‘I don’t know what I am doing!’: Surfacing struggles of managerial identity work

Organizational and institutional scholars have advocated the need to examine how processes originating at an individual level can change organizations or even create new organizational arrangements able to affect institutional dynamics (Chreim et al., 2007; Powell & Colyvas, 2008; Smets et al., 2012). Conversely, research on identity work has mainly investigated the different ways individuals can modify the boundaries of their work in actual occupations, thus paying particular attention to ‘internal’ self-crafting (e.g. Wrzesniewski & Dutton, 2001). Drawing from literatures on possible and alternative self and on positive organizational scholarship (e.g., Obodaru, 2012; Roberts & Dutton, 2009), my argument is that individuals’ identity work can go well beyond the boundaries of internal self-crafting to the creation of new organizational arrangements. In this contribution I analyze, through multiple case studies, healthcare professionals who spontaneously participated in the creation of new organizational arrangements, namely health structures called Community Hospitals. The contribution develops this form of identity work by building a grounded model. My findings disclose the process that leads from the search for the enactment of different self-concepts to positive identities, through the creation of a new organizational arrangement. I contend that this is a particularly complex form of collective identity work because it requires, to be successful, concerted actions of several internal, external and institutional actors, and it also requires balanced tensions that – at the same time - enable individuals’ aspirations and organizational equilibrium. I name this process organizational collective crafting. Moreover I inquire the role of context in supporting the triggering power of those unrealized selves. I contribute to the comprehension of the consequences of self-comparisons, organizational identity variance, and positive identity. The study bears important insights on how identity work originating from individuals can influence organizational outcomes and larger social systems.

PurposeThe purpose of this paper is to examine restaurant employees’ engagement in identity work to manage occupational stigma consciousness.Design/methodology/approachResearch methods included ethnographic fieldwork and in-depth interviews.FindingsWidespread societal stigma attached to food service work disturbed participants’ sense of coherence. Therefore, they undertook harmonizing their present and envisioned selves with “forever talk,” a form of identity work whereby people discursively construct desired, favorable and positive identities and self-concepts by discussing what they view themselves engaged and not engaged in forever. Participants employed three forever talk strategies: conceptualizing work durations, framing legitimate careers and managing feelings about employment. Consequently, their talk simultaneously resisted and reproduced restaurant work stigmatization. Findings elucidated occupational stigma consciousness, ambivalence about jobs considered “bad,” “dirty” and “not real,” discursive tools for negotiating laudable identities, and costs of equivocal work appraisals.Originality/valueThis study provides a valuable conceptual and theoretical contribution by developing a more comprehensive understanding of occupational stigma consciousness. Moreover, an identity work framework helps explain how and why people shape identities congruent with and supportive of self-concepts. Forever talk operates as a temporal “protect and preserve” reconciliation tool whereby people are able to construct positive self-concepts while holding marginalized, stereotyped and stigmatized jobs. This paper offers a unique empirical case of the ways in which people talk about possible future selves when their employment runs counter to professions normatively evaluated as esteemed and lifelong. Notably, research findings are germane for analyzing any identities (work and non-work related) that pose incoherence between extant and desired selves.

Based on 29 in-depth interviews during the run-up to the 2016 U.S. presidential election, we examine how Trump supporters engaged in a form of identity work that we call signifying aggrieved white selves. Taking an interactionist approach, we demonstrate how they used racial discourse and emotional communication to engage in three distinct forms of racial identity work: (1) othering racialized freeloaders, (2) criminalizing racialized others, and (3) discrediting racialized dissenters. Our study contributes to research on racial discourse and emotions and research on race and the 2016 presidential election, which emphasize linguistic or cultural frames and/or subjectivity rather than the dramatization of racial selfhood. We propose that signifying aggrieved white selfhood is a generic process and that racial identity work is a useful lens for analyzing how a foundational concept of critical race theory—namely, that race is a social construct—is reproduced in everyday life.

Despite an increase in migrant entrepreneurship research in recent years, the current literature mainly focuses on the personal characteristics of migrant entrepreneurs and the influence of structural changes, often overlooking the role of the agency of migrants in overcoming marginalisation. The study addresses this gap by drawing on the identity work perspective and recategorisation theory to explore how migrant entrepreneurs use identity work as a form of agency to overcome marginalisation. Through in-depth interviews with migrant entrepreneurs in Australia, our study identifies three forms of marginalisation: structural, relational and sociocultural. We propose a typology of three forms of identity work – identity construction, mobilisation and recategorisation – which act as mechanisms through which migrant entrepreneurs navigate the complexities of their multiple identities to overcome marginalisation. Our study makes important theoretical and practical contributions by highlighting that migrant entrepreneurs are not passive subjects of marginalisation embedded within social structures but have the agency to construct and reshape their identities to overcome marginalisation in their new home country.

