The Good, the Unconscious, and the Dynamic: Rethinking Disidentification at Work
Mohamed, Neveen Jones, Elise B George, Mailys Antwi-Gyamfi, Nana Yaa Vyšniauskaite, Aušrine Awan, Muhammad Aqeel Toubiana, Madeline Elsbach, Kimberly D
Mohamed, Neveen
Jones, Elise B
George, Mailys
Antwi-Gyamfi, Nana Yaa
Vyšniauskaite, Aušrine
Awan, Muhammad Aqeel
Toubiana, Madeline
Elsbach, Kimberly D
Publication Type
Conference Proceeding
Editor
Supervisor
Publication Year
2025-07
Journal
Book
Academy of Management Proceedings
Publication Volume
2025
Publication Issue
1
Publication Begin page
Publication End page
Publication Number of pages
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Abstract
Disidentification refers to an individual’s perceived sense of separation from: (a) personal characteristics or traits (personal disidentification, e.g., not identifying as a smoker); (b) a role or relationship (relational disidentification, e.g., not identifying as a leader); and/or (c) a group (social disidentification, e.g., not identifying with an organization) (Elsbach, 1999). Together, identification (a sense of oneness) with and disidentification (a sense of separation) from targets shape an individual’s identity (Stone, 1962). Existing research has predominantly focused on the detrimental consequences of disidentification, ranging from boycott and public disparagement (Elsbach and Bhattacharya, 2001; Pratt, 2000) to workplace deviance (Bolton et al., 2012) and organizational crimes (e.g., Vadera & Pratt, 2013). However, the overwhelming focus on negative outcomes has contributed to disidentification’s receiving less scholarly attention compared to identification (Kalkman, 2023; Kreiner & Ashforth, 2004). The papers in this symposium seek to reinvigorate research on disidentification by addressing key limitations: its prevailing characterization as dysfunctional, the lack of consensus on its definition and mechanisms, and the limited exploration of its temporal dynamics (Ashforth, Harrison, & Corley, 2008).