@ARTICLE{26583223_310906914_2019, 
	author = {Andrey Sidorenkov and Ekaterina Salnikova and Wladimir Stroh}, 
	keywords = {, levels of identity, components of identity, group identity, microgroup identity, interpersonal identity, organizational behaviorcontribution to the activity},
	title = {The Identity and Contribution of Employees as Relating to the Activities of a Small Work Group},
	journal = {Psychology. Journal of Higher School of Economics},
	year = {2019},
	volume = {16},
	number = {3},
	pages = {551-561},
	url = {https://psy-journal.hse.ru/en/2019-16-3/310906914.html},
	publisher = {},
	abstract = {The purpose of the research is to study the relationship between three levels of identity (group, micro-group and interpersonal) containing three components in each (cognitive, affective, and behavioral) with the contribution of workers to the activities of work groups. The sample included 302 employees from 35 small work groups in organizations with different profiles of activity. "The Interpersonal Identity Questionnaire", "The Microgroup and Group Identity Questionnaire", and "The Contribution to Activity Subscale from the Leadership, Contribution, and Interpersonal Behavior Questionnaire" were used to collect empirical data. These tools are included in the computer technology "Group Profile — Universal" applied to examine the participants. Regression analysis was used to study the obtained data. It was found that the predictor of member contribution to group activities is the group identity in three components, as well as the interpersonal and microgroup identities in the affective component. The group identity is a stronger predictor (by the number of components of identity and the importance of communication). Among the three components, the affective component was the most represented in the identified relationships. We suppose that the connection of the three identity levels with the contribution of the workers can create a mutual compensatory effect. In other words, the weakening of one level of identity (in one or several components) can be compensated by the presence, or even strengthening, of another level of identity, thereby maintaining the organizational behavior at a high level. The perspective of the study is outlined so as to find the intermediate variables in the relationship between the levels and components of employees’ identity and their contribution to the group.},
	annote = {The purpose of the research is to study the relationship between three levels of identity (group, micro-group and interpersonal) containing three components in each (cognitive, affective, and behavioral) with the contribution of workers to the activities of work groups. The sample included 302 employees from 35 small work groups in organizations with different profiles of activity. "The Interpersonal Identity Questionnaire", "The Microgroup and Group Identity Questionnaire", and "The Contribution to Activity Subscale from the Leadership, Contribution, and Interpersonal Behavior Questionnaire" were used to collect empirical data. These tools are included in the computer technology "Group Profile — Universal" applied to examine the participants. Regression analysis was used to study the obtained data. It was found that the predictor of member contribution to group activities is the group identity in three components, as well as the interpersonal and microgroup identities in the affective component. The group identity is a stronger predictor (by the number of components of identity and the importance of communication). Among the three components, the affective component was the most represented in the identified relationships. We suppose that the connection of the three identity levels with the contribution of the workers can create a mutual compensatory effect. In other words, the weakening of one level of identity (in one or several components) can be compensated by the presence, or even strengthening, of another level of identity, thereby maintaining the organizational behavior at a high level. The perspective of the study is outlined so as to find the intermediate variables in the relationship between the levels and components of employees’ identity and their contribution to the group.}
}