Abstract
This final chapter is presented in three sections. The first section deals with conclusions based on the research findings presented in this book. An important conclusion is that identity theory and social identity theory provide a sound basis for understanding and explaining work-based identity (WI). However, it still remains a challenge to capture the dynamic nature of identity work (i.e. the process of maintaining and developing a work identity). SA exploratory, empirical research by the co-authors of this book confirms that selected antecedents (job resources: growth opportunities, perceived external prestige, organisational support, team climate, and advancement and job demands: overload) are co-determinants of WI and that WI could also predict selected consequences (task performance and turnover). In the UAE study where a structural equation model was used, it was found that job resources and demands predicted WI and that WI in turn caused work engagement and turnover intentions. These findings fill a void in existing research literature on WI.
The second section presents the implications and recommendations based on these mentioned research findings and conclusions. It is argued that these findings have practical implications on different organisational levels, ranging from a strategic policy formulation level to a practical operations level. It is thereby suggested that better orchestrated efforts on these different levels can result in building a shared WI that may affect employee and ultimately organisational performance.
The third section presents some suggestions for future research. These suggestions are grouped in three categories, namely, relating to the expansion of the existing research model, attending to conceptual and operational matters and pertaining to the methodological level.
This is a preview of subscription content, log in via an institution.
Buying options
Tax calculation will be finalised at checkout
Purchases are for personal use only
Learn about institutional subscriptionsNotes
- 1.
The project was conducted in three discernible phases which are briefly discussed below. Refer to Chap. 1 for a more detailed explication of these phases.
References
Adams, B. G., & Crafford, A. (2012). Identity work at work: Exploring strategies for identity work. SA Journal of Industrial Psychology, 38(1), Art.#904, 11 pages. doi:10.4102/sajip.v38i1. 904.
Bester, F. (2012). A model of work identity in multicultural contexts. Unpublished doctoral thesis, University of Johannesburg, Johannesburg.
Bothma, F. C. (2011). The consequences of employees’ work-based identity. Unpublished doctoral thesis, University of Johannesburg, Johannesburg.
De Braine, R. T. (2012). Predictors of Work-based Identity. Unpublished doctoral thesis, University of Johannesburg, Johannesburg.
Jackson, L. T. B., & Rothmann, S. (2005). Work-related well-being of educators in a district of the North West Province. Perspectives in Education, 23, 107–122.
Kirpal, S. (2004). Work identities of nurses. Between caring and efficiency demands. Career Development International, 9(3), 274–304. doi:10.1108/13620430410535850.
Lloyd, S., Roodt, G., & Odendaal, A. (2011). Critical elements in defining work-based identity in post-apartheid South Africa. SA Journal of Industrial Psychology, 37(1), Art. #894, 15 pages. doi:10.4102/sajip.v37i1.894.
Luthans, F., & Youssef, C. M. (2004). Human, social and now positive psychological capital management. Organisational Dynamics, 33, 143–160.
Luthans, F., Youssef, C. M., & Avolio, B. J. (2007). Psychological capital: Developing the human competitive edge. Oxford: Oxford University Press.
Roe, R. A. (2012). Using referents to improve generalization in psychological research. In Symposium ‘Limits of generalizing in psychological research’. 30th international congress of Psychology, Cape Town International Conference Centre, July 22–27.
Roodt, G. (2004). Concept redundancy and contamination in employee commitment research: Current problems and future directions. SA Journal of Industrial Psychology, 30(1), 82–90.
Roodt, G. (2012). Discussant feedback. In Symposium ‘Limits of generalizing in psychological research’. 30th International Congress of Psychology, Cape Town International Conference Centre, July 22–27.
Saayman, T., & Crafford, A. (2011). Negotiating work identity. SA Journal of Industrial Psychology, 37(1), Art #963, 12 pages. doi:10.4102/sajip.v37i1.963.
Schaufeli, W. B., & Bakker, A. B. (2001). Werk en welbevinden: Naar een positiewe bendering in de arbeids- en gezondheidspsychologie. Gedrag en Organisatie, 14(5), 229–253.
Stryker, S., & Burke, P. J. (2000). The past, present and future of an identity theory. Social Psychology Quarterly, 63(4), 284–297. doi:10.2307/2695840.
Tajfel, H., & Turner, J. C. (1985). The social identity theory of intergroup behavior. In S. Worchel & W. G. Austin (Eds.), Psychology of intergroup relations (2nd ed., pp. 7–24). Chicago: Nelson-Hall.
Author information
Authors and Affiliations
Corresponding author
Editor information
Editors and Affiliations
Rights and permissions
Copyright information
© 2015 Springer Science+Business Media Dordrecht
About this chapter
Cite this chapter
Roodt, G., Jansen, P.G.W., van de Bunt-Kokhuis, S. (2015). Moving Forward: Practical and Theoretical Implications. In: Jansen, P., Roodt, G. (eds) Conceptualising and Measuring Work Identity. Springer, Dordrecht. https://doi.org/10.1007/978-94-017-9242-4_9
Download citation
DOI: https://doi.org/10.1007/978-94-017-9242-4_9
Published:
Publisher Name: Springer, Dordrecht
Print ISBN: 978-94-017-9241-7
Online ISBN: 978-94-017-9242-4
eBook Packages: Behavioral ScienceBehavioral Science and Psychology (R0)