Toward a Model of Work-Related Self: A Narrative Review

Creating something new from past experiences-The meaning of change in repeated narratives

OBJECTIVE

Narrative identity is an essential level of personality, and to develop, the life narrative should entail both stability and change. In this study, we examine the meaning of change in repeated narratives about occupational experiences.

METHOD

Fifty-nine individuals were interviewed at age 25, 29, and 33. In these interviews 544 narratives and 142 sets of repeated narratives were identified, of these 39 sets of repeated narratives had changed between interviews. A thematic narrative analysis was conducted focusing on the meaning of change in repeated narratives.

RESULTS

The analysis resulted in five narrative themes: Gaining insights about one's identity, transforming views of past challenges, increasing agency, increasing motivation for occupational commitments, and accentuating competence and importance. In the context of occupational experiences, the results from the narrative themes illuminate how narrators repeatedly engage with the same narrative to elaborate their narrative identity.

CONCLUSION

This study presents a novel method for capturing identity development, which show that changes in repeated narratives can entail important information about identity growth as well as the way narrators create new stories of their previous experiences in order to continue to make sense of their lives.

Caring for relations and organizational success-conceptualization of an Augustinian leadership scale

While making great strides in recent decades to connect leadership and human flourishing, the positive leadership literature has yet to focus on the aspect of the communal. Based on a close reading of Augustine's works, this paper examines Augustinian leadership and emphasizes the importance of a view on leadership that aims at community building and contains an ethical framework characterized by veracity. This leadership style is founded on caritas (Gr.: agape, Eng.: love) as the main motive for leaders. Based on Augustine's thinking, this kind of love is defined as a way to attain knowledge. We identify four subconstructs to constitute an Augustinian leadership scale: Centrality of the community, Veracity, Empathy and Success (through temperance). We provide theoretical grounds for the distinctiveness of this leadership construct as compared with neighboring constructs. Finally, we propose a testable framework of Augustinian leadership with a direct effect on affective commitment as well as a mediated effect, and with a sense of belonging as the mediating variable. We provide ideas for future research and present practical implications of the theoretical insights on Augustinian leadership.

How to Expand and Fill the Self in Organizations: The Role of Interpersonal Processes in the Employee Organizational Identity Construction

In the era of Volatility, Uncertainty, Complexity, and Ambiguity (VUCA), the fluidity of organizations and the variability of individual work gradually replace the traditional stability and continuity. The question of how to connect employees and organizations has long intrigued researchers and practitioners. Employee organizational identity is the stable force that binds employees to organizations. Drawing on social identity theory, we argue the role of interpersonal processes in the employee organizational identity construction. We suggest that an employee’s relationship-building behaviors can promote employee organizational identity through the connected self. The indirect effect is stronger for employees who make more social comparisons because they are more sensitive to social influence. We collected data through questionnaires of 333 employees using a two-wave research design in China. The results indicate that an employee’s relationship-building behaviors enhance employee organizational identity. The connected self fully mediates the positive relationship between relationship-building and employee organizational identity. The outcomes also show that the positive effect of relationship-building toward connected self is intensified, when an employee engages in more social comparisons. The findings imply that interpersonal processes play an important role in the employee organizational identity construction. Then, the theoretical and practical implications are discussed.

Emotion and cognition in personal and collective work-identity formation: variable- and person-oriented analyses

The aim of this study was to investigate emotional and cognitive processes involved in the formation of personal and collective work-identity by variable- and person-oriented analyses. A digitized questionnaire was answered by 768 participants. In line with an autobiographical (personal) memory view, we showed that: (1) emotional processes positively predicted cognitive processes (variable-oriented analyses), and (2) emotional profile had an effect on cognitive processes (person-oriented analyses), with regard to personal work-identity formation. Regarding collective work-identity formation, and in line with a social-identity and self-categorization perspective, we showed that: (1) cognitive processes positively predicted emotional processes (variable-oriented analyses), and (2) cognitive profile had an effect on emotional processes (person-oriented analyses). Our results indicate that emotion and cognition play different roles in personal- and collective work-identity formation; additionally, suggesting that the theoretical views of both personal and social psychology as well as analyses at different levels should be involved in order to gain a deeper understanding of the phenomenon of people-work bonding.

