Search

How are identity narratives maintained over one's lifetime when neither the enactment of one's work role nor the organised holding environments can be assumed? In his autobiography, Ahluwalia continues to narrate himself as a mountaineer, despite the end of his mountaineering career following a war-induced disability. Locating his account alongside the existent literature on identity work within holding environments, I clarify the processes through which different holding environments – the interpersonal and the relatively impersonal – can facilitate the maintenance of individuals’ identity narratives and how the environments themselves may be shaped over time.

Coaches need to expand their repertoires for developing leaders in turbulent contexts. From the leader-client perspective, this interpretive qualitative study investigated how executive coaching facilitated leaders' identity work during the COVID-19 pandemic. Findings indicated that leaders faced identity uncertainty in transitioning to virtual leadership - and how coaching supported leaders with their identity work. While the outcomes of the coaching were shifts in leader identity, it seemed that coaches did not work explicitly with an identity lens. This finding suggests identity and identity work be adopted as a theoretical lens to enhance the coaching of leaders in changing contexts.

Despite the challenges Muslims face because of their stigmatized religious identity, little is known about how they navigate that identity in the workplace. Adopting an interpretivist perspective of identity work, this study investigates this issue by building on two‐round in‐depth interviews (35 in round‐one and 21 in round‐two) with skilled practising British Muslim professionals. It extends work on power positions to show the privileges those in senior managerial positions have, including assertiveness and control over workplace interactions and outcomes. It further advances understanding of authenticity, revealing that, despite their experiences of stigmatization, these professionals tend to remain true to their religious identity, openly practising their religion in the workplace. They perceive identity re‐interpretation to be part of authenticity, and a responsibility to contest religious stigma. Importantly, this study conceptualizes proactive religious coping as an identity work response to workplace stigmatization, theorized in this organizational context as turning to God and religious rituals for meaning, comfort, resilience and reconciliation, whilst also being proactive and fighting to challenge experiences of stigmatization. However, unlike for other stigmatized groups, inclusive organizational practices, particularly religious accommodation, are not a driver for authenticity, but rather a signal for environment‐fit and authenticity is instead driven by religious identity. [ABSTRACT FROM AUTHOR]

Dealing with change and the resulting process of transition is challenging. In today's workplace, where change and innovation are increasingly a fact of life, too many transitions end in failure, at a high cost to both people and organizations. Interest in the identity work integral to career transition has grown rapidly in recent years and it is now recognized that career transition is more than simply a change in status, salary and role description. It involves social, relational and personal shifts, conscious and unconscious processes, and identity work--agentic, holistic engagement in the shaping and sustaining of who we become. Evidence suggests that specifically addressing identity work in coaching leaders, teams and groups significantly increases the success rate of transitions. And yet topics around identity and identity work are given little prominence in coaching education, leaving many coaches unaware of these basic constructs. This paper presents a new coaching framework, the MAP (Me-As-a-Process) coaching model, to support coaches and their clients as they embark on the process of identity work in voluntary career choices and transitions. It draws on research from my qualitative doctoral study (2021) which identified four stages in the process of women's identity work in voluntary career change and choice. It synthesizes academic theory, evidence from coaching practice, and findings from 53 women who had recently experienced career choice or change. [ABSTRACT FROM AUTHOR]

Background: Nurses play a remarkable role in our healthcare system and contribute to the wellbeing of communities at large. During the coronavirus disease 2019 (COVID-19) pandemic, nurses faced various challenges to provide adequate patient healthcare. Objectives: This study aimed to explore the identity work of public hospital nurses during the COVID-19 pandemic. Method: The study followed a phenomenological qualitative approach with an interpretive view, employing two sampling methods: purposive and snowball sampling. The sample comprised 11 nurses from a public hospital in the Gauteng province. The data were collected using semi-structured interviews and analysed using thematic analysis. Results: The findings revealed that the nurses faced identity demands, which resulted in them experiencing identity tensions. There was also a need for recognition and support; their work served a greater purpose and was meaningful to them. The nurses used different identity work strategies, such as family support, spiritual upliftment and meaningful work to deal with the identity tensions and demands they experienced. Conclusion: Strategies such as counselling and wellbeing programmes should be implemented to assist nurses in dealing with the physical and psychological effects of working in the health sector during pandemics and epidemics. Hospitals and governments should create healthier working environments by conducting workshops, training and upskilling initiatives, encouraging nurses’ inclusion in policymaking and implementation. Contribution: The study provided insight into the challenges nurses encountered during the COVID-19 pandemic, how these challenges affected their nursing identity and roles, and the strategies they used to maintain their sense of self in their work.

