Developing a Leader Identity: The Effect of Motivational Traits on Engagement in Identity Work

Abstract

Existing conceptualizations of the process of leader identity development remain abstract, hampering advancement in understanding specific characteristics that motivate individuals to engage in identity work, or the active engagement in developing a leader identity. Motivation to engage in identity work has been broadly theorized as pivotal to leader identity development, however its specific role is lacking critical analysis. This means that while motivation could be invaluable in leader development efforts, there is currently too little explicit knowledge to fully harness its potential. This paper seeks to redress this by elucidating the role of motivation in individual-level leader identity development through the creation of an expectancy process model. In so doing, the integral role of self-efficacy and goal orientation on individual motivation are emphasized by predisposing individuals to having differential levels of valence to engage in identity work. Additionally, we unpack how one’s fit within organizationally defined norms influences overall motivation to engage in identity work. Through the concept of perceived prototypicality, we propose that when individuals experience little motivation to engage in identity work, high levels of perceived prototypicality may act as a buffer, stimulating increased identity work.