Out of the Box? How Managing a Subordinate’s Multiple Identities Affects the Quality of a Manager-Subordinate Relationship

By Stephanie J. Creary, B. Caza, L. Roberts. 2015

97 citations recorded by the source corpus.

Subfields: Communication, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/1609e6f8824fb35f4515eb750fcc66b406e1b19b

How researchers see this paper

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In Organizational Behavior and Human Resource Management

1. B. Caza
2. Heather C Vough
3. Harshad Puranik
4. S. Moss

Citations in the corpus

• Identity work in organizations and occupations: Definitions, theories, and pathways forward (2018, background): “, Creary et al., 2015; DeRue & Ashford, 2010; Swann, Johnson, & Bosson, 2009), but only few have examined this issue empirically. Although identity work occurs via interaction with others, in what ways might it matter who people engage in identity work with? Pasupathi (2003) suggested that the perso”
• From Synchronizing to Harmonizing: The Process of Authenticating Multiple Work Identities (2018, background): “…straddle multiple roles and groups, the self organically comprises multiple valued self-definitions or identities (e.g., Stryker, 1980; Thoits, 1983; Burke and Stets, 2009), and people often feel compelled to enact this complexity at work (Ramarajan, 2014; Creary, Caza, and Roberts, 2015).”