This qualitative study investigates refugees’ socio-professional trajectories in France. Our findings suggest that refugees follow different socio-professional paths shaped by identity work and acculturation mechanisms as they go about integrating in the French context. We identify three socio-professional trajectories: ‘adjusting’, ‘enhancing’, and ‘detaching’. This study contributes, firstly, to research on refugees’ socio-professional adjustment and vocational adaptation, and secondly, to the literature on identity work. It does so by offering novel insights into the processes of repairing, reorienting, and reconstructing cultural and professional identities in the context of refugees’ relocation to host countries, in this case, France.

We build a comprehensive and coherent understanding of organizational purity as an organization's steadfast adherence to a single institutional logic. This logic becomes the core tenet of its identity, an end in itself rather than a means toward survival. Instead of responding to institutional pressures, pure organizations may self-categorize vis-à-vis a potentially threatening 'other' through their own identity work. They mark and pursue their distinction from others, structure themselves to preserve their purity, and favor strategies that express the logic they embody. In so doing they may fail more often than organizations that are more responsive to institutional pressures. When pure organizations enter new institutional fields they can act as change agents, but where their logic dominates, they may block change. Different audiences, in turn, affect the success and survival of pure organizations by conferring authenticity, legitimacy or contempt, depending on their alignment with the pure organization's logic. Further examining purity will enable organizational theorists to better account for non-rational action and extend work on institutional logics. [ABSTRACT FROM AUTHOR]

Social scientific research has become increasingly aware of power asymmetries and the elitist and exclusive nature of scientific knowledge production. These debates have resulted in more inclusive and participatory research practices. In this article, we focus on co-research, which is a participatory and multi-perspective research strategy that invites the people whom the research concerns to participate as active and influential agents throughout the research process as experts on 'the studied world.' Co-research is increasingly being adopted in research involving people who belong to marginalised groups or who face the threat of stigmatisation. Despite its increasing applications, engaging in co-research requires reflection on several methodological and ethical questions that so far have been underexplored in the methodological literature. In this article, we address challenges in practicing inclusion and overcoming power asymmetries in co-research, particularly when it is conducted with people who inhabit societal positions with institutionalised stigma and whose participation in research is usually highly limited. In this article, building on our own experiences from different co-research projects—with care leavers, experts-by-experience with a history of crime and mental health recoverers—we aim to contribute to this literature by specifically focusing on issues of inclusion of co-researchers who face the need to negotiate with institutionally stigmatised positions. We suggest that reflexivity on positionalities and attending to plurality in identity work could provide a fruitful tool for increasing inclusivity in co- (and peer) research. We claim that such reflexivity is crucial from the very beginning of a co-research process (including ways of inviting and recruiting co-researchers) because this stage is crucial, as it forms the basis for the following stages and for the possibility of practising inclusion—even if imperfect—throughout the process. [ABSTRACT FROM AUTHOR]

When a person is diagnosed with a condition leading to vision loss, life cannot go on as before. As well as developing new ways to manage their daily activities, people must manage the shock to their identity and decide how they now wish to present themselves. These add to the cognitive load of people with who experience vision loss over and above that of their sighted peers. Our qualitative interview study used a thematic analysis to explore the experiences of people with a condition causing vision loss to understand the work they undertook to integrate this diagnosis into their identity (or not) and to decide how and when to communicate their vision loss to others. People often navigated between identities: their identity prior to the diagnosis, and “the blind person” – an identity forced upon them. Linked to this, but a separate task, was deciding how they wished to present themselves to the world – to fully acknowledge their disabilities, to completely cover them, or to choose a path between these extremes. Self-presentation also depended on the audience (family, friends, colleagues, strangers) and this decision was not a single event: most people faced the necessity of repeating this process many times as their vision fluctuated or circumstances changed, and the cognitive effort this required exacted a toll. We build on the work of the disabled identity, identity continuity and self-presentation theory to describe the experiences of people managing their sense of self when faced with the uncertainty of deteriorating vision and deciding how to present themselves to others. This work requires considerable cognitive effort, adding an additional cognitive penalty of disability to those already coping with the practical difficulties of vision loss.