Teachers' Personal and Collective Work-Identity Predicts Exhaustion and Work Motivation: Mediating Roles of Psychological Job Demands and Resources

The aim of this study was to investigate the mediating roles of teachers' psychological job demands and resources regarding personal and collective work-identity, respectively, and exhaustion and self-determined work motivation, respectively. A total of 2,905 members of a Swedish teacher's trade union received an online questionnaire by e-mail; 768 individuals answered the questionnaire and so participated in this study. The data were obtained by self-reported measures (e.g., emotional and cognitive components of work-identity, psychological job demands and resources, exhaustion and work motivation) and analyzed by mediation regression analyses. The results showed that teachers' psychological job demands (prosocial extra-role performance) mediated relationships between cognitive personal work-identity and emotional collective work-identity, respectively, and exhaustion. Teachers' psychological job resources (educational inspiration) mediated relationships between emotional personal work-identity and cognitive collective work-identity, respectively, and self-determined work motivation. Thus, teachers might be disadvantaged by stronger personal work-related thinking and collective work-related feeling when related to exhaustion, to some extent accounted for by psychological job demands, and they might find advantage in stronger personal work-related feeling and collective work-related thinking when related to work motivation, to some extent accounted for by psychological job resources.

Relationships Between Identity, Well-Being, and Willingness to Sacrifice in Personal and Collective Favorite Places: The Mediating Role of Well-Being

In line with research indicating positive associations between well-being and personal and collective people-place bonding, and that collectivistic compared to individualistic commitment may have stronger associations with pro-environmental behavior, we investigated relationships between identity, well-being, and willingness to sacrifice (type of pro-environmental behavior) in personal and collective favorite places. A total of 884 respondents, living in three Swedish municipalities, participated in this study. In line with the hypotheses, we showed congruent positive relationships between place-related: (1) personal identity and personal well-being; (2) collective identity and collective well-being, (3) collective identity and collective willingness to sacrifice; and (4) an incongruent positive association between collective identity and personal willingness to sacrifice. Additionally, a significant role of well-being in mediating the identity → willingness to sacrifice relationship was reported, suggesting that our willingness to pay higher taxes and prices and to accept cuts in standard of living in order to protect our personal and collective favorite places might be accounted for partly by how we feel visiting these places.

Sleep and Organizational Behavior: Implications for Workplace Productivity and Safety

The interaction between sleep and work-related behaviors influence many aspects of employee performance, safety, and health as well as organizational-level success. Although it is well established that quantity and quality of sleep can affect different types of task performance and personal health, the interactions between sleep habits and organizational behaviors have received much less attention. It is important to examine how sleep habits and workplace behaviors relate and the role of the underlying circadian rhythm on the potential impact of sleep and sleepiness in the workplace. Developing a deeper understanding of how sleep habits and sleepiness impact workers and the organization can help provide the necessary background for human resource management to develop more progressive support networks for employees that benefit both the worker and the organization. Human resources and employees should emphasize the impact of good sleep and sleep habits on organizational and individual productivity and safety.

The Self as Activity

The self is a complex and heterogeneous phenomenon that is often described through its subcomponents (e.g., self-control, self-esteem, self-compassion). The entity that unifies these subcomponents is more elusive and difficult to access, at least with standard psychological methods. In the current inquiry we set out to illuminate and extend the understanding of the self by exploring the differentiation of the self as a “content” versus a “process” (e.g., self-schema vs. self-activity). We also differentiate the “self” from the “I,” exploring characteristics of a 3rd- versus a 1st-person perspective to this core psychological entity. We pursue an empirical 1st-person inquiry that is interdisciplinary in nature, drawing on concepts from both psychology and religious studies (in particular the “essential” or “core” self in psychology, as well as the “real” or “ideal” self in religious studies in the form of the “I Am” statements in the Gospels). Our approach illustrates how a consideration of phenomenological, 1st-person qualities of selfhood allows for an enriched, empirically based understanding of crucially important but subtle dimensions of I-ness that remain inaccessible to 3rd-person exploration.

