Identification in organizations: The role of self-concept orientations and identification motives
构建了一个整合框架，解释员工如何对同事、工作群体和组织产生多重认同，并分析个体主义、关系主义和集体主义自我概念取向以及认同动机的作用。
We develop an integrative framework that sheds light on managing multiple targets of employee identifications—specifically, coworker, workgroup, and organizational identifications. Drawing from cross-cultural and gender studies, we distinguish between individual tendencies (self-concept orientations) and self-definitions with specific relationships or groups (identifications). We explicate the role of individualist, relationist, and collectivist self-concept orientations, as well as identification motives, on organizationally relevant identifications and conclude with a discussion of the implications for identification in organizations.