An expanded model of organizational identification

Previous theories of organizational identification have focused on how indi viduals define and maintain positive self-concepts based on their cognitive connections to favorably perceived organizations. Yet, recent empirical fi ndings suggest that organizational identifications may be defined in more c omplex and adaptive ways. In particular, recent research suggests that peop les' social identities may be based on both positive and negative cognitive relationships with organizations, as well as conflicted relationships and neutral relationships. Grounded in these findings, I develop a theory of or ganizational identification that includes three new cognitive processes by which individuals may define themselves: organizational disidentification, organizational schizo-identification, and organizational neutral-identifica tion. I discuss how adding these cognitions to models of organizational ide ntity extend the application of these models and further illuminate the ada ptive and flexible nature of the human self-concept in organizational setti ngs.