Possible Selves: An Exploration of the Utility of a Narrative Approach

Whitty, Monica T.

doi:10.1207/s1532706xid0203_02

Cited by 43 publications

(44 citation statements)

References 38 publications

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“…Writing to a cue story using the third person was maintained for a couple of reasons. It has been argued that using the third person allows one to reveal more socially undesirable information than using first-person cues and it allows the individual to distance themselves so as to not warrant or justify their own behaviour and motivations (Crawford, Kippax, Onxy, Gault & Benton, 1992;Whitty, 2002). As Crawford et al (1992) have stated in respect to utilising the third person, "the subject reflects on herself/himself from the observer, and so is encouraged to describe rather than warrant" (p. 47).…”

Section: Methodsmentioning

confidence: 99%

The Realness of Cybercheating

Whitty

2005

Social Science Computer Review

126

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This paper considers the deviant behaviour of Internet infidelity. Although a plethora of research has been conducted on offline infidelity and jealousy, to date, there has been very little written about Internet infidelity and jealousy associated with cyber-relationships. Given the potential problems that online infidelity might bring to a relationship, this area of research warrants some attention. This study drew from Kitzinger and Powell's (1995) story completion method in order to explore men and women's understandings of Internet infidelity. Two hundred and thirty-four participants wrote a story to a cue relating to Internet infidelity. While not all participants saw this as a real act of betrayal the majority did see this as not only real infidelity, but as also having as serious an impact on the couple as a traditional offline affair. The most important finding here was that emotional infidelity was given as much attention as sexual infidelity was. Moreover, similar gender differences found in studies on offline infidelity emerged in this research. These results present a way forward in our thinking about cyber-affairs.

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Section: Methodsmentioning

confidence: 99%

The Realness of Cybercheating

Whitty

2005

Social Science Computer Review

126

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“…Consequently, it operationalizes the fulfillment of talent as a continuous process without a fixed or predefined criterion. In other words, it advocates that as people develop and evolve, so does their vocational self-conceptand that there is not one ultimate talent-related identity that a person should strive to fulfill (Whitty, 2002). …”

Section: Identification Of Relevant Theoretical Perspectives On Talentmentioning

confidence: 99%

The psychology of talent management: A review and research agenda

Dries

2013

Human Resource Management Review

389

424

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Across six different streams of the literature (i.e., HRM; I/O psychology; educational psychology; vocational psychology; positive psychology; social psychology) we identify a number of discrepancies (i.e., between practitioner and academic interest; between talent management discourse and practice), theoretical perspectives (i.e., talent as capital; talent as individual difference; talent as giftedness; talent as identity; talent as strength; and talent as the perception of talent), tensions (i.e., object-subject; inclusive-exclusive; innate-acquired; input-output; transferable-context-dependent), and assumptions (i.e., about intuition versus data; about the effects of being labeled 'talented'; about the effects of differential treatment) which we argue can serve as a basis for theory building, methodological advances, and new empirical work. With this review, we hope to join a growing group of talent management scholars pushing to make the transition from a growing into a mature field of study, characterized by widely accepted theoretical frameworks and research designs, and supported by the scholarly community.

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“…From the eighties onwards, both vocational psychologists and positive psychologists have been developing more open-ended methods that support individuals in eliciting the unique and continually evolving meanings they ascribe to talent by reflecting on meaningful life and work experiences and how talent plays a role in them. To this end, moments of successful talent deployment, as experienced over the course of life, can be probed using certain interview techniques-for instance, the biographical interview technique (Kelchtermans, 1993)-or evoked by providing individuals with specific reflection tasks as is the case in the Intelligent Career Card Sort exercise (Amundson, Parker & Arthur, 2002;Parker, 2002), exercises on 'possible selves' (Markus & Nurius, 1986, Whitty, 2002 and so-called 'reflected best self's-exercises (Meyers, van Woerkom & Bakker, 2012;Roberts, Dutton, Spreitzer, Heaphy & Quinn, 2005). Depending on the specific questions asked or tasks given, these exercises can be applied to detect both motivations and interests.…”

Section: Interestsmentioning

confidence: 99%

A multidisciplinary review into the definition, operationalization, and measurement of talent

Nijs

Gallardo-Gallardo

Dries

et al. 2014

Journal of World Business

203

191

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Organizations report great difficulty in measuring talent accurately, reflecting the lack of theoretical foundations for talent-identification in the HRM literature. This multidisciplinary review aims to contribute to the establishment of a stronger theoretical basis for talent-management by presenting a conceptual framework of talent in which the definition, operationalization and measurement of talent and its relation to excellent performance is clarified. We systematically introduce 11propositions into the framework, building on fragmented insights from the literature-from the fields of HRM, gifted education, positive psychology, and vocational psychology respectively-that will guide readers in understanding and applying the proposed framework. Starting from the HRM perspective on talent, we systematically incorporate insights from the divergent literature streams, which counteract some of the limitations inherent to the HRM literature and therefore can help establish better conceptual foundations for talent-management. The relationship between talent and excellent performance functions as a general framework within which issues of predictive and construct validity are addressed, across 11 research propositions. With the future research directions, we shed light on how talent-management scholars might further capitalize on the cross-fertilization between insights from different disciplines so as to gradually establish the theoretical foundations needed to transform talent-management into a legitimate field of academic study. By discussing managerial implications in the concluding part, we provide practical guidelines for designing talent-identification practices grounded in sound theory. Search StrategyTo achieve a comprehensive multidisciplinary review of the literature on talentwhich could account for the evolutions within the field-we used 1993 as the starting point of our literature search, thus covering insights developed over the last twenty years. We took four different steps to establish the final body of peer-reviewed, academic articles considered in this review.Step 1: Clarifying the Talent ConstructIn order to find those articles that would be most informative for achieving conceptual clarity about talent, we first developed a general working definition of TALENT: A MULTIDISCIPLINARY REVIEW 3 talent based on the meaning contemporary English dictionaries ascribe to the term (Gallardo-Gallardo, Dries & González-Cruz, 2013). In the English language, talent is commonly understood as corresponding to an above-average ability that makes the individuals who possess, detect, develop, and deploy it, perform excellently in a given performance domain (Gagné, 2004;Tansley, 2011).Step 2: Selecting Search Terms We started our search by tracking articles that had 'talent' in their titles. As we were interested in talent and talent-identification in the context of the business world, specifically, we selected Business Source Premier as the database of departure. The use of talent as a search term resulted ...

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Possible Selves: An Exploration of the Utility of a Narrative Approach

Cited by 43 publications

References 38 publications

The Realness of Cybercheating

The Realness of Cybercheating

The psychology of talent management: A review and research agenda

A multidisciplinary review into the definition, operationalization, and measurement of talent

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