job titles as identity badges : how self-reflective title can reduce emotional exhaustion adam m....

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Job titles as identity badges how sel f-reflective title can reduce emotiona l exhaustion ADAM M. GRANT The Wharton School, University of Pennsylvania JUSTIN M. BERG The Wharton School, University of Pennsylvania DANIEL M. CABLE London Business School 王王王 201421030056

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Page 1: Job titles as identity badges : how self-reflective title can reduce emotional exhaustion ADAM M. GRANT The Wharton School, University of Pennsylvania

Job titles as identity badges: how self-reflective title can reduce emotional exhaustion

ADAM M. GRANT The Wharton School, University of Pennsylvania

JUSTIN M. BERG The Wharton School, University of Pennsylvania

DANIEL M. CABLE London Business School

王永丽 201421030056

Page 2: Job titles as identity badges : how self-reflective title can reduce emotional exhaustion ADAM M. GRANT The Wharton School, University of Pennsylvania

Abstract

Introduction

Study 1

Study 2

General discussion

Page 3: Job titles as identity badges : how self-reflective title can reduce emotional exhaustion ADAM M. GRANT The Wharton School, University of Pennsylvania

Abstract

To explore the psychological implications of self-reflective job titles, we conducted field research combining inductive qualitative and deductive experimental methods.

In Study 1, we were surprised to learn that employees experienced self-reflective job titles as reducing their emotional exhaustion.we identify three explanatory mechanisms through which self-reflective job titles may operate: self-verification, psychological safety, and external rapport.

In Study 2, a field quasi-experiment within a health care system, we found that employees who created self-reflective job titles experienced less emotional exhaustion five weeks later,These effects were mediated by increases in self-verification and psychological safety, but not external rapport.

Page 4: Job titles as identity badges : how self-reflective title can reduce emotional exhaustion ADAM M. GRANT The Wharton School, University of Pennsylvania

Abstract

Introduction

Study 1

Study 2

General discussion

Page 5: Job titles as identity badges : how self-reflective title can reduce emotional exhaustion ADAM M. GRANT The Wharton School, University of Pennsylvania

Introduction

• Job titles allow organizations to compare different types of contributions to the organization, and are linked to most human resource functions.

• Research shows that job titles also are important for coordination in teams, both because they can facilitate the development of trust (e.g., Bechky, 2006; Klein, Ziegert, Knight, & Xiao, 2006) and because they offer a way to manage the differentiation of skills between team members (Hollenbeck, Beersma, & Schouten, 2012).

• Given the close connection between our job titles and our identities, job titles can affect the fundamental human motive to self-express—to communicate our identities and values to others (Brewer, 2009; Elsbach, 2003; Kreiner, Hollensbe, & Sheep, 2006; Swann, Polzer, Seyle, & Ko, 2004).

Page 6: Job titles as identity badges : how self-reflective title can reduce emotional exhaustion ADAM M. GRANT The Wharton School, University of Pennsylvania

Introduction

• Recently, a growing body of research has documented the efforts that employees undertake to self-express against the backdrop of standardized, depersonalized work.

• Because job titles usually carry deep social and cultural meaning, the opportunity to create one’s own job title may serve as a powerful starting point for job crafting and identity work.

• From an organizational perspective, the creation of self-reflective job titles can be viewed as an identity movement (Rao, Monin, & Durand, 2003) on a micro scale to change how self-concepts and roles are viewed.

• What are the implications of self-reflective job titles for employees’ experiences of work?

Page 7: Job titles as identity badges : how self-reflective title can reduce emotional exhaustion ADAM M. GRANT The Wharton School, University of Pennsylvania

Abstract

Introduction

Study 1

Study 2

General discussion

Page 8: Job titles as identity badges : how self-reflective title can reduce emotional exhaustion ADAM M. GRANT The Wharton School, University of Pennsylvania

Study 1: Theory-buliding with qualitative data

• Method

Data collection

Data analysis

• Findings

• Summary and limitations

Page 9: Job titles as identity badges : how self-reflective title can reduce emotional exhaustion ADAM M. GRANT The Wharton School, University of Pennsylvania

Study 1: Theory-buliding with qualitative data

• Method

first exposure to Midwest was through a class research project in which two of the authors volunteered their time to study Midwest’s practices for recruiting and utilizing volunteers throughout an academic semester.

decided to further investigate Midwest’s culture by designing an exploratory qualitative study.

