevents individual members from making a unique contribution to the team in terms of the information or perspective they can offer. Drawing on self-affirmation theory, we propose that pre-team relational self-affirmation can prepare individuals to contribute to team creative performance more effectively. We theorize that relationally-affirming one’s self-views increases general feelings of being socially valued by others, leading to better information exchange and creative performance. In a first study, we found that teams in which members affirmed their best selves prior to team formation (i.e., by soliciting and receiving narratives that highlight one’s positive impact on close others) outperformed teams that did not do so on a creative problem-solving task. In the second experiment, conducted using virtual teams, we show that pre-team relational self-affirmation leads to heightened feelings of social worth, which in turn explains the effect of the treatment on the team’s ability to exchange information

Clinical evaluation of iron treatment efficiency among non-anemic but iron-deficient female blood donors: a randomized controlled trial

ABSTRACT: Iron deficiency without anemia (IDWA) is related to adverse symptoms that can be relieved by supplementation. Since a blood donation can induce such an iron deficiency, we investigated the clinical impact of an iron treatment after blood donation. METHODS: One week after donation, we randomly assigned 154 female donors with IDWA aged <50 years to a 4-week oral treatment of ferrous sulfate vs. placebo. The main outcome was the change in the level of fatigue before and after the intervention. Also evaluated were aerobic capacity, mood disorder, quality of life, compliance and adverse events. Biological markers were hemoglobin and ferritin. RESULTS: Treatment effect from baseline to 4 weeks for hemoglobin and ferritin were 5.2 g/L (p < 0.01) and 14.8 ng/mL (p < 0.01) respectively. No significant clinical effect was observed for fatigue (-0.15 points, 95% confidence interval -0.9 to 0.6, p = 0.697) or for other outcomes. Compliance and interruption for side effects was similar in both groups. Additionally, blood donation did not induce overt symptoms of fatigue in spite of the significant biological changes it produces. CONCLUSIONS: These data are valuable as they enable us to conclude that donors with IDWA after a blood donation would not clinically benefit from iron supplementation. Trial registration: NCT00689793

Madagascar’s extraordinary biodiversity: Evolution, distribution, and use

Madagascar's biota is hyperdiverse and includes exceptional levels of endemicity. We review the current state of knowledge on Madagascar's past and current terrestrial and freshwater biodiversity by compiling and presenting comprehensive data on species diversity, endemism, and rates of species description and human uses, in addition to presenting an updated and simplified map of vegetation types. We report a substantial increase of records and species new to science in recent years; however, the diversity and evolution of many groups remain practically unknown (e.g., fungi and most invertebrates). Digitization efforts are increasing the resolution of species richness patterns and we highlight the crucial role of field- and collections-based research for advancing biodiversity knowledge and identifying gaps in our understanding, particularly as species richness corresponds closely to collection effort. Phylogenetic diversity patterns mirror that of species richness and endemism in most of the analyzed groups. We highlight humid forests as centers of diversity and endemism because of their role as refugia and centers of recent and rapid radiations. However, the distinct endemism of other areas, such as the grassland-woodland mosaic of the Central Highlands and the spiny forest of the southwest, is also biologically important despite lower species richness. The documented uses of Malagasy biodiversity are manifold, with much potential for the uncovering of new useful traits for food, medicine, and climate mitigation. The data presented here showcase Madagascar as a unique living laboratory for our understanding of evolution and the complex interactions between people and nature. The gathering and analysis of biodiversity data must continue and accelerate if we are to fully understand and safeguard this unique subset of Earth's biodiversity