Predicting general mental health and exhaustion: the role of emotion and cognition components of personal and collective work-identity

The aim of this study was to investigate relationships between emotion and cognition components of personal and collective work-identity and self-reported general mental health and exhaustion, in Swedish teachers (N = 768). In line with our predictions, we showed that the emotion component of personal work-identity and the cognition component of collective work-identity associated positively with general mental health and negatively with exhaustion. The reverse result was found, however, for the cognition component of personal work-identity and emotion component of collective work-identity. In general, all this indicates that person-work bonding might, to some degree, account for general mental health and exhaustion in employees. In particular, the findings suggest that general mental health and exhaustion may vary symmetrically across the: (1) Type of person-work bonding (personal vs. collective work-identity); and (2) Type of psychological component (emotion vs. cognition) involved in personal- and collective work-identity.

Internists' and intensivists' roles in intensive care admission decisions: a qualitative study

BACKGROUND

Intensive care Unit (ICU) admission decisions involve collaboration between internists and intensivists. Clear perception of each other's roles is a prerequisite for good collaboration. The objective was to explore how internists and intensivists perceive their roles during admission decisions.

METHODS

Individual in-depth interviews with 12 intensivists and 12 internists working at a Swiss teaching hospital. Interviews were analyzed using a thematic approach.

RESULTS

Roles could be divided into practical roles and identity roles. Internist and intensivists had the same perception of each other's practical roles. Internists' practical roles were: recognizing signs of severity when the patient becomes acutely ill, calling the intensivist at the right moment, having the relevant information about the patient and having determined the goals of care. Intensivists' practical roles were: assessing the patient on the ward, giving expert advice, making quick decisions, managing access to the ICU, having the final decision power and, sometimes, deciding whether or not to limit treatment. In complex situations, perceived flaws in performing practical roles could create tensions between the doctors. Intensivists' identity roles included those of leader, gatekeeper, life-death decision maker, and supporting colleague doctors (consultant, senior and helper). These roles could be perceived as emotionally burdensome. Internists' identity roles were those of leader and partner.

CONCLUSIONS

Despite a common perception of each other's practical roles, tensions can arise between internists and intensivists in complex situations of ICU admission decisions. Training in communication skills and interprofessional education interventions aimed at a better understanding of each other roles would improve collaboration.

Well-Being, More Than a Dream: Women Constructing Metaphors of Strength

Research on gender inequalities in well-being, attribute lower levels of wellness in women to the burden of multiple role demands, particularly during midlife. Using mostly quantitative measures of subjective well-being (SWB), such studies tend to narrow the concept of well-being and overlook the value of in-depth, context-specific inquiry. Work-life balance is also a consistent causative narrative in studies on women's well-being. Yet, such a narrative frequently emphasizes individual agency in a seemingly unattainable quest, implying an anomaly on how women then actually manage to sustain their well-being. The present study therefore explored the work-life experiences of women in their midlife. The aim was to reach a deeper understanding of the psycho-social dynamics at play in sustaining a psychologically-well self. Meta-theoretically the study built on non-traditional and gendered career models that augment female employees' unique career needs. From a socioanalytic stance, this study investigated secondary data gathered from focus groups, which were based on the socioanalytic method of social dream drawing. The data originated from four sessions of social dream drawings, in which the researcher as participant-observer, investigated work-life experiences of seven women. The gathered information was managed through Atlas.ti and processed through phenomenological hermeneutic analysis. The findings contribute to the discourse on women and well-being and give insight into the application of a unique socioanalytic methodology to research in this field from a gendered perspective. Results were analyzed by developing metaphors from the data. These metaphors reflect women's well-being as they present three unique career needs, namely challenge, balance, and authenticity, during their midlife career stage. Findings show how women's projective identification with outdated gender role norms may perpetuate a gendered notion of work-life balance, which consistently challenges their well-being. Projective identifications are evident in introjected feelings of self-doubt, self-stereotyping, and in the tension between female employees' personal and social identities. The study ultimately points to well-being as a dynamic phenomenon, which women sustain by engaging both positive and negative experiences and through identity tasks such as self-awareness, self-authorisation, self-regard, and authentic self-expression. These findings highlight the importance of creating self-reflective space in organizations to facilitate women's psychological well-being.

