Heather C Vough, M Teresa Cardador, Brianna B Caza, Emily D Campion
{"title":"身份冲突过程:评价理论是理解工作中身份冲突的综合框架。","authors":"Heather C Vough, M Teresa Cardador, Brianna B Caza, Emily D Campion","doi":"10.1037/apl0001223","DOIUrl":null,"url":null,"abstract":"<p><p>Identity conflict-the experience of perceiving incompatibilities between aspects of one's identity content that call into question the individual's ability to meet the identity standard of at least one of these identities-can significantly impact individuals' work experiences. As individuals navigate experiences of identity conflict at work, managers and organizations also grapple with how to support employees' multiple identities while mitigating the primarily negative outcomes of identity conflict. However, the scholarship on work-relevant identity conflict faces several challenges, including disciplinary fragmentation, conceptual imprecision, and diverse but deficient theoretical perspectives, which together have limited our ability to accumulate knowledge about this experience and to develop useful management tools. To overcome these, we conducted a thorough review of the cross-disciplinary literature, allowing us to offer a refined integrative definition of identity conflict and a reconceptualization of identity conflict as the result of an appraisal process. As we delineate what we know about the appraisal process of identity conflict, we provide a detailed theoretical explanation of its antecedents, outcomes, and responses and shed light on the mechanisms that drive the process. This approach not only enhances theoretical depth and guides new research directions but also equips managers to address and reduce identity conflict experienced by their employees. This research contributes to the literature by offering clarity and coherence to the identity conflict domain, providing theoretical and practical guidance, and outlining promising directions for future inquiry. (PsycInfo Database Record (c) 2024 APA, all rights reserved).</p>","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":""},"PeriodicalIF":9.4000,"publicationDate":"2024-08-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":"{\"title\":\"The identity conflict process: Appraisal theory as an integrative framework for understanding identity conflict at work.\",\"authors\":\"Heather C Vough, M Teresa Cardador, Brianna B Caza, Emily D Campion\",\"doi\":\"10.1037/apl0001223\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"<p><p>Identity conflict-the experience of perceiving incompatibilities between aspects of one's identity content that call into question the individual's ability to meet the identity standard of at least one of these identities-can significantly impact individuals' work experiences. As individuals navigate experiences of identity conflict at work, managers and organizations also grapple with how to support employees' multiple identities while mitigating the primarily negative outcomes of identity conflict. However, the scholarship on work-relevant identity conflict faces several challenges, including disciplinary fragmentation, conceptual imprecision, and diverse but deficient theoretical perspectives, which together have limited our ability to accumulate knowledge about this experience and to develop useful management tools. To overcome these, we conducted a thorough review of the cross-disciplinary literature, allowing us to offer a refined integrative definition of identity conflict and a reconceptualization of identity conflict as the result of an appraisal process. As we delineate what we know about the appraisal process of identity conflict, we provide a detailed theoretical explanation of its antecedents, outcomes, and responses and shed light on the mechanisms that drive the process. This approach not only enhances theoretical depth and guides new research directions but also equips managers to address and reduce identity conflict experienced by their employees. This research contributes to the literature by offering clarity and coherence to the identity conflict domain, providing theoretical and practical guidance, and outlining promising directions for future inquiry. (PsycInfo Database Record (c) 2024 APA, all rights reserved).