Dimensions of Identification in the Workgroup and Employees’ Contributions to Collaborative Activities

• Published in: SAGE open Vol. 10; no. 4; p. 215824402097638
• Main Authors: Sidorenkov, Andrey V., Salnikova, Ekaterina S., Vorontsov, Dmitry V., Klimov, Alexey A.
• Format: Journal Article
• Language: English
• Published: Los Angeles, CA SAGE Publications 01.10.2020; SAGE PUBLICATIONS, INC; SAGE Publishing
• Subjects: Collaboration; Identification; Questionnaires; interpersonal identification; micro-group identification; contribution to collaborative group activities; group identification
• ISSN: 2158-2440; 2158-2440
• DOI: 10.1177/2158244020976385

The aim of this research is to find out connections of identifications with the work group (group identification), informal subgroups (micro-group identification), and other members in the work group (interpersonal identification), considering cognitive, affective, and behavioral components, with an employee’s contribution to cooperative activities. The sample includes 302 fellows of 35 workgroups in Russian commercial companies and public organizations. Empirical data were collected with the Questionnaire of Interpersonal Identification, the Questionnaire of Micro-group and Group Identification, and the Collaborative Group Activity Scale from the Leadership, Contribution, and Interpersonal Style Questionnaire. All the tools were assembled into the computer-based assessment program “Group Profile” (GP) to conduct the survey individually on PC. It was found that all three dimensions of group identification and affective measures of interpersonal and micro-group identification predict individual contribution to collaborative activities in groups. Employee involvement in the informal subgroup within the work group mediates relations between identification dimensions at different levels and contribution to collaborative activities. The ties of additional characteristics (gender, age, tenure with the organization) with cooperative activities have been described. The multivariate model of identification makes it possible to extend the research scope and enhance the understanding of causes and effects of employee identification in the group.