Individuals need a situated identity, or a clear sense of “who they are” in their local context,
to function. Drawing largely on interpretivist research, we describe the process of identity …

Employees commonly cite their managers' behavior as the primary reason for quitting their
jobs. We sought to extend turnover research by investigating whether two commonly used …

Organizational researchers studying well-being–as well as organizations themselves–often
place much of the burden on employees to manage and preserve their own well-being …

Despite recognizing the importance of personal identification in organizations, researchers
have rarely explored its dynamics. We define personal identification as perceived oneness …

Research suggests that organizational members highly prize respect but rarely report
adequately receiving it. However, there is a lack of theory in organizational behavior …

The burgeoning literature on academic entrepreneurship primarily incorporates macro-level
ideas and tools from fields such as economics, sociology, strategy, and public policy. Most of …

A recent theoretical proposal is that relational identification generalizes to organizational
identification through affective, cognitive, and behavioral mediating mechanisms. The …

This present study examines the relationship among competency development, empowering
leadership, employee-organisation relationship, psychological flexibility and career success …

Why don't we blink when our organizations are described as friendly or aggressive? Why do
we expect our organizations to care about our well-being? We argue that anthropomorphism …

Identity and identification remain very popular constructs for organizational scholars,
regularly generating a bounty of provocative research. To help maintain the generativity of …