Exemplifying “Us”: Integrating social identity theory of leadership with cognitive models of categorization

Sewell, David K.; Ballard, Timothy; Steffens, Niklas K.

doi:10.1016/j.leaqua.2021.101517

Cited by 9 publications

(9 citation statements)

References 108 publications

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“…Studies 3 and 5 showed that a group member's groupspecific leaders importance and their group-specific leader self-efficacy are moderately to strongly correlated with other leadership motivation constructs such as a person's motivation to lead (Chan & Drasgow, 2001), their leader identity (DeRue & Ashford, 2010), or their desire for prestige or dominance (Cheng et al, 2013;McClanahan et al, 2021). Comparatively, groupspecific leader motivations are not as related to how a person views themselves as a leader (Carless et al, 2000;Walumbwa et al, 2008), how a person view their group leaders (Sewell et al, 2021;Steffens et al, 2014;van Dick et al, 2018), or a person's group identification.…”

Section: Discussionmentioning

confidence: 99%

“…Leadership involves group identification and relationships between fellow group members (Hogg et al, 2012). Group members both evaluate their group leaders based on whether the leader promotes identity-related needs (Fransen et al, 2020;Sewell et al, 2021;Steffens et al, 2014;van Dick et al, 2018) and GROUP MEMBERS PURSUE LEADERSHIP OPPORTUNITIES 4 may emerge as a group leader to represent their group (Peters & Haslam, 2018;Smith et al, 2018). Group identification may relate to why a group member pursues a leadership opportunity, and these construals may be different from their overall leader identity (Haslam et al, 2022).…”

Section: Group Members With High Group Identification Pursue Specific...mentioning

confidence: 99%

“…Group leaders strongly influence the maintenance and direction of the group-and its prototype-while representing their group in intergroup communications. Group members prefer leaders who are prototypical of their group (Barreto & Hogg, 2017) and prefer leaders who protect and advance their group's identityrelated interests (Sewell et al, 2021;Steffens et al, 2014;van Dick et al, 2018).…”

Section: Group Identity Group Leaders and Leader Emergencementioning

confidence: 99%

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Group Members with High Group Identification Pursue Specific Leadership Opportunities

Ramdass¹

2022

Preprint

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Inspired by the social identity theory of leadership (Hogg et al., 2012) and identity leadership (Haslam et al., 2022; Steffens et al., 2014), the present research investigated whether high group identifiers pursue specific leadership opportunities. In Study 1, interviews with student leaders found that group members’ decision to pursue a leadership opportunity depended on their group identification and group-specific considerations. In Studies 2 and 3, MTurk workers identified two potential factors for why they would pursue a leadership opportunity: how important it was for them to lead their group and whether they had the self-efficacy to lead their group. In two experiments, MTurk workers view group-specific leader considerations differently than their motivation to lead (Study 4), and Reddit.com users who highly identified with their subreddit were more likely to pursue a leadership opportunity if thought it was important for them to lead their group (Study 5).

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Section: Discussionmentioning

confidence: 99%

Section: Group Members With High Group Identification Pursue Specific...mentioning

confidence: 99%

Section: Group Identity Group Leaders and Leader Emergencementioning

confidence: 99%

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Group Members with High Group Identification Pursue Specific Leadership Opportunities

Ramdass¹

2022

Preprint

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“…Among many factors that affect social responsibility, interpersonal relationship quality has become a crucial predictor ( Huang et al, 2016 ), Social responsibility will affect interpersonal relationship quality ( Kim and Kim, 2016 ). Drawing on the theory of social identity ( Sewell et al, 2022 ), in which it is proposed that every member of society belongs to a group, constructing an effective social identity helped mobilize individual social responsibility, further developing harmonious social group relations. Therefore, some scholars have used social identity theory to test the impact of social responsibility on all kinds of social relations.…”

Section: Literature Review and Development Of Hypothesesmentioning

confidence: 99%

Fathers’ presence and adolescents’ interpersonal relationship quality: Moderated mediation model

Sun

Fan

2023

Front. Psychol.

