Identity at Work: Balancing Demographic-related Identity in the Workplace and the Impact on Extra-role Behaviors and Turnover Intentions

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dc.contributor.authorTuskey, Sarah Elizabethen
dc.contributor.committeechairBecker, William J.en
dc.contributor.committeememberCarlson, Kevin D.en
dc.contributor.committeememberBeal, Daniel J.en
dc.contributor.committeememberConroy, Samantha A.en
dc.contributor.departmentBusinessen
dc.date.accessioned2021-07-23T08:00:28Zen
dc.date.available2021-07-23T08:00:28Zen
dc.date.issued2021-07-22en
dc.description.abstractPeople simultaneously hold a multitude of social identifications while at work, some of which are work-related and some of which transcend the workplace. To date, the vast majority of studies on social identities focus on these identities in isolation. Two important identities that transcend the work domain are those associated with gender and ethnicity. These attributes have been widely studied in the workplace, however, there is a lack of understanding in how the identities associated with these attributes (demographic-related identities) have implications for identification in the workplace and work-related outcomes. In this paper, I examine the relationship between perceived threats to these demographic-related identities and work-related attitudes and behavior, specifically turnover intentions, and extra-role behaviors. I also explore moderating (degree of demographic-related identity centrality) and mediating (organizational and workgroup identification) mechanisms in this relationship. Data were collected across two studies. The results demonstrate that perceived threats to demographic-related identities have severe ramifications for work-related identification. The supplemental analysis indicated a direct relationship between demographic-related identity centrality and turnover intentions. Furthermore, demographic-related identity centrality moderated the relationship between perceived threats to demographic-related identity by both the organization and the workgroup on work-related outcomes.en
dc.description.abstractgeneralThis research examined the relationship between perceived threats to gender and ethnic identities in the workplace and the impact these threats have on work-related identification and outcomes. Results suggest that perceived threats to these identities have important implications for both extra-role behaviors and turnover intentions, regardless of how important these identities are to the individual.en
dc.description.degreeDoctor of Philosophyen
dc.format.mediumETDen
dc.identifier.othervt_gsexam:32023en
dc.identifier.urihttp://hdl.handle.net/10919/104363en
dc.publisherVirginia Techen
dc.rightsIn Copyrighten
dc.rights.urihttp://rightsstatements.org/vocab/InC/1.0/en
dc.subjectorganizational identificationen
dc.subjectworkgroup identificationen
dc.subjectgender identityen
dc.subjectethnic identityen
dc.subjectidentityen
dc.subjectidentity threaten
dc.titleIdentity at Work: Balancing Demographic-related Identity in the Workplace and the Impact on Extra-role Behaviors and Turnover Intentionsen
dc.typeDissertationen
thesis.degree.disciplineBusiness, Executive Business Researchen
thesis.degree.grantorVirginia Polytechnic Institute and State Universityen
thesis.degree.leveldoctoralen
thesis.degree.nameDoctor of Philosophyen

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