Pathways for Positive Identity Construction at Work: Four Types of Positive Identity and the Building of Social Resources

By Jane E. Dutton, L. Roberts, Jeffrey S. Bednar. 2010

771 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/a4223c062369e0f4fd4cbccc90cd5940472f4b36

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Organizational Behavior and Human Resource Management

Citations in the corpus

Breaking Them in or Eliciting Their Best? Reframing Socialization around Newcomers’ Authentic Self-expression (2013, background): “Logically, we also would expect that an authenticity-based approach to socialization should be more effective when there is high psychological safety, as selfexpression appears to be riskier than conformity (Edmondson, 1999).”
From Synchronizing to Harmonizing: The Process of Authenticating Multiple Work Identities (2018, background): “Previous organizational research has referred to both roles and identities as resources (e.g., Callero, 1994; Dutton, Roberts, and Bednar, 2010), yet there have been limited investigations linking these resources to authenticity or explaining how they operate empirically.”
Out of the Box? How Managing a Subordinate’s Multiple Identities Affects the Quality of a Manager-Subordinate Relationship (2015, positive): “CONCLUSION We have drawn upon theories of identity management (e.g., Dutton et al., 2010; Ramarajan & Reid, 2013; Roberts & Creary, 2011) and relationships (e.g., Dutton & Heaphy, 2003; Dutton & Ragins, 2007; Graen & Uhl-Bien, 1995; Miller & Stiver, 1997) to offer a theoretical model explaining the…”
The Relational Nature of Leadership Identity Construction: How and When It Influences Perceived Leadership and Decision-Making (2015, background): “Our studies reveal leadership identity construction as a relational, negotiated process (Dutton et al., 2010; Gelfand et al., 2006; Kopelman, 2014; Kopelman et al., 2009) and empirically address why, how, and when relational leadership identity construction matters.”
Multiple Identification Foci and Their Countervailing Effects on Salespeople's Negative Headquarters Stereotypes (2012, background): “Furthermore, according to the structural perspective on social identities (Dutton, Roberts, and Bednar 2010), to minimize intergroup stereotyping, managers should balance inclusive and exclusive organizational identity domains.”
Toward an Understanding of the Psychology of Stewardship (2012, background): “An individual whose prosocial identity is activated and whose self-concept is thus concerned with helping and empathizing with others (Grant, 2007; Grant, Dutton, & Rosso, 2008), or, more broadly, whose identity is imbued with other-regarding virtuous qualities (Dutton et al., 2010), is likely to di”
Hitting Rock Bottom After Job Loss: Bouncing Back to Create a New Positive Work Identity (2016, background): “A work identity is more positive when the identity content is imbued with virtuous attributes, is regarded favorably, changes in a way that is more developed/ideal, fits better with internal or external standards, is balanced between inclusion and differentiation, and/or connects various facets of t”
Compassion revealed: What we know about compassion at work (and where we need to know more) (2011, background): “Dutton et al. (2010) further suggest that extensiveness is another important way that compassionate responses can vary, falling along a spectrum from more simple inquiries and expressions of concern, to work-based help, to efforts that transcend the work–personal boundary.”