Work, Meaning, and Multiple Identities
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Work, Meaning, and Multiple Identities

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Framing. Growing interest around the inter-relationships among identity / identification, meaning, and work Understanding how we make it all work: multiple roles, multiple identities, multiple meanings Designing new study with several colleagues at U of Illinois (such as Teresa)
Work, Meaning, and Multiple Identities

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1. Work, Meaning, and Multiple Identities

2. Framing Growing interest around the inter-relationships among identity / identification, meaning, and work Understanding how we make it all work: multiple roles, multiple identities, multiple meanings Designing new study with several colleagues at U of Illinois (such as Teresa) ? want general and specific feedback

3. Goals To examine how organizational practices, individual differences in work orientation, and organizational affiliation contribute to distinct types of identification. To examine the effect of these distinct types of identification (4) on organizational outcomes.

4. Model: The ?Big Picture?

5. Proposed Context Medical context (2 health care systems ? 1 religiously affiliated) Numerous professional groups Different backgrounds, training, certification, status orientation, job perceptions, ideologies Different levels of identification with profession and organization

6. Identification Patterns Organizational & Professional Assume that Identification is not ?fixed pie? (can simultaneously identify with numerous targets) Professional identifiers (e.g., cosmopolitans) Organizational identifiers (e.g., locals) Non-identifiers (within workplace) Dual identifiers

7. Organizational Practices Work: changing what members do, changing the nature of the job tasks meaningfulness in working stronger link to professional identification? Social Context: changing various aspects of the social context (e.g., culture, work relationships) meaningfulness at work stronger link to organizational identification?

8. Work Orientation Job: economic focus predictive of ?Non-Identifiers?? Career A: achievement focus ? advancement within an organization predictive of ?Organization Identifiers?? Career B: achievement focus ? advancement across organizations predictive of ?Professional Identifiers?? Calling: fulfillment, transcendence predictive of ?Dual Identifiers? or ?Professional Identifiers??

9. Affiliation

10. Affiliation Still working on specific hypotheses for affiliation In general, we believe that lack of proximity, and working alone will have a larger influence on organizational identification than professional identification

11. Experienced Meaningfulness Want to assess: meaningfulness in working meaningfulness at work No ?set measures? that we know of ? likely be the focus of qualitative analysis Need to determine whether or not to ?split? different aspects of meaningfulness at work (e.g., ?culture? and ?relationships?)

12. Organizational Commitment Might different types of commitment be related to different identification patterns (and work orientations)? Continuance ? non-identifiers (and job-oriented)? Affective ? organizational and dual (and career A)? Normative ? professional and dual (and career B and calling)?

13. Other Outcomes OCB?s: e.g., task conscientiousness, helping others, participating in organizational politics, positive attitudes Job Satisfaction

14. Need Specific Feedback About? Career A and B Does this distinction make sense Will we get differences between career B and callings? ?Non-traditional? outcome variables Can we do more than OCBs and job satisfaction? Logic of predictions? Missing aspects of affiliation? Capturing meaningfulness in and at work? Look for ?transcendent? practices?

15. Thank you!

16. Meaningfulness in and at Work (Pratt & Ashforth 2003)

17. Organizational Practices


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