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 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
Abstract
Introduction
Study 1
Study 2
General discussion
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.
Abstract
Introduction
Study 1
Study 2
General discussion
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).
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?
Abstract
Introduction
Study 1
Study 2
General discussion
Study 1: Theory-buliding with qualitative data
• Method
Data collection
Data analysis
• Findings
• Summary and limitations
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.
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
Study 1: Theory-buliding with qualitative data
Data analysis
Inductive analytic approach
three main phases
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.
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
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.
Abstract
Introduction
Study 1
Study 2
General discussion
Study 2:Theory testing with quantitative data
• Method
• Measure
• Results
• Discussion
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.
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.
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.
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)
Study 2:Theory testing with quantitative data
• Results
nonresponse bias
confirmatory factor analyses
main effects
mediation analyses
Study 2:Theory testing with quantitative data
• Discussion
The results from this quasi-experiment provide initial support for the majority of our propositions.
Abstract
Introduction
Study 1
Study 2
General discussion
General discussion
• Theoretical Implications
• Practical Implications
• limitations and future directions
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.
General discussion
• Practical Implications:
highlight a novel, practical process that enables employees to play an active role in reducing their own emotional exhaustion.
General discussion
• limitations and future directions
Outcomes and generalizability
Mechanisms
Causality
Identity
Leader support
The dark sides of self-reflective titles
Sustainability
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