Introduction

Identity is a crucial, complex and multifaceted concept that has important implications for organisations, groups and individuals. Indeed, identity refers to the sense of self and the ways in which individuals define themselves in relation to others (Ashforth & Mael, 1989; Tajfel & Turner, 1986) and it is influenced by a range of factors, including social norms, cultural values, personal experiences and organisational contexts (Brewer & Gardner, 1996; Stets & Burke, 2000). In this regard, identity may influence organisational performance, employee motivation and job satisfaction (Ashforth & Mael, 1989; Kilduff, Elfenbein, & Staw, 2010).

Indeed, external factors may bring threats and challenges to identity creating individual reactions and resistance to organisational change projects that, in turn, are likely to fail (Tomo, 2019).