Dealing with change and the resulting process of transition is challenging. In today’s workplace, where change and innovation are increasingly a fact of life, too many transitions end in failure, at a high cost to both people and organizations. Interest in the identity work integral to career transition has grown rapidly in recent years and it is now recognized that career transition is more than simply a change in status, salary and role description. It involves social, relational and personal shifts, conscious and unconscious processes, and identity work—agentic, holistic engagement in the shaping and sustaining of who we become. Evidence suggests that specifically addressing identity work in coaching leaders, teams and groups significantly increases the success rate of transitions. And yet topics around identity and identity work are given little prominence in coaching education, leaving many coaches unaware of these basic constructs. This paper presents a new coaching framework, the MAP (Me-As-a-Process) coaching model, to support coaches and their clients as they embark on the process of identity work in voluntary career choices and transitions. It draws on research from my qualitative doctoral study (2021) which identified four stages in the process of women’s identity work in voluntary career change and choice. It synthesizes academic theory, evidence from coaching practice, and findings from 53 women who had recently experienced career choice or change.

Latinas, along with many other minoritized groups, are underrepresented as inventors in the United States. Despite accounting for over 9% of the population,

Orientation: Coaching facilitates identity work, and metaphors are often used in coaching to make sense of the self. Research purpose: To explore coaching clients’ coaching experience as expressed through metaphors, from an identity work perspective. Motivation for the study: The use of metaphor in coaching has not been realised, and coaching as a vehicle for identity work is underexplored. Research approach/design and method: A hermeneutic phenomenological methodology and qualitative design directed the study. Face-to-face, semi-structured interviews were conducted with seven clients who had participated in a coaching programme. Reflective metaphors from the interviews constituted the data set, which was analysed through hermeneutic phenomenological analysis. Main findings: Guided by identity theory, four themes were co-constructed from the data, which describe how coaching develops a self-processing competence reflected in these iterative cycles: (1) self-exploration and self-reflection; (2) self-awareness and self-insight; (3) self-acceptance and self-determination; and (4) self-actualisation and self-transcendence. These cycles of identity work align with transactional and transformational identity work to enable construction of an independent and interdependent self. Practical/managerial implications: The findings highlight the value of metaphors as a self-reflective sensemaking tool. Coaching is aligned with integrated transactional and transformational identity work, which can be used to assess the transformational value of coaching as a process. Contribution/value-add: The study describes the personal transformational value of coaching through metaphors, and it establishes identity work as a key process outcome of successful coaching. The findings offer a novel conceptualisation of transactional and transformational identity work as a process perspective to effective coaching.

This qualitative study investigates refugees' socio-professional trajectories in France. Our findings suggest that refugees follow different socio-professional paths shaped by identity work and acculturation mechanisms as they go about integrating in the French context. We identify three socio-professional trajectories: 'adjusting', 'enhancing', and 'detaching'. This study contributes, firstly, to research on refugees' socio-professional adjustment and vocational adaptation, and secondly, to the literature on identity work. It does so by offering novel insights into the processes of repairing, reorienting, and reconstructing cultural and professional identities in the context of refugees' relocation to host countries, in this case, France. [ABSTRACT FROM AUTHOR]