Page 10: Job titles as identity badges : how self-reflective title can reduce emotional exhaustion ADAM M. GRANT The Wharton School, University of Pennsylvania

Study 1: Theory-buliding with qualitative data

Data collection We gathered three different sources of qualitative data: semi-structured in

terviews, non-participant observation, and archival documents. We collected our three sources of data over the two years following our i

nitial exposure to Midwest. we conducted 22 interviews with Midwest staff members we conducted 23 hours of observation We also obtained over 100 archival documents

Page 11: Job titles as identity badges : how self-reflective title can reduce emotional exhaustion ADAM M. GRANT The Wharton School, University of Pennsylvania

Study 1: Theory-buliding with qualitative data

Data analysis

Inductive analytic approach

three main phases

Page 12: Job titles as identity badges : how self-reflective title can reduce emotional exhaustion ADAM M. GRANT The Wharton School, University of Pennsylvania
Page 13: Job titles as identity badges : how self-reflective title can reduce emotional exhaustion ADAM M. GRANT The Wharton School, University of Pennsylvania

Study 1: Theory-buliding with qualitative data

• Findings

85% of participants mentioned self-reflective titles help them cope with emotional exhaustion.

help employees engage in cognitive reappraisal (Lazarus & Folkman, 1984), defusing stress by deploying attention to the more meaningful and rewarding elements of their jobs (Grandey, 2000; Gross, 1998).

enable them to focus on how their jobs benefit others (Grant, 2007, 2008).

Proposition 1. Self-reflective job titles reduce emotional exhaustion.

Page 14: Job titles as identity badges : how self-reflective title can reduce emotional exhaustion ADAM M. GRANT The Wharton School, University of Pennsylvania

Study 1: Theory-buliding with qualitative data

• Findings

Proposition 2. The effect of self-reflective job titles on emotional exhaustion is partially mediated by

(a) self-verification,

(b) psychological safety,

(c) external rapport.

self-reflectivejob titles

emotionalexhaustion

self-verifications

psychological safety

external rapport

Page 15: Job titles as identity badges : how self-reflective title can reduce emotional exhaustion ADAM M. GRANT The Wharton School, University of Pennsylvania

Study 1: Theory-buliding with qualitative data

• Summary Our qualitative research with MAW employees revealed three psychologi

cal mechanisms through which employees described self-reflective job titles as reducing their emotional exhaustion. • limitations First,we relied on employees’ own accounts of exhaustion being influenc

ed by the titles, which may indicate their lay theories without corresponding to how their experiences actually unfold.

Second, because the Make-A-Wish Foundation represents an extreme environment in terms of coping and burnout, we wanted to examine the generalizability of the results in another human service environment.

Page 16: Job titles as identity badges : how self-reflective title can reduce emotional exhaustion ADAM M. GRANT The Wharton School, University of Pennsylvania

Abstract

Introduction

Study 1

Study 2

General discussion

Page 17: Job titles as identity badges : how self-reflective title can reduce emotional exhaustion ADAM M. GRANT The Wharton School, University of Pennsylvania

Study 2:Theory testing with quantitative data

• Method

• Measure

• Results

• Discussion

Page 18: Job titles as identity badges : how self-reflective title can reduce emotional exhaustion ADAM M. GRANT The Wharton School, University of Pennsylvania

Study 2:Theory testing with quantitative data

• MethodParticipants: A health care system in the southeast of the U.S.A. Identified nine different research sites within the organization, constituting

224 potential participants. Design : Randomly divided the sites into three different groups, seeking to achieve a

pproximately equal numbers of potential participants in each group. Employees at the experimental sites develop self-reflective titles, while em

ployees at pure control sites had no intervention at all, and employees at a third set of control sites experienced an alternative intervention.

