STRIVING FOR SELF-VERIFICATION DURING ORGANIZATIONAL ENTRY

By Daniel M. Cable, Virginia S. Kay. 2012

167 citations recorded by the source corpus.

Subfields: Communication, Gender Studies, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/f4616408576627c7e4479539ca6195bc05f73078

How researchers see this paper

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

In Communication

1. Blake E. Ashforth
2. Beth S. Schinoff
3. Beth G. Chung
4. Francesca Gino
5. Kristie M. Rogers
6. Adam M. Grant
7. L. Shore
8. Daniel M. Cable

In Gender Studies

1. Beth G. Chung
2. L. Shore
3. K. Ehrhart
4. Blake E. Ashforth
5. Francesca Gino
6. Bradley R. Staats
7. Debra L. Nelson
8. M. Dean

In Organizational Behavior and Human Resource Management

1. Francesca Gino
2. Beth G. Chung
3. L. Shore
4. K. Ehrhart
5. Blake E. Ashforth
6. Justin M. Berg
7. Adam M. Grant
8. Kristie M. Rogers

Citations in the corpus

• Professional Image Maintenance: How Women Navigate Pregnancy in the Workplace (2015, background): “Self-verification striving is an individual difference defined as the extent to which people seek to promote the survival of their self-concepts when encountering new situations (Cable & Kay, 2012).”
• JOB TITLES AS IDENTITY BADGES: HOW SELF-REFLECTIVE TITLES CAN REDUCE EMOTIONAL EXHAUSTION (2014, background): “In essence, employees described how the self-reflective titles provided opportunities to experience self-verification, expressing their identities in ways that are recognized and validated by others (e.g., Cable & Kay, 2012; Swann, 1983).”
• Breaking Them in or Eliciting Their Best? Reframing Socialization around Newcomers’ Authentic Self-expression (2013, background): “Organizational entry is thus an unusual period in life when people can negotiate their identities anew; in most other aspects of life, we interact with people who have already implicitly agreed to honor the identities we have negotiated with them (Goffman, 1959; Ibarra, 2003; Cable and Kay, 2012).”
• “I Identify with Her,” “I Identify with Him”: Unpacking the Dynamics of Personal Identification in Organizations (2016, background): “Social validation involves explicit and/or implicit signals that the identity and narrative are accepted as legitimate (Ashforth, 2001; Cable & Kay, 2012; Conroy & O’Leary-Kelly, 2014; Smith, Amiot, Smith, Callan, & Terry, 2013; Stryker, 1980).”
• Work Group Inclusion: Test of a Scale and Model (2020, methodology): “Cable and Kay (2012) advanced the concept by measuring self-verification striving and found that it is distinct from concepts such as self-disclosure, self-monitoring, and core self-evaluations.”