Introduction: This study aims to understand how new CEOs construct, revise, and maintain in their narrative, repertoire stories that represent their identity as it is associated with their new occupational role. Methods: For this purpose, we conducted a qualitative study using the Grounded Theory method, involving 47 CEOs from different sectors residing in Brazil. Results: Our results allowed for the construction of a central category called Storytelling Identity Work, which refers to stories that individuals tell about themselves, and enable them to propose and redefine who they are during major life transitions. This paper seeks to explain: (a) under what conditions this phenomenon tends to occur; (b) what characterizes the success of Storytelling Identity Work and; (c) what leads to the revision or retention of stories in the self. Our results show that storytelling identity work tends to be used by new CEOs during their transition period into the role, and when their new position involves higher levels of visibility and alteration of prestige levels in comparison to their previous position. They also suggest that storytelling identity work tends to be more successful when the stories are co-constructed and validated with other significant individuals and when they enable new CEOs to feel "sufficiently authentic" and "sufficiently impressive." Finally, we theorize that such feelings, along with a sense of coherence between the story being told and other narratives consciously or unconsciously being narrated by the interviewees throughout their lives, lead to the retention of the story within the individual's self. Discussion: This article innovates by connecting the literature on personal storytelling with identity work and exploring processes that are not only useful during the process of transitioning into the role of new CEOs but also influence the constitution of the narrative repertoire and, consequently, the identity of these individuals. [ABSTRACT FROM AUTHOR]

This article explores how women entrepreneurs enact identity work to construct their identities at the intersection of gender and entrepreneurship while facing challenges to their legitimacy as entrepreneurs. These legitimacy challenges trigger reflections into who they are as entrepreneurs, and where they belong within entrepreneurial contexts. We draw on 24 focus groups with women entrepreneurs and 30 interviews with enterprise support organizations. We present a model which advances our understanding of the complex identities of women entrepreneurs and how their use of identity work enables them (or not) to become legitimate members of an entrepreneurial community. [ABSTRACT FROM AUTHOR]

IntroductionThis study aims to understand how new CEOs construct, revise, and maintain in their narrative, repertoire stories that represent their identity as it is associated with their new occupational role.MethodsFor this purpose, we conducted a qualitative study using the Grounded Theory method, involving 47 CEOs from different sectors residing in Brazil.ResultsOur results allowed for the construction of a central category called Storytelling Identity Work, which refers to stories that individuals tell about themselves, and enable them to propose and redefine who they are during major life transitions. This paper seeks to explain: (a) under what conditions this phenomenon tends to occur; (b) what characterizes the success of Storytelling Identity Work and; (c) what leads to the revision or retention of stories in the self. Our results show that storytelling identity work tends to be used by new CEOs during their transition period into the role, and when their new position involves higher levels of visibility and alteration of prestige levels in comparison to their previous position. They also suggest that storytelling identity work tends to be more successful when the stories are co-constructed and validated with other significant individuals and when they enable new CEOs to feel “sufficiently authentic” and “sufficiently impressive.” Finally, we theorize that such feelings, along with a sense of coherence between the story being told and other narratives consciously or unconsciously being narrated by the interviewees throughout their lives, lead to the retention of the story within the individual’s self.DiscussionThis article innovates by connecting the literature on personal storytelling with identity work and exploring processes that are not only useful during the process of transitioning into the role of new CEOs but also influence the constitution of the narrative repertoire and, consequently, the identity of these individuals.

The identity work process allows athletes to achieve a continuous development, revision, and maintenance of themselves. It provides insight into their self-perceptions and particularly intensifies during critical life events. While this process has been widely acknowledged, scant attention has been given to explicitly identifying the specific activities (i.e., identity work modes) involved in athletic identity work and integrating an overarching framework to inform coherent and continuous identities. Thus, we conducted a systematic review of the athletic identity literature to assess how this perspective is represented. Following the PRISMA guidelines, we reviewed 54 articles and analyzed the overall characteristics, bibliographical networks, and accumulated empirical findings. Through this process, we were able to identify the impact of having a strong athletic identity on key variables within and outside of sport. Based on the findings, we examined how identity work modes are depicted and discussed in the literature. Further discussion on how athletic identity literature can contribute to the broader body of knowledge is outlined. [ABSTRACT FROM AUTHOR]

Our article conceptualizes the experiences of women entrepreneurs through exploring how they negotiate an entrepreneurial identity in liminal digital spaces. Providing empirically textured narrative portraits of women's experience of transitioning from employment to a digital entrepreneurial career, this article counters the ascendant rhetoric celebrating the democratizing promise of digital technologies. We present a more critical analysis of the experience of self-doubt and existential precarity including the ways in which gender norms permeate the intimate structures of women entrepreneurs' everyday lives and selves. We also develop the concept of liminality by illustrating how women digital entrepreneurs cope with liminality through identity play and identity work. [ABSTRACT FROM AUTHOR]

