Syftet med denna studie var att undersöka om hög respektive låg Generell Arbetsrelaterad Identitet (AI) hade effekter på Organizational Citizenship Behavior (OCB). Totalt 147 personer inom offentlig sektor, fördelade över två organisationer, deltog i en enkätundersökning om identitet och frivilligt organisationsbeteende. Resultatet visade på signifikanta effekter för hög och låg AI på OCB, associerat med fyra av de fem deldimensionerna av OCB (altruism, samvetsgrannhet, hövlighet, och delaktighet). Försöksdeltagare med hög jämfört med låg AI skattade OCB högre (p < .01, η2= .16). Generellt indikerar resultatet att organisationer potentiellt kan öka anställdas OCB genom att främja AI. / The aim of this study was to investigate if high and low General Work-Related Identity (AI) had an effect on Organizational Citizenship Behavior (OCB). A total of 147 people within the public sector, across two organizations, responded to a questionnaire regarding identity and discretionary organizational behavior. The results showed significant effects of high and low AI, on OCB associated with four of the five sub-dimensions of OCB (altruism, conscientiousness, courtesy and civic virtue). Participants with high compared to low AI were shown to express higher levels of OCB (p < .01, η2= .16). In general, this indicates that organizations might increase the employees´ OCB by promoting their AI.

Submitted by Rafael Santana (rafael.silvasantana@ufpe.br) on 2017-04-18T18:55:07Z No. of bitstreams: 2 license_rdf: 1232 bytes, checksum: 66e71c371cc565284e70f40736c94386 (MD5) Dissertação-Coworking Articulando Significados Culturais do Trabalho no Engajamento de Indivíduos para a Ação Coletiva_Ra~1.pdf: 2398036 bytes, checksum: d004c8a2811fb69497213d480fcfcc54 (MD5) / Made available in DSpace on 2017-04-18T18:55:07Z (GMT). No. of bitstreams: 2 license_rdf: 1232 bytes, checksum: 66e71c371cc565284e70f40736c94386 (MD5) Dissertação-Coworking Articulando Significados Culturais do Trabalho no Engajamento de Indivíduos para a Ação Coletiva_Ra~1.pdf: 2398036 bytes, checksum: d004c8a2811fb69497213d480fcfcc54 (MD5) Previous issue date: 2016-05-31 / CAPES. CNPQ / O complexo cenário social contemporâneo tem provocado diversas mudanças tanto no caráter do trabalho quanto na sua organização. Nesse contexto, o coworking, espaço de trabalho compartilhado, parece antever essas transformações, propondo um novo modelo de trabalho orientado às demandas contemporâneas. Diante disso, o presente estudo assume os espaços de coworking como campo investigativo e adota o Impact Hub São Paulo como exemplo empírico para compreender como ocorre o processo de construção identitária dessa coletividade. Para tanto, assumimos a perspectiva teórico-metodológica proposta pelo Circuito da Cultura, por compreender a dimensão cultural como central à vida contemporânea. Tendo em vista acessar o campo das subjetividades do processo de identificação coletiva do coworker do Impact Hub São Paulo, projetamos, a partir de materiais coletados por meio de entrevistas individuais e observações assistemáticas, um corpus linguístico capaz de maximizar as variedades de sentidos em torno do referido coworking. A análise dos dados foi realizada por meio da Análise de Discurso (GILL, 2002), que nos permitiu acessar os sentidos que sustentam os discursos nos diferentes momentos do circuito. Os resultados apontam para um construto identitário ordenado por uma filosofia comunitária resultante de uma gestão que ocorre por meio da ideologia, articulando sentidos e hegemonizando discursos em torno de uma produção colaborativa capaz de conferir prazer e gerar sentido para quem realiza o trabalho, suscitando o consumo de um tipo de trabalho flexível, causa e consequência de uma identidade coletiva auto reguladora, marcada pela ideia de empreendedor de impacto sustentável que busca no coworking a representação de trabalho formal. / The complex contemporary social scenario has caused many changes in both the nature of labor and in its organization. In this context, coworking, or shared workspace, seems to foresee these changes, proposing a new work model oriented to contemporary demands. Therefore, this study assumes the coworking spaces as an investigative field and adopts Impact Hub São Paulo as an empirical example to understand the identity construction process of this group. Thereby, we take on the theoretical and methodological approach proposed by the Culture Circuit, by understanding the cultural dimension as central to contemporary life. In order to access the variety of subjectivities of Impact Hub São Paulo coworker’s collective identification process, a linguistic corpus able to maximize the variety of meanings around the said coworking was designed from materials collected through individual interviews and unsystematic observations. Data analysis was realized by Discourse’s Analysis (GILL, 2002), that allowed us access to the ways to support the discourse at different moments of the circuit. The results refer to an identity construct ordered by a Community philosophy resulting from a management that occurs through ideology, articulating senses and establishing hegemonic discourses around a collaborative production, capable of giving pleasure and create meaning for those who perform the work, raising consumption of a type of flexible working, cause and consequence of a selfregulatory collective identity, marked by the idea of sustainable impact enterprising, that seeks the coworking formal labor representation.

