A qualitative study was conducted to explore the barriers to career advancement for professional women in the investment banking industry. Semi-structured interviews were conducted with male and female participants to explore their beliefs and perceptions of these barriers. The story of Cinderella is used as an interpretative framework in which the findings are discussed. The key themes that emerged were structure of society, embodiment, male domination, support structures and networking. An additional theme, entitled ‘If the shoe fits’ is the underlying thread that links the other key themes together and forms the conclusion of the study. <b>Opsomming</b><br>’n Kwalitatiewe studie was onlangs uitgevoer met die oog op hindernisse vir professionele vroue in die beleggings bank-sektor. Semi-gestruktueerde onderhoude was uitgevoer met beide manlike en vroulike deelnemers ten einde die persepsies en oortuigings van hierdie hindernisse te ondersoek. Die verhaal van Aspoestertjie was gebruik as ’n raamwerk waarin die bevindings bespreek is. Die sleutel temas wat geidentifiseer was sluit in gemeenskapstruktuur, beliggaming, manlike-dominasie, ondersteuningsraamwerk en die bou van netwerke. ’n Addisionele tema, getitel ‘As die skoen pas’ is die onderliggende draad wat die ander temas saambind en die samevatting van die studie vorm.</br>

The aim of this study was to start designing a workplace conducive to women’s career advancement. Appreciative inquiry was selected as an appropriate methodology, given the slow progress that has been made in addressing gender equality at work. Seventeen men and women working in the finance division of a large organisation were invited to participate in an appreciative inquiry workshop. This was followed by interviews with four leadership team members. While no original ideas or solutions emerged from the interventions, participants of the appreciative inquiry process demonstrated a shift in thinking, more positive emotional responses, a shared vision for the future and improved willingness to assume accountability for change.

<strong>Orientation:</strong> The study explored the dynamics of work identity negotiation and construction.<p><strong>Research purpose:</strong> The aim of the study was to investigate identity tensions and demands that mobilise identity work in the work environment.</p><p><strong>Motivation for the study:</strong> The study hoped to improve the understanding of the dynamics of identity construction and negotiation.</p><p><strong>Research design, approach and method:</strong> Using grounded theory methodology in the context of qualitative field research, the researchers conducted two unstructured interviews with 28 employees of a South African manufacturing company.</p><p><strong>Main findings:</strong> The five primary dimensions the data yielded were personal identity, individual agency, social identity, social practice and job.</p><p><strong>Practical/managerial implications:</strong> This study has implications for organisations that want to improve productivity through understanding work identity.</p><p><strong>Contribution/value-add:</strong> The article presents a conceptual model of the demands and tensions that influence work identity.</p><p><strong>How to cite this article:</strong><br /> Saayman, T., &amp; Crafford, A.(2011). Negotiating work identity. <em>SA Journal of Industrial Psychology/SA Tydskrif vir Bedryfsielkunde, 37</em>(1), Art. #963,12 pages. http://dx.doi.org/10.410/sajip.v37i1.963</p>

Orientation: This study explored strategies for identity work that are central to the negotiation and regulation of employee work identity.Research purpose: The main aim of this study was to explore employee narratives and identify the strategies available to them in the process of identity work, as they defined themselves at work.Motivation for the study: As there is a scarcity of research on identity work in South Africa, this study wanted to advance knowledge about identity work and the strategies used for regulating and negotiating an identity at work by exploring these constructs in this context.Research design, approach and method: A qualitative research process formed the basis for this study. Nineteen employees from a global manufacturing company participated in two semi-structured in-depth interviews. Grounded theory was applied to analyse and interpret the data.Main findings: Nine strategies for identity work were identified and categorised into four broad themes (personal philosophies; relationships; career management and negotiating balance).Practical/managerial implications: Employees followed various strategies for defining themselves at work and this may have some implications for employee work engagement and productivity.Contribution/value-add: This study expands on current theoretical knowledge of identity work, and provides insights into the strategies people use to regulate and negotiate their identities at work.

The objective of this study was to investigate the relationship between the dimensions of Sense of Coherence and Goal Setting. A sample of 80 management consultants participated in the study. Confirmatory reliabilities of the dimensions used in the Goal Setting Questionnaire (independent variable) and Sense of Coherence 29 item Orientation to Life Questionnaire (dependent variable), ranged from 0,54 to 0,97. A canonical correlation of 0,569 (DF = 39; p = 0,021) was obtained between the dimensions of these two questionnaires.<p> <strong>Opsomming</strong> <br>Die doelwit van hierdie studie was om die verband tussen die dimensies van Koherensiesin en Doelstelling vas te stel. ’n Steekproef van 80 bestuurskonsultante het aan die studie deelgeneem. Bevestigende betroubaarhede van die dimensies van die Doelstellingsvraelys (onafhanklike veranderlike) en die 29 item Lewensoriëntasievraelys (afhanklike veranderlike), het gewissel van 0,54 tot 0,97. ’n Kanoniese korrelasie van 0,569 (gv = 39; p = 0,021) is verkry tussen die dimensies van die twee vraelyste