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IntroductionMost previous studies focused on the effects of fathers’ presence on adolescent development, but rarely examined the mechanisms underlying the presence of fathers on adolescent development. Moreover, previous studies ignored the impact of fathers’ way of being present on adolescent interpersonal relationships. Based on social identity theory, the present study introduced adolescents’ social responsibility as a mediating variable to explore the influence of father’s presence style on adolescents’ interpersonal. This study examined the mechanism of fathers’ way of being present on father’s presence, adolescents’ social responsibility, and their quality of interpersonal relationships; if fathers adopt a democratic approach to be present, the study examines whether teenagers are more likely to enhance their sense of social responsibility and achieve harmonious interpersonal relationships.MethodsParticipants were 1,942 senior high school and college students who responded to the Fatherhood Questionnaire, Social Responsibility Questionnaire, and Interpersonal Relationship Quality Diagnosis Scale. This study used PROCESS macro of SPSS 24.0 and Amos 26.0 to examine the hypotheses.ResultsEmpirical results demonstrated that (a) fathers’ presence is directly and positively related to adolescents’ social responsibility, (b) fathers’ presence is indirectly and positively related to the quality of adolescents’ interpersonal relationships through social responsibility, and (c) parenting styles played a moderating role in the first half of the fathers’ presence on social responsibility and the quality of interpersonal relationships. Results demonstrated that more harmonious interpersonal relationships were present among teenagers when fathers adopted a democratic upbringing, and this interaction effect on interpersonal relationships was mediated by teenagers’ sense of social responsibility.DiscussionThe findings of this study enrich the literature by exploring the significance of emphasizing fathers’ democratic presence on teenagers’ sense of social responsibility and interpersonal relationships. The practical implications of this study are that society should encourage more fathers to be present and guide them to adopt a democratic parenting style that will benefit adolescents’ development and family well-being.

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“…According to the SIT of leadership (Hogg, 2001; Platow et al. , 2015; Sewell et al. , 2022; van Knippenberg and Hogg, 2003), the more leaders tend to be attuned to the social identity of the social group they are in, the more influential and trusted they become by their followers.…”

Section: Theoretical Background and Hypothesis Developmentmentioning

confidence: 99%

Exploitative leadership and constructive voice: the role of employee adaptive personality and organizational identification

Bajaba

Alsabban

2023

JOEPP

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PurposeThe purpose of this paper is to examine the mediating role of organizational identification (OI) and the moderating role of adaptive personality (AP) between exploitative leadership (EL) and constructive voice (CV) relationship.Design/methodology/approachThis study samples 154 full-time employees from Saudi Arabia and records their self-reported responses to closed-ended items in the survey. Hierarchical regression and PROCESS Macro are used for the analysis.FindingsUtilizing social identity theory and social exchange theory, the authors demonstrate EL adversely affect CV through OI. AP also moderates EL-OI relationships. The indirect effects of EL on CV via OI are moderated by AP. In other words, adaptive employees are more likely to neutralize the adverse effects of such exploitation by adapting to the situation.Practical implicationsHuman resource professionals and organizations must identify indicators of EL when evaluating job candidates. Organizations should also adopt communication systems that encourage employees to report any misconduct. Finally, organizations should speak out against exploitative leaders and educate their employees on ethics.Originality/valueThe originality is in extending the nomological network of EL to incorporate reduced employee OI and constructive deviance. It also discusses how adaptive employees mitigate exploitative behavior's negative effects.

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Exemplifying “Us”: Integrating social identity theory of leadership with cognitive models of categorization

Cited by 9 publications

References 108 publications

Group Members with High Group Identification Pursue Specific Leadership Opportunities

Group Members with High Group Identification Pursue Specific Leadership Opportunities

Fathers’ presence and adolescents’ interpersonal relationship quality: Moderated mediation model

Exploitative leadership and constructive voice: the role of employee adaptive personality and organizational identification

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