Wellbeing in Urban Greenery: The Role of Naturalness and Place Identity

The aim was to investigate effects of urban greenery (high vs. low naturalness) on place identity and wellbeing, and the links between place identity and wellbeing. It was shown that participants (Gothenburg, Sweden, N = 1347) estimated a stronger attachment/closeness/belonging (emotional component of place-identity), and more remembrance and thinking about and mental travel (cognitive component of place-identity) in relation to high vs. low perceived naturalness. High naturalness was also reported to generate higher wellbeing in participants than low naturalness. Furthermore, place identity was shown to predict participants' wellbeing in urban greenery, accounting for 35% of variance explained by the regression. However, there was a stronger relationship between the emotional vs. the cognitive component of place identity and wellbeing. Finally, a significant role of place identity in mediating the naturalness-wellbeing relationship was shown, indicating that the naturalness-wellbeing connection can be partly accounted for by the psychological mechanisms of people-place bonding.

Motivation and Justice at Work: The Role of Emotion and Cognition Components of Personal and Collective Work Identity

The aim of this study was to investigate the role of personal and collective work identity (including emotion and cognition components), in predicting work motivation (operationalized as work self-determined motivation) and organizational justice (operationalized as organizational pay justice). Digitized questionnaires were distributed by e-mail to 2905 members, teachers, of a Swedish trade union. A total of 768 individuals answered the questionnaire and by that participated in this study. Personal- compared to collective work identity was shown to positively associate with self-determined motivation accounted for by the emotion component of personal work identity. Collective compared to personal work identity was reported to positively associate with organizational pay justice accounted for by the cognition component of collective work identity. All this suggests that both work-related motivation and organizational justice might be, to some extent, accounted for by the psychological mechanisms of work identity and that, as predicted, different types of work identity, play different significant roles in predicting motivation and justice at work. More precisely, the emotion component of work identity was more pronounced in personal work-bonding relationships, and the cognitive component, of work identity in contrast, was more pronounced in collective work-bonding relationships.

Guilt as a Motivator for Moral Judgment: An Autobiographical Memory Study

The aim was to investigate the phenomenology of self-defining moral memory and its relations to self-conscious feelings of guilt and willingness to do wrong (moral intention) in social and economic moral situations. We found that people use guilt as a moral motivator for their moral intention. The reparative function of guilt varied, however, with type of situation; that is, participants felt guiltier and were less willing to do wrong in economic compared to social moral situations. The self-defining moral memory was shown to be relatively more easy to access (accessibility), logically structured (coherence), vivid, seen from the first-person perspective (visual perspective), real (sensory detail); but was relatively less positive (valence), emotionally intense, chronologically clear (time perspective), in agreement with the present self (distancing), and shared. Finally, it was indicated that the more guilt people felt the more hidden/denied (less accessible), but more real (more sensory details), the self-defining moral memory.

Relationships between Personal and Collective Place Identity and Well-Being in Mountain Communities

The aim was to investigate the relationships between landscape-related personal and collective identity and well-being of residents living in a Swedish mountain county (N = 850). It was shown that their most valued mountain activities were viewing and experiencing nature and landscape, outdoor recreation, rest and leisure, and socializing with friends/family. Qualitative analyses showed that the most valued aspects of the sites were landscape and outdoor restoration for personal favorite sites, and tourism and alpine for collective favorite sites. According to quantitative analyses the stronger the attachment/closeness/belonging (emotional component of place identity) residents felt to favorite personal and collective sites the more well-being they perceived when visiting these places. Similarly, the more remembrance, thinking and mental travel (cognitive component of place identity) residents directed to these sites the more well-being they perceived in these places. In both types of sites well-being was more strongly predicted by emotional than cognitive component of place-identity. All this indicates the importance of person-place bonds in beneficial experiences of the outdoors, over and above simply being in outdoor environments.