THE DARK SIDE OF STRONG IDENTIFICATION IN ORGANIZATIONS: A CONCEPTUAL REVIEW

Identification (a state of perceived oneness with a given target) fulfills fundamental human motives and facilitates a range of positive outcomes, but it also has a dark side. While detrimental effects of identification in organizations have been captured in various studies, the field of management lacks a comprehensive blueprint of the state of this research. This omission is particularly significant given recent calls for some course corrections in the field, which signal the need to balance the dominant preoccupation with the positive effects of identification and identity with more consideration of their negative effects. It is also a missed opportunity for impact given the relevance of the topic to understanding current identity-related tensions and issues within organizations (e.g., debates around diversity and inclusion). We address this oversight with a comprehensive review of the dark side of strong identification, focusing specifically on exclusive, mixed, and multiple identifications. In doing so, we highlight the need for a more balanced understanding of the ways identification processes influence our lives, organizations, and society at large.

Automated summary

Identification fulfills human motives and leads to positive outcomes, but it also has a dark side. There is a lack of comprehensive research in the field of management on the detrimental effects of identification in organizations. A more balanced understanding of the impact of identification processes is needed.