Perceived external prestige and internal respect : New insights into the organizational identification process = Prestige externe perçu et respect interne : nouveaux aperçus du processus d'identification organisationnelle
FULLER Jerry Bryan (1) ; HESTER Kim (2) ; BARNETT Tim (3) ; FREY Len (4) ; RELYEA Clint (2) ; BEU Danielle (5) ;
Human Relations 2006, vol. 59, no6, pp. 815-846.
The group engagement model (Tyler & Blader 2003) suggests that identification with one's organization is based not only on the individual's evaluation of the status of the organization (i.e. perceived external prestige), but also the individual's evaluation of their own status within the organization (i.e. perceived internal respect).
The group engagement model: Procedural justice, social identity, and cooperative behavior
TYLER Tom R. (1) ; BLADER Steven L. (2) ;
Personality and social psychology review 2003, vol. 7, no 4 (119 p.)
The group engagement model expands the insights of the group-value model of procedural justice and the relational model of authority into an explanation for why procedural justice shapes cooperation in groups, organizations, and societies. It hypothesizes that procedures are important because they shape people's social identity within groups, and social identity in turn influences attitudes, values, and behaviors. The model further hypothesizes that resource judgments exercise their influence indirectly by shaping social identity. This social identity mediation hypothesis explains why people focus on procedural justice, and in particular on procedural elements related to the quality of their interpersonal treatment, because those elements carry the most social identity-relevant information.
