Теория социальной идентичности в контексте организации
It is argued that (a) social identification is a perception of oneness with a group of persons; (b) social identification stems from the categorization of individuals, the distinctiveness and prestige of the group, the salience of outgroups, and the factors that traditionally are associated with group formation; and (c) social identification leads to activities that are congruent with the identity, support for institutions that embody the identity, stereotypical perceptions of self and others, and outcomes that traditionally are associated with group formation, and it reinforces the antecedents of identification. This perspective is applied to organizational socialization, role conflict, and intergroup relations.
This paper presents the results of empirical research of the interaction between career motivation, self-monitoring and generational differences. The authors analyzed, cognitive and social-psychological patterns of three generations’ full-time newcomers from two Russian companies (n=142): Baby Boomers (1946-1964), Generation X (1965-1983), Generation Y (1984 or later). Career anchors and self-monitoring were compared across groups through analysis of variance, Student’s t-test and factor analysis. This research shows that Baby Boomers and Generation X have more adaptable characteristics toward achieving organizational socialization. The special attention should be devoted to the generation Y that is characterized by the most nontraditional social attitudes about organizational environment and, in fact, is in coherence with the stage of their professional and career development
This empirical research includes questionnaire data of 86 new full-time employees from two companies. Significant differences were observed in self-monitoring and career anchors of three generations: Baby Boomers (1946-1964), Generation X (1965-1983), Generation Y (1984 or later), with younger generations (X&Y) being higher level of expressive controls in order to ensure appropriate or desired public appearances. Significant differences were observed in organizational culture understanding of the various generations during pre-entry as well as at the end of on-boarding period (4-6 work months).