Friendly Phantoms: How do individuals use their feared selves to construct a positive work identity?
Saied, Neveen De Stobbeleir, Katleen
Saied, Neveen
De Stobbeleir, Katleen
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2023
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Abstract
Research goals How individuals think about their potential and themselves in the future has been the focus of research on “possible selves” in management and social psychology (Ibarra, 1999; Markus & Nurius, 1986). A person’s possible selves include who they would like to become, i.e., desired or wanted selves and who they want to avoid becoming, i.e., feared or unwanted selves (Markus & Nurius, 1986). Research shows that people strive towards their desired selves and avoid their feared selves (Carver et al., 1999). We aim to extend prior research and explore the role of the feared selves in achieving positive identity outcomes. Specifically, we ask the following research question: How do individuals use their feared selves to construct a positive work identity? This is important because the contents of people’s feared selves contain internalized unwanted emotions, hence, have stronger influence on motivation and goal-directed behavior (Carver et al., 1999). As such, these selfrepresentations may constitute clearer self-guides for individuals to work on their identities. Theoretical background Research on possible selves has predominantly focused on how people continuously strive for their desired possible selves (e.g., Ashforth et al., 2014). For example, Ibarra (1999) described how newcomers experimented with their provisional selves by imitating their role models based on how they saw & desired to see themselves. It is surprising that the implicit assumption underlying most of the research is that individuals shape their work identities solely via their attraction to a desired self. Social psychology research, however, explored the self-regulatory role of both desired & feared selves. A very limited number of organizational studies examined the role of unwanted selves in the development of a work identity (i.e., Petriglieri & Stein, 2012; Vince & Mazen, 2014). These studies highlight the negative impact of leaders’ unwanted selves. A question that still remains is whether people’s feared selves may have benefits as well. Methods We draw on qualitative data from 68 independent workers in the UK to build a grounded model that addresses our research question. Independent work is a relevant context to study our research question because individuals need to exhibit agency & take the lead in crafting their possible selves in the absence of the holding environment of an organization. Findings Our findings show that workers’ lack of having clear sense of self at work have stimulated the activation of workers’ “feared selves” – what they dread and do not want to be. We theorize that workers deposit these images in what we call a repertoire of “Feared Selves”. This repertoire is a mental container in which workers accumulate all the work identities (or aspects of them) they enacted that are incongruent with their work self-concept. Workers proactively use the images to revise their work identity. Specifically, they engage in three identity work tactics: they embrace and integrate some of their feared selves (i.e., holism); rebuff some of these feared selves by developing 497 boundaries and using these images in defining who and what they are not (i.e., identity deflection); or selectively separate their work self from the enactment of their unwanted selves (i.e., identity decoupling). By engaging in these identity work tactics workers develop a sense of identity growth that helps them to sooth their sense of identity precariousness. Limitations It is important to note that we purposefully selected our sample. Through creating theoretical criteria, we selected workers who asserted having a degree of freedom in doing their work. We acknowledge that this might not be the experience of all individuals working in the gig economy. Conclusion Our study makes two main contributions. First, by tracing the role that feared and unwanted selves play in achieving positive identity outcomes, this study advances our understanding of positive identity construction. Second, our study advances our understanding of the different ways independent workers shape their work identities. This enhances our understanding of independent work, suggesting that workers could benefit from defining what they fear and do not want to be to grow and feel free. Relevance to the Congress This study complements the theme The 21 st EAWOP Congress. For many, based on the events of the past 3 years (e.g., the pandemic, wars…), the future could be associated with a lot of fear. Our study aims at helping people understand how to use their feared future selves to cultivate positive and resilient work identity, which is a fundamental personal resource that people can rely on in facing change and turbulence. Relevance to the UN SDGs Harnessing the benefits of the feared selves and understanding how it could help people cultivate positive work identity contributes to empowering individuals develop decent work opportunities for themselves and to their overall wellbeing at work.
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Identity, Possible Selves, independent Work