Identity Confirmation Networks and Cooperation in Work Groups

Abstract

Integrating social psychological and network theory, this field study demonstrates a positive association between identity confirmation-based networks and cooperation and performance in work groups. Mutual identity confirmation (of positive and negative identities) increased cooperation in work group dyads. With position in conventional social networks controlled, structural equivalence in identity confirmation networks also increased cooperation. Advantageous positions in identity confirmation networks enhanced performance through greater cooperation, and identity confirmation mediated effects of race-based diversity.