Recently, identity research has become a subject of interest for organization studies, as it provides insights into the way organizations and their employees operate by describing and explaining individual and organizational identities (Gioia et al., 2000; Korte, 2007). It has been argued that organizations that foster diversity and focus on positive deviance by maximizing inclusion and understanding, while minimizing resistance will reap the greatest benefits from their employees (Stevens et al., 2008). Stigmatization of identities, on the other hand, is a process of identity devaluation that puts the identity and the well being of the individual at stake (Cusack et al., 2003; Jones et al., 1984).
Although stigmatization effects on identities are clearly referred to in the literature at both the individual and group level (Cohen & Garcia, 2005; Cusack et al., 2003; Schur, 1980; Walton & Cohen, 2007), there have not been systematic attempts to consolidate both identity and stigmatization research. More research is needed to analyze the relationship between stigma as part of an individual’s identity, and the expected negative consequences on work outcomes. To this end, this paper proposes an identity stigmatization construct that specifically refers to the effect of stigmatization on identities and emphasizes the processes through which identities are stigmatized.
|Keywords:||Identity, Stigma, Stigmatization, Organization|
Ph.D. Candidate, Sprott School of Business, Carleton University, Ottawa, Ontario, Canada
Associate Dean, Sprott School of Business, Carleton University, Ottawa, Ontario, Canada
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