As the namesake, the theme of the lab is Collective Identity and Collective Identification. These constructs, which we distinguish from one another, are both variables and perspectives.
NOUN. The individual's perceived image or description of the group (e.g., Race, Team, Organization, etc.).
VERB. The degree to which the person's self-concept mirrors that group image/description. To measure both of these phenomena simultaneously employ a mixed methods idiographic technique called computerized piping.
We are interested in how various forms of Collective Identity and Identification (e.g., Organizational, Racial, Sexual) relate to a range of phenomena including Prejudice, Stress, Employee Engagement, Coping, and Performance. Furthermore, we look at how it serves as either a mediator (e.g., Discrimination and Coping) or moderator (e.g., Discrimination and workplace outcomes) for a range of different phenomena.
Piping enables text inputted into one question to be subsequently inserted into the body of latter questions. Hence, piping allows the researcher to first assess the attributes that individual respondents associate with their group (i.e., group identity) and secondly, assess the degree to which the respondents define themselves using the same attributes that they earlier ascribed to their group (i.e., group identification). Hence this method is idiographic in the sense that it permits individualized collective identities (i.e., group attributes) and for respondents to indicate the degree to which they identify with those individualized collective identities. However, since all respondents use the same rating scale by which to rate the group attributes, this method is also nomothetic. Furthermore, this method is also a mixed-method approach in that collective identity is assessed using a qualitative trait-listing approach and then collective identification is assessed using a quantitative rating scale approach.
As a perspective, we begin with the primacy of group motives. The Need to Belong is regarded by many (see Fiske, 2007; Kenrick, Neuberg, & Cialdini, 2010) as the primary motive behind social behavior. Other motives are believed to be nested within this particular core motive. Thus, we utilize collective identity as a lens by which to view other phenomena like Work-Life Interface and Leadership.