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The purpose if this research was to gain an understanding of the sense of belonging in entry level nurses using social identity theory to investigate the relationship between identity and belonging. A nurse's sense of belonging is critical to self-identity. Entry level nurses commonly struggle with the sense of belonging which could relate to marginal performance, costly turnover, job dissatisfaction, and a decreased sense of social identity. For this study the researcher used a quantitative secondary analysis from a primary, descriptive correlation study conducted in a southwestern state. The secondary analysis included descriptive statistics, an ANOVA, Pearson's Correlation, and a linear regression design. Quantitative data was collected from the Belongingness Scale-Clinical Placement Experiences Tool (BES-CPE), The Nurse Workplace Relational Environment Scale (NWRES), and a comprehensive demographic tool. The secondary analysis examined the entry level nurses' sense of belonging for in-group and out-group members during their first job as a registered nurse and included the variances between in-group and out-group member's job satisfaction. The findings indicated the primary reason registered nurses from both the in-group and out-group left their job related to job dissatisfaction, followed by moving or relocation. The primary reason both the in-group and out-group members stayed in their first job was for pay/benefits. The in-group member's sense of belonging directly correlated to the workplace environment while the out-group member's sense of belonging directly correlated to job satisfaction, thus belongingness was not an indicator for out-group members staying or leaving the job. The findings from the secondary analysis revealed that in-group social identity strongly influenced self-concept and group-categorization through the sense of belonging that was grounded in the workplace environment. In addition, the results from the study indicated that there is a relationship between belonging and employee satisfaction that is established through socialization.
This new volume is the first to bring together social and organizational psychologists to explore social identity theory in organizational contexts. The chapters are wide ranging - they deal with basic social identity theory, organizational diversity, leadership, employee turnover, mergers and acquisitions, organizational identification, cooperation and trust in organizations, commitment and work, and socialization and influence within organizations. This book is an integrative platform for a closer relationship between social psychologists and organizational psychologists who study social identity processes in organizations.
Social identity research is very much on the ascendancy, particularly in the field of organizational psychology. Reflecting this fact, this volume contains chapters from researchers at the cutting edge of these developments.
This book provides a systematic overview on issues and challenges related to work identity and identification at work in the ‘new’ South African workplace. It shares results and measures of a work identity research project that was conducted in a variety of modern South African workplaces. It looks at the concept of work identity in the light of a keen and growing interest in why people are becoming attached to, involved in, engaged with, or committed to their work. Still a relatively unexplored concept, built on the foundations of different identity theory streams, the concept of work identity provides a fundamental reconsideration of explaining engaging behaviours at work. Against the backdrop of a changing political and economic landscape and the impact these radical changes had on the South African workplace, the main research question of the project was the South African employees’ question ‘Who am I at work?’. In search of the answer to that question, the book explores the impact of South African employees’ life spheres and life roles on their choice of work-related identification foci. It further explores how identity work tactics and strategies are being used to develop and define their own work identities, resulting in the conceptualisation and development of a work-based identity measure.
This landmark work offers a tour of the latest developments in Social Identity Theory from the leading scholars in the field. First proposed by Tajfel and Turner in 1979, Social Identity Theory has proved enormously influential in stimulating new theory and research, and in its application to social problems. The field is developing apace and important new lines of work have opened up in the past few years. The three sections of the book cover: theoretical contributions to the field; recent empirical assessments of key elements of the theory; and applications of Social Identity Theory to bring about changes in problematic intergroup relationships.
