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The purpose of this paper was to empirically integrate the structural and perceptual control programs in the identity theory. This integration involved examining how the structural concepts of prominence and salience moderate the impact that the perceptual control process of nonverification has role-specific self-esteem.

We use survey data from normative and counter-normative conditions in the parent and spouse identities to test a series of structural equation models. In each model, we test the direct impacts of prominence, salience, and nonverification on worth, efficacy, and authenticity. We also test interaction effects between prominence and nonverification as well as salience and nonverification on the three self-esteem outcomes.

Out of the 24 possible interaction effects, only three were significant. By contrast, the expected positive effects of prominence on worth were supported among all identities, while the expected positive effects of salience on self-esteem were supported only among normative identities. Also as expected, the negative effects of nonverification on self-esteem were supported, though most strongly among counter-normative identities.

Our findings indicate that the structural and perceptual control concepts have independent effects on self-esteem. Thus, future research should incorporate both programs when examining identity processes on self-esteem. However, depending on the normativity or counter-normativity of the identities of interest, research may find it useful to focus on concepts from one program over the other.

This paper is a test of integration of the two research paradigms in the identity theory, which addresses the micro–macro problem in a unique way.

We present a model of organizational monitoring that integrates organizational justice and information privacy. Specifically, we adopt the position that the formation of invasiveness and unfairness attitudes is a goal-driven process. We employ cybernetic control theory and identity theory to describe how monitoring systems affect one's ability to maintain a positive self-concept. Monitoring provides a particularly powerful cue that directs attention to self-awareness. People draw on fairness and privacy relevant cues inherent in monitoring systems and embedded in monitoring environments (e.g., justice climate) to evaluate their identities. Discrepancies between actual and desired personal and social identities create distress, motivating employees to engage in behavioral self-regulation to counteract potentially threatening monitoring systems. Organizational threats to personal identity goals lead to increased invasiveness attitudes and a commitment to protect and enhance the self. Threats to social identity lead to increased unfairness attitudes and lowered commitment to one's organization. Implications for theory and research on monitoring, justice, and privacy are discussed along with practical implications.

In this chapter we discuss the implications social media have for the self-representation and identity formulation of professionals within organizations. Under the assumption that new, technology-mediated networking possibilities call for a reformulation of the boundaries between the professional and the private, we propose several avenues of investigation. The concept of “online personae” is also introduced in order to describe how managers may strive for equilibrium while balancing on and offline identities with impression management efforts.

Proceeding conceptually, we review the existing literature and practice of managerial social media use and delineate the challenges, or “tensions” professionals have to mitigate while expressing themselves online. This allows for a full exploration of digital interaction as a quest for equilibrium, between one’s professional and personal self-expression, but also between the management of one’s impression, and the emotional attachment to a social media profile.

We argue that social media may challenge current conceptions of managerial identity and work practices to a degree. Social media may demand different forms of representation both to inside and outside audiences, which can lead to the mediatization of both the professional and the organization, and call for a more conscious formulation of identity and management of impressions. We argue in particular that, within this context, online personae may serve as entities (through single or multiple accounts) delineating boundaries between the various roles managers are asked to perform within their professional and personal lives.

Managerial awareness toward a tool such as online personae may help in critically reflecting the embeddedness of managerial practice within social networks. A critical management of personae can also help in formulating identity-based strategies for gaining access and improving the quality of connections and interactions. Ultimately, as social media become a tool for workplace collaboration, the strategic thinking behind online personae might take a progressively larger importance for the success of individuals, and for organizations at large.

The chapter introduces a managerial point-of-view to the field of digital identities, widely analyzed on samples of adolescents and young adults. This allows to investigate matters proper of a professional life, such as the management of work/life boundaries, which become increasingly blurry in the online world. The chapter also introduces the concept of “online personae,” which aims at describing with more specificities the message and audience consequences behind the choice of one single social media profile, or several coexisting ones.

Although the organizational identity (OI) construct (Albert & Whetten, 1985) is now in its fourth decade, research in the field has been somewhat uneven, particularly with respect to an essentialist view and hypothetico-deductive type of studies. Believing that this stems in large part from insufficient construct clarity (Suddaby, 2010), this theory-development initiative presents an expanded conceptual framework. The authors exploit several key elements of individual identity and make the case for using these as the basis for conceptualizing an organizational-level equivalent. Starting with the premise that an individual’s identity is the product of comparisons, two dimensions are identified: the type of comparison (similarity, difference), referred to as the “identity conundrum,” and the object of comparison (self–other, self–self), referred to as the “identity perspective.” The authors then propose a four-cell distinctive conceptual domain for OI and explore its implications for scholarship.

This research focuses on the ways in which individuals play out their Scottish ethnic feelings and on the role of dress in this process. Using the grounded theory approach, participants defining themselves as ethnically Scottish were interviewed for this study. The findings indicate that respondents vary greatly in the emphasis they place on Scottish ethnicity when defining their self‐identities. Additionally, respondents differ in the degree to which they feel complete in their Scottish identity. Those who find their Scottish ethnicity to be salient to their definition of self put more effort into the construction of that identity. Oftentimes, ethnic dress symbols play a prominent role in this construction process – the importance of dress diminishes as feelings of identity completeness increases.

