Identities in organizations - BMEGT52D402

PhD students extend their knowledge of the identity approach in studying and understanding current issues in organizational psychology.

1. Know the dominant perspectives of identity and identity work in organizations.
2. Understand the relevance of identity perspective in relation to current organisational and leadership discourses.
3. Identify challenges of identity work in today’s societal and business context.

1. Compare and contrast the perspectives on identity and identity work in organisational settings.
2. Demonstrate the ability to analyse identities and identity work of leaders in organisations.
3. Demonstrate the ability to reflect on their own identity as doctoral students.

1. Open to a diverse approach to complex organizational phenomena.
2. Takes an appreciative approach to views and solutions that differ from one's own.
3. Characterized by critical and self-reflective thinking.
4. Strives to improve themselves, is open to feedback and makes changes based on it.

1. Performs their research and publication tasks with high integrity, constantly reflecting on possible ethical problems and dilemmas.
2. He is aware of their role as intellectuals in society. Strives to contribute to the development of awareness of their environment and the creation of constructive dialogue.

Lecture and practices.

• Órai anyagok, valamint:
• Alvesson, M., Lee Ashcraft, K., & Thomas, R. (2008). Identity Matters: Reflections on the Construction of Identity Scholarship in Organization Studies. Organization, 15(1), 5–28.
• Ashforth, B. E., Moser, J. R., & Bubenzer, P. (2020). Identities and identification in work contexts: Beyond our fixation on the organization. In The Oxford handbook of identities in organizations, 817-832.
• Beech, N., MacIntosh, R., & McInnes, P. (2008). Identity Work: Processes and Dynamics of Identity Formations. International Journal of Public Administration, 31(9), 957–970.
• Brown, A. D. (2015). Identities and identity work in organizations. International Journal of Management Reviews, 17(1), 20–40.
• Brown, A. D. (2017). Identity work and organizational identification. International Journal of Management Reviews, 19(3), 296–317.
• Brown, A. D. (Ed.). (2020). The Oxford Handbook of Identities in Organizations. Oxford University Press.
• Brown, A. D. (2022). Identities in and around organizations: Towards an identity work perspective. Human Relations, 75(7), 1205–1237.
• Caprar, D. V., Walker, B. W., & Ashforth, B. E. (2022). The dark side of strong identification in organizations: A conceptual review. Academy of Management Annals, 16(2), 759-805.
• Caprar, D. V., & Walker, B. W. (2024). Identity theory. In A Guide to Key Theories for Human Resource Management Research (pp. 100-106). Edward Elgar Publishing.
• Day, D. V. (2024). Self-Views and Leader Development. In Developing Leaders and Leadership: Principles, Practices, and Processes, 95-126.
• DeRue, D. S., & Ashford, S. J. (2010). Who will Lead and Who will Follow? A Social Process of Leadership Identity Construction in Organizations. Academy of Management Review, 35(4), 627–647.
• Haslam, S. A., Powell, C., & Turner, J. (2000). Social identity, self‐categorization, and work motivation: rethinking the contribution of the group to positive and sustainable organisational outcomes. Applied Psychology, 49(3), 319-339.
• Haslam, S. A., Gaffney, A. M., Hogg, M. A., Rast III, D. E., & Steffens, N. K. (2022). Reconciling identity leadership and leader identity: A dual-identity framework. The Leadership Quarterly, 33(4), 101620.
• Ibarra, H., & Petriglieri, J. L. (2010). Identity work and play. Journal of Organizational Change Management.
• Ibarra, H., Wittman, S., Petriglieri, G., & Day, D. V. (2014). 14 Leadership and Identity: An Examination of Three Theories and New Research Directions. The Oxford handbook of leadership and organizations, 285.
• Ibarra, H., & Odaru, O. O. (2020). Identity play and the creative potential of liminal experiences. The Oxford handbook of identities in organizations, 471-486.
• Irshad, M., & Bashir, S. (2020). The dark side of organizational identification: a multi-study investigation of negative outcomes. Frontiers in Psychology, 11, 572478.
• Kragt, D., & Day, D. V. (2020). Predicting leadership competency development and promotion among high-potential executives: The role of leader identity. Frontiers in psychology, 11, 1816.
• Miscenko, D., & Day, D. V. (2016). Identity and identification at work. Organizational Psychology Review, 6(3), 215-247.
• Miscenko, D., Guenter, H., & Day, D. V. (2017). Am I a leader? Examining leader identity development over time. The Leadership Quarterly, 28(5), 605–620.
• Mosala, T., & Bennett, K. (2024). Leader identity and identity work: Enhancing coaching of leaders in changing contexts. International Journal of Evidence Based Coaching & Mentoring, 22(2).
• Moser, J. R., & Ashforth, B. E. (2021). My network, my self: A social network approach to work-based identity. Research in Organizational Behavior, 41, 100155.
• Roberts, L. M