Social Identity and Corporate Mergers

Corporate mergers require proper human resources management to reach their financial and strategic objectives and minimize negative consequences for employee well‐being. Understanding the antecedents of employees’ identification with the merged organization during the corporate merger is crucial, because stronger post‐merger identification results in less conflict and higher levels of motivation. Unfortunately, employees often identify more strongly with their pre‐merger organizations than with the merged organization. One influential approach to understanding the processes underlying organizational identification is the social identity approach ( Tajfel & Turner, 1986 ; Turner, Hogg, Oakes, Reicher, & Wetherell, 1987 ). Research applying this perspective to organizational mergers shows that levels of identification with the merged organization are partly explained by status and dominance differences of the involved organizations, by motivational threats and uncertainties during the merger, and by the representation of the post‐merger identity. Leaders and managers of corporate mergers are able to influence these processes and, thus, to provide a path for successful merger integration.     

Perceived procedural justice and employee responses to an organizational merger

This study investigated the effects of procedural justice perceptions on employee responses to an organizational merger. On the basis of research on organizational justice and the social psychological theory of intergroup relations, our main hypothesis was that perceived justice of the merger implementation is positively related to post-merger organizational identification and perceptions of common ingroup identity. post-merger identification and common ingroup identity, in turn, were hypothesized to be related to positive attitudes towards the employees of the merger partner and to extra-role behaviour. Results based on a sample of 189 employees from a merged organization indicated partial support for our hypotheses. Implications for further research and merger management are discussed.     

When groups have a lot to lose: Historical continuity enhances resistance to a merger

In two studies, we examined how perceptions of historical continuity affect group members' responses when their group is facing an upcoming merger. We found that perceived historical continuity was a unique predictor of resisting an upcoming merger between various army regiments in Scotland among those associated with the Black Watch (Study 1; N = 308) and those associated with a range of Scottish army regiments (Study 2; N = 498). We found that the perceived break with the past that the merger would involve mediated the relationship between historical continuity perceptions and merger resistance. However, we also found that when there was some reassurance that historical continuity of the pre‐merger group would be preserved in the merged context (i.e. regiments could keep their pre‐merger names), resistance to the merger was reduced (Study 2). We conclude that historical continuity perceptions can be a resource for groups that they will strive to protect in the face of future identity change. The findings underline the important role of group history perceptions in understanding present group dynamics. Copyright © 2010 John Wiley & Sons, Ltd.     

Interdependence and Social Identity in Youth Sport Teams

The degree to which team members believe that they rely on one another to perform successfully and achieve collective outcomes may relate to perceptions about the extent that they integrate the group within their own identity. This study examined the relationship between interdependence and social identity among 422 high school team sport athletes. Youth completed measures of task and outcome interdependence, as well as social identity. Multilevel analyses revealed that higher perceptions of outcome interdependence at an individual and team level predicted greater social identity. Results highlight the role of outcome interdependence on athletes’ perceptions of social identity in sport teams.     

How Groups Merge: The Effects of Merger Integration Patterns on Anticipated Commitment to the Merged Organization1

This study examined the influence of merger integration patterns on expectations about the merger process. The integration patterns included the absorb, in which the merged organization closely resembled the acquiring company; the blend, in which features of both companies were maintained, and the combine, in which the organization resembled neither pre-merger company. Undergraduates role-played employees of a merging organization and written scenarios manipulated the integration pattern and membership in the acquired or acquiring organization. Participants' commitment to the merged organization was most favorable in the combine pattern. Path analyses indicated that the relationship between merger integration pattern and organizational commitment is mediated by the conditions of intergroup contact, perceptions of organizational support, organizational unity, and the degree of threat experienced.     

Employee identification before and after an internal merger: A longitudinal analysis

Earlier studies have shown that perceived external prestige (PEP) and communication climate influence employees' overall organizational identification. This paper presents the results of a longitudinal study into the determinants of organizational identification at two organizational levels during an internal merger. Data were collected in a university where four divisions merged into two new divisions. Respondents filled out a questionnaire on organizational identification, PEP and communication climate 4 months before the merger (T1) and 2 years after the merger (T2). Results indicate that pre‐merger identification primarily influences post‐merger identification at the same organizational level. Furthermore, the determinants of employees' overall organizational identification differ from the determinants of employees' division identification. Internal communication climate is particularly important for employees' identification with their division. PEP affects employees' identification with the overall organization. Management implications are discussed for monitoring employee identification both in times of (internal) mergers and in general.     

