Amy Wrzesniewski

INTERPERSONAL SENSEMAKING AND THE MEANING OF WORK

Abstract In this paper, we present a model of interpersonal sensemaking and describe how this process contributes to the meaning that employees make of their work. The cues employees receive from others in the course of their jobs speak directly to the value ascribed by others to the job, role, and employee. We assert that these cues are crucial inputs in a dynamic process through which employees make meaning of their own jobs, roles, and selves at work. We describe the process through which interpersonal cues and the acts of others inform the meaning of work, and present examples from organizational research to illustrate this process. Interpersonal sensemaking at work as a route to work meaning contributes to theories of job attitudes and meaning of work by elaborating the role of relational cues and interpretive processes in the creation of job, role and self-meaning.

I won't let you down... or will I? Core self-evaluations, other-orientation, anticipated guilt and gratitude, and job performance.

Although core self-evaluations have been linked to higher job performance, research has shown variability in the strength of this relationship. We propose that high core self-evaluations are more likely to increase job performance for other-oriented employees, who tend to anticipate feelings of guilt and gratitude. We tested these hypotheses across 3 field studies using different operationalizations of both performance and other-orientation (prosocial motivation, agreeableness, and duty). In Study 1, prosocial motivation strengthened the association between core self-evaluations and the performance of professional university fundraisers. In Study 2, agreeableness strengthened the association between core self-evaluations and supervisor ratings of initiative among public service employees. In Study 3, duty strengthened the association between core self-evaluations and the objective productivity of call center employees, and this moderating relationship was mediated by feelings of anticipated guilt and gratitude. We discuss implications for theory and research on personality and job performance.

Personal value priorities of economists

Economists often play crucial roles in designing and implementing policies in the private and public sectors; thus it is important to better understand the values that underlie their decisions. We explore the value hierarchies that characterize economists in five studies. Findings indicate that students of economics attribute more importance to self-enhancement values and less importance to universalism values than students in other fields. This profile is already apparent at the beginning of the first year of study and persists throughout the degree. The values distinctive to economists are related to work-related perceptions and attitudes and hence may influence the policy decisions and recommendations of economists.

''It's Not Just a Job'' : Shifting Meanings of Work in the Wake of 9/11

This article explores the impact of the World Trade Center disaster on the meanings that people attach to their work. In the wake of the attacks, several examples of people changing occupations appeared in the media. An analysis of people’s need for increased meaning in their work, and their exodus into work that they view as a calling, is given. It appears that for many, the disaster served to focus attention on what their work was contributing to the wider world. As a result, thousands of people in the United States have decided to pursue different careers.

Odors can change preferences for people in photographs: A cross-modal evaluative conditioning study with olfactory USs and visual CSs

Evaluative conditioning is a form of Pavlovian conditioning in which the “CR” is a change in preference or liking for the “CS.” It is probably a major cause of development of likes and dislikes in humans. This research introduces a new, cross-modal evaluative conditioning procedure using odors as USs and photographs of people’s faces as CSs. When liked, neutral, and disliked odors that were plausibly connected with people were contingently presented with photographs of neutral people, subjects shifted their preference ratings for the people in the photographs presented subsequently without odors in the direction of their preference ratings for the odors. Subjects who developed personality sketches of someone “who looked and smelled this way” showed similar shifts as those who simply studied the odor-picture combinations. Results also suggest that a plausible connection between odors and people may play a role in the success of this conditioning.

Job Crafting and Cultivating Positive Meaning and Identity in Work

The design of a job is deeply consequential for employees’ psychological experiences at work. Jobs are collections of tasks and relationships that are grouped together and assigned to an individual (Ilgen & Hollenbeck, 1992), and scholars have long been interested in the way these elements come together to constitute the experience of a job (Griffin, 1987; Hackman & Oldham, 1980). Research in this area has traditionally built on a core assumption that managers design jobs in a top-down fashion for employees, which places employees in the relatively passive role of being the recipients of the jobs they hold.