D.Phil. / Orientation: The focus of this study is on the work-based identity construct. This study’s context is the South African multi-cultural and diverse work environment where different racial and cultural identities meet. South Africa’s transition into democracy requires a revised way of perceiving identity, particularly in the workplace. A revised way of viewing identity may be found in understanding work-based identity. Work-based identity is a multi-identity, multi-faceted, and multi-layered construction of the self. Its multi-faceted nature can be understood using three different dimensions, namely a structural, social, and individual-psychological, which influence the identity formation process. The structural dimension is the historical, legislative, national, and culturally embedded context in which individuals find themselves, and which influences identity formation. The social dimension refers to the social interaction that individuals engage in with other individuals. Career, occupational, and professional identity and organisational identification are the work-based identity facets that fall under this dimension. The individual-psychological dimension focuses on the individual’s personal identity orientation. Work centrality, job involvement, and person- organisation fit fall under this dimension. Work-based identity influences the way individuals behave in their work. It is developed as a result of the interplay between an individual’s personal resources and work processes. Work processes include work characteristics, which are job demands and job resources. Research purpose: As part of a larger work-based identity project, the primary objective of this study was to investigate whether job demands and job resources could serve as possible predictors of work-based identity. The Job Demands-Resources (JD-R) Model was used as the predictive model to account for both job demands and job resources in the prediction of work-based identity. Job demands were comprised of overload, job insecurity, and work-family conflict. Growth opportunities, organisational support, advancement, task identity, perceived external prestige, and team climate constituted the job resources. The possibility of non-linear relationships between job demands and work-based identity, and between job resources and work-based identity was also investigated. The possible mediation effects of job demands on the relationship between job resources and work-based identity was also assessed. Furthermore, the moderating effects of the biographical variables race, age, and gender on the relationships of each job demand and job resource with work-based identity were assessed. Lastly, the moderating effects of the demographic variables academic qualification, marital status, job level, medical fund, and work region on the relationship of each job demand and job resource with work-based identity were also assessed. Research design: A cross-sectional field survey design was used for this study. In addition, a census-based approach was utilised, where everyone in the target population (employees of a large South African Information and Communication Technology (ICT) company) had an equal opportunity to participate in the study. The target population of 23 134 employees yielded a sample of 2 429 (a response rate of about 11%). The Job Demands-Resources Scale (JDRS) was used to measure the job demands and job resources, except work-family conflict, perceived external prestige, task identity, and team climate. A Work-Family Scale, Perceived External Prestige Scale, Task Identity Scale, and Team Climate Scale were sourced and adapted to measure these constructs. Furthermore, a Work-based Identity Scale was developed for this study,

This paper is about culture, cultural meeting in a new place or organization, and also about identity and how identity takes form with the help of culture. The information is gathered from three informants, and their information is connected to research in those areas; culture, globalization, identity, study and work. With the information that I will get through interviews with my three informants is to help explain if there are differences and similarities. I go through how these three individuals think and act in their meeting with a new place’s culture. I use that information to find ways to make it easier to go and work or study abroad, and be prepared that culture differences will occur, and hopefully this paper will give some insight into how to deal and cope with these problems. / Den här uppsatsen handlar om kultur, kulturmöten, identitet, studier och arbete. Informationen är tagen från tre informanter, och den information jag fått från dem kopplar jag ihop med undersökningar inom dessa områden (kultur, globalisering, assimilation, identitet, studier och arbete). Det är för att hjälpa mig se och visa likheter och skillnader mellan mina informanters berättelser. Jag går igenom hur mina tre informanter tänker och agerar när de möter en ny plats kultur. Det här är då för att se om det kan bli lättare att arbeta eller studera utomlands, för att vara beredd att skillnader kommer att uppstå, och med hjälp av den här forskningen hoppas jag att svaren kommer ge en insikt i hur man enklare kan hantera dessa problemsituationer.