Prior research predominantly portrays states of 'betwixt and between' in identity construction as unsettling, given the ambiguity and uncertainty they raise. However, our study suggests that in-betweenness can be experienced with comfort. To characterize such process of identity construction, we appeal to Turner's concept of liminoid, involving optionality, in contrast to the concept of liminal, involving obligation. Using an extensive dataset of interviews and observations on Twitter, we show how journalists comfortably construct online identities 'betwixt and between' as they exert autonomy in this process and learn to skilfully balance the freedom they enjoy with the constraints they still face. By reintroducing the underexplored concept of liminoid and extending it through the notion of autonomy, we clarify prior research conflating different identity construction processes with the concept of liminality. Furthermore, we provide a nuanced picture that takes into account structural constraints by showing that to ensure the comfort of their experience individuals must develop a liminoid competence. [ABSTRACT FROM AUTHOR]

Purpose: Wellness tourism offers opportunities for consumers to explore the self. This paper aims to explore how identity transitions occur in a liminal tourism space – a holistic wellness retreat. Design/methodology/approach: The authors adopt a qualitative methodology, including in-depth semi-structured interviews supplemented by various projective techniques. Following an interpretivist approach, eight consumers were interviewed at the commencement and the completion of a holistic wellness retreat stay. Participant observation was also undertaken during the retreat programme. Findings: The paper shows an identity transition is facilitated by the liminal space of the holistic wellness retreat and further shaped by self-work during the retreat. As participants gain new knowledge on the self and start living "consciously", they gain a sense of vision, clarity and direction to a new self, wherein identity transition is a starting point and a process of change rather than an end goal. Originality/value: While much past research views tourism activities as mainly "play", the findings reveal the holistic wellness retreat experiences as both identity play and identity work. This paper provides theoretical insights into the process from identity play to identity work and what makes this process effective for identity transition. [ABSTRACT FROM AUTHOR]

This article examines identity work in the creative industries as a type of identity formation that has been underexplored in the literature on identity work to date. Based on interviews with performing artists in music and theatre, we show how creative workers feel compelled to perform negative (tortured and despondent) identity work in order to attain a positive (coherent, self-sustaining and self-affirming) sense of artistic self. We argue that the dubious link between mental illness and creativity, propagated not only by popular media and pseudo-scientific accounts but also by art history and the creative industries themselves, has served to undergird a social imaginary of the artist as a 'tortured' creator. This imaginary in turn provides discursive resources, behavioral cues and affective stimulation for the performance of occupationally desirable yet perilous tormented creative selves. We identify three distinct identity work strategies undertaken by creative workers, namely self-analysis, self-diagnosis and self-medication, in which social imaginaries purporting an overlap between mental illness and creativity in artistic work play a constitutive role. Our findings contribute to the emergent interdisciplinary literature on identity work in the creative industries and the arts. Moreover, we caution that the negative forms of identity-building practised by our interviewees, underpinned as they are by social imaginaries of the artist as anguished, dejected and agonized, may in fact be dangerously counterproductive for creative workers coping with the higher rates of depression, anxiety and substance abuse found in precarious creative professions. [ABSTRACT FROM AUTHOR]

We examine how minority ethnic employees account for witnessing selective incivility to ethnically similar others. Our study is based on qualitative interviews with British Asian employees – the majority who witnessed incivility directed towards migrant Asian employees working for the same company. Our findings indicate that, for those whose minority ethnic identity was of central importance, witnessing selective incivility towards others from a similar ethnic background can be perceived as an identity threat. We provide insights into three identity work strategies undertaken by witnesses of selective incivility, while illuminating how minority ethnic identity shapes the way witnesses' respond to selective incivility in the workplace. [ABSTRACT FROM AUTHOR]

Business failure often leads entrepreneurs to craft public narratives. Taking a performative storytelling perspective of such narratives, we investigate how entrepreneurs jointly reevaluate their ideas and identities, and how this relates to their subsequent career paths. We theorize that the stories entrepreneurs tell shape who they become, changing not only how others see them but also how they see themselves. This broadens theoretical understanding of how failed entrepreneurs navigate their transition to a diverse array of subsequent careers, including different forms of serial entrepreneurship (same industry; new industry) and exit (startup employee; established business employee; exit with reentry). [ABSTRACT FROM AUTHOR]

