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Am I Myself at Work? Engagement, Ide...

Affinito, Salvatore J.

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Am I Myself at Work? Engagement, Identity, and Role Transitions.

Record Type:	Electronic resources : Monograph/item
Title/Author:	Am I Myself at Work? Engagement, Identity, and Role Transitions./
Author:	Affinito, Salvatore J.
Published:	Ann Arbor : ProQuest Dissertations & Theses, : 2021,
Description:	138 p.
Notes:	Source: Dissertations Abstracts International, Volume: 82-12, Section: B.
Contained By:	Dissertations Abstracts International82-12B.
Subject:	Personality psychology. -
Online resource:	https://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=28417130
ISBN:	9798516058479

Am I Myself at Work? Engagement, Identity, and Role Transitions.
Affinito, Salvatore J.

Am I Myself at Work? Engagement, Identity, and Role Transitions. - Ann Arbor : ProQuest Dissertations & Theses, 2021 - 138 p.

Source: Dissertations Abstracts International, Volume: 82-12, Section: B.

Thesis (Ph.D.)--The University of North Carolina at Chapel Hill, 2021.

This item must not be sold to any third party vendors.

In my dissertation, I adopt a "self-in-role" perspective to understand employee work engagement after role transitions. In particular, I highlight how employees' selves vary based on the roles that they occupy inside versus outside the workplace. This creates a daily challenge to the engagement of employees who are returning to work. To address this challenge, I theorize how the role transition process - specifically the magnitude of the transition - influences the extent to which an employee perceives their two identities as conflicting versus enhancing, which undermines versus enables engagement, respectively. I further consider two contextual factors (experienced authenticity and work role reattachment) that buffer this process. To accomplish this, I first develop and validate a measure of role transition magnitude using a multi-step process that spans five separate samples of working adults (N = 811). I then use this measure across four separate studies to test my hypothesized model. In Study 1 (N = 320), I conduct a correlational test of my model within a sample of working adults. In Study 2 (N = 463), I experimentally manipulate role transition magnitude to demonstrate the causal direction of the association between role transition magnitude and identity conflict and enhancement. In Study 3 (N = 480), I manipulate role transition magnitude and experienced authenticity to provide additional evidence of the moderating effect of experienced authenticity. In Study 4 (N = 392), I conducted a one-day field experiment where I randomly assigned participants to reattach to their work role (or not) during their morning commute to work. Overall, my hypotheses were supported across these studies. Role transition magnitude was positively related to identity conflict, and negatively related to identity enhancement. As expected, identity conflict was negatively associated with engagement, whereas identity enhancement was positively associated with engagement. Furthermore, the more a given employee experienced authenticity, the less role transition magnitude related to either identity conflict or enhancement. Finally, the more an employee reattached to their work role during their role transition to work, the less experiencing identity conflict undermined their engagement.

ISBN: 9798516058479Subjects--Topical Terms:

2144789
Personality psychology.
Subjects--Index Terms:

Work

Am I Myself at Work? Engagement, Identity, and Role Transitions.
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500 $a Source: Dissertations Abstracts International, Volume: 82-12, Section: B.
500 $a Advisor: Christian, Michael S.
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520 $a In my dissertation, I adopt a "self-in-role" perspective to understand employee work engagement after role transitions. In particular, I highlight how employees' selves vary based on the roles that they occupy inside versus outside the workplace. This creates a daily challenge to the engagement of employees who are returning to work. To address this challenge, I theorize how the role transition process - specifically the magnitude of the transition - influences the extent to which an employee perceives their two identities as conflicting versus enhancing, which undermines versus enables engagement, respectively. I further consider two contextual factors (experienced authenticity and work role reattachment) that buffer this process. To accomplish this, I first develop and validate a measure of role transition magnitude using a multi-step process that spans five separate samples of working adults (N = 811). I then use this measure across four separate studies to test my hypothesized model. In Study 1 (N = 320), I conduct a correlational test of my model within a sample of working adults. In Study 2 (N = 463), I experimentally manipulate role transition magnitude to demonstrate the causal direction of the association between role transition magnitude and identity conflict and enhancement. In Study 3 (N = 480), I manipulate role transition magnitude and experienced authenticity to provide additional evidence of the moderating effect of experienced authenticity. In Study 4 (N = 392), I conducted a one-day field experiment where I randomly assigned participants to reattach to their work role (or not) during their morning commute to work. Overall, my hypotheses were supported across these studies. Role transition magnitude was positively related to identity conflict, and negatively related to identity enhancement. As expected, identity conflict was negatively associated with engagement, whereas identity enhancement was positively associated with engagement. Furthermore, the more a given employee experienced authenticity, the less role transition magnitude related to either identity conflict or enhancement. Finally, the more an employee reattached to their work role during their role transition to work, the less experiencing identity conflict undermined their engagement.
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