Page 19: Job titles as identity badges : how self-reflective title can reduce emotional exhaustion ADAM M. GRANT The Wharton School, University of Pennsylvania

Study 2:Theory testing with quantitative data

• Method Procedures: Sent an online survey measuring our focal variables to all prospective partici

pants, using self-generated identification codes (Yurek, Vasey, & Havens, 2008),received a total of 169 completed surveys

Experimental group:two members of the research team gave a 10-minute presentation about the use of self-reflective job titles and then invited employees to begin brainstorming about possibilities for their own titles

Nonequivalent control group:invited employees to conduct a role-play exercise

Five weeks after the interventions, we sent another online survey to all 169 employees who participated in the first survey ,received Time 2 survey responses from 121 participants.

Page 20: Job titles as identity badges : how self-reflective title can reduce emotional exhaustion ADAM M. GRANT The Wharton School, University of Pennsylvania

Study 2:Theory testing with quantitative data

• MethodProcedures : We assessed all of our variables in both the pretest and posttest surveys. At the end of the posttest survey, we presented open-ended questions to e

mployees in the self-reflective titles group, asking if they use their titles, how they feel about them, and how others react.

Page 21: Job titles as identity badges : how self-reflective title can reduce emotional exhaustion ADAM M. GRANT The Wharton School, University of Pennsylvania

Study 2:Theory testing with quantitative data

• Measure

emotional exhaustion with the Maslach Burnout Inventory (Maslach & Jackson, 1981)

self-verification with the scale developed by Wi- esenfeld, Swann, Brockner, and Bartel (2007)

psychological safety with Edmondson’s (1999) scale

external rapport with items adapted from Bernieri et al.2014 1213 Grant, Berg, and Cable(1996)

Page 22: Job titles as identity badges : how self-reflective title can reduce emotional exhaustion ADAM M. GRANT The Wharton School, University of Pennsylvania

Study 2:Theory testing with quantitative data

• Results

nonresponse bias

confirmatory factor analyses

main effects

mediation analyses

Page 23: Job titles as identity badges : how self-reflective title can reduce emotional exhaustion ADAM M. GRANT The Wharton School, University of Pennsylvania
Page 24: Job titles as identity badges : how self-reflective title can reduce emotional exhaustion ADAM M. GRANT The Wharton School, University of Pennsylvania
Page 25: Job titles as identity badges : how self-reflective title can reduce emotional exhaustion ADAM M. GRANT The Wharton School, University of Pennsylvania
Page 26: Job titles as identity badges : how self-reflective title can reduce emotional exhaustion ADAM M. GRANT The Wharton School, University of Pennsylvania

Study 2:Theory testing with quantitative data

• Discussion

The results from this quasi-experiment provide initial support for the majority of our propositions.

Page 27: Job titles as identity badges : how self-reflective title can reduce emotional exhaustion ADAM M. GRANT The Wharton School, University of Pennsylvania

Abstract

Introduction

Study 1

Study 2

General discussion

Page 28: Job titles as identity badges : how self-reflective title can reduce emotional exhaustion ADAM M. GRANT The Wharton School, University of Pennsylvania

General discussion

• Theoretical Implications

• Practical Implications

• limitations and future directions

Page 29: Job titles as identity badges : how self-reflective title can reduce emotional exhaustion ADAM M. GRANT The Wharton School, University of Pennsylvania

General discussion

• Theoretical Implications: suggests that titles can be vehicles for agency, creativity, and coping. suggests that self-reflective job titles may be an alternative pathway to op

timal distinctiveness. provides new insights into how organizations can creatively manage the t

ension between their objectives of social control and employees’ desires for self-expression.

shows that the role of employees was to customize more self-expressive job titles from the bottom up.

shows how employees’ identity expression can be a joint function.

Page 30: Job titles as identity badges : how self-reflective title can reduce emotional exhaustion ADAM M. GRANT The Wharton School, University of Pennsylvania

General discussion

• Practical Implications:

highlight a novel, practical process that enables employees to play an active role in reducing their own emotional exhaustion.

Page 31: Job titles as identity badges : how self-reflective title can reduce emotional exhaustion ADAM M. GRANT The Wharton School, University of Pennsylvania

General discussion

• limitations and future directions

Outcomes and generalizability

Mechanisms

Causality

Identity

Leader support

The dark sides of self-reflective titles

Sustainability

Page 32: Job titles as identity badges : how self-reflective title can reduce emotional exhaustion ADAM M. GRANT The Wharton School, University of Pennsylvania

谢谢观看