Employee volunteering has become a common phenomenon in many organizations. However, it is unclear how sustained volunteering spreads between colleagues. Drawing on an empirical study set in the English legal profession, this study examines the processes through which existing employee volunteers influence their coworkers to internalize a volunteer identity. The study yields a theoretical model that specifies how coworkers may identify existing volunteers as moral exemplars. Five forms of social influence emanate, often unknowingly, from these exemplars: encouraging, evoking, edifying, enacting, and exemplifying. These forms of social influence inform coworkers' microprocess of moral identity work through which they claim a volunteer identity. This study thereby shifts attention from the well-theorized outcomes of moral identities to the largely unexamined social influences on moral identities in the workplace, enriching our understanding of the development of the moral self that is foundational to theories of volunteering and identity. [ABSTRACT FROM AUTHOR]

IntroductionBreastfeeding is much more than a biological event. It is a social construction, full of cultural meanings and framed by social structures. Being, simultaneously, a natural event and a social practice, breastfeeding poses challenges to feminist approaches in the sense it may be acknowledged as an empowering practice for women and/or as a setback in the process of women's social emancipation. Often focused on the product, i.e., the milk and its beneficial properties for the infant's health, the dominant discourse on breastfeeding makes it a trait of good mothering, withdrawing the understanding of the particular (but also structural) contexts in which this practice occurs.MethodsBased on results from a focus group with five mothers of a first child, this paper addresses first-person testimonies about breastfeeding and transition to motherhood, aiming to capture eventual self-concept dilemmas, impacts of social judgments, difficulties related to the work-family balance, as well as negotiation processes taking place within couples and early-parents.Results and discussionDespite being subject to tensions and sometimes stressful adaptation processes, motherhood and breastfeeding tend to be ultimately described by women as experiences that enhance welcome changes in personal trajectories, life priorities and identities.

In this autoethnographic article, I discuss the consequences of being exposed to two competing breastfeeding discourses during my first mothering experience—the “self-regulated dyad” and the “externally regulated dyad” discourse. The former represents the ideal scenario and the evidence-based practices recommended by the World Health Organization (i.e., breastfeeding on demand, internally regulated by the dyad). The externally regulated discourse refers to the standardized health interventions that take over when difficulties arise (e.g., weight gain deviations and latching issues). Building on Kugelmann's critique about our blind reliance on “standardized health,” existing evidence, and my breastfeeding journey, I argue that unqualified and unindividualized breastfeeding interventions are highly counterproductive. To illustrate these points, I discuss the implications of the polarized interpretation of pain and the limited dyadically focused support. I then move on to analyze how ambivalent social positioning around breastfeeding impacts our experience. In particular, I found that I was highly regarded as a “good, responsible mum” up till my baby was 6 months, and how breastfeeding became increasingly challenged by others when my daughter was approaching her first birthday. Here, I discuss how performing attachment mothering identity work allowed me to navigate these challenges. Against this backdrop, I reflect upon feminist ambivalent positionings on breastfeeding and the complexity of balancing the promotion of women's hard-earned rights while supporting them to engage in whatever baby-feeding choice they feel appropriate. I conclude that unless we acknowledge the physical and social complexities of the process, and our healthcare systems seriously invest in allocating human resources and training them appropriately, breastfeeding rates may continue to suffer and women continue to interiorize it as their own failure.

Drawing on the concept of micro-political resistance, this article presents an empirical analysis of how officers of the Finnish Defence Forces challenge, resist, and reinforce the collective military identities constructed within the prevailing organizational discourses. There is a need for identity work to meet the norms and ideals of the military, but individuals can also work as change agents. Micro-political resistance derives from feelings of otherness as well as conflict between the dominant organizational identities and individuals' personal interests. This study presents a thematic discourse analysis based on texts written by 108 officers and 12 interviews on the theme of "the ideal soldier." Three main discourses of micro-political resistance were identified: perceiving the profession of a military officer as a job like any other rather than a sacred calling, putting family first, and being oneself instead of embodying the traditional masculine ideal soldier. [ABSTRACT FROM AUTHOR]

Between 1960 and 1980 Italy experienced several waves of terrorism (extreme right, extreme left, state terror). In order to understand the passage toward illegal political militancy and armed action, we conducted a qualitative sociological inquiry involving 33 militants from extra-parliamentary organizations characterized as extreme left. There we exhibited forms of “identity-related work” that led certain people from legal political action into clandestine operations, thus allowing us to propose a critical look at the work thus far accomplished on the Red Brigades. We have also placed in evidence the prevalence of phenomena of “identity-related amplification” in relation those of “appropriation of identity”, “transformation of identity”, or even “search for identity”.

