Role Transitions in Organizational Life : An Identity-based Perspective

By Blake E. Ashforth. 2001

1,196 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/ff01e0a10bcc4239bb704edf6861f474340e0cb5

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In Organizational Behavior and Human Resource Management

Citations in the corpus

The psychology of job loss: using social media data to characterize and predict unemployment (2016, background): “To copy otherwise, or republish, to post on servers or to redistribute to lists, requires prior specific permission and/or a fee.”
A self-regulation approach to understanding citizenship behavior in organizations (2012, background): “Changes in one’s self-concept orientation are particularly likely when newcomers join an organization and change organizational roles (Ashforth, 2001; Lord et al., 2010).”
Creating Work-Life Balance: A Model of Pluralism across Life Domains (2002, background): “Relatively little research addresses micro-role transitions where an individual moves between simultaneously held roles (Ashforth, 2001; Burr, 1972; Kreiner, Fugate, & Johnson, 2001).”
SOCIAL IDENTITY IN INDUSTRIAL AND ORGANIZATIONAL PSYCHOLOGY: CONCEPTS, CONTROVERSIES AND CONTRIBUTIONS (2006, background): “A related concern is that, in practice, people belong to several different groups at the same time, with the result that they have multiple possible identities (Ashforth, 2001a; Ellemers et al., 1998).”
Identity As Narrative: Prevalence, Effectiveness, and Consequences of Narrative Identity Work in Macro Work Role Transitions (2010, background): “Among rhetorical strategies, telling a “good story” helps people create meaning (Gergen, 1994; McAdams, 1996, 1999) and increases the likelihood that their identity claims will be granted (Ashforth, 2001; Van Maanen, 1998).”
The role of relationships in the transition from doctoral student to independent scholar (2011, background): “Researchers suggest that role learning is paramount to effective role entry (Ashforth 2001).”
Reinterpreting Time in Fit Theory: Crafting and Recrafting Narratives of Fit in Medias Res (2011, background): “supports a decision to change jobs (i.e., post-decision rationalization; Ashforth, 2001; Lawler, Kuleck, Rhode, & Sorenson, 1975; Vroom, 1966; Vroom & Deci, 1971).”
A multi-level investigation of psychological contract breach and organizational identification through the lens of perceived organizational membership: testing a moderated-mediated model (2013, background): “organizational identification of bank employees whereas Kreiner and Ashforth (2004) found it to foster disidentification among a diverse sample of employed alumni.”
Group Role Assignment via a Kuhn–Munkres Algorithm-Based Solution (2012, background): “Qualification matrix for a group with no solution when L = [1, 1, 3, 1].”
Directors' Multiple Identities, Identification, and Board Monitoring and Resource Provision (2008, background): “Ashforth (2001) argues that the salience of this identity to an individual depends on (1) the degree to which that identity is situation relevant and (2) how strongly the individual identifies with the role or social identity.”
Relational and Identity Perspectives on Healthy Versus Unhealthy Pursuit of Callings (2012, background): “Work-identity flexibility and healthy pursuit of a calling. As noted above, workers with identity flexibility are able to gather self-related feedback to form accurate self-perceptions and to change their self-concept as appropriate (Briscoe & Hall, 1999). This flexibility allows individuals to acco”
The Role of Interdependence in the Micro-Foundations of Organization Design: Task, Goal, and Knowledge Interdependence (2020, background): “A role is an expected pattern or set of behaviors associated with a given position in a social system (Ashforth, 2000; Biddle, 1979; Ebaugh, 1988).”
Identification in Organizations: An Examination of Four Fundamental Questions (2008, background): “In short, one can think or feel one’s way into identification (Ashforth, 2001), and cognition and affect reciprocally reinforce identification (e.g., Kessler & Hollbach, 2005). at UNIV OF COLORADO LIBRARIES on August 29, 2012jom.sagepub.comDownloaded from As we broaden the formulation of…”
You want me to do what? Two daily diary studies of illegitimate tasks and employee well‐being (2016, background): “There are many things that contribute to people’s self-view; occupational roles typically are one of them (Ashforth, 2001), implying that not respecting these roles may be perceived as a threat to an employee’s occupational identity.”