Advances in Group Processes publishes theoretical analyses, reviews and theory based empirical chapters on group phenomena. Volume 22, the fourth volume of a 5-series set, includes papers that address fundamental issues of Social Identification in Groups. Chapter one examines how group identities can have beneficial and detrimental effects on workplace commitment. The second chapter examines the emotional reactions that emerge when transient meanings do not match the meaning of one's identity standard. The third chapter uses identity theories to understand how performance on an academic test is impaired when scoring well on the test is not consistent with the identity. As a group, these three chapters address new empirical and theoretical problems at the cutting edge of identity theory and research. The next three chapters take on issues of identity and social structure. Chapter four theorizes and tests a core idea in identity theory, that structural constraints and opportunities shape the development of commitments to social relations. The authors conduct a test of this claim using survey data from a five county region of southern California. The next chapter integrates status characteristics theory with principles from social identity theory to show how status structures and group membership combine to produce influence in task settings. Chapter six puts forward a theory of collective identity that addresses whether collective identities cause or are caused by participation in a social movements, and whether subgroup identities are inversely or positively related to larger group identities. The next two papers address issues of social identity and uncertainty. Chapter seven tests and supports the claim that people take longer to define the identity of androgynous looking individuals, and that their presence will slow performance on a cognitive task. Chapter eight examines the emergence of ideology in the context of theory and research on uncertainty, group identification, group prototypes and entitativity. The final chapter in the volume seeks to understand how multiple identity standards can be activated simultaneously, and how identity perceptions shift from members of separate groups to members of a single, more inclusive group. Overall, the volume includes papers that reflect a wide range of theoretical approaches to social identity and contributions by major scholars that work in the general area of group processes.
Abstract: Nurses function in a complex web of relationships including other nurses, supervisors, patients, and physicians. They are guided through these challenges with the task of managing relationships by professional standards; yet often experience role confusion, conflict, and incompatible goals. Given these conflicting factors, nurses at all levels face the difficulties of both educating and caring for patients while, at times, being each other's own worst enemy. Numerous nurse researchers have explored the various facets of nurse conflict (e.g., Cavanagh, 1991; Cox, 2001; McKenna et al., 2003; Randle, 2003; Stanley et al., 2007). However, few scholars (for exceptions see Apker et al, 2005; Apker et al., 2009; Nicotera & Clinkscales, 2010; Nicotera et al., 2010) have taken a uniquely communication approach to understanding how the way in which nurses view themselves may predict the nature of their interpersonal communication (e.g., being engaged in conversation inside the organizational context), willingness to confront conflict with other nurses, feelings of learned helplessness, and employment turnover. Through a social identity theoretical lens, this dissertation examines how nurses' identification with their working small group, unit, or floor, nursing role (e.g., staff ER nurse, nurse practitioner), and the nursing profession relates to nurses interaction involvement, willingness to confront conflict, feelings of learned helplessness, and tenure intentions. Nurse identity is theorized to vary at three levels per nurses' small group/unit/floor, role, and profession. Key variables were explored via a cross-sectional survey including 446 nurse participants employed at Cleveland Clinic. Tenets of Dillman's (2007) Tailored Design Method and Total Survey Error Approach (Weisberg, 2005) guided the creation and distribution of this survey. Structural equation modeling was used to uncover direct and indirect effects between the five primary variables in question. Findings demonstrate direct relationships between nurse identity (as a latent variable) and interaction involvement, willingness to confront conflict, and tenure intentions. Feelings of learned helplessness are attenuated by increased nurse identity through interaction involvement and willingness to confront conflict. Additionally, both willingness to confront conflict and learned helplessness mediate the relationship between interaction involvement and nurses' tenure intentions. Finally, this dissertation contributes to a small body of literature examining identity antecedents to communication phenomenon inside the nursing profession. Theoretical extensions include indirect links between nurse identity and learned helplessness via interaction involvement and willingness to confront conflict and interaction involvement and tenure predictions as mediated by willingness to confront conflict and learned helplessness. Findings in this study (e.g., those related to Packer's [2008; Packer & Chasteen, 2010] normative conflict model of dissent) also echo prior work conducted by scholars interested in social identity occurrences in organizational arenas. Implications for communication theory development, health communication, and the nursing profession are presented and directions for future research discussed.