The identity work process allows athletes to achieve a continuous development, revision, and maintenance of themselves. It provides insight into their self-perceptions and particularly intensifies during critical life events. While this process has been widely acknowledged, scant attention has been given to explicitly identifying the specific activities (i.e., identity work modes) involved in athletic identity work and integrating an overarching framework to inform coherent and continuous identities. Thus, we conducted a systematic review of the athletic identity literature to assess how this perspective is represented. Following the PRISMA guidelines, we reviewed 54 articles and analyzed the overall characteristics, bibliographical networks, and accumulated empirical findings. Through this process, we were able to identify the impact of having a strong athletic identity on key variables within and outside of sport. Based on the findings, we examined how identity work modes are depicted and discussed in the literature. Further discussion on how athletic identity literature can contribute to the broader body of knowledge is outlined.

This study presents the recollections of 12 successful women in science during their school years before postsecondary education. The participants shared detailed descriptions of their science experiences through three semi‐structured interviews. An identity works conceptual framework consisting of figured worlds, positioning, and agency constructs to portray the complex dynamics of their experiences was used to analyze the data. The following four themes emerged from the data analysis: participants had an early interest in mathematics and science; they were "stubbornly" persistent in science‐figured worlds; they engaged in science‐figured worlds beyond school; and they positioned themselves as science leaders. These findings add to the evolution of science identity development theoretical models because they are from a nondeficit perspective. Participants engaged in identity work that advanced their science identities despite the gender biases in science‐figured worlds. From a practical stance, girls and women could employ the agentic and positive positioning identity work that the findings show to develop their science identity in educational contexts. Science educators and researchers are encouraged to structure figured worlds where girls feel empowered to enact identity work to build strong science identities. [ABSTRACT FROM AUTHOR]

This paper examines how forcibly displaced people cope with prolonged liminality through identity work. Our paper is based on a longitudinal multiple case study of women refugees who fled Syria and experienced liminality in Amman-Jordan, the Zaatari Refugee Camp in Jordan and the United Kingdom. We contribute to the liminality literature by demonstrating how forcibly displaced people respond to extreme structural constraints and maintain cognitive control over their sense of self during liminality with an end date that is unknown. We develop the concept of liminality by illustrating how the actors were pushed into a state of 'indeterminate liminality' and coped by co-constructing it through three forms of identity work – recomposing conflicting memories, reclaiming existence and repositioning tradition. This enabled them to stretch the boundaries of indeterminate liminality, symbolically restore their familiar past and narratively construct a meaningful future. [ABSTRACT FROM AUTHOR]

An organization’s identity, as defined by its members, must be aligned with its collective identity prescribed by institutions. This alignment is broken when an institutional change threatens the collective identity and jeopardizes the existence of a group of organizations. They then undertake to carry out identity work, both internal and external, in order to establish a new alignment. Based on a single case study, this research article explores the interplay between the two forms of identity work: internal and external. The findings of this study reveal that introspective internal identity work feeds the work to repair the collective identity with traditional values that have been rediscovered thanks to a reflexive examination of self by the organization. By internal extrospection identity work, the external identity repair work is fed with new values that the organization internalizes and enacts in its practices. Based on these findings, this article puts forward new theoretical propositions, as well as a model of the interplay between internal and external identity work that aims to realign the organization’s identity with that of the collective.

