A growing body of evidence indicates that organizational identification underpins a range of important organizational outcomes. However, to date, the literature has provided little empirically grounded guidance for organizations that are trying to develop organizational identification among their employees. In this article, the authors aim to address this lacuna by testing the effectiveness of the ASPIRe (Actualizing Social and Personal Identity Resources) model—a model that specifies a sequence of structured activities designed to use subgroup identities as a platform for building organizational identification—in a bespoke workshop delivered to senior military health services personnel. As predicted by the ASPIRe model, participants reported increased levels of subgroup and organizational identification as a result of the workshop and were also more supportive of the organization’s strategy.
The fact that gossip can be inaccurate, intentionally or otherwise, has led to questions over its ability to build cooperation in large societies. We explore the impact of gossip accuracy on trust and trustworthiness in a population playing decentralized, two-player trust games. We observed non-trivial levels of spontaneous inaccuracy in gossip, and there was evidence that this was largely due to gossipers' desire to punish untrustworthy players. Although this endogenous inaccuracy did not adversely a↵ect levels of trust and trustworthiness, introducing high levels of exogenous inaccuracy did. Importantly though, we observed greater trust and trustworthiness when highly inaccurate gossip was present than when communication was impossible. This suggests that even inaccurate gossip induces a degree of reputational concern in gossip targets and some willingness among gossip recipients to discriminate between partners on the basis of the gossip they received. Thus, gossip need not be perfectly accurate to e↵ectively induce cooperation.
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