Communication and Social Identity Theory: Existing and Potential Connections in Organizational Identification Research

This essay builds on the growing, but underdeveloped, role of communication in work based on Social Identity Theory (SIT) as it relates to identity and identification in the organization. Five existing areas of connection between communication and SIT in organizational identification research are documented and assessed. These include salience of dual/multiple identifications, computer-mediated communication and virtual work related to identification, relationally focused work identities, organizational-level identities, and disidentification and related forms.     

Humor in middle management: women negotiating the paradoxes of organizational life

Women in middle management continue to face multiple paradoxes arising from their structural and gendered locations that add to the uncertainty of negotiating organizational life. Investigating the lived experiences of women middle managers can illuminate the constraints and paradoxes endemic to organizing, for such experiences foreground tensions at the intersection of structure, identity, agency, and power. Specifically, this contextual investigation of conversational humor explores links between organizational status, gender, and paradox. In so doing, it demonstrates how women can use humor to negotiate managerial identities and to navigate organizational life. This study uncovers nuanced and important communication tactics of middle management women. This study also reveals the value of investigating the complex convergence of humor, gender, and organizational communication theory.     

“Who Are You Trying To Be?”: Identity Gaps Within Intraracial Encounters

This study employs the Communication Theory of Identity (CTI) to explain and describe the interpenetration of personal, enacted, and relational frames of identity within the context of interracial communication encounters. Specific examples, derived from focus group discussions, of personal-relational and personal-enacted-relational identity gaps experienced by Blacks and Hispanics are presented. The article concludes with a discussion of the conditions under which satisfying communication is achievable in difficult situations requiring the negotiation of ethnicity.     

Exploring the Relationship Between Computer-Mediated Communication,Sexual Identity Commitment,and Well-Being Among Lesbian,Gay, and Bisexual Adolescents

Lesbian, gay, and bisexual (LGB) adolescents are avid users of computer-mediated communication (CMC), but few empirical studies have investigated the function of CMC in the lives of LGB youth. Grounded in the media practice model, the present study explored the relationships among CMC, sexual identity commitment, and well-being by surveying LGB adolescents (N = 570). Results indicated that a positive relationship existed between time spent on social network sites and well-being that was mediated by sexual identity commitment. Time spent instant messaging, sending/receiving e-mail, or in chat rooms was not related to sexual identity commitment or well-being. Social network sites may aid LGB youth in understanding their sexual identities in ways that other CMC modalities cannot.     

An essay on publishing standards for rhetorical criticism

Managing private health information in the workplace has become a salient communication issue for employees, supervisors, and organizations. The primary objective of this investigation is to explore employees’ perceptions of and preferences for communicating about health information in the workplace. A qualitative focus group study was conducted using Communication Privacy Management Theory (CPM) as a framework to organize the questions employees face about sharing personal health information. Forty-nine workers were recruited to participate in nine focus groups. The results demonstrate a variety of contextual influences and behaviors relating to employees’ preferences for discussing health information at work. Specifically, the researchers identified five emergent themes in the data: rules for sharing private information, boundary coordination, reasons for permeable boundaries, reasons for impermeable boundaries, and organizational environment and conditions. The data parallel CPM and have practical implications for managers aiming to improve the regulation of health information in the workplace.     

Communication and Social Exchange Processes in Community Theater Groups

This study explores the communication experiences of two volunteer groups involved in the production of community theater musicals. Based on social exchange theory, it examined what group members perceived to be the positive benefits (primarily meeting people and having an opportunity to perform) and the negative costs (primarily disorganization, lack of coordination, and time issues) of participating in the groups. The study found that peer support and opportunity for social interaction, along with positive audience response, were the best predictors of positive reactions to their experiences and commitment to the show and community theater in general. These results provide insight into social exchange theory in group settings and can be applied to other community theater groups, as well as other volunteer organizations.     

An Experimental Investigation of Social Identification on College Student Organ Donor Decisions

This investigation examined whether persuasive organ donation messages that target individuals’ identification with a salient social group will be more effective in encouraging these individuals to become organ donors than will information-only persuasive messages. Participants were randomly assigned to view one of two pro-organ donation messages, both of which included basic information about organ donation (need, number of registered donors, etc.) while one also targeted social identity. Findings indicate that individuals exposed to a social identification message were more likely to click a link that allowed them to officially register as organ donors. These results offer support for the utility of social identification as a health communication campaign strategy for increasing organ donation.     

