Most organizations have some form of onboarding process, which is a longer process of an introduction for the new employees. Onboarding can be explained as a relationship between the talent of the new employee and the productivity of the organization. The purpose of this study was to investigate whether the onboarding process predicted work identity (personal/collective). To investigate this, digital questionnaires were sent to various employees in the construction industry. This was to limit our selection as well as interest in the industry. The questionnaires consisted two different parts, the first on onboarding and the second on work identity (personal/collective) and was answered by 152 persons (mean age M = 35,55, SD = 8,98). The responses were first analyzed by a factor analysis where we obtained three components, which were: start-up, experience and culture. Later, four regression analyzes were performed in IBM statistics SPSS 24. The result showed that the experience component (which included questions about preparation, safety and belonging) predicted work identity (personal/collective).

The aim was to investigate how different types of work identity (personal/collective) predict two types of self-esteem (personal/organizational). A digital survey was sent out to different organizations within the public sector. The survey was based on four well established instruments, and were answered by 64 persons (age M = 39.1, SD = 12.5). In line with one of our hypothesis it was shown that collective compared to personal work identity in higher degree predicted organizational based self-esteem. There was also a weak tendency to significant result indicating that personal compared to collective work identity in higher degree predicted personal self-esteem. In sum, results are in line with previous research reporting that the way we see our self-worth is reflected by the way others think of us.