Abstract
This chapter draws the construct of identity into the human resources discourse. It examines identity theory, which is a robust stream of research in Sociology and Organizational Studies, in order to offer ideas about how identity relates to human resource practice. Identity is a multi-level construct that includes individual identity, personal identity, self-concept, and social identity. Each one of these aspects of identity has the potential to enrich what and how we think about human resource and career development practice. This chapter is novel because it interrogates identity from the perspective of the human resource and career development practitioner, rather than identity (mostly considered in the form of demographics, which is one but certainly not all of the ways that this chapter considers identity) from the perspective of the trainee, or employee. In other words, it examines identity of the trainer (or Organization Development (od) consultant, or executive coach, or mentor) rather than identity of the trainee (or employee, or mentee). The chapter presents a framework through which human resource and career development practitioners and scholars can visualize the relationships among and between human resource and career development practices, of human resource and career development practice, modalities (types of delivery), and implications of identity.
This is a preview of subscription content, log in via an institution to check access.
Access this chapter
Tax calculation will be finalised at checkout
Purchases are for personal use only
Notes
- 1.
This is a phrase widely used in Women’s Studies texts and resources, and to the best of my knowledge, Carol Hanisch first used the phrase. See http://www.carolhanisch.org/CHwritings/PIP.html
References
Alvesson, M., Lee Ashcraft, K., & Thomas, R. (2008). Identity matters: Reflections on the construction of identity scholarship in organization studies. Organization Studies, 15(1), 5–28. doi:http://doi.org/10.1177/1350508407084426.
Ashforth, B. E., & Male, F. (1989). Social identity theory and the organization. Academy of Management Review, 14, 20–39.
Ashforth, B. E., Schinoff, B. S., & Rogers, K. M. (2016). “I identify with her,” “I identify with him”: Unpacking the dynamics of personal identification in organizations. Academy of Management Review, 41(1), 28–60. doi:http://doi.org/10.5465/amr.2014.0033.
Callahan, J. L. (2010). Constructing a manuscript: Distinguishing integrative literature reviews and conceptual and theory articles. Human Resource Development Review, doi:http://doi.org/10.1177/1534484310371492.
Collins, J. C. (2012). Identity matters: A critical exploration of lesbian, gay, and bisexual identity and leadership in HRD. Human Resource Development Review, 11(3), 349–379. doi:http://doi.org/10.1177/1534484312446810.
Collins, J. C. (2014). Characteristics of “masculinized” industries: Gay men as a provocative exception to male privilege and gendered rules. Human Resource Development Review, 14(4), 415–441. doi:10.1177/1534484314559930.
Gedro, J. (2010). Lesbian presentations and representations of leadership, and the implications for HRD. Journal of European Industrial Training, 34(6), 552–564.
Gold, J., & Bratton, J. (2014). Towards critical human resource development education (CHRDE): Using the sociological imagination to make the HRD profession more critical in the post-crisis era. Human Resource Development International, 17(4), 400–415. doi:http://doi.org/03601270802000618/13678868.2014.928135.
Holladay, C. L., & Quinones, M. A. (2008). The influence of training focus and trainer characteristics on diversity training effectiveness. Academy of Management Learning and Education, 7(3), 343–354. doi:http://doi.org/10.5465/AMLE.2008.34251672.
Ibarra, H., & Barbalescu, R. (2010). Identity as narrative: Prevalence, effectiveness, and consequences of narrative identity work in macro work role transitions. Academy of Management Review, 35(1), 135–154.
Meister, A., Jehn, K.A., & Thatcher, M.B. (2014). Feeling misidentified: The consequences of internal identity asymmetries for individuals at work. Academy of Management Review, 39(4), 488–512.
Onley, D. (2016, November). Women’s work. HR Magazine, 35–42.
Sambrook, S. (2014). Critical HRD. In N. E. Chalofsky, T. S. Rocco, & M. L. Morris (Eds.), Handbook of human resource development (pp. 145–163). Hoboken, NJ: Wiley.
Scully-Russ, E., Lehner, R., & Shuck, B. (2013). A scholar-practitioner case approach implications for advancing theory and research through informed practice. Advances in Developing Human Resources, 15(3), 243–251.
Short, D. C. (2010). Foreward: Reflections on virtual HRD from a scholar-practitioner. Advances in Developing Human Resources, 12(6), 619–622.
Short, D. C., Kormanik, M. B., & Ruona, W. E. A. (Eds.) (2009). Bridging the gap: Scholar- practitioners in HRD. Advances in Developing Human Resources, 11(4), 415–547.
Sim, J. J., Goyle, A., McKedy, W., Eidelman, S., & Correll, J. (2014). How social identity shapes the working self-concept. Journal of Experimental Social Psychology, 55, 271–277. doi:http://doi.org/10.1016/j.jesp.2014.07.015.
Stets, J., & Burke, P. (2000). Identity theory and social identity theory. Social Psychology Quarterly, 63, 224–237.
Goffman, E. (1959). The Presentation of Self in Everyday Life. Garden City, New York: Doubleday Anchor Books.
Gedro, J. (2014). Lipstick or Golf Clubs? What Lesbian Leaders Understand About Success and What You Can Learn from Them. Chicago, IL: Discovery Association Press.
Fiske, S.T., & Taylor, S. T. (1991). Social Cognition. Second Edition. New York: McGraw HIll.
Gedro, J., Cervero, R., & Johnson-Bailey, J. (2004). How lesbians learn to negotiate the heterosexism of corporate America. Human Resource Development International, 7(2), 181–195.
Gedro, J., Collins, J. C., & Rocco, T. S. (2014). The critical turn: An Important imperative for Human Resource Development. Advances in Developing Human Resources, 16(4), 529–535.
Hill, R. (2009). Incorporating queers: blowback, backlash, and other forms of resistance to workplace initiatives that support sexual minorities. Advances in Developing Human Resources, 11(1), 37–53.
Sadler-Smith, E., & Smith, P. J. (2006). Technical Rationality and Professional Artistry in HRD Practice, Human Resource Development International, 9(2), 271–281.
Sveningsson, S., & Alvesson, M. (2003). Managing managerial identities: Organizational Fragmentation, discourse, and identity struggle. Human Relations, 56(10), 1163–1193.
Mead, G. H. (1967). Works of George Herbert Mead volume 1. Mind, Self & Society. (Edited by Charles W. Morris). Chicago: The University of Chicago Press.
Author information
Authors and Affiliations
Rights and permissions
Copyright information
© 2017 The Author(s)
About this chapter
Cite this chapter
Gedro, J. (2017). Examining the Construct of Identity and Its Relevance for HRD Theory and Practice or Turning the Lens of Examining Identity Inward upon HR Professionals. In: Identity, Meaning, and Subjectivity in Career Development. Palgrave Explorations in Workplace Stigma. Palgrave Macmillan, Cham. https://doi.org/10.1007/978-3-319-51589-2_2
Download citation
DOI: https://doi.org/10.1007/978-3-319-51589-2_2
Published:
Publisher Name: Palgrave Macmillan, Cham
Print ISBN: 978-3-319-51588-5
Online ISBN: 978-3-319-51589-2
eBook Packages: Business and ManagementBusiness and Management (R0)