Influence of Social Identity on Self-Efficacy Beliefs Through Perceived Social Support: A Social Identity Theory Perspective

While much research documents the influence of self-efficacy on enactment of health behaviors, relatively less attention has been given to the factors that influence self-efficacy. To enhance our understanding of the various sources of self-efficacy, this study integrated social identity theory into this context and proposed and tested a model, which describes a process through which social identity can influence self-efficacy of engaging in health-related behaviors. Consistent with the proposed meditational model, the findings showed that individuals who had stronger social identity with a given social group perceived greater social support from the group, which in turn predicted higher self-efficacy of engaging in a health-related behavior advocated by the group, and ultimately predicted greater behavioral intention. Theoretical and practical implications are discussed.     

Word Selection and Social Identities in Talk-in-Interaction

This article examines connections between communication and identity. We present an analysis of actual, recorded social interactions in order to describe intersections between identity and vocabulary selection. We focus on how, in selecting or deselecting particular terms (e.g., cephalic, doula, cooker) speakers can display both their own identities and the identities of others. We show how these identities are constructed in part through speakers' selection and competent deployment of the specialist vocabularies associated with particular territories of expertise, how identities can be challenged when cointeractants presume understanding problems with specialist vocabularies, and how they can be defended (more or less vigorously) against such challenges with claims or displays of understanding. This conversation analytic approach to talk-in-interaction documents how specialist vocabularies can be deployed, in situ, in the construction of social identities. In describing how communication is used in the enactment and construction of identity, our findings contribute to the developing body of research specifying communication practices through which identity is constructed and showing how salient identities are made manifest in interaction.     

Communication network dynamics during organizational crisis

Communication network is a personal or professional set of relationships between individuals or organizations. In other words, it is a pattern of contacts which are created due to the flow of information among the participating actors. The flow of information establishes various types of relationships among the participating entities. These relationships eventually form an overall pattern that could form a gestalt of the total structure within organizational context. In this paper, we analyze the changing communications structure in order to investigate the patterns associated with the final stages of organizational crisis. Organizational crisis has been defined as organizational mortality, organizational death, organizational exit, bankruptcy, decline, retrenchment and failure to characterize various forms of organizational crisis. We draw on theoretical perspectives on organizational crisis proposed by social network analysts and other sociologists to test 5 key propositions on the changes in the network communication structure associated with organizational crisis: (1) a few actors, who are prominent or more active, will become central during the organizational crisis period; (2) reciprocity within the organizational communication network will increase during crisis period; (3) organizational communication network becomes less transitive as organizations experience crisis; (4) number of cliques increases in a communication network as organizations are going through crisis; and (5) communication network becomes increasingly centralized as organizations go through crisis.     

The Changing Face of Retirement: Exploring Retirees’ Communicative Construction of Tensions through Bridge Employment

As more adults see bridge employment as part of their retirement, it becomes important to understand the communicative construction of this experience. This point is especially true as bridge employment emphasizes tensions between work and leisure and serves as a way to affirm or create occupational identity. To address this topic we conducted qualitative interviews with retirees and completed an abductive analysis of the data. In doing so, we found two overarching themes: bridge employment is an uncertain experience (negative, positive, or both frames), and bridge employment is an opportunity to (re)establish identities (maintenance, change, or both orientations). Not only do these findings make theoretical contributions, but inform practical implications for retirees and organizations, such as updating retention and recruitment efforts and changing age-based organizational structures.     

Negotiating the Model Minority Image: Performative Aspects of College-Educated Asian American Professional Men

This study is a chapter in a larger work, in which the authors explore how eight college-educated Asian American professional men negotiate the model minority image to present the performative constructions of their multiple identities within the racialized and gendered context of U.S. organizations where they work. The authors first discuss the participants' perceptions of how others view their social identities as part of a homogenized concept, regardless of their diverse Asian American subjectivities. Then, they examine how the participants engage in performative aspects of the model minority image to promote positive impressions on others and to empower themselves in U.S. organizations. Exploring the subjective standpoint of being the model minority in the context of mainstream organizations, the authors aim to further reconsider the concept of identity as relational in the context of intercultural interactions.     

Communicative Reconstruction of Resilience Labor: Identity/Identification in Disaster-Relief Workers

Drawing from the structurational theory of identification [Scott, Corman, & Cheney, 1998] and resilience theory [Buzzanell, 2010], our inquiry provides insight into the sustainability of disaster-relief worker involvement and the discursive processes whereby workers overcome emotional and physical challenges to create resilience labor. Analyzing 23 semi-structured interviews with disaster-relief workers of a non-profit organization, we define resilience labor as the dual-layered process of reintegrating transformative identities and identifications to sustain and construct ongoing organizational involvement and resilience. The identification frames align with familial, ideological, and destruction–renewal network ties that empower individuals to construct their identities in transformative ways. The frames can guide non-profit managers and volunteers working in extreme contexts characterized by societal conflicts or disruption to sustain themselves as they construct resilience labor.     

