Cross-Domain Identity Transition during Liminal Periods: Constructing Multiple Selves as Professional and Mother during Pregnancy

By Jamie Ladge, Judith A. Clair, D. Greenberg. 2012

251 citations recorded by the source corpus.

Subfields: Gender Studies, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/a9c41880d017a6d53b5741d29e9ea0ad758e90cb

How researchers see this paper

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

In Gender Studies

1. Debra L. Nelson
2. Amanda S Hinojosa
3. Erin Reid
4. Laura M. Little
5. Virginia Smith Major

In Sociology and Political Science

1. J. K. Arnold
2. Debra L. Nelson
3. A. Malshe
4. Erin Reid
5. Laura M. Little
6. Teresa J. Rothausen
7. K. Henderson

Citations in the corpus

• Professional Image Maintenance: How Women Navigate Pregnancy in the Workplace (2015, background): “Instead, much of this research has focused on pregnancy as a stigma (e.g., Morgan et al., 2013), internal identity issues associated with becoming pregnant (e.g., Ladge et al., 2012), and identity management (e.g., Jones & King, 2014; Jones et al., in press).”
• Should I Stay or Should I Go? Identity and Well-Being in Sensemaking About Retention and Turnover (2017, background): “Recently, Ladge, Clair, and Greenberg (2012) found that a liminal period in the family domain for their informants, who were pregnant with a first child, caused work and nonwork identities to be recursively influenced.”
• Embracing, Passing, Revealing, and the Ideal Worker Image: How People Navigate Expected and Experienced Professional Identities (2015, background): “…(e.g., Alvesson and Kärreman 2007, Anteby 2008a, Van Maanen and Schein 1979) or on how people move toward particular identities (e.g., Ibarra 1999, Ladge et al. 2012, Wrzesniewski and Dutton 2001), but these streams of work have not been integrated (Alvesson and Willmott 2002, Anteby 2013).”
• Out of the Box? How Managing a Subordinate’s Multiple Identities Affects the Quality of a Manager-Subordinate Relationship (2015, unknown): “…that some subordinates may avoid enacting certain identities at work because they believe that the performance of one identity may interfere with the performance of another identity at work (e.g., Clair, Beatty, & Maclean, 2005; Ely, 1994; Hoff, 1999; Kreiner et al., 2006; Ladge et al., 2012).”