Social Identity Theory (SIT) as used in cross-cultural organizational psychology (CCOP) shows individualistic biases by envisioning an autonomous person whose culture supports temporary, largely independent, and readily interchangeable relationships with multiple categorical groups, organizations, and other collectives. We seek to reduce these biases in CCOP by drawing from recent social psychological analyses, notably Motivated Identity Construction Theory, that have refined identity theory’s original principles. To make a broad range of organizational applications, we rely heavily on our cross-cultural psychology audience’s familiarity with basic SIT topics and controversies by discussing them quite briefly. We apply such refinements to theories about correlates of organizational identification (OI) measures, interpretive OI theorizing, and an intrapersonal network approach to OI. We conclude by extending these refinements to other constructs linking individuals to organizations: organizational commitment, attachments to organization groups and components, and roles and norms.

中文翻译：

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个人认同偏见在社会认同理论中对跨文化组织心理学的启示

跨文化组织心理学（CCOP）中使用的社会认同理论（SIT）通过预见一个自治的人来展示个人主义偏见，该人的文化支持与多个类别的团体，组织和其他集体的临时，很大程度上独立且易于互换的关系。我们力求通过借鉴最近的社会心理学分析（尤其是“动机身份建构理论”）来减少CCOP中的这些偏见，这些分析已经完善了身份理论的原始原理。为了进行广泛的组织应用，我们非常简要地讨论了跨文化心理学受众对SIT基本主题和争议的熟悉情况。我们对组织识别（OI）措施的相关性，解释性OI理论，以及针对OI的人际网络方法。最后，我们将这些改进扩展到将个人与组织联系起来的其他结构：组织承诺，对组织组和组件的依恋以及角色和规范。