Identity work in organizations and occupations: Definitions, theories, and pathways forward

Abstract

Understanding how, why, and when individuals create particular self-meanings has preoccupied scholars for decades, leading to an explosion of research on identity work. We conducted a wide-ranging review of this literature with the aim of presenting an overarching framework that comprehensively summarizes and integrates the vast amount of recent research in this domain. Drawing on our analysis of the empirical literature, we present an enhanced conceptual understanding of identity work.We then summarize the four dominant theoretical approaches researchers have used to explain how, when, and why individuals engage in identity work. This side-by-side comparison of these theoretical perspectives allows us to parse out the unique contribution of each theoretical lens and highlights how these theories can be integrated into a holistic view of an inherently multifaceted concept. Lastly, we critically analyze the state of the field and lay a detailed roadmap for future researchers to draw from to expand our current understanding of how individuals work on their identities in occupations and organizations.

Development and validation of a commitment to organizational career scale: At the crossroads of individuals’ career aspirations and organizations’ needs

“…COC is thus more than a psychological bond reflecting dedication and responsibility. Second, conceptually, COC relates to identity construction (Caza, Vough, et al ., ; Hall, ; Savickas et al ., ), while Klein and colleagues’ view of commitment does not incorporate identity building.…”

“…In the case of affective commitment, the self and the organization are distinct entities, which means that affectively committed employees feel ‘insulated from the organization's fate’ (Ashforth et al ., , p. 333). In contrast, COC reflects a process of identity construction, suggesting that it helps employees form their identity (Caza, Vough, et al ., ; Hall, ; Savickas et al ., ). In other words, through COC, employees’ long‐term contributions to the organization and career development within the organization build their identity.…”

“…As a ‘root construct’ (Albert, Ashforth, & Dutton, ; Ashforth, Harrison, & Corley, ), identity locates individuals in a social space and influences their functioning by providing a basis for motivated behaviour. Identity is dynamic because individuals develop their sense of self over time (Albert et al ., ; Ashforth et al ., ; Caza, Vough, & Puranik, ; Gecas & Burke, ). The process of identity construction, sometimes referred to as ‘identity work’, is quite complex: It is abstract and idiosyncratic, more or less conscious, and not necessarily linear (Caza, Moss, & Vough, ; Caza, Vough, et al ., ).…”

“…Identity is dynamic because individuals develop their sense of self over time (Albert et al ., ; Ashforth et al ., ; Caza, Vough, & Puranik, ; Gecas & Burke, ). The process of identity construction, sometimes referred to as ‘identity work’, is quite complex: It is abstract and idiosyncratic, more or less conscious, and not necessarily linear (Caza, Moss, & Vough, ; Caza, Vough, et al ., ). Thus, the boundaries of the identity construction process are fuzzy.…”

“…Careers engage individuals in a holistic manner and shape, over time, the meanings embedded in their identity (Grote & Hall, ; Savickas et al ., ). Previous work further suggests that identity construction is bounded by social contexts and structures, including organizations (e.g., Ashforth et al ., ; Caza, Vough, et al ., ; Gecas & Burke, ), and is shaped by the choices individuals make and the goals they commit to over their career (Fugate, Kinicki, & Ashforth, ; Guichard, Pouyaud, de Calan, & Dumora, ; Hoekstra, ). If we assume that (1) identity construction extends over employees’ careers and (2) the organizational context shapes identity construction, we can infer that the organizational career, defined as the work‐related experiences that span the duration of one's membership to a particular organization, represents a vehicle for identity construction.…”