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dc.contributor.authorSearle, R. H.en
dc.contributor.authorNienaber, A.en
dc.contributor.authorPrice, D.en
dc.contributor.authorHoltgrave, M.en
dc.date.accessioned2017-10-26T10:15:29Z
dc.date.available2017-10-26T10:15:29Z
dc.date.issued2017-12-05
dc.identifier.citationSearle, R.H., Nienaber, A., Price, D. and Holtgrave, M. (2018) Lone star or team player? The interrelationship of different identification foci and the role of self-presentation concerns. Human Resource Management, 57 (2), pp. 529-547en
dc.identifier.urihttp://hdl.handle.net/2086/14714
dc.descriptionThe file attached to this record is the author's final peer reviewed version. The Publisher's final version can be found by following the DOI link.en
dc.description.abstractWork identity is important in the attraction and retention of staff, yet how the facets of such identity relate remains convoluted and unclear despite this being of interest to both scholars and practitioners. we use structural equation modelling to analyse empirical data from 144 employees in the UK's Gas and Oil industry, analysing the nature and interrelationship of identification as individual- (career advancement) and social- (work group and organization) level foci, as well as considering the two psychological self-presentation factors (value expression and social adjustment) that direct and drive identification processes. A dichotomy between individual and social component of work identity is fund, revealing a strong association between both social level foci of identification. Moreover, both components of work identity are found to be premised on different psychological factors, furthering our knowledge of the enmeshed nature of identity at work.en
dc.language.isoenen
dc.subjectOrganizational identityen
dc.subjectmotivationen
dc.subjectresearch methods and designen
dc.subjectquantitative research methodologyen
dc.subjectSocial identity theoryen
dc.titleLone star or team player? The interrelationship of different identification foci and the role of self-presentation concernsen
dc.typeArticleen
dc.identifier.doihttps://doi.org/10.1002/hrm.21868
dc.researchgroupCROWEen
dc.peerreviewedYesen
dc.funderN/Aen
dc.projectidN/Aen
dc.cclicenceCC-BY-NCen
dc.date.acceptance2017-03-27en


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