Continuing and changing group identities: the effects of merging on social identification and ingroup bias

A social identity approach to the investigation of group-based reactions to a merger is outlined, in which a merger is analyzed in terms of the continuation or change of the pre-merger group identity. In two experiments, the relationship between pre-merger identification, post-merger identification, and ingroup bias was investigated using a minimal group paradigm. Results from both studies showed that the perceived continuation of the pre-merger group identity in the post-merger group strengthened the positive relationship between pre-merger identification and identification with the superordinate post-merger group. Moreover, perceived continuation strengthened, rather than reduced, ingroup bias at the subordinate level of the merged groups. Some theoretical and practical implications are discussed.     

Identity centrality moderates the relationship between acceptance of group‐based stressors and well‐being

Two two‐wave studies were used to examine the proposition that identity centrality enhances the effectiveness of stressor acceptance in the face of group‐based stressors. Study 1 was conducted in newly commencing psychology students (N = 154). Stressor intensity, psychology student identity centrality, and attempted stressor acceptance were measured at two‐time points over 6‐weeks. Study 2 was conducted in a group of early to late career veterinarians (N = 92) and extended Study 1 by assessing stressor frequency as an indicator of the level of demand. Veterinarian identity centrality and stressor acceptance were measured twice over 12‐months. Both studies provided support for the predicted three‐way interaction. Only when Time 1 stressors and identity centrality were both high was stressor acceptance related to a reduction in perceived stressor intensity (Study 1) or burnout symptoms (Study 2) at Time 2. These findings suggest that identity centrality enhances the effectiveness of stressor acceptance for supporting wellbeing and resilience.     

When Your Team is Not Really Your Team Anymore: Identification with a Merged Basketball Club

In this questionnaire study it was tested to what extent identification with a merged basketball club could be predicted on the basis of six concepts derived from a social identity perspective on mergers. Respondents were 160 fans and 91 youth players of a Belgian first division basketball club that had merged the previous season. A direct multiple regression analysis indicated that, both for fans and youth players identification with the pre-merger club was the best predictor of identification with the new merger club, followed by the perceived success of the merger. Two other concepts emerged as significant, though modest, predictors of post-merger identification for fans and youth players: the perceived necessity of the merger and their satisfaction with the merger process. For the fans, the perceived continuity/representation of the in-group in the merger group was also a significant predictor. Together, the hypothesized predictors accounted for 70% of the total variance in their post-merger identification. This high percentage underlines the relevance of a social-psychological perspective on how sport fans' react to mergers. For youth players, 61% of the total variance in their post-merger identification was explained, which suggests that the processes that facilitate fans and youth players’ post-merger identification are quite similar.     

How Collective Participation Impacts Social Identity: A Longitudinal Study from India

A key issue for political psychology concerns the processes whereby people come to invest psychologically in socially and politically significant group identities. Since Durkheim, it has been assumed that participation in group‐relevant collective events increases one's investment in such group identities. However, little empirical research explicitly addresses this or the processes involved. We investigated these issues in a longitudinal questionnaire study conducted at one of the world's largest collective events—a month‐long Hindu festival in north India (the Magh Mela). Data gathered from pilgrims and comparable others who did not attend the event show that one month after the event, those who had participated (but not the controls) exhibited heightened social identification as a Hindu and increased frequency of prayer rituals. Data gathered from pilgrims during the festival predicted these outcomes. Specifically, perceptions of sharing a common identity with other pilgrims and of being able to enact one's social identity in this event helped predict changes in participants' identification and behavior. The wider significance of these data for political psychology is discussed.     

How Do Religious Identities and Basic Value Orientations Affect Each Other Over Time?

