The self and social identity

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The social self

• the self include personality traits, history, relationships and group memberships

• it shaped by social interactions and cultural influences.

independent self

• independent self: defined by personal traits and individual achievements

interdependent self

Interdependent Self: Defined by relationships and social roles

Working Self-Concept (Markus & Kunda, 1986)

(Markus & Kunda, 1986)

• The self is dynamic and context-dependent.

• Includes concepts like the "hoped-for self" and "feared self."

Relational Schemas (Baldwin, 1992)

• elf-identity is influenced by social interactions and past experiences.

• We develop expectations of how others perceive us.

What is Self-Esteem?

• Self-esteem is our evaluation of our own worth.

• Can be measured explicitly (Rosenberg Self-Esteem Scale) or implicitly (IAT, Stroop tasks).

Self-Enhancement (Sedikides & Gregg, 2008)

• We seek positive self-perceptions, even if it means ignoring negative feedback.

• Linked to self-esteem and well-being.

Self-Verification vs. Self-Enhancement (Swann, 2011)

• Self-Verification: Seeking consistency in self-perception.

• Self-Enhancement: Seeking favorable self-views.

Self-Affirmation Theory (Steele, 1988)

• People maintain self-integrity by affirming core values.

• Helps buffer against stereotype threat (Cohen et al., 2009).

What is Social Identity? (Tajfel & Turner, 1979)

• Our self-concept partly derives from group memberships.

• Leads to ingroup favoritism and outgroup differentiation.

Minimal Group Paradigm

(Tajfel et al., 1971)

• People show ingroup bias even in arbitrary group assignments.

• Suggests strong psychological attachment to groups.

ngroup vs. Outgroup Perception

• Ingroup Love: Favoring one’s own group.

• Outgroup Hate?: Debate on whether preference for ingroup leads to discrimination (Brewer, 1999).

Identity Motives (Vignoles et al., 2006)

• People seek self-esteem, belonging, distinctiveness, continuity, efficacy, and meaning from group identities.

Effects of Categorization

• Categorization simplifies social perception but can lead to stereotypes.

• Influenced by uncertainty (Corneille et al., 2002) and fear (Drače & Čehajić, 2021).

Social Judgment & Norms

• Self-perception is shaped by social norms and expectations.

• Social surroundings influence which self-concept is active.

Selective Memory for Ingroup/Outgroup

• We recall ingroup diversity but see outgroups as homogenous.

• Linked to stereotypes and bias

What is Organizational Identification? (Haslam et al., 2003)

• When employees define themselves in terms of their organization.

• Leads to loyalty, commitment, and productivity.

Extrarole Behavior (Tyler & Blader, 2003)

• Employees may go beyond job duties due to strong identification.

• Can increase organizational citizenship but also risk exploitation.

Exploitation Concerns

• Organizations may encourage unpaid labor by promoting strong identification.

• Ethical concerns about work-life balance and fair compensation.

Ethical Organizational Identification (Brown, 2020)

• Ethical leadership ensures fairness and well-being.

• Promotes engagement without manipulation.

Identity in the Workplace

• Positive Outcomes: Belonging, job satisfaction, teamwork.

• Negative Risks: Overwork, stress, difficulty detaching from work.