La investigación en torno a la teoría de la identidad social en el ámbito organizational ha evolucionado considerablemente desde el trabajo pionero de Ashforth y Mael a finales de la década de los 80. Tradicionalmente se han analizado aspectos como las fusiones o adquisiciones, el liderazgo o la gestión de la diversidad, entre otros. La identificación organizacional se entiende como una forma de identificación social, originada por la percepción de pertenencia a una organización determinada, siendo la base para un amplio rango de conductas organizacionales, críticas para el éxito organizacional. Entre ellas destacamos una relación más novedosa, la relación entre la identificación organizacional y la iniciativa personal. Se describen, asimismo, aspectos como las identidades múltiples o los diferentes focos de identificación en la organización. Entre ellos destacamos los ocasionados por la diversidad demográfica, el grupo o equipo de trabajo, la profesión u ocupación y la organización o empresa en la que desempeñamos nuestro trabajo. Por último como futuras líneas de investigación se sugiere la pluralidad metodológica y se introduce la novedosa línea de la complejidad frente a la investigación con modelos lineales.
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