COVID-19 and the workplace: Implications, issues, and insights for future research and action.

COVID-19's impacts on workers and workplaces across the globe have been dramatic. We present a broad review of prior research rooted in work and organizational psychology, and related fields, for making sense of the implications for employees, teams, and work organizations. Our review and preview of relevant literature focuses on: (i) emergent changes in work practices (e.g. working from home, virtual teams) and (ii) emergent changes for workers (e.g. social distancing, stress and unemployment). In addition, we examine the potential moderating factors of demographic characteristics, individual differences, and organizational norms to generate disparate effects. This broad-scope overview provides an integrative approach for considering the implications of COVID-19 for work and organizations while also identifying issues for future research and insights to inform solutions

The company you keep: how an organization's horizontal partnerships affect employee organizational identification

Despite recognizing the importance of external dynamics to employee organizational identification, this factor is under explored in today’s evermore interdependent organizations. We theorize how organizational identification can be influenced by an employer’s horizontal partnerships with entities such as sport teams or charities. Drawing on insights from the organizational identification and marketing literatures, we explore how events concerning an organization’s horizontal partner become salient to employees, how they evaluate the implications of the partnership, and how their identification may shift as a result. Surprisingly, our model reveals that partnerships that have low congruence may lead to significant positive identification shifts for some individuals; while partnerships that are seemingly positive for an organization may result in negative identification shifts. Our theorizing makes two important contributions. First, it introduces the potential of horizontal relationships with other organizations to shape the important work relationship of identification with the focal employing organization. Second, it outlines the processes through which horizontal partners can make a difference in work relationships and sets the stage to better understand how they can strengthen and hinder these relationships, as well as encroach on non-work life