This article uses ethnographic and interview data about four cases in two work settings in India to examine identification as a factor in workers’ reactions to workplace change. Novel technology and management practices are frequently introduced into work settings as the world of work changes. Workers tend to cooperate more with some workplace changes than with others. The previous employment relations literature has invoked interests, cultural values, and worker power to explain workers’ responses to change. This article introduces an additional factor: whether a change fosters or impairs workers’ identification with their work. The author examines identification at three levels—occupational, organizational, and that of the work itself—and finds that workers are more likely to cooperate with workplace change that protects and fortifies their pre-existing sources of identification.

本文使用有关两个印度工作场所中四个案例的人种志和访谈数据，来检验身份认同是工人对工作场所变化反应的一个因素。随着工作世界的变化，经常将新颖的技术和管理实践引入工作环境。在某些工作场所变更方面，工人倾向于更多地与他人合作。以前的雇佣关系文献曾引用利益，文化价值和工人权力来解释工人对变革的反应。本文介绍了另一个因素：变更是促进还是损害了工人对其工作的认同感。作者从三个层面研究了身份识别：职业，组织，