Every day, people perform internal (e.g., thoughts) and external (e.g., behaviors) activities to repair, strengthen, or revise their identities at work. Despite organizations being the main stage on which this identity work (IW) occurs and a major contextual element invoking identity work, scholars still lack an understanding of employees' beliefs about their organizations' support for identity work. In this research, we conceptualize and operationalize identity work support perceptions (IWSP)-defined as the degree to which employees perceive that their organization encourages, allows, or provides opportunities to think about, talk about, or display aspects of work and nonwork identities, or engage in activities that foster understanding and sharing of identities. We develop a scale to measure four dimensions (i.e., cognitive, discursive, behavioral, and physical) of IWSP using seven empirical samples (two samples of subject matter experts and five samples of employed adults). We provide evidence of reliability, as well as content, convergent, and discriminant validity with constructs in IWSP's nomological network and IWSP's incremental predictive ability of attitudinal and behavioral outcomes. Implications of our findings for research and practice are discussed. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

中文翻译：

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身份工作支持认知 (IWSP)：构建和测量的开发。


每天，人们都会进行内部（例如，思想）和外部（例如，行为）活动来修复、加强或修正他们在工作中的身份。尽管组织是身份工作（IW）发生的主要舞台，也是调用身份工作的主要背景元素，但学者们仍然缺乏对员工对其组织支持身份工作的信念的理解。在这项研究中，我们概念化并实施了身份工作支持认知（IWSP）——定义为员工认为其组织鼓励、允许或提供机会思考、谈论或展示工作和非工作身份的程度，或参与促进理解和分享身份的活动。我们使用七个经验样本（两个主题专家样本和五个就业成年人样本）开发了一个量表来衡量 IWSP 的四个维度（即认知、话语、行为和身体）。我们通过 IWSP 的法理网络和 IWSP 对态度和行为结果的增量预测能力的构建，提供可靠性以及内容、收敛和判别有效性的证据。讨论了我们的研究结果对研究和实践的影响。 （PsycInfo 数据库记录 (c) 2024 APA，保留所有权利）。