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We argue that additional understanding of work motivation can be gained by incorporating current insights concerning self-categorization and social identity processes and by examining the way in which these processes influence the motivation and behavior of individuals and groups at work. This theoretical perspective that focuses on the conditions determining different self-definitions allows us to show how individual and group processes interact to determine work motivation. To illustrate the added value of this approach, we develop some specific propositions concerning motivational processes underpinning leadership and group performance.