Toilet rooms, body massages, and smells: Two field studies on human evaluative odor conditioning

In two experimental field studies, the hypothesis was tested that Pavlovian conditioning may modify adults’ liking or disliking of an odor. In Experiment 1, an odor (CS) was first paired unobtrusively with toilet stimuli (US). Next, Ss rated the experimental and a control odor on Semantic Differential items. For Ss evaluating going-to-the-toilet negatively, an acquired dislike for the toilet-paired odor relative to a nonexposed control odor was observed, whereas in Ss evaluating going-to-the-toilet positively, the reverse was observed. In Experiment 2, a neutral odor (CS) was mixed into the massage oil with which a physiotherapist treated his patients. Half of the Ss were treated with Positive-relaxing massage, half of the Ss with Negative-painful massage. At the medical follow-up, Semantic Differential ratings were obtained both for the treatment-odor and for a control odor. In the Positive massage group, the treatment odor was rated as more positive and as less dynamic than the control odor. No similar effects were observed in the Negative massage group, a failure which was probably due to the intended Negative massage not really being experienced as a disliked event. In both experiments, an almost identical pattern of results was observed in the subgroup of Ss who didnot consciously recognize the experimental odor as the treatment odor, eliminating the possibility that the results should be due to demand. As mere exposure cannot account for the results, they most probably represent genuine instances of evaluative odor conditioning. The results are discussed in terms of the understanding of the origins of the affective meaning of odorants, and are related to human evaluative conditioning and implicit memory issues.

Multiple types of motives don't multiply the motivation of West Point cadets.

Significance Virtually any sustained, effortful activity can be motivated by factors internal to the activity (e.g., scientists pursuing discoveries) or instrumental to it (e.g., scientists pursuing promotions or status). Research in economics and psychology suggests that instrumental motives (often called “extrinsic motives”) undermine the positive impact of internal motives (often called “intrinsic motives”). However, despite 40 y of research, mostly using laboratory-based manipulations, the effect of instrumental motives on the impact of internal motives remains controversial, and naturalistic, long-term tests of its existence are lacking. We show that holding both internal and instrumental motives for attending West Point harms outcomes associated with persistence and performance quality in a sample of over 10,000 cadets over periods spanning up to 14 y. Although people often assume that multiple motives for doing something will be more powerful and effective than a single motive, research suggests that different types of motives for the same action sometimes compete. More specifically, research suggests that instrumental motives, which are extrinsic to the activities at hand, can weaken internal motives, which are intrinsic to the activities at hand. We tested whether holding both instrumental and internal motives yields negative outcomes in a field context in which various motives occur naturally and long-term educational and career outcomes are at stake. We assessed the impact of the motives of over 10,000 West Point cadets over the period of a decade on whether they would become commissioned officers, extend their officer service beyond the minimum required period, and be selected for early career promotions. For each outcome, motivation internal to military service itself predicted positive outcomes; a relationship that was negatively affected when instrumental motives were also in evidence. These results suggest that holding multiple motives damages persistence and performance in educational and occupational contexts over long periods of time.

One Out of Many? Boundary Negotiation and Identity Formation in Postmerger Integration

This research investigates how boundaries are utilized during the postmerger integration process to influence the postmerger identity of the firm. We suggest that the boundaries that define the structures, practices, and values of firms prior to a merger become reinforced, contested, or revised in the integration process, thus shaping the firm identity that emerges. In a field study of a series of four sequential mergers, we find that the boundary negotiation process acts as an engine for identity creation in postmerger integration. Our analysis of the process through which postmerger identity is created reveals two stages of identity creation. In the first stage, boundaries are negotiated to leverage and import certain practices and values of the premerger firms; in the second stage, these boundaries are blurred as managers build on the set of imported practices and values to impose further systems that define the postintegration firm. Our research contributes to the identity literature by drawing attention to the important role of boundaries and practices that define the identities of the merging firms. We show how these boundaries get repurposed to create an organization whose identity ultimately represents a departure from the premerger firms while it preserves the aspects of identity that allow members to uphold key values. We also contribute to the literature on postmerger integration by demonstrating the steps through which identity evolves by the staged demarcation and negotiation of boundaries, thus complementing previous treatments of merging firms as a set of fixed organizational attributes in merger contexts.

Agony and Ecstasy in the Gig Economy: Cultivating Holding Environments for Precarious and Personalized Work Identities:

Building on an inductive, qualitative study of independent workers—people not affiliated with an organization or established profession—this paper develops a theory about the management of precarious and personalized work identities. We find that in the absence of organizational or professional membership, workers experience stark emotional tensions encompassing both the anxiety and fulfillment of working in precarious and personal conditions. Lacking the holding environment provided by an organization, the workers we studied endeavored to create one for themselves through cultivating connections to routines, places, people, and a broader purpose. These personal holding environments helped them manage the broad range of emotions stirred up by their precarious working lives and focus on producing work that let them define, express, and develop their selves. Thus holding environments transformed workers’ precariousness into a tolerable and even generative predicament. By clarifying the process through which people manage emotions associated with precarious and personalized work identities, and thereby render their work identities viable and their selves vital, this paper advances theorizing on the emotional underpinnings of identity work and the systems psychodynamics of independent work.