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

Abstract

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.

Reconstruction work awaits: work identity in the aftermath of health-related career shock

“…However, while these extreme and unique cases are brought to unveil identity struggles, particularly across time (Kock, 2020; Pettica-Harris and McKenna, 2013), their design may limit the generalizability of the findings. Future research can extend the current study's contribution through the use of alternative methodologies, for example, quantitative longitudinal designs that incorporate measures such as the identity threat scale (see George et al. , 2023).…”

The identity conflict process: Appraisal theory as an integrative framework for understanding identity conflict at work.

“…The source of the appraisal is undefined for identity threat, leaving open the potential for multiple triggers of threat, such as when only one identity is implicated. For example, George et al (2023) found that technological changes can threaten teachers' professional identities, and workplace discrimination can threaten employees' lesbian, gay, bisexual, transgender, queer or questioning identities. In these cases, individuals experience potential harm from sources other than additional identities they hold.…”