Theresa M. Welbourne and Ted A. Paterson, Advancing a Richer View of Identity at Work: The Role-Based Identity Scale, Personnel Psychology, 2017, 20, 315-356.
So I have not blogged for a few days. I will avoid getting overly personal except to say that our cat died last Friday. He had been a member of our family for 16 years. He stayed up every night with me while I was studying in law school and library school, and was one of the best friends I have ever had. Anyway, sometimes life gets in the way of blogging.
In addition, sometimes technology also gets in the way of blogging. I started taking notes for today’s article, and then my computer crashed and I lost them. But I think this topic is important, so I pressed ahead.
This article presents research on people’s identities at work, and presents a framework of five identity types:
- Organization-Based Identity (how someone sees him or herself in relation to “central, distinctive, and enduring characteristics of an organization”)
- Occupational Identity (how people view themselves from a professional/career standpoint, beyond their current job at their current workplace)
- Innovator Identity (determined by how people’s sense of innovation and creativity is “incentiviz(ed), manag(ed), and utiliz(ed)” in the workplace)
- Team Identity (“refers to the degree to which an individual view of self is impacted by membership in a work team.”)
- Job Identity (how the specific jobs people hold influence their work identities)