Interpreting workplace identities: the role of office décor

By Kimberly D. Elsbach. 2004

198 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Sociology and Political Science, Strategy and Management

View Paper: https://www.semanticscholar.org/paper/ecba661d6cb05b9796125f11b2325e8fd9ecc440

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

In Sociology and Political Science

In Strategy and Management

Citations in the corpus

Identification in Organizations: An Examination of Four Fundamental Questions (2008, background): “The more an individual actually embodies those attributes, the more prototypical he or she is said to be (e.g., Elsbach, 2004).”
Identity As Narrative: Prevalence, Effectiveness, and Consequences of Narrative Identity Work in Macro Work Role Transitions (2010, background): “Forms of identity work vary, ranging from displays of dress, office decor, and personal ob jects (e.g., Elsbach, 2003) to such cognitive strat egies as ideological reframing and selective so cial comparison (Ashforth & Kreiner, 1999), searching for optimal balance among multiple identities (Kreiner…”
Identity work in organizations and occupations: Definitions, theories, and pathways forward (2018, background): “…themselves (e.g., using one's own body: Courpasson & Monties, 2017) or materials and objects in their physical environments (e.g., office decor: Elsbach, 2004; artifacts: Elsbach, 2009; dress: Humphreys & Brown, 2002a; Pratt & Rafaeli, 1997) to align others' impressions with a desired…”
JOB TITLES AS IDENTITY BADGES: HOW SELF-REFLECTIVE TITLES CAN REDUCE EMOTIONAL EXHAUSTION (2014, methodology): “In both studies, since we relied heavily on self-report data, it remains to be seen whether self-reflective titles have meaningful effects on titleholders’ behaviors, as well as the reactions of customers, patients, and other service recipients (see Elsbach, 2004).”
A New Look at Stigmatization in and of Organizations (2008, background): “Finally, the last two articles, by Wiesenfeld et al. and Hudson, show us how organizational stigmas become identified with identity markers (Elsbach, 2004) that are easily recognized by organizational audiences, because, in part, they mimic the markers attached to stigmatized individuals (e.g.,…”
BALANCING BORDERS AND BRIDGES: NEGOTIATING THE WORK-HOME INTERFACE VIA BOUNDARY WORK TACTICS (2009, background): “Artifacts are visually salient, typically tangible markers that serve as cues about a culture, a domain, or an identity (Elsbach, 2004).”
Your Place or Mine? Organizational Identification and Comfort as Mediators of Relationships Between the Managerial Control of Workspace and Employees' Satisfaction and Well-being (2010, background): “For if managers are charged with creating standardized working conditions, then opportunities for autonomy become necessarily restricted (Elsbach, 2004; Hyer and Wemmerlov, 2002; Sewell and Wilkinson, 1992).”
Moral Symbols: A Necklace of Garlic against Unethical Requests (2017, background): “[Insert Figure 1 Here] Generally, people are known to make social judgments about others based on the objects they buy and own, the clothes they wear, the type of furnishings they have, the kind of music they listen to, and so on (e.g., Belk, 1988; Elsbach, 2004).”