An organization’s identity, as defined by its members, must be aligned with its collective identity prescribed by institutions. This alignment is broken when an institutional change threatens the collective identity and jeopardizes the existence of a group of organizations. They then undertake to carry out identity work, both internal and external, in order to establish a new alignment. Based on a single case study, this research article explores the interplay between the two forms of identity work: internal and external. The findings of this study reveal that introspective internal identity work feeds the work to repair the collective identity with traditional values that have been rediscovered thanks to a reflexive examination of self by the organization. By internal extrospection identity work, the external identity repair work is fed with new values that the organization internalizes and enacts in its practices. Based on these findings, this article puts forward new theoretical propositions, as well as a model of the interplay between internal and external identity work that aims to realign the organization’s identity with that of the collective.

We analyse the relationships between identity work and internal legitimacy. Based on an in-depth case study of prisoners in Helsinki Prison, we focus on how their identity work affirmed and contested three kinds of institutional legitimacy – pragmatic, moral and cognitive. The research contribution we make is to show that some forms of identity work are also a form of internal legitimacy work, and how this identity talk constructs organizations as more (or less) legitimate. This is important because it demonstrates that identity work is an intrinsic (though often overlooked) aspect of processes of organizing.

Scholars have long attended to both the persistence and change of institutional logic–identity constellations, but we know less about why and how organizational members might cling to a logic despite its evident maladaptive character and the resulting emotional upheaval. Based on a 5‐year ethnography of a conservation organization’s paramilitary campaign against rhino poaching, we induct a process model to show how the crisis‐induced adoption of a new logic and the corresponding identity work can have path‐dependent effects that tip hopeful heroism into cynical martyrdom and a dogged commitment to a maladaptive logic, with negative organizational implications. We identify three forms of identity work that act as self‐reinforcing mechanisms of this path dependence: polarizing , normalizing , and cynical coping . Elaborating the intersection of scholarship on institutions, identity work, identification, and path dependence, we explain how an initially valorized identity can twist into a darker, dysfunctional version of itself, with path‐dependent mechanisms contributing to organizational rigidity in the face of crises.

This study extends theory on the role of identity work in institutionalization by exploring how actors manage their identities when they adopt the roles that are negatively evaluated by society. Drawing on the study of how counterfeit distributors managed their identities, we identified three forms of identity work – normalizing, moralizing, and professionalizing – that counterfeiters carried out to turn the negative institutional prescribed role-identity into a legitimate one in the eyes of themselves and key stakeholders, in which process the legitimacy of counterfeit business was constructed. We discuss the implications for identity management, identity’s influence on institutionalization and stigma management.

We investigate how established professionals manage their identities in the face of identity threats from a contested shift in the professional logic that characterizes their field. To do so, we draw on interviews with 113 physicians from five European transition countries who faced pressure for change in their professional identities due to a shift in the logic of healthcare from a logic of “narrow specialism” in primary care that characterized the Soviet health system to a new logic of “generalism” that characterizes primary care in the West. We found three important forms of professional identity threats experienced by physicians during this period – professional values conflict, status loss, and social identity conflict. In addition, we identified three forms of identity work – authenticating, reframing, and cultural repositioning – that the professionals who successfully transitioned to the new identity performed in order to reconstruct their professional identities so that they were aligned with the new logic. Based on these findings, we present a model of how established professionals change their professional identities as a result of a contested shift in the professional logic of their field and discuss the underlying mechanisms through which this occurs.