</p>\",\"PeriodicalId\":15135,\"journal\":{\"name\":\"Journal of Applied Psychology\",\"volume\":\" \",\"pages\":\"\"},\"PeriodicalIF\":9.4000,\"publicationDate\":\"2024-08-05\",\"publicationTypes\":\"Journal Article\",\"fieldsOfStudy\":null,\"isOpenAccess\":false,\"openAccessPdf\":\"\",\"citationCount\":\"0\",\"resultStr\":null,\"platform\":\"Semanticscholar\",\"paperid\":null,\"PeriodicalName\":\"Journal of Applied Psychology\",\"FirstCategoryId\":\"102\",\"ListUrlMain\":\"https://doi.org/10.1037/apl0001223\",\"RegionNum\":1,\"RegionCategory\":\"心理学\",\"ArticlePicture\":[],\"TitleCN\":null,\"AbstractTextCN\":null,\"PMCID\":null,\"EPubDate\":\"\",\"PubModel\":\"\",\"JCR\":\"Q1\",\"JCRName\":\"MANAGEMENT\",\"Score\":null,\"Total\":0}","platform":"Semanticscholar","paperid":null,"PeriodicalName":"Journal of Applied Psychology","FirstCategoryId":"102","ListUrlMain":"https://doi.org/10.1037/apl0001223","RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q1","JCRName":"MANAGEMENT","Score":null,"Total":0}
引用次数: 0
摘要
身份冲突是指一个人的身份内容在某些方面不相容,使其达到其中至少一种身份标准的能力受到质疑,这种体验会严重影响个人的工作经历。当个人在工作中经历身份冲突时,管理者和组织也在努力研究如何支持员工的多重身份,同时减轻身份冲突的负面影响。然而,有关工作相关身份冲突的学术研究面临着一些挑战,包括学科分散、概念不精确、理论视角多样但不完善等,这些因素共同限制了我们积累有关这种体验的知识和开发有用的管理工具的能力。为了克服这些问题,我们对跨学科文献进行了全面回顾,从而为身份冲突提供了一个完善的综合定义,并将身份冲突重新概念化为评估过程的结果。在阐述我们对身份冲突评估过程的认识时,我们对其前因、结果和反应进行了详细的理论解释,并阐明了推动这一过程的机制。这种方法不仅能提高理论深度,指引新的研究方向,还能帮助管理者解决和减少员工的身份冲突。这项研究为身份冲突领域提供了清晰度和连贯性,提供了理论和实践指导,并为未来的探索勾勒出了前景广阔的方向,从而为文献做出了贡献。(PsycInfo Database Record (c) 2024 APA, 版权所有)。
The identity conflict process: Appraisal theory as an integrative framework for understanding identity conflict at work.
Identity conflict-the experience of perceiving incompatibilities between aspects of one's identity content that call into question the individual's ability to meet the identity standard of at least one of these identities-can significantly impact individuals' work experiences. As individuals navigate experiences of identity conflict at work, managers and organizations also grapple with how to support employees' multiple identities while mitigating the primarily negative outcomes of identity conflict. However, the scholarship on work-relevant identity conflict faces several challenges, including disciplinary fragmentation, conceptual imprecision, and diverse but deficient theoretical perspectives, which together have limited our ability to accumulate knowledge about this experience and to develop useful management tools. To overcome these, we conducted a thorough review of the cross-disciplinary literature, allowing us to offer a refined integrative definition of identity conflict and a reconceptualization of identity conflict as the result of an appraisal process. As we delineate what we know about the appraisal process of identity conflict, we provide a detailed theoretical explanation of its antecedents, outcomes, and responses and shed light on the mechanisms that drive the process. This approach not only enhances theoretical depth and guides new research directions but also equips managers to address and reduce identity conflict experienced by their employees. This research contributes to the literature by offering clarity and coherence to the identity conflict domain, providing theoretical and practical guidance, and outlining promising directions for future inquiry. (PsycInfo Database Record (c) 2024 APA, all rights reserved).
期刊介绍:
The Journal of Applied Psychology® focuses on publishing original investigations that contribute new knowledge and understanding to fields of applied psychology (excluding clinical and applied experimental or human factors, which are better suited for other APA journals). The journal primarily considers empirical and theoretical investigations that enhance understanding of cognitive, motivational, affective, and behavioral psychological phenomena in work and organizational settings. These phenomena can occur at individual, group, organizational, or cultural levels, and in various work settings such as business, education, training, health, service, government, or military institutions. The journal welcomes submissions from both public and private sector organizations, for-profit or nonprofit. It publishes several types of articles, including:
1.Rigorously conducted empirical investigations that expand conceptual understanding (original investigations or meta-analyses).
2.Theory development articles and integrative conceptual reviews that synthesize literature and generate new theories on psychological phenomena to stimulate novel research.
3.Rigorously conducted qualitative research on phenomena that are challenging to capture with quantitative methods or require inductive theory building.