“We Do It, but They Don't”: Multiple Categorizations and Work Team Communication

The present study adopted an intergroup approach to information sharing and ratings of work team communication in a public hospital (N = 142) undergoing large-scale restructuring. Consistent with predictions, ratings of communication followed a double ingroup serving bias: while team members reported sending about the same levels of information to double ingroup members (same work team/same occupational group) as they did to partial ingroup members (same work team/different occupational group), they reported receiving less information from partial ingroup members than from double ingroup members and rated the communication that they received from partial ingroup members as less effective. We discuss the implication of these results for the management of information sharing and organizational communication.     

“We Do It,but They Don't”: Multiple Categorizations and Work Team Communication

The present study adopted an intergroup approach to information sharing and ratings of work team communication in a public hospital (N?=?142) undergoing large-scale restructuring. Consistent with predictions, ratings of communication followed a double ingroup serving bias: while team members reported sending about the same levels of information to double ingroup members (same work team/same occupational group) as they did to partial ingroup members (same work team/different occupational group), they reported receiving less information from partial ingroup members than from double ingroup members and rated the communication that they received from partial ingroup members as less effective. We discuss the implication of these results for the management of information sharing and organizational communication.     

Sensemaking in Turbulent Contexts: African Student Leadership in a Postcolonial Context

This study revealed the ways that student leaders make sense of their approaches to leadership in African student organizations in the United States. Seven leaders of recognized African student organizations in universities from the Midwest, Pacific Northwest, and the South took part in interviews. Discourse analysis of interview data revealed the complexity of leadership discourses and practices in a postcolonial context in showing that African student organizational leadership (a) proceeds through the accommodation and resistance to dominant Western organizational and/or colonial discourses and (b) enables leaders to make sense of theirs and their organizations’ identities in the context of discourses that marginalize African forms of cultural expression.     

Bereaved Parents' Negotiation of Identity Following the Death of a Child

This study examines changes in bereaved parents' identities following the death of a child. The bereaved parents in this study experienced two dialectical contradictions of identity, which are: (a) a parent without a child to parent and (b) I'm an outsider-I'm an insider. Results describe how parents used communication to negotiate these contradictions of identity. Implications for the study of parental bereavement, communication, and identity are discussed.     

The Communication Glue that Binds Employees to an Organization: A Study of Organizational Identification in Two Thai Organizations

Organizational communication scholars have paid scant attention to the motivations of people who choose careers in social service organizations. This study examined organizational identification in the context of two Thai social service organizations: government-run Community Development Department (CDD) and non-governmental Population and Community Development Association (PDA). The degree to which CDD members identified with CDD and PDA members identified with PDA was assessed by using the Organizational Identification Questionnaire constructed by George Cheney (1982 Cheney , G. (1982) . Organizational identification as process and product: A field study . Unpublished master's thesis , Purdue University . [Google Scholar]). Comparison of CDD and PDA scores on Cheney's OIQ provided findings that mirror those of previous studies of organizational identification. Specifically, the level of organizational identification among employees who work for the non-governmental privately-run social-cause organization (PDA) was significantly higher than for employees who work for the government organization (CDD). Thus, the non-governmental organization appears to be more effective than the government organization in fostering employee identification. Interestingly, a factor analysis of Thai responses to the Cheney instrument revealed three dimensions that were different from the three dimensions theorized by Cheney (1982 Cheney , G. (1982) . Organizational identification as process and product: A field study . Unpublished master's thesis , Purdue University . [Google Scholar]). While Cheney's conceptualization of identification included employees sense of membership, similarity, and loyalty to their organization, the Thai dimensions reflected life values (‘pride in membership’), social values (‘fit with organization’), and personal values (‘comfort zone’). These findings hold important implications for communication scholars who study employee motivation in non-Western organizational contexts.     

International Identity in Theory and Practice: The Case of the Modern American Presidency

Scholars have devoted considerable attention to the concept of national identity. In a globalizing world, however, identity is increasingly shaped not only by one's own nation but also by foreign nations. With this in mind, this study theorizes international identity as a communicative process. We propose four features of international identity—that it is distinct, relational, contextual, and stratified—and examine these features in one crucial context: the modern American presidency. Our content analysis of every mention of a foreign entity in 74 years worth of presidential discourse—2480 mentions in all—supports our conception of international identity and begins to identify the parameters of this construct in American political communication.