How Relational and Organizational Identification Converge: Processes and Conditions
研究员工对上级的关系认同如何与对组织的认同相互趋同，通过认知、情感和行为机制实现，并受任务依赖性和典型性条件影响，为多认同研究提供新视角。
Separate research literatures focus on the individual's identification with relationships, groups, organizations, and other workplace targets. We propose that identification with one referent may converge with or extend to another, thus suggesting the potential for more parsimonious perspectives on identification. We illustrate this argument by examining how the subordinate's identification with the subordinate-manager role relationship (“relational identification”) (RI) may converge with the subordinate's organizational identification (OI). We propose that convergence occurs through cognitive, affective, and behavioral mechanisms, including social influence, anthropomorphization, personalization, affect transfer, and behavioral sensemaking. We also propose that convergence is conditioned by task interdependence (inherent in the role relationship) and prototypicality (of the relational other). We discuss the implications of our convergence model for future research on multiple identifications.