Studiens syfte var att undersöka om det fanns några skillnader i identitet och motivation beroende på kön, ålder (medarbetare) och typ av tjänst (chef vs. medarbetare) där de tre typerna av arbetsrelaterad identitet (yrkesidentitet, organisations identitet och arbetsgrupp identitet) och två typer av motivation inre och yttre motivation (inre = utmaning och nöje, yttre = kompensation och erkännande) undersöktes. Resultatet visade signifikanta skillnader i organisationsidentitet och yrkesidentitet mellan chefer och medarbetare, där chefer identifierade sig mer med organisationen och sitt yrke än medarbetare. Chefer visade sig även ha en högre inre motivation (utmaning) än medarbetare. Vad det gäller gruppen medarbetare identifierade sig män i högre grad med arbetsgruppen och organisationen än vad kvinnorna gjorde. / The purpose of this study was to examine if there are any differences in work-related identity and work motivation depending on gender, age (employees) and type of employment (executive vs. employee) where three types of identity (professional identity, organizational identity and workgroup identity) and two types of motivation, inner and external motivation (inner=challenge and entertainment, external=compensation and recognition) were examined. The result showed significant differences in organizational identity and professional identity between executives and employees, where executives identified more with the organization and had a higher level of professional identity. Among the employees, there was a significant gender difference: men identified more with the organization and the work group than women.

This master thesis researches a social identity of social workers. It deals specifically with a perception of this identity based on the age of the workers. The aim of the work is to compare the perception of social identity by social workers in two age categories and find out if there exist any signifiant differences between them. The theoretical part explains the key terms of identity and social identity, the definition of social work and the role of a social worker. The thesis refers to both Czech and international qualified literature, articles, fundamental documents and some experiments that have been done so far. The parctical part describes the research focused on the perception of social identity of two age groups of social workers. It analyses the collected data.

This study investigates the personal experience of newly appointed chief executives in transitioning into the CEO role. Adopting an exploratory qualitative design, data was obtained from two semi-structured interviews with 19 newly appointed chief executives, for a total of 38 interviews. The main contribution of this thesis to the extant literature is to show the ways in which CEOs go through an identity construction process when transitioning into the role, which is characterized in two ways. First, there exists a bi-directionality of influence between the personal identity of the CEO and the organizational identity. Second, this process comprises strong identity demands (lack of specificity of the role and weak situation) and identity tensions (personal identity intrusion and identity transparency) that dispose new CEOs towards an unbalance that promotes individuality. This disequilibrium might hinder the integration of new chief executives into the organization, since the data suggests that new CEOs are responsible for fostering their own integration by connecting aspects of their personal identity with the identity and culture of the organization. The thesis offers a theoretical model of the CEO identity construction process and concludes with a series of propositions that address the ramifications of these findings to our understanding of CEO succession.

