Elaine C. Hollensbe

On the edge of identity: Boundary dynamics at the interface of individual and organizational identities

Organizational members are often faced with tremendous demands on their individual identities that affect their performance at work and their well-being as individuals.Previous research has been limited, however, by typically studying identity at either the individual or the organizational level. We therefore introduce a boundary approach that simultaneously examines identities across levels in order to better understand these identity demands. Specifically, we examine boundary dynamics that are negotiated at the interface of individual and organizational identities. We introduce the identity boundary dynamics of identity intrusion, distance and balance as different manifestations of identity boundary (in)congruence, both within and between individuals and organizations. Finally, we outline propositions that suggest boundary dynamics as a source of identity change.

Workplace characteristics, career/vocation satisfaction, and existential well-being in Episcopal clergy

This study considers the association of workplace conditions with the well-being of individuals in a profession that is highly imbued with the sacred – ordained ministry. Data from 1202 Episcopal clergy were collected on measures of workplace conditions (meaningfulness; safety; and cognitive, emotional, and physical availability) along with well-being (career/vocation satisfaction, and spiritual well-being). Hierarchical OLS regression analyses indicated that workplace conditions were strong predictors of well-being. Men reported slightly higher career/vocation satisfaction, and gender also moderated the relationships between workplace conditions and well-being. The results suggest that perceived workplace conditions, such as meaningfulness, safety, and resource availability can have strong links with career satisfaction and existential well-being, especially in those occupations where work and spirit are intertwined.

Dynamics of a wellness program: a conservation of resources perspective.

We leverage conservation of resources theory to explain possible dynamics through which a holistic wellness program results in positive longer-term outcomes. Specifically, we hypothesize that wellness self-efficacy at the end of a wellness program will create a positive resource gain spiral, increasing psychological availability (a sense of having cognitive, physical, and emotional resources to engage oneself) 6 months later, and career satisfaction, 1 year later. To test these hypotheses, using a time-lagged with control group design, we gathered questionnaire data from 160 Episcopal priests who participated in a 10-day off-site wellness program. We developed a scale measuring self-efficacy in the 4 wellness areas the program was designed to improve: physical, spiritual, financial, and vocational. Our findings provide evidence from a field setting of a relatively untested tenet of conservation of resources theory, resource gain spirals. The wellness program that we studied served as an opportunity for participants to gain new resources in the form of wellness self-efficacy, which in turn helped participants experience positive outcomes over time. We discuss theoretical and practical implications of the findings.

Work interrupted: a closer look at work boundary permeability

Purpose Given the prevalence of work interrupted by home-related matters, this paper aims to increase knowledge of the antecedents of work boundary permeability by investigating both individual and situational factors; and to better understand the consequences of work boundary permeability by examining both negative and positive effects using a finer-grained measure. Design/methodology/approach Data were obtained using two surveys from 308 full-time employees from an information technology firm in the Midwestern USA. Structural equation modeling was used to test hypotheses. Findings Individual differences in segmentation preferences (whether one prefers to keep work and home separated or integrated) and situational factors such as workload and home demands were found to predict work boundary permeability. Further, the results showed that maintaining a highly permeable work boundary may be detrimental rather than beneficial. High work boundary permeability led to greater time- and strain-based home-to-work conflict, but not to affective and instrumental positive spillover. Originality/value Unlike much previous work–home research focusing on how work intrudes on time outside of work, this study focuses exclusively on how the work domain is affected by intrusions from the home domain. The findings deepen the knowledge about today’s workplace that is subject to continual interruptions and spillover from home-related matters.

The Human Side of Restructures The Role of Shifting Identification

Organizational restructures have been occurring for decades but are often rife with problems. Although researchers have studied these restructures, many studies focus on financial, strategic, and integration aspects and are limited in addressing the human side of restructuring. In addition, there is little study of internal restructures involving the movement of divisions within one organization. In our inductive case study, we examine how organizational members’ identification perceptions evolve and impact an internal restructure at a large university. We present our emergent findings in a process model that illustrates how identification perceptions evolved, as well as triggers that impacted identifying and de-identifying processes. These triggers, which helped move members simultaneously from a state of identification with the former entity (pre-restructure) to both de-identification with the former entity and identification with the new one (post-restructure), included experiences and expectations involving resources, justice, and organization oneness.

When work comes home: technology-related pressure and home support

ABSTRACT Given the prevalence of workers bringing work home, issues arising from this practice are a central concern of human resource development (HRD) researchers and practitioners. This study investigates factors related to home boundary permeability (the extent to which one’s home domain is interrupted by work-related matters). Specifically, we examine the impact of technology-related pressure on home boundary permeability, and test both positive and negative consequences of home boundary permeability, along with the role of home support. Based on quantitative data from 267 full-time employees in the Midwestern United States, we found technology-related pressure predicted home boundary permeability, even after accounting for a person’s preference for work–home segmentation. Our findings suggest that high home boundary permeability may be a double-edged sword as it was significantly associated with both greater work-to-home conflict and positive spillover. Further, home support was found to play a buffering role in the relationship between home boundary permeability and work-to-home conflict. Suggestions for how HRD and management practitioners can help employees achieve a healthy balance between work and home are offered.

The catalytic role of emotions in sensemaking: Evidence from the blogosphere:

We examine the role of emotions in the sensemaking and related processes engaged during a period of change in a worldwide network of organizations—the Anglican Communion (global religion of nearly 75 million members of the Anglican faith). We studied and qualitatively analyzed text from blogs of members in multiple countries as they commented on issues and actions by the Anglican Communion following a controversial decision. Our findings revealed how manifesting discrete emotions can affect the sense processes by catalyzing them or providing motivation for them. Emotions were also found to be a product of such sense processes.

Differences in Understanding Generation in the Workforce

ABSTRACT From an analysis of two age diverse samples in which we explored the ways “generation” is understood in the workforce, we make several contributions to generational research. First, we propose new conceptualizations on generations in the workforce. They are: contribution (a generation is defined based on the impact its members make on society or organizations) and generation as an ambiguous or irrelevant concept (generational categories are meaningless or inconsequential). Second, we note that individuals draw on a combination of multiple understandings of generations, making each person’s understanding unique and nuanced. Third, though most of our study participants leveraged age in their definition of generation, they did so in different ways. Fourth, we discuss outcomes of different understandings of generation, including conflict and identity work.