Minimizing identity threat: Open work group identity, identity negotiation, and identity outlets

Identity threat is prevalent in the workplace and can have negative effects on employees such as increased antisocial and withdrawal behaviors and lower levels of job performance. There are multiple sources and types of identity threat, and organizations can benefit by implementing norms that minimize identity threat. Organizations can combat identity threat by reducing the frequency of the sources of identity threat, minimizing the likelihood of experiences being perceived as identity threats, and attenuating the negative effects of identity threat. I propose three organizational norms that can minimize identity threat: open work group identity, work group identity negotiation, and identity outlets. Theoretical and practical implications of my theoretical model are discussed.