A5063262951- Management and Organizational Studies
- Complex Systems and Decision Making
- Gender Diversity and Inequality
- Management Theory and Practice
- Job Satisfaction and Organizational Behavior
- Entrepreneurship Studies and Influences
- Family Business Performance and Succession
- Innovation and Knowledge Management
- Organizational Leadership and Management Strategies
- Knowledge Management and Sharing
- Corporate Finance and Governance
- Ethics in Business and Education
- Emotional Labor in Professions
- COVID-19 Pandemic Impacts
- Coaching Methods and Impact
- Human Resource and Talent Management
- Reflective Practices in Education
- Management and Marketing Education
- Public Relations and Crisis Communication
- Leadership, Behavior, and Decision-Making Studies
- Hate Speech and Cyberbullying Detection
- Social and Intergroup Psychology
- Corporate Insolvency and Governance
- Customer Service Quality and Loyalty
- Adult and Continuing Education Topics
INSEAD
2010-2025
Institut National de Statistique et d'Economie Appliquée
2017-2019
Boston College
2018
INSEAD
2016
Harvard University Press
2011
Harvard University
2011
I review and reconceptualize identity threat, defining it as an experience appraised indicating potential harm to the value, meanings, or enactment of identity. also develop a theoretical model propositions that generate insights into how individuals respond threats originating from range sources. use this theory explore individual organizational consequences different threat responses their implications for research on dynamics within organizations.
Purpose The purpose of this paper is to introduce the concept identity play defined as people's engagement in provisional but active trial possible future selves. Design/methodology/approach Current research and theorizing on variety strategies behaviors used by individuals tailor, adapt or otherwise change their identities has converged notion work conceptualize these processes. This introduces an alternative complementary – develops a framework that specifies how differ from each other,...
COVID-19’s impacts on workers and workplaces across the globe have been dramatic. This broad review of prior research rooted in work organizational psychology, related fields, is intended to make sense implications for employees, teams, organizations. preview relevant literatures focuses on: (i) emergent changes practices (e.g., working from home, virtual teamwork) (ii) (e.g, social distancing, stress, unemployment). In addition, potential moderating factors (demographic characteristics,...
We introduce the concept of identity workspaces, defined as institutions that provide a holding environment for individuals' work. propose offering reliable social defenses, sentient communities, and vital rites passage are likely to be experienced workspaces. The fluidity contemporary corporate environments movement toward individually driven careers has generated an increased need work, while concurrently rendering corporations less spaces in which conduct it. As result, we posit business...
Courses that aim to foster reflection and personal development in the service of leaders' are increasingly popular within MBA curricula executive education portfolios. We explore process through which these courses enrich their institutional context enhance students' ongoing practice leadership. Through an inductive, qualitative study Personal Development Elective, offering leadership curriculum international gives students option work with a psychotherapist, we develop model how interplay...
Through a qualitative study of BP executives during and after the 2010 Gulf Mexico oil rig explosion spill, I examine whether how relationship between an organization its members can be repaired once damaged. found that incident destabilized executives’ organizational identification, leading them to doubt alignment their own identity BP’s, generated feelings ambivalence toward role in it. This marked onset process through which reassessed either reidentify repair with or deidentify sever...
This article examines how and why business schools might be complicit in a growing disconnect between leaders, people who are supposed to follow them, the institutions they meant serve. We contend that sustain this through dehumanization of leadership is manifested reduction set skills its elevation personal virtue. The leadership, we suggest, serves as valuable defense against, but poor preparation for, ambiguity precariousness contemporary workplaces. propose ways humanize by putting...
Through a longitudinal, qualitative study of 55 managers engaged in mobile careers across organizations, industries, and countries, pursuing one-year international master’s business administration (MBA), we build process model the crafting portable selves temporary identity workspaces. Our findings reveal that contemporary general, membership an institution, fuel people’s efforts to craft selves: endowed with definitions, motives, abilities can be deployed roles organizations over time. Two...
Through a qualitative study of 50 dual-career couples, we examine how partners in such couples shape the development each other’s professional identities and they experience interpret relationship between those identities. We found that extent to which shaped depended on couple’s attachment structure, is, whether one partner—or both—experienced other as secure base. Someone comes regard another person base when he or she experiences both dependably supportive encouraging his her exploratory...
This article reviews the history, foundations, development, and position of systems psychodynamic scholarship in organization studies. Systems focuses on interaction between collective structures, norms, practices social cognitions, motivations, emotions members those systems. It is most useful to investigate unconscious forces that underpin persistence dysfunctional organizational features appeal irrational leaders. also well equipped challenge arrangements stifle individual development....
This chapter extends our understanding of the paucity women in senior leadership positions by identifying specific identity mechanisms that can hinder junior women's transitions to more roles. We introduce term impossible selves describe these cultural prescriptions for and behavior many found unattainable.
We differentiate between “founder involvement,” “founding family and the absence of such involvement in a firm. maintain that owners chief executive officers (CEOs) assume “familial” identity given relations within firm, whereas mere founders, influenced by arms-length to commercial stakeholders, embrace opportunity-seeking “entrepreneurial” an independent maker. theorize show how founder founding shape turnaround strategy performance firms divergently—from each other from cases without...
Positive work relationships often emerge when coworkers blur the boundaries of their and nonwork lives in interactions. A growing body scholarship suggests that such boundary blurring increasingly occurs a variety settings. However, existing research has drawn mixed conclusions about whether boundary-blurring interactions settings lead to beneficial or detrimental outcomes for coworker relationships. Through an inductive study users exercise platform Peloton, we build theory on how why...
This article celebrates the vitality of systems psychodynamic approach and its potential to humanize organization studies, management practice, working lives. An is a deliberate movement: way move closer to, inquire about, deal with something. The involves moving organizations workers through research educational efforts study manage unconscious dynamics organizing. It aims reveal fears, needs, wishes that underpin rigid structures dysfunctions in groups, organizations, institutions—and...
Building on a longitudinal ethnography of firm whose leaders attempted to organize collaboratively remedy drop in performance, this paper develops theory defensive organizing—a process that diffuses, deflects, and displaces overwhelming anxiety, bolsters the power established leaders. A systems psychodynamic approach helped us theorize how leaders' conscious intent collaborate served as cover for an unconscious effort stave off anxiety they could not share process. We document arc organizing...
This symposium is concerned with exploring how system psychodynamics approaches can be employed to further our understanding of organizational phenomenon and enrich theorizing. System frameworks, which theorize the interaction between structures (such as routines, discourses practices) emotional experience members (both conscious unconscious), are ideal for investigating cross-level dynamics within across organizations. Despite their unique perspective, perspectives have remained at margins...