FEELING MISIDENTIFIED: THE CONSEQUENCES OF INTERNAL IDENTITY ASYMMETRIES FOR INDIVIDUALS AT WORK

• 成果类型: Article
• 署名作者: Meister, Alyson; Jehn, Karen A.; Thatcher, Sherry M. B.
• 署名单位: University of Melbourne; University of South Carolina System; University of South Carolina Columbia
• 刊物名称: ACADEMY OF MANAGEMENT REVIEW
• ISSN/ISSBN: 0363-7425
• DOI: 10.5465/amr.2013.0102
• 发表日期: 2014
• 页码: 488-512
• 关键词: impostor phenomenon; SELF-VERIFICATION; GROUP MEMBERS; ORGANIZATIONAL SETTINGS; Impression management; EXPECTANCY VIOLATION; OUTCOME DEPENDENCY; social-interaction; african-americans; APPRAISAL PROCESS

摘要

At work, individuals have an enduring interest in how others perceive them and a fundamental desire for others to affirm and verify their salient work-related identities. Internal identity asymmetry is experienced when individuals feel misidentified when they believe their colleagues do not recognize their work-related identities. Linking the identity, self-verification, and impression management literature, we define and unpack the experience of internal identity asymmetry in the workplace. We incorporate theories of cognitive appraisal to delineate three moderating characteristics that differentiate asymmetries (importance, mutability, and valence) and together determine an individual's proximal coping response and subsequent outcomes of the asymmetry. In doing so we suggest that internal identity asymmetry may be a positive or a negative experience for individuals and their interpersonal relationships at work.