Den här rapporten syftar till att undersöka hur upphovspersoner som sysselsätter sig med produktionsmusik identifierar sig med sitt komponerande och arbete, detta med hjälp av de organisationerna som de försörjer sig genom. De två organisationerna är STIM, Svenska Tonsättares Internationella Musikbyrå, eller Epidemic Sound. Skillnaden mellan de två organisationerna är huvudsakligen att hos STIM upplåter upphovspersonerna sitt verk till organisationen och de i sin tur får ansvaret att förvalta verket och samla in ersättning för upphovspersonens räkning, hos Epidemic Sound överlåter upphovspersonerna sitt verk för en engångsersättning. Epidemic Sound äger sedan verket och kan hyra ut musiken till olika produktionsbolag som vill ha musiken i sina produktioner. Till undersökningen har fyra kompositörer från STIM och fyra kompositörer från Epidemic Sound, samt en förläggare och en representant från STIM intervjuats. I rapporten framgår det att de som var anslutna till STIM har jobbat med musik länge, det är nästintill ett “kall” för dem, de ser verken som konstverk mer än som hantverk, de värdesätter upphovsrätten högt och ser ersättningen som en sekundär anledning till varför de sysselsätter sig med komponerandet. De från Epidemic Sound däremot ser sina verk mer som ett hantverk och den mer säkra lönen som går att få av Epidemic Sound är en stor anledning till varför de valt denna organisation. Med hjälp av organisations-, motivations och identitetsteorier har samband funnits mellan teorierna och val av ersättningsmodell. Denna studie påvisar att det skett en förändring på den svenska marknaden för produktionsmusik efter det att Epidemic Sound kom till år 2009. En förändring har skett gällande det institutionaliserade tillvägagångssättet att traditionellt licensera ut sin musik till produktionsbolag. Denna förändring har gett en ny typ av upphovspersoner med en annan arbetsidentitet en möjlighet att kunna försörja sig på sin musik. Detta har kunnat påvisas genom att studera hur upphovspersonerna identifierar sig med sitt arbete och komponerande beroende på vilken av modellerna de använder. / This essay aims to examine how composers who specializes in production music identify themselves with their composing and work, this with help from the organisations that they support themselves through. The two organisations are STIM, The Swedish Composers International Musicbureu, or Epidemic Sound. The difference between the two are mainly that with STIM the composers let them manage the administration and to collect their income with Epidemic Sound is that they sell their righs to Epidemic Sound for a flat-fee. Because of this transaction the composition is now owned by the company and they can rent it out to other production companies who would like to have the music in their productions. To the study four composers from STIM, four composers from Epidemic Sound, one publisher and one representative from STIM have been interviewed. In the report it emerges that the composers that are from STIM have worked with music for a long time, the work is almost like their destiny, they see their compositions as artwork than as a craftmanship, they put big value to the copyright law, and the commission is a secondary reason to why they do what they do. The composers for Epidemic Sound on the other hand see their work more like craftmanship and the more secure salary are the reason why the composers choose Epidemic Sound. With the help from organizational-, motivational- and identitybased theories connections has been made between the theories and revenue model. This study shows that there’s been a change within the swedish market for production music since Epidemic Sound was founded in 2009. A change has occurd regarding the institutionalized approach to traditionally license music to production companies. This change has given a new type of composers with another work identity an opportunity to provide themselves on their music. This has been detected by studying how the composers identify themselves with their work and their composing depending on what revenue model they choose.

Sustainability has become an important topic in many parts of society. However, companies struggle to translate it into their processes. If an individual values sustainability but is not able to fulfill these values an individual may feel a discrepancy; it may force individuals to feel an (in)congruence in their identity, leading to the question, How does sustainability identity (dis)congruence affect commitment? To answer the question a theoretical model was developed from different nuances of identity theory and organizational commitment. A mixed-method was used to capture the data. The results indicate that dependent on commitment style, the organization may override their personal sustainability identities. Our observations indicate that affective committed individuals choose to justify both personal and organizational actions in order to mitigate value incongruent behaviors. The thesis ends with a chapter of managerial recommendations. / <p><strong>Grade</strong>: Pass with distinction (VG)</p>

The purpose of this thesis is to identify, describe and develop the understanding of what aspects at work are important for individuals' identity construction. In this understanding-oriented study the empirical data consists of three different groups: middle managers, cultural workers and “Airis-managers”. I have interpreted and analysed the 75 respondents’ stories, and in their experiences found similar patterns. My conclusion is that there are different dimensions at work that may affect the identity construction. My research question: What is it about work that is experienced as important for individuals’ identity construction? can be answered with the five different identity-related dimensions that I have identified: the enabling dimension, the legitimating dimension, the strengthening dimension, the touching dimension and the constraining dimension. All these dimensions, except the constraining dimension, contribute positively to identity construction. The constraining dimension can be compensated if the other positively confirming dimensions dominate. The identity construction for each individual appears different depending on what dimensions he/she experiences. That is why work’s impacts on the individual's identity construction vary. In order to illustrate the developed typology of identity-related dimensions, I created a model that aims to facilitate understanding of what aspects at work that may be important for the personal identity. When raising awareness of these dimensions, efforts to strengthen the most important dimensions can be made. Through their leadership and ways of organizing work, managers may influence their employees’ opportunities to construct and strengthen their identity. Much of the identity research discusses the more conscious identity work. In my third study my empirical data consists of managers’ who have brought artists into their organizations, i.e. conducted an artistic intervention called Airis. My interpretation is that implementing an artistic intervention can be considered as a way to challenge and develop the managers’ identity and be a part of their identity work. This thesis deals with “identity at work” (to reconnect to the title). People seldom discuss “identity construction” but that does not mean that identity issues are unimportant. On the contrary, people often talk about their jobs and their work experiences. What this "talk" really means is what this thesis highlights: Identity is constructed and confirmed at work, especially when others are told about the work-related experiences.