IT professional identity: needs, perceptions, and belonging

Brooks, Nita; Riemenschneider, Cynthia K.; Hardgrave, Bill C.; O’Leary-Kelly, Anne M.

doi:10.1057/ejis.2010.48

Cited by 28 publications

(23 citation statements)

References 47 publications

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“…increasing competition) (Brint, 2001;Brooks et al, 2011), whereas medical professionals tend to have more professional stability and are usually employed by the state and/or academic institutions (Brint, 2001).…”

Section: Professional Content: Knowledge Basementioning

confidence: 99%

What happens when you can’t bewho you are: Professional identity at the institutional periphery

Zikic

Richardson

2015

Human Relations

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This article examines the impact of large scale, 'macro' role transitions on professional identity. Drawing on in-depth interviews with two different groups of immigrant professionals, it theorizes how organizational outsiders with established professional identities respond to the institutional requirements and specifically to professional preentry scripts in their new host country. The study demonstrates how identity work evolves among each group as they navigate the permeable and impermeable pre-entry scripts in their respective professions. It identifies both barriers and facilitators to engagement with, and fulfillment of, local pre-entry scripts. These findings demonstrate how different professional domains and power structures create different opportunities for re-entry and as a result give rise to different forms of identity work -involving, for example, identity customization, identity shadowing, struggle and enrichment. Implications for policy makers in the field will be discussed, focusing on how different groups of professionals respond to unique forms of identity threat emerging from their respective professional institutions and structural barriers.

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Section: Professional Content: Knowledge Basementioning

confidence: 99%

What happens when you can’t bewho you are: Professional identity at the institutional periphery

Zikic

Richardson

2015

Human Relations

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“…One promising variable is the need for identification. Glynn (, p. 238) proposes that, while all individuals are at least somewhat amenable to identification as a means of defining and grounding themselves, individuals differ in “their propensity to identify with social objects.” In support, the need for identification has been positively linked to organizational and workgroup identification (Mayhew, ), the need for organizational identification has been positively linked to organizational identification (Boroş, Curşeu, & Miclea, ; Kreiner & Ashforth, ) and negatively linked to organizational disidentification (Kreiner & Ashforth, ), and the need for professional identification has been positively linked with professional identification (Brooks et al., ). Analogously, we posit that a “need for occupational identification” (NOID) should positively predict vesting oneself in the occupation and negatively predict actively differentiating oneself from the occupation.…”

Section: Antecedents Associated With Occupational Identification and mentioning

confidence: 99%

“…Just as a positive organizational reputation has been found to predict organizational identification (Bartels, Pruyn, de Jong, & Joustra, 2007;Mael & Ashforth, 1992;Smidts, Pruyn, & van Riel, 2001), so should a positive occupational reputation predict occupational identification. Brooks, Riemenschneider, Hardgrave, and O'Leary-Kelly (2011) found that the perceived reputation of the information technology (IT) profession (e.g., "People in general think highly of the IT profession," p. 101) was associated with professional identification, albeit indirectly via workers' individual perceptions (e.g., "I think highly of the IT profession," p. 101). Conversely, a negative reputation may repulse individuals, inducing them to say, in effect, "I am not my occupation" (cf.…”

Section: Antecedents Associated With Occupational Identification and mentioning

confidence: 99%

Extending the expanded model of organizational identification to occupations

Ashforth

Joshi

Anand³

et al. 2013

J Applied Social Pyschol

103

111

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We extend Kreiner and Ashforth's (2004) research on the expanded model of organizational identification to the occupational level of self. A survey of 251 customer service representatives from an Indian call center indicates that occupational identification, occupational disidentification, ambivalent occupational identification, and neutral occupational identification are empirically differentiable. Further, each form of identification in the expanded model was related to certain predictors from a set of ten situational and individual difference variables, and to certain outcomes from a set of five adjustment variables. The differing patterns of antecedents and outcomes for each form of occupational identification suggest that each form constitutes a relatively unique phenomenon.

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“…Based on these results, fostering an individual's identification with IT enhances work attitudes highlighted as beneficial for individuals and for organizational performance. Individuals identify with professions, specifically IT, due to their perceptions of the profession, how others perceive the profession, and their overall feeling of similarity to those that comprise the profession (Brooks, Riemenschneider, Hardgrave, and O'Leary-Kelly, 2011).…”

Section: Discussionmentioning

confidence: 99%

Identifying with the Information Technology Profession

et al. 2015

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As a profession, IT provides tremendous and irreplaceable resources to organizations. In an effort to understand individual attitudes related specifically to the profession, outside the bounds of any one organization, this paper extends research on the IT professional by examining the relationship between professional identification and profession-level outcomes. Results from more than 300 IT professionals across several organizations indicate professional identification is directly related to key outcome variables including affective commitment to, and satisfaction with, the IT profession. Identification with the IT profession was also found to have a significant indirect effect on intention to leave the profession (also known as turnaway intention). The analysis provides insight into the importance of affect to identification and lends support to previous discussions on the dual nature of identification. Findings maintain that there is more than cognitive belief driving the influence of identification on outcomes for IT professionals. Implications derived from the results of this study and directions for future research on professional identification and the IT professional are discussed.

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IT professional identity: needs, perceptions, and belonging

Cited by 28 publications

References 47 publications

What happens when you can’t bewho you are: Professional identity at the institutional periphery

What happens when you can’t bewho you are: Professional identity at the institutional periphery

Extending the expanded model of organizational identification to occupations

Identifying with the Information Technology Profession

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