Transitioning the Study of Role Transitions: From an Attribute-Based to an Experience-Based Approach

George, Mailys; Wittman, Sarah; Rockmann, Kevin W.

doi:10.5465/annals.2020.0238

Cited by 23 publications

(8 citation statements)

References 211 publications

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“…Scholars could, for example, study how positive events such as getting a promotion may threaten people’s identity (Dahm et al, 2019). Additionally, exploring whether (and how) another person’s promotion or another person’s role transition generate identity threat in employees might also prove insightful (George et al, 2022; Vough & Caza, 2017).…”

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

Self Cite

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“…Notably, a current formal work role is likely to yield this minimum level of centrality (Dutton et al, 2010;Stets & Burke, 2000); and as we have described above, a former entrepreneur role is also likely to create a lingering level of centrality. 4 Generally, inconsistencies between two or more work role identities may be particularly salient after macro role transitions such as job changes (George et al, 2022), where individuals encounter multiple identities in the form of "old" (lingering) and "new." Yet, these old ways of being may be more amenable to some new contexts than others.…”

Section: Multiple Role Identities and Identity Conflictmentioning

confidence: 99%

“…Notably, a current formal work role is likely to yield this minimum level of centrality (Dutton et al., 2010; Stets & Burke, 2000); and as we have described above, a former entrepreneur role is also likely to create a lingering level of centrality 4. Generally, inconsistencies between two or more work role identities may be particularly salient after macro role transitions such as job changes (George et al., 2022), where individuals encounter multiple identities in the form of “old” (lingering) and “new.” Yet, these old ways of being may be more amenable to some new contexts than others. In some cases, a lingering role identity may not be compatible with a new work role identity, or an individual may struggle to focus on the new work role identity because they are “stuck in the past” (Wittman, 2019: p. 736), unable to adapt their identity in a way that allows for an effective transition to the newer work context.…”

Section: Literature Review In Contextmentioning

confidence: 99%

“…In contrast to the dominant career pattern of decades ago, it is now widely established that individuals should expect to take on many different roles for many different organizations across the span of their careers (Li et al., 2022). This contemporary approach to careers—itself resulting from changes in technology and less reliance on institutions—has vastly increased movement in and out of jobs and organizations, precipitating many transitions between different work role identities (George et al., 2022). Although these inter‐role transitions (Louis, 1980) are often assumed to be programmatic (or are at least made to look like such by the protagonist; Ibarra & Barbulescu, 2010), people often must grapple with changes that threaten to disrupt inherent needs for stability in their sense of self (Ashforth, 2000; Sugiyama et al., 2022).…”

Section: Introductionmentioning

confidence: 99%

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When old and new selves collide: Identity conflict and entrepreneurial nostalgia among ex‐entrepreneurs

Nielsen,

Gish

2023

Personnel Psychology

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People undergoing career transitions often bring aspects of old roles into their new work contexts, and this interface can create conflict between lingering aspects of one's work self and the newer aspects of one's work self. Yet, we know little about how this conflict between old and new selves shapes employee outcomes. We examine this issue among ex‐entrepreneurs—individuals who have transitioned from a business owner to a wage employee. Drawing from role identity theory, we develop a model of the consequences of conflict between a lingering entrepreneur identity and a current work role identity. We propose that ex‐entrepreneurs who experience higher levels of identity conflict will be more likely to experience burnout and less likely to engage in boosterism of their employer, and that these relationships are explained by lower levels of perceived professional identity growth (i.e., progressive identity). We further suggest that the negative effect of conflict on progressive identity is exacerbated by nostalgia for one's entrepreneurial past. In a three‐stage field survey of ex‐entrepreneurs and their romantic partners, we found support for these hypotheses using both partner‐rated outcomes and self‐rated outcomes. We discuss implications for the literature on entrepreneurship careers and work identity in organizations.

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“…The scanning of initially identified documents was largely established in the reviewed studies by first independently reviewing documents, coding each item, and screening the title, abstract, and keywords for content fit with the search keywords and study topics. [39,47] In particular, 25 articles (15.06%) used coding, [48,49] 14 (8.43%) articles used detailed reading, [50][51][52] and 10 (6.02%) articles read the title, abstract, and keywords of the documents appeared within the dataset. [53][54][55] In particular, using two or more coders could improve a well-structured search process of content boundaries, and minimizing discrepancies among coders could increase a common comprehension of the coding method in review articles.…”

Section: Confirmation Of Content Boundariesmentioning

confidence: 99%

How do we Determine Content Boundaries in Systematic Review Studies of Management Research?

Koseoglu,

Arici

2023

J Scientometric Res.

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To offer new insights into relevant concepts, approaches, and theories, a systematic literature review is considered a common phenomenon in today's management field. But, the domain has still suffered from a lack of advice on how to design content boundaries as a methodological piece of a systematic review. Our study emphasizes this gap and examines the important piece of review studies in greater detail. Specifically, we provide a critical review of review studies published in leading three management journals (i.e., the International Journal of Management Reviews, the Academy of Management Annals, and the Journal of Management) between 2019 and 2022. Drawing on the methodological review, our research provides issues to acknowledge in the most crucial choices for the content boundary. In addition, our review clarifies three main components of the content boundary process: identification of content boundaries, searching for content boundaries, and confirmation of content boundaries. These components could be adopted as benchmark stages in future systematic review studies.

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Transitioning the Study of Role Transitions: From an Attribute-Based to an Experience-Based Approach

Cited by 23 publications

References 211 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.

When old and new selves collide: Identity conflict and entrepreneurial nostalgia among ex‐entrepreneurs

How do we Determine Content Boundaries in Systematic Review Studies of Management Research?

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