Religion and values appear to be related, but their causal underpinnings remain unclear. To evaluate causality, we conducted a series of cross-lagged random effect regression models assessing residualized change over a 1-year period (2009–2010) in religious identification and basic value orientations. These models analyzed data from 1,571 religious people who formed part of a broader longitudinal national probability sample conducted in New Zealand. First finding: Religious identification predicted change in conservative/tradition values. Specifically, those low in religious identification at Time 1 became lower in conservative/tradition values at Time 2, whereas those high in religious identification at Time 1 became higher in conservative/tradition values at Time 2. Religious identification was not associated with change in other value domains. Second finding: Openness values predicted change in religious identity. Specifically, those low in openness values at Time 1 became higher in religious identification at Time 2, whereas those high in openness values at Time 1 became lower in their religious identification at Time 2. Only openness values were associated with changes in religious identification. Third finding: The random components in our multilevel models were nonsignificant, indicating that these cross-lagged effects were comparable across the religious denominations of an entire country.     

The Relationships of Perceived Motivational Climate to Cohesion and Collective Efficacy in Elite Female Teams

The purpose of this study was to examine the relationships of perceived motivational climate to cohesion and collective efficacy in elite female teams. A total of 124 basketball and handball athletes completed two season measures (T1, T2). Relationships were examined at an individual level both statically and across time. Canonical correlations revealed that a combination of high perceptions of an ego-involving but low perceptions of a task-involving climate were associated with low perceptions of task cohesion at Time 1. High perceptions of a task-involving but low perceptions of an ego-involving climate were associated with higher perceptions of task cohesion and collective efficacy at Time 2. Moreover, low perceptions of an ego-involving and moderately low perceptions of a task-involving climate were associated with high perceptions of social cohesion at Time 2. Regression analyses including autoregressive influence indicated that a task-involving climate positively predicted variance in T2 group integration-task and collective efficacy after controlling for T1 scores. In contrast, an ego-involving climate negatively predicted changes in T2 athletes’ perceptions of social cohesion (individual attractions to the group-social [ATG-S], group integration-social [GI-S]) and group integration-task [GI-T] after controlling for T1 scores. Theoretical and practical implications are discussed.     

Predictors of change in postmerger identification during a merger process: a longitudinal study

Adopting an intergroup perspective, the authors examined predictors of change in postmerger identification throughout a merger. Data were collected over 3 points of measurement from 157 students of a newly merged university. The 1st questionnaire was distributed 4 months after the implementation of the merger; the following 2 were distributed 6 months and 1 year thereafter. With its longitudinal design, this study replicates and extends past results by revealing predictors of change in organizational identification for members of the dominant and subordinate organizations throughout a merger process. As predicted, postmerger identification increased only slowly for members of both the dominant and the subordinate organizations. Multilevel models for change confirmed that the predictive effect of premerger identification on postmerger identification for members of the dominant organization dissipates over time. The effect of in-group typicality unexpectedly varied as a function of organizational membership and was stable over time. Perceived fairness in the merger process positively influenced postmerger identification across members of both organizations; over time the effect of fairness amplified.     

共同内群体认同对心理融合的促进效应及其机制

摘要：采用实验法从外显和内隐两个层面探讨共同内群体认同对心理融合的促进效应及其机制。实验1采用最简群体范式,通过重新范畴化操纵共同内群体认同,测量外显心理融合,结果发现,共同内群体认同显著促进了心理融合;实验2以民族群体为被试,采用GANT范式,从外显和内隐两个水平进一步探究共同内群体认同对民族心理融合的促进效应,结果发现,共同内群体认同促进了外显和内隐心理融合,感知相似性在共同内群体认同和心理融合间起中介作用。两个实验证明了共同内群体认同可以在外显和内隐两个水平促进心理融合,其促进作用是通过感知相似性实现的,也证实了GNAT范式在心理融合研究中的有效性。     

Concurrent and longitudinal effects of ethnic identity and experiences of discrimination on psychosocial adjustment of Navajo adolescents