The paper advances our understanding of managerial identity work in the context of HQ–subsidiary relations. We argue that a key part of this identity work is related to cultural stereotypes. On the basis of an analysis of two Finland-based MNCs operating in Russia, the paper elucidates three forms of stereotype-based identity work with enabling or constraining power implications. The first form, stereotypical talk, refers to identity work whereby managers enact their stereotypical conceptions of ‘the other’ to bolster their self-image and ‘inferiorize’ ‘the other’. The second form, reactive talk, is identity work that emerges as a reaction to stereotypical talk whereby managers aim at renegotiating the proposed social arrangement for their own benefit. Finally, the third form, self-reflexive talk, refers to identity work whereby managers attempt to go beyond the social arrangement produced through stereotypical and reactive talk by distancing themselves in a self-reflexive manner from essentialist cultural conceptions. Overall, the paper offers an initial attempt to elucidate how stereotype-based identity work is used to justify or resist existing power structures and power asymmetries in HQ–subsidiary relations within the MNC.

This article examines the impact of large scale, ‘macro’ role transitions on professional identity. Drawing on in-depth interviews with two different groups of immigrant professionals, it theorizes how organizational outsiders with established professional identities respond to the institutional requirements and specifically to professional pre-entry scripts in their new host country. The study demonstrates how identity work evolves among each group as they navigate the permeable and impermeable pre-entry scripts in their respective professions. It identifies both barriers and facilitators to engagement with, and fulfillment of, local pre-entry scripts. These findings demonstrate how different professional domains and power structures create different opportunities for re-entry and as a result give rise to different forms of identity work – involving, for example, identity customization, identity shadowing, struggle and enrichment. Implications for policy makers in the field will be discussed, focusing on how different groups of professionals respond to unique forms of identity threat emerging from their respective professional institutions and structural barriers.

This paper examines how forcibly displaced people cope with prolonged liminality through identity work. Our paper is based on a longitudinal multiple case study of women refugees who fled Syria and experienced liminality in Amman-Jordan, the Zaatari Refugee Camp in Jordan and the United Kingdom. We contribute to the liminality literature by demonstrating how forcibly displaced people respond to extreme structural constraints and maintain cognitive control over their sense of self during liminality with an end date that is unknown. We develop the concept of liminality by illustrating how the actors were pushed into a state of ‘indeterminate liminality’ and coped by co-constructing it through three forms of identity work – recomposing conflicting memories, reclaiming existence and repositioning tradition. This enabled them to stretch the boundaries of indeterminate liminality, symbolically restore their familiar past and narratively construct a meaningful future.

Research on green identity work has so far concentrated on sustainability managers and/or top-management actors. How lower-level green employees cope with identity tensions at work is, as yet, under-researched. The paper uses an identity work perspective and a qualitative empirical study to identify four strategies that lower-level employees use in negotiating and enacting their green identities at work. Contrary to expectations, lower-level green employees engage substantially in job crafting as a form of identity work despite their limited discretion. In addition, the study demonstrates that lower-level green employees make use of identity work strategies that uphold rather than diminish perceived misalignment between their green identities and their job context.

A Gap Year is a break in an educational career, principally taken between leaving school and beginning university. Previous research on the Gap Year has suggested it is a form of social class positioning or forum for undertaking transitions in identity during young adulthood. This paper extends this research into the context of higher education itself. The paper illustrates, by a detailed analysis of interview data, that significant identity work is undertaken by young people in their accounts of their Gap Year. It demonstrates that this identity work, involving talk of confidence, maturity and/or independence, is related to two forms of distinction: a life course distinction and a social distinction. The paper discusses the significance of this identity work for our understandings of the Gap Year, its place in young people's transitions to adulthood and for future research.

For LGBQ employees, the disclosure and management of sexual identity in the workplace are likely to cause additional identity work. In this paper, we explore how such identity work is undertaken collectively by gays and lesbians on internet forums. Drawing on the literature on discursive identity work and social media affordances, we conduct a netnographic study of two internet forums, and analyse the ways in which these forums enable gay and lesbian employees’ identity work and guide their identity management processes. Overall, our study advances knowledge on sexual identity disclosure and management in three main ways. First, by shifting the focus from the identity disclosure accounts of individual gay and lesbian employees to online peer discussions around the topic, it sheds light on the broader context of identity management beyond the workplace. Second, our findings elucidate particular types of collaborative identity work – consulting, legitimating and questioning identity work – enabled by the affordance of interactivity of internet forums that inform and guide gays and lesbians’ identity management practices in organisations. Third, we identify and elaborate on specific discursive identity threats – the ‘falsehood’, ‘incoherence’, ‘exaggeration’ and ‘outdatedness’ of identity – which gay and lesbian employees are likely to encounter when reflecting on and performing specific identity management strategies, such as concealing or revealing their sexual orientation at work.