Emotions have always been invested in politics. Politicians and politically biased public intellectuals manage citizens’ emotions for various purposes: to alienate them from the rival political camp and to make them participate in elections or in politics in general. Ressentiment is an affective style of great political potential and it is present throughout democratic European societies. By analysing the discourses of the culture war between the political camps in Hungary since 2018, this article presents the components, drivers, mechanisms, and some typical outcomes of ressentiment on the levels of the individual and the political communities. It argues that in political communication both political sides are trying to appeal to the citizens’ ressentiment. Both camps use communicative means to incite, channel, and reorient ressentiment by, e.g., scapegoating, identity work, and transvaluation to attract citizens, stabilize their own support, and nudge followers towards specific political activities.

Conceptual Encounter, a constructivist research methodology, was first introduced by de Rivera in 1981. Its key output is a conceptualisation that contributes to an ‘ever-broadening map of human experience’ (de Rivera & Kreilkamp, 2006, p.24). As there are limited existing studies using this approach, the purpose of this article is to describe the researcher’s experience of using and adapting the methodology to co-create with research partners a model for coaching practice. The research topic, women’s identity work in career choices and transitions, features frequently in coaching sessions and has been the subject of studies in career counselling and psychology, but in the field of coaching it has ‘yet to emerge, and presents as an opportunity for future research’ (Parker, 2016, p.419).

The purpose of this research was to understand the current effects on professional identity during the move to online learning from traditional class-based learning among higher education English lecturers in Hanoi, Vietnam, in the context of the COVID-19 pandemic. Whilst multiple studies have focused on the storied experiences of teachers in multiple contexts during this period, few have utilized the lens of teacher professional identity as a tool to understanding reported successes and challenges at the classroom and institution level. Semi-structured interviews took place with six higher education lecturers of English across two universities in Hanoi, Vietnam. Data was analyzed in NVivo using deductive thematic analysis, based on a conceptual framework of identity congruence and incongruence. The study found that sites of identity congruence during the move to online learning in this context included values of efficacy, professionalism, and innovation, while sites of incongruence included student motivation, social connection, and control. The study highlights the potential of using the lens of professional identity as a tool for greater insight into rationale and potential remedying of challenges within educational settings, particularly when observing the notion of change in teaching delivery. [ABSTRACT FROM AUTHOR]

This article reports a study illustrating the relationship between digitalization and professional development from an identity-centered perspective. Drawing on a unique data set of 101 empathy-based stories from 81 Finnish government workers, the findings show how workers might experience and respond to work-identity alignments and misalignments in a digitalized working life and how this might influence their professional development. We identify four typifications—the thriving developer, the loyal transformer, the stagnant self-doubter, and the career crafter— and illustrate how digitalization can either support or hinder professional development by inducing work-identity (mis)alignments and how workers may respond to these in different ways by engaging in identity work and job crafting. In particular, our findings emphasize the role professional identity and agency play in professional development and highlight the importance of recognizing how digitalization of work can threaten or support workers' professional identities to build a supportive working environment where the workers feel like they are valued and able to develop in a meaningful way. [ABSTRACT FROM AUTHOR]

Law enforcement poses a difficult work environment. Employees' wellbeing is uniquely taxed in coping with daily violent, aggressive and hostile encounters. These challenges are compounded for women, because law enforcement remains to be a male-dominated occupational context. Yet, many women in law enforcement display resilience and succeed in maintaining a satisfying career. This study explores the experience of being authentic from a best-self perspective, for women with successful careers in the South African police and traffic law enforcement services. Authenticity research substantiates a clear link between feeling authentic and experiencing psychological wellbeing. The theoretical assumption on which the study is based holds that being authentic relates to a sense of best-self and enables constructive coping and adjustment in a challenging work environment. A qualitative study was conducted on a purposive sample of 12 women, comprising 6 police officers and 6 traffic officers from the Western Cape province in South Africa. Data were gathered through narrative interviews focussing on experiences of best-self and were analysed using interpretive phenomenological analysis. During the interviews, participants predominantly described feeling authentic in response to work-related events of a conflictual and challenging nature. Four themes were constructed from the data to describe authenticity from a best-self perspective for women in the study. These themes denote that the participating women in law enforcement, express feeling authentic when they present with a mature sense of self, feel spiritually congruent and grounded, experience self-actualisation in the work–role and realign to a positive way of being. Women should be empowered towards authenticity in their world of work, by helping them to acquire the best-self characteristics needed for developing authenticity. [ABSTRACT FROM AUTHOR]