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Journal of Business and Psychology

Erschienen in:

01.06.2014

Personal and Social Facets of Job Identity: A Person-Centered Approach

verfasst von: Elisabetta Crocetti, Lorenzo Avanzi, Skyler T. Hawk, Franco Fraccaroli, Wim Meeus

Erschienen in: Journal of Business and Psychology | Ausgabe 2/2014

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Abstract

Purpose

The purpose of this study was to examine ego-identity (Erikson, Psychol Issues 1:1–171, 1959; Identity, youth and crisis, Norton, New York, 1968; Marcia, J Pers Soc Psychol 3:551–558, 1966) and social identity (Tajfel and Turner, In: Austin WG, Worchel S (Eds.) The social psychology of intergroup relations. Brooks/Cole, Monterey, pp 33–47 1979; Turner et al., Rediscovering the social group: A self-categorization theory. Blackwell, Oxford, 1987) theories within the organizational literature. We adopted a person-centered approach to analyze whether employees classified in various identity statuses and identification profiles exhibited differences in job outcomes (i.e., burnout, job satisfaction, and organizational citizenship behaviors). We also analyzed interconnections among identity statuses and identification profiles.

Design/methodology/approach

Participants were 515 employees (85.4 % women) between 24 and 64 years old. They completed self-reported questionnaires assessing personal identity, social identity, and job outcomes.

Findings

Cluster analysis indicated that participants could be classified into four identity statuses (i.e., achievement, early closure, moratorium, and searching moratorium) and into four identification profiles (i.e., orthogonal combinations of high vs. low organizational and group identification, respectively). Employees classified in the various identity statuses and identification profiles reported meaningful differences on job outcomes. Further, findings highlighted significant associations between identity statuses and identification profiles, giving rise to various identity configurations associated with job outcomes.

Implications

This study highlights the importance of integrating different facets of job identity. These findings have relevant implications in terms of suggesting which dimensions of identity should be promoted in order to reduce workers’ burnout, and enhance their satisfaction and organizational citizenship behaviors.

Originality/value

This study provides evidence for integrating ego-identity and social identity theories. In doing so, it bridges developmental psychology literature on personal identity with social and organizational psychology literature on social identity, setting the basis for a comprehensive line of research.

Vorheriger Artikel Employees’ Adaptability and Perceptions of Change-Related Uncertainty: Implications for Perceived Organizational Support, Job Satisfaction, and Performance

Nächster Artikel Constraints for Some, Opportunities for Others? Interactive and Indirect Effects of Machiavellianism and Organizational Constraints on Task Performance Ratings

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In organizational literature, the term (organizational) commitment is widely used and refers to a construct indicating “employee's emotional attachment to, identification with, and involvement in the organization” (Allen and Meyer 1990, p. 1). However, in this article, the term commitment will be used to indicate a fundamental dimension of ego-identity according to Erikson and Marcia.

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Titel: Personal and Social Facets of Job Identity: A Person-Centered Approach
verfasst von: Elisabetta Crocetti
Lorenzo Avanzi
Skyler T. Hawk
Franco Fraccaroli
Wim Meeus
Publikationsdatum: 01.06.2014
Verlag: Springer US
Erschienen in: Journal of Business and Psychology / Ausgabe 2/2014
Print ISSN: 0889-3268
Elektronische ISSN: 1573-353X
DOI: https://doi.org/10.1007/s10869-013-9313-x

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