Identity at work : Managers’ reflections about dimensions at work

The purpose of this thesis is to identify, describe and develop the understanding of what aspects at work are important for individuals' identity construction. In this understanding-oriented study the empirical data consists of three different groups: middle managers, cultural workers and “Airis-managers”. I have interpreted and analysed the 75 respondents’ stories, and in their experiences found similar patterns. My conclusion is that there are different dimensions at work that may affect the identity construction. My research question: What is it about work that is experienced as important for individuals’ identity construction? can be answered with the five different identity-related dimensions that I have identified: the enabling dimension, the legitimating dimension, the strengthening dimension, the touching dimension and the constraining dimension. All these dimensions, except the constraining dimension, contribute positively to identity construction. The constraining dimension can be compensated if the other positively confirming dimensions dominate. The identity construction for each individual appears different depending on what dimensions he/she experiences. That is why work’s impacts on the individual's identity construction vary. In order to illustrate the developed typology of identity-related dimensions, I created a model that aims to facilitate understanding of what aspects at work that may be important for the personal identity. When raising awareness of these dimensions, efforts to strengthen the most important dimensions can be made. Through their leadership and ways of organizing work, managers may influence their employees’ opportunities to construct and strengthen their identity. Much of the identity research discusses the more conscious identity work. In my third study my empirical data consists of managers’ who have brought artists into their organizations, i.e. conducted an artistic intervention called Airis. My interpretation is that implementing an artistic intervention can be considered as a way to challenge and develop the managers’ identity and be a part of their identity work. This thesis deals with “identity at work” (to reconnect to the title). People seldom discuss “identity construction” but that does not mean that identity issues are unimportant. On the contrary, people often talk about their jobs and their work experiences. What this "talk" really means is what this thesis highlights: Identity is constructed and confirmed at work, especially when others are told about the work-related experiences

Identitet i arbete(t) – Chefers reflektioner om arbetets dimensioner

Managers’ reflections about dimensions at work The purpose of this thesis is to identify, describe and develop the understanding of what aspects at work are important for individuals' identity construction. In this understanding-oriented study the empirical data consists of three different groups: middle managers, cultural workers and “Airis-managers”. I have interpreted and analysed the 75 respondents’ stories, and in their experiences found similar patterns. My conclusion is that there are different dimensions at work that may affect the identity construction. My research question: What is it about work that is experienced as important for individuals’ identity construction? can be answered with the five different identity-related dimensions that I have identified: the enabling dimension, the legitimating dimension, the strengthening dimension, the touching dimension and the constraining dimension. All these dimensions, except the constraining dimension, contribute positively to identity construction. The constraining dimension can be compensated if the other positively confirming dimensions dominate. The identity construction for each individual appears different depending on what dimensions he/she experiences. That is why work’s impacts on the individual's identity construction vary. In order to illustrate the developed typology of identity-related dimensions, I created a model that aims to facilitate understanding of what aspects at work that may be important for the personal identity. When raising awareness of these dimensions, efforts to strengthen the most important dimensions can be made. Through their leadership and ways of organizing work, managers may influence their employees’ opportunities to construct and strengthen their identity. Much of the identity research discusses the more conscious identity work. In my third study my empirical data consists of managers’ who have brought artists into their organizations, i.e. conducted an artistic intervention called Airis. My interpretation is that implementing an artistic intervention can be considered as a way to challenge and develop the managers’ identity and be a part of their identity work. This thesis deals with “identity at work” (to reconnect to the title). People seldom discuss “identity construction” but that does not mean that identity issues are unimportant. On the contrary, people often talk about their jobs and their work experiences. What this "talk" really means is what this thesis highlights: Identity is constructed and confirmed at work, especially when others are told about the work-related experiences

Artistic interventions that tilt organizations : opportunities and leadership challenges

In artistic interventions artists are invited into organizations to work with management and employees on issues that concern them, such as generating ideas for new products and services, supporting skills development (e.g., leadership, communication, and creativity), or clarifying organizational identity. For this panel symposium we bring together international scholars who have studied various governance-related aspects of artistic interventions in organizations. They will address the kind of leadership that fosters or impedes the capacity of artistic interventions to tilt organizations, the roles of intermediaries who bridge between the world of the arts and the world of organizations, and the potential of artistic interventions for addressing conflict. The symposium will also include an example of a new approach to inquiry developed by an artist in the context of her PhD research to reflect on aesthetic ways of knowing in the process of addressing conflicts. Panelists are junior and senior scholars who have researched artistic interventions in Austria, France, Germany and Sweden from the perspective of the key stakeholders involved: the artist who uses her professional competencies in the process of intervening, the manager who is responsible for initiating an intervention, and the intermediary who works with employees and the artist to enable the intervention. After brief individual presentations the moderated discussion will offer session participants the opportunity to delve deeper with the panelists into experiences with different art forms and diverse cultural contexts, as well as to address difficulties that occur in artistic interventions about which little has been written