This paper aims to propose that the extent to which activating self-identity increases resource-saving behavior varies across these three levels of self-identities. In particular, the authors hypothesize that activating relational or collective self-identity increases saving behavior more than activating individual self-identity does. Moreover, activating relational self-identity has a stronger impact on workplace saving behavior than activating collective self-identity does. In addition, the authors suggest that prosocial motive mediates the relationship between the three levels of self-identity and saving behavior.

Workplace saving behavior such as office supply savings could help save organizational resources and build more environmentally conscious organizations. Drawing from self-identity theory, the authors examine the influences of three types of self-identities (i.e. individual, relational and collective self-identities) on workplace resource-saving behaviors.

The results obtained from a field experiment conducted in a Chinese company and an online vignette study generally support the proposed hypotheses. The authors also discuss the theoretical and practical implications of the findings.

The authors contribute to the literature on saving behavior in organizations by studying an individual-level predictor from the perspective of self-identity and the research on self-identity and saving behavior by testing the mediating role played by prosocial motive. Based on the findings, the authors also propose some human resource policies to increase workplace saving behavior.

Despite the breadth of knowledge on self and identity formation across the study of organizations, the field of organizational development and change has limited research on the construction of professional identity. Much has been written to describe the “self-concepts” of those practicing and researching in the field, but there have been no investigations that have explored how these “self-concepts” form. In addition, although women have contributed to defining the “self” in the field, men have held the dominant perspective on the subject. Thus, in this chapter, we address a disparity in the research by exploring the construction of professional identity in the field of organizational development and change, and we give voice to the renowned women who helped to build the field. Using the profiles of 17 American women included in The Palgrave Handbook of Organizational Change Thinkers, we perform a narrative analysis based upon the concepts and models prevalent in the literature on identity formation. By disentangling professional identity formation of the notable women in the field, we can begin to see the nuance and particularities involved in its construction and gain deeper understandings about effective ways to prepare individuals to work in and advance the field.

This study aims to direct war-affected youth’s self-identity towards microcredit. Youth is an important life stage for individuals’ self-identity formation. Features, labels and meanings associated with products can influence youth’s self-identity development.

A quantitative-survey method was used for data collection. The sample comprised 1,160 youth microcredit users aged between 18 and 24 years selected from the Northern Province of Sri Lanka. Analysis was conducted mainly in three steps, testing measurement model, hypotheses testing and testing for moderation effects.

The findings revealed that positive affect directed the youth’s self-identity towards microcredit, whereas perceived deterrents played a negative role. Knowledge of microcredit enhanced these attitudes. Also, entrepreneurial desire enhanced the association between positive affect and self-identity, and weakened the negative association between perceived deterrents and self-identity.

The data were cross-sectional and this study was conducted in one country. So, the model needs replication amongst youth in other war-affected countries and with longitudinal data. Additionally, this study is open for expansion by incorporating other constructs that can draw vulnerable youth’s self-identity around products.

This research suggests how war-affected youth’s self-identity can be drawn around microcredit.

This study proposes a unique conceptual model to draw vulnerable youth’s self-identity closer to products beneficial for their well-being, in this case, microcredit.

By extending the expectancy-disconfirmation theory and integrating the elaboration likelihood model, this study aims to explore the reference effects (i.e. disconfirmation and self-identity) and customer engagement that affect customer experience on satisfaction with a museum visit. The study is designed to test a dual-mediator mechanism involving disconfirmation and self-identity. The moderating role of cognitive, affective or behavioral engagements is also examined with the overall purpose to advance the understanding of customer experience in cultural consumption such as museum visits.

A self-administered field survey in two stages was carried out on visitors to the Hong Kong Museum of Art. A total of 465 valid response sets were used for analysis. Hypotheses were tested using confirmatory factor analysis, three-step mediation test, structural equation modeling and moderation regressions.

Disconfirmation and self-identity are found to be dual mediators in the experience–satisfaction relationship. Cognitive engagement reduces the effect of knowledge experience on disconfirmation and self-identity but increases that of the entertainment experience on disconfirmation and self-identity. Affective engagement amplifies the effect of knowledge experience on self-identity but mitigates the importance of entertainment evaluations.

Findings highlight the importance of both perceived knowledge and entertainment experiences in visitors’ evaluation of a cultural experience. Managers are suggested to craft promotional messages with the psychological appeal that connects visitors with museum services. Appropriate engagement tactics for museums can be developed to avoid overloading visitors with information.

Previous studies treat disconfirmation as the dominant reference effect in the formation of customer satisfaction. This study shows both disconfirmation and self-identity as dual reference effects that link the customer experience to satisfaction in the museum context, serving as a pioneer in defining how the influence of experience on reference effects varies depending on how customers are cognitively and affectively engaged in such context.