Organizations need competent human resources to cope with unpredictable technological and environmental changes for their survival. One of the main human resources facets is taking ownership of the organization's activities and performing extra duties for the organization's welfare. Hence, the...

Migrants entering a new country also search for belonging. Through employment, migrants work in organizations and experience socialization in these new contexts. Thereby, organizations offer migrants a wide range of possibilities for identification and are thus places to regain a sense of...

This paper examines the effect of superstars on external stakeholders' organizational identification through the lens of sport. Drawing on social identity theory and the concept of organizational identification, as well as on role model theories and superstar economics, we develop several...

Although researchers and practitioners increasingly focus on health promotion in organizations, research has been mainly fragmented and fails to integrate different organizational levels in terms of their effects on employee health. Drawing on organizational climate and social identity research,...

An increasing number of individuals work in jobs with little standardization and repetition, that is, with high levels of job non-routinization. At the same time, demands for creativity are high, which raises the question of how employees can use job non-routinization to develop creativity....

This study sheds light on how employees identify with organizational change after a cross-border acquisition. Specifically, we tested how target and bidder employees identify against each other. We extend previous findings from the literature that both acquiring and target organizations continue...