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While there has been a great deal of guidance on qualitative research methodology, such scholarship has focused almost exclusively on the first three parts of the qualitative process: study design, data gathering, and coding/analysis. We suggest that writing findings is a fourth stage that involves pre-writing and composing. Our intent is to provide practices for this phase for those who are using qualitative data as the evidentiary basis for their claims. The pre-writing phase is strengthened by structuring claims and storyboarding findings, while the composing phase is improved by critically evaluating how to insert the author's voice. Practices surrounding qualitative writing are discussed, such as which quotes to include, where to place quotes, and how to edit quotes. Annotated examples are also provided that show both recommended and nonrecommended ways of inserting the author's voice into a findings section. A sample structure for writing a claim—a claim table—and a sample storyboard are provided. [ABSTRACT FROM AUTHOR]

The existing research on identity work is primarily focused on identities in isolation as well as how individuals respond to identity threats. We seek to broaden the identity work literature in several ways. First, in order to take into consideration multiple identities, we adopt the intrapersonal identity network approach, which focuses on the relationships--both ties and hierarchical salience--between identities in order to theorize about how making changes to one identity impacts the relationships between identities. Second, our theorizing highlights identity opportunities as well as identity threats in order to predict how these varied responses impact identity work and the identity network. Third, we distinguish between identity work that is done on one identity and what we call interidentity work, which involves making changes to the relationships between identities. Ultimately, we provide a framework that takes into consideration the multiplicity of individuals' identities and explores how the intrapersonal identity network is impacted as individuals respond to identity threats and opportunities through both identity work and interidentity work. [ABSTRACT FROM AUTHOR]

The way we respond to the casual question "What do you do for a living?" involves making claims about work-related identity. As individuals often have multiple identities, including at work, deciding which identities to claim over others may not be straightforward. We explored how 29 entrepreneurs across Canada, the United States, and Australia respond to this question. Contrary to what would be predicted from prior research, these informants largely resisted claiming the label of "entrepreneur" in informal social interactions. Instead, informants claimed labels based either on roles they held or occupations in which they currently or previously worked. Several also claimed labels that were "self-effacing," and downplayed their role in their organization. In exploring the rationale for these claiming decisions, we found that the broader social context—including cultural meanings of being an entrepreneur and conversational norms—played a key role in determining individual identity claiming. We also identified two motives underlying these contextual factors: the need to be comprehensible and the need to avoid creating distance between themselves and their interaction partner. We discuss the implications of these findings for the research on both identity claiming and entrepreneurship. [ABSTRACT FROM AUTHOR]

We argue that improvisational theatre training creates a compelling experience of co-creation through interaction and, as such, can be used to build a distinctive kind of leadership skills. Theories of leadership as relational, collaborative or shared are in pointed contrast to traditional notions of an individual "hero leader" who possesses the required answers, and whom others follow. Corresponding thinking on how to develop these newer forms has, to date, been relatively rare. In this article, we draw on recent research to identify three core principles for learning affiliative leadership. We then apply literature on improvisational theatre and its main skill areas to build a model of developing affiliative leadership, and illustrate the model through an improvisation workshop in which participants learn the skills and principles that it sets out. The model and workshop may serve as useful tools for those searching for methods to develop leadership in contemporary organizations. (Contains 2 tables and 1 figure.)

This study uses metaphor analysis to examine the meanings of retirement for a group of 35 retired Canadian executives and managers. Our analysis identified eight metaphors relating to the meanings of retirement. The findings provide us with a range of insights into the experience of retirement, from loss of purpose and identity to liberation from the constraints of work to retirement being constructed as a new beginning or renaissance. Based on the accounts given by each manager, metaphors were collated and compared across retirees to reveal four distinct configurations that conceptualize retirement as exploring new horizons, searching for meaning, contributing on your own terms and putting your feet up. We discuss the implications of these metaphor configurations for understanding the consumer and producer-oriented meanings of retirement and challenge dominant career constructions of retirement as disengagement and decline. Our findings reveal that retirement appears to be better understood by incorporating future-focused and agentic forms that contribute to different types of identity work in retirement. (Contains 2 tables.)

The focus in research on envy has recently shifted to include not only the envious person but also the person who is a target of that envy. We join the conversation in this nascent but developing literature by addressing a critical question: Given that envy is a covert emotion, how do employees come to perceive that they are envied? The answer, we propose, is that when employees are faced with ambiguous coworker behavior, they will, under certain circumstances, make an envy attribution for that behavior. We position envy attributions as a type of a relational attribution and elaborate a model grounded in theory on self-regulation that explains both how and when employees come to attribute the behaviors of their coworkers to envy. Going further, we then draw from research on approach-avoidance to explain the subsequent behavior of an employee who has attributed coworker behaviors to envy. In so doing, we not only provide an explanation for conflicting findings in the extant "being envied" literature but also call for an increased focus on attributions as intervening mechanisms that explain people's response to others' emotions. [ABSTRACT FROM AUTHOR]

Work interruptions are ubiquitous in today's workplaces as a result of the proliferation of technology and a growing emphasis on collaboration and open workspaces. Although a large body of research on interruptions has accumulated over the last two decades, this research is scattered across disciplines with little integration. While this fragmentation indicates the complex nature of interruptions, it has also led to inconsistencies in how interruptions are defined and studied. Such differences reduce generalizability of results, lead to conflicting findings, and hinder knowledge development. We present here an integrative review of prior research on work interruptions based on an analysis of 247 publications. As part of the review, we examine prior definitions of interruption and advance a new integrative definition that can anchor a range of future research. We also discuss and summarize the assumptions and implications of the different investigative approaches used to study interruptions. An awareness of these approaches can help scholars better align their theory and investigative approach to adequately capture constructs/relationships of interest. We then synthesize theory and research, across disciplines, to present a process-based model that comprehensively captures our current understanding of how, when, and why work interruptions affect employees in different ways. Lastly, we highlight several avenues in need of more research attention and provide recommendations on how to advance the work interruption literature ahead meaningfully. Our review can act as an important reference for scholars new to interruption research, as well as for established interruption researchers looking to move their research in new directions. [ABSTRACT FROM AUTHOR]

Identity conflict-the experience of perceiving incompatibilities between aspects of one's identity content that call into question the individual's ability to meet the identity standard of at least one of these identities-can significantly impact individuals' work experiences. As individuals navigate experiences of identity conflict at work, managers and organizations also grapple with how to support employees' multiple identities while mitigating the primarily negative outcomes of identity conflict. However, the scholarship on work-relevant identity conflict faces several challenges, including disciplinary fragmentation, conceptual imprecision, and diverse but deficient theoretical perspectives, which together have limited our ability to accumulate knowledge about this experience and to develop useful management tools. To overcome these, we conducted a thorough review of the cross-disciplinary literature, allowing us to offer a refined integrative definition of identity conflict and a reconceptualization of identity conflict as the result of an appraisal process. As we delineate what we know about the appraisal process of identity conflict, we provide a detailed theoretical explanation of its antecedents, outcomes, and responses and shed light on the mechanisms that drive the process. This approach not only enhances theoretical depth and guides new research directions but also equips managers to address and reduce identity conflict experienced by their employees. This research contributes to the literature by offering clarity and coherence to the identity conflict domain, providing theoretical and practical guidance, and outlining promising directions for future inquiry. (PsycInfo Database Record (c) 2024 APA, all rights reserved).