Through a six-year qualitative study of medical residents, we build theory about professional identity construction. We found that construction was triggered by work-identity integrity violations: an experienced mismatch between what physicians did and who they were. These violations were resolved through customization processes (enriching, patching, or splinting), which part interrelated work learning cycles. Implications our findings (e.g., for member identification) both practice are discussed.

Previous research on employee voice has aimed to understand the antecedents and outcomes of frequency speaking up. Yet, how these translate into may depend what employees speak up about its implications for implementation. We engage in three studies explore individuals about, why they those things, consequences voicing such content. First, through a qualitative field study, we find evidence dimensions content: importance initiating change, required resources enact desired interdependencies...

We integrate concepts from research on emotion and memory to show how critical exchanges—or anchoring events—can suddenly durably change the rules for organizational relationships, leading them reach nonreciprocal forms like altruism or competition. define these events discuss likelihood of their occurring as a function current state relationship, time in that social context which event takes place.

On-demand firms provide services for clients through a network of on-demand workers ready to complete specific tasks set contractual price. Given such work is defined by payment on short-term contracts with no obligation continued employment, there little reason believe experience more than extrinsic motivation and transactional relationship the firm. However, using self-determination theory, we argue that degree fulfills innate psychological needs individual will develop intrinsic...

Research in the area of offsite work arrangements (telework, remote work, etc.) has generally been focused on understanding how experience being changes attitudes and performance. What largely neglected is an investigation onsite office. In a qualitative study Fortune 100 company forefront allowing we examine prevalence working influences perceptions office as well decisions regarding where one works. We find that individuals desire co-located environment opportunity for both social ties...

Organizations characterized by knowledge work will experience pressures from a variety of sources to provide increasing levels autonomy employees. Furthermore, as the nature has changed, manifestations employee have become more complex and varied. Although great deal literature exists on effects various types facets autonomy, these literatures focus almost exclusively individual-level effects. On organizational side however, we suggest that trend toward forms presents tension for...

While there has been a great deal of guidance on qualitative research methodology, such scholarship focused almost exclusively the first three parts process: study design, data gathering, and coding/analysis. We suggest that writing findings is fourth stage involves pre-writing composing. Our intent to provide practices for this phase those who are using as evidentiary basis their claims. The strengthened by structuring claims storyboarding findings, while composing improved critically...

We integrate concepts from research on emotion and memory to show how critical exchanges—or anchoring events—can suddenly durably change the rules for organizational relationships, leading them reach nonreciprocal forms like altruism or competition. define these events discuss likelihood of their occurring as a function current state relationship, time in that social context which event takes place.

Movement between sequentially-held roles—role transition—has long attracted scholars’ attention for its ubiquity and importance in people’s work- non-work lives. In our integrative review of 31...

When newcomers enter teams, they seek out identity resources from team incumbents to help their socialization. In turn, offer support incumbents' existing held identities. Based on theories of and socialization, we make a case for the partnership, relationship in which are exchanged between an incumbent member newcomer. We first explore needs both how such drive proactivity. then examine initial selection possible others partnerships evaluation exchanges parties once selections have been...

Identification with a home organization may be particularly problematic for the development of interorganizational team identification. This study explores multiple conditions under which identification either positively or negatively affect ability members to identify an distributed team. The authors examine two types member arrangements: different organizations segregated by location and integrated within locations. They also teams using lean rich communication media. Results suggest that...

This study proposes that individual competitive expectations play a critical role in understanding team performance, as shape reactions to behaviors. Expectations, of course, do not always match behavior. When an thinks task is going be easy and cooperative instead meets with rather than behaviors, likely frustrated unwilling work others the team. On other hand, if expects difficult time teammates, could suspicious similarly unlikely collaboratively. Findings from lab using negotiation...

Interpersonal relationships among organization members based on trust, disclosure, and mutual respect are an important capability that organizations need to be resilient in times of crisis. Using the attention-based view, we theorize how attention paid interpersonal top managers continually shapes is shaped by quality emerge at unit level. We leverage view different patterns associated with configurations structures for building relationships, resulting behavior producing distinct relational...

Employees’ daily routines (e.g., commutes, lunch breaks, conversations with coworkers or family members) are vital rituals that create order and meaning. However, employees frequently experience changes to how their work nonwork lives operate, which can generate discontinuity spark nostalgia—a sentimental longing for the past. In this study, we draw from theory on dual nature of emotional ambivalence literature emotion regulation explore countervailing effects nostalgia employee performance....

In this review, we attempt to make sense of the broad, complex, incoherent, fascinating yet frustrating literatures that implicate interpersonal relationships in organizations by focusing on how are treated and what do for people therein. We leverage existing literature push study three ways. First, conceptualize ways deeper than typically studied, terms nature bonds, trajectory relationships, measured. Second, build multilevel research demonstrates (top-down) organization-level processes...

Collective action is at the heart of successful organizations. Successful collective actions can be elusive, however, given that organizational actors see some as social dilemmas, where have incentive to not contribute; but if all adopt this strategy, fails. Unfortunately, much research on traditional dilemmas limited because lack contextual factors likely critical in settings. We articulate a portfolio approach study organizations, arguing understand dilemma behavior each actor's actions,...

Traveling to novel destinations can give rise a state of attention referred here as “traveler’s mind”—a in which two forms popular concept management and organization studies, mindfulness, occur tandem. In this essay, written personal narrative, I explore the nature traveler’s mind, discuss conditions under is most likely arise, consider how connects informs our understanding related concepts note (e.g., mindfulness sensemaking). also propose that mind be achieved not only through travel but...