Support.
A supporting concept to SIT is organizational identification and job satisfaction in the organizational context. "In the organizational world, social identity and self-categorization theories state that a strong organizational identification is associated with low turnover intentions" (Dick et al, 2004). Employees in organizations where they felt fit, comfortable, and could associate/identify with the organization, felt completely satisfied with their jobs. An individual's self-identity with an organization is important because it suppresses opting out, leaving, or transferring from on organization to another. In a research study, "Should I stay or should I Go, Explaining Turnover Intentions with Organizational Identification and Job Satisfaction" (Dick et al, 2004) sampled four different occupational environments. The results of this study illustrated the need of both organizational identification and job satisfaction, which correlates, to the individual turnover intentions. Baron and Kenny further accessed this correlation in 1986. They recognized these four processes within the job satisfaction and individual turnover intention correlation. First, "there has to be a significant relationship between the predictor (in the case identification) and the outcome (turnover intentions) (Baron and Kenny, 1986). Second, the individual must relate to the mediator or the satisfaction. The third step shows the assumption between the satisfaction and the turnover intentions. The fourth step utilizes a statistical equation. .
Opposition.
Social identities may help in the understanding of who we are and how we fit in amongst people; however social identities theory also has negative effects. In the article, Compensatory after in-group threat: 'Yeah, but we have a good personality' (Candinu and Cerchioni 2001), studied a group of medical service volunteers. They were asked if they obtained positive, negative, or no feedback at all from the organization.
