The Human Side of Restructures

Lensges, Marcia; Hollensbe, Elaine C.; Masterson, Suzanne S.

doi:10.1177/1056492616630140

Cited by 10 publications

(1 citation statement)

References 52 publications

(54 reference statements)

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“…Our measures could prove useful in a variety of contexts. For example, researchers and managers alike might administer the scales in the aftermath of a corporate scandal (Petriglieri, 2015), and before and during mergers and acquisitions (Lensges et al, 2016) as well as other forms of organizational change (Petriglieri & Devine, 2016; Ravasi & Schultz, 2006). Using our measures which can be adapted to different types of identities will contribute to building a body of evidence that, over time, will allow for insights into identity threat across research areas.…”

Section: Discussionmentioning

confidence: 99%

When “who I am” is under threat: Measures of threat to identity value, meanings, and enactment.

George¹,

Strauss²,

Mell³

et al. 2023

Journal of Applied Psychology

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Although scholars across fields have studied threats to individuals' identities for their impact and ubiquity, the absence of standard scales has hindered the advancement of this research. Due to the lack of identity threat measures, the myriad existing propositions and models remain untested which may generate skepticism of the field. In the comparatively rare instances where deductive models have been tested, studies often suffer from methodological shortcomings related to the absence of a standard measure (e.g., the use of scales that tap into adjacent constructs) or an assumption of unidimensionality, despite recognition that identity threat can take various forms. Such shortcomings can yield inaccurate conclusions and threaten content validity. In response to these issues, we followed recommended steps to develop three measures capturing threats to identity value, meanings, and enactment. We rigorously validated these measures across different contexts: threats to teachers' work-related identity, to pregnant women's leader identity, and to organizational members' lesbian, gay, bisexual, transgender, queer or questioning identities. Our results provide evidence of the psychometric validity of the three measures and their applicability to different types of identities individuals hold. Using our measures, scholars will be able to further explore identity threat triggers and outcomes, the mechanisms underlying the effects of the three different types of threat on outcomes, and temporal dynamics. Researchers can also use our measures in designing interventions. Ultimately, this will allow management and applied psychology scholars to develop better guidance for organizations and employees dealing with the commonplace, yet difficult experience of identity threat.

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Section: Discussionmentioning

confidence: 99%

When “who I am” is under threat: Measures of threat to identity value, meanings, and enactment.

George¹,

Strauss²,

Mell³

et al. 2023

Journal of Applied Psychology

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The different paths to post‐merger identification for employees from high and low status pre‐merger organizations

2016

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Summary A well‐known downside of organizational mergers is that employees fail to identify with the newly formed organization. We argue that developing an understanding of factors that affect post‐merger identification requires taking the pre‐merger status of the merger partners relative to each other into account. This is because relative pre‐merger status determines employees' susceptibility to different aspects of the merger process. Specifically, for employees of a high status pre‐merger organization, we expected post‐merger identification to be strongly influenced by (i) pre‐merger identification and (ii) the perceived change in the status. In contrast, we expected post‐merger identification of employees of a low status pre‐merger organization to be strongly affected by the perceived justice of the merger event. Longitudinal data were obtained from a merger of two public sector organizations and the results supported our hypotheses. Our study shows that the extent to which pre‐merger identification, status change, and justice are important determinants of post‐merger identification depends on the relative pre‐merger status of the merger partners. Our discussion focuses on theoretical implications and managerial ramifications of these findings. Copyright © 2016 John Wiley & Sons, Ltd.

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Supporting the creation of shared value

Mendy

2019

Strategic Change

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The negative externalities that are due to companies limiting themselves to objectives such as “maximisation of profits” and “commoditization” can be mitigated with supporting the creation of shared value. A method is formulated which helps to implement Porter and Kramer's Shared Value model. The results suggest that individuals developed ways to increase their ability to act expertly—that is resiliently in the face of the challenges. It is argued that the proposed method is similar to but also substantially different from the scientific method (used to acquire knowledge rather than gain expertise as the new method is designed to do). The formulation of the method helps to identify how it is insufficient to realize the aims of creating shared value and suggests a way to do so.

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The Human Side of Restructures

Cited by 10 publications

References 52 publications

When “who I am” is under threat: Measures of threat to identity value, meanings, and enactment.

When “who I am” is under threat: Measures of threat to identity value, meanings, and enactment.

The different paths to post‐merger identification for employees from high and low status pre‐merger organizations

Supporting the creation of shared value

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