In this study, we examined concurrent and longitudinal relations among Navajo adolescents' ethnic identity, experiences of discrimination, and psychosocial outcomes (i.e., self-esteem, substance use, and social functioning). At Time 1, 137 Navajo adolescents (67 male, 70 female), primarily in Grades 9 and 10, completed a written survey assessing ethnic identity, discrimination experiences, and a range of internalizing and externalizing behaviors. Two years later, 92 participants completed the same survey again. Ethnic and cultural identification was assessed via the Multiethnic Ethnic Identity Measure (MEIM; Phinney, 1992) and the Orthogonal Cultural Identification Scale (OCIS; Oetting & Beauvais, 1990). At Time 1, MEIM Affirmation and Belonging, MEIM Exploration, and OCIS White American identification all demonstrated strong, positive associations with adaptive functioning for male and female adolescents, whereas discrimination experiences were linked to lower self-esteem and social functioning for male adolescents. By Time 2, fewer significant concurrent associations between ethnic identity and psychosocial functioning scores remained, and discrimination experiences emerged as the most consistent correlate of poorer psychosocial functioning for male adolescents. Controlling for Time 1 psychosocial functioning, relatively few direct effects of ethnic and cultural identification variables predicted psychosocial functioning longitudinally, but discrimination experiences demonstrated strong and consistent longitudinal links with boys' substance use. Finally, interaction effects assessing the moderating influence of ethnic and cultural identification on negative links between discrimination and psychosocial functioning suggested that embeddedness in and connection to Navajo culture and, in some cases, connection to White American culture, served as a buffer to the negative effects of discrimination experiences.     

Reducing Identity Distress: Results of an Identity Intervention for Emerging Adults

Emerging adulthood is a transitional period between adolescence and adulthood where positive and negative life trajectories tend to diverge, with issues surrounding identity formation playing a key role. The present study evaluated the Miami Adult Development Project, a self-facilitated identity-focused intervention. The sample consisted of 141 emerging adults (19?29 years old; M = 23.08) who completed pretest and posttest assessments. Results indicated participation in the intervention relative to the comparison group was associated with lower levels of identity distress and higher levels of well-being via the reduction of identity distress and the development of a consolidated identity (commitment and synthesis). The present study provides evidence for the effectiveness of positive identity interventions during emerging adulthood.     

I get so lonely,baby: The effects of loneliness and social isolation on romantic dependency

Individuals lacking fulfilling interpersonal interactions may experience feelings of loneliness. Consequently, these individuals may over-rely on their romantic partners to fulfill the need to belong. This study examined the effects of loneliness and social isolation on dependency on a romantic partner in a sample of college students (N = 104). Participants who were in a romantic relationship completed measures of loneliness, social isolation, and romantic dependency near the beginning of the semester (Time 1) and approximately 6 weeks later toward the end of the semester (Time 2). Toward the beginning of the semester, there were no significant predictors of dependency. Toward the end of the semester, individuals who reported higher social isolation reported higher levels of dependency. Time 1 dependency also predicted Time 2 dependency. Future methodological directions and suggestions regarding the examination of perceptions of loneliness and relationship expectations are discussed.     

Young People and Volunteerism: A Model of Sustained Volunteerism During the Transition to Adulthood

A model of sustained volunteerism in young people is proposed. The longitudinal study addresses the questions “Why do young people decide to continue to volunteer over an extended period of time?” There were 158 volunteers (82 female and 76 male). The volunteers completed measures of motivation to volunteer, integration, and satisfaction with the organization, merged effects due to voluntary service, social support, identity, and intention to volunteer on a first (Time 1) and a second research wave (Time 2). Results show that both dispositional and organizational variables are important in determining long-term volunteerism in young people and confirmed that role identity is the best predictor of intention to volunteer.     

Predicting Well‐Being Among Ethnic Minorities: Psychological Empowerment and Group Identity

Two studies examine the impact of individual differences in group identity on psychological empowerment and well‐being among members of the ethnic minority and majority. Study 1 revealed an interaction between ethnicity and group identity in predicting empowerment and well‐being. Moreover, the results revealed that psychological empowerment partially mediated the relationship between group identity and well‐being among ethnic minorities. Using a mini‐longitudinal design, the results of Study 2 revealed interactions between ethnicity and group identity at Time 1 predicting psychological empowerment, well‐being, and positive affect at Time 2. In addition, the results confirmed psychological empowerment at Time 2 as a mediator of the relationship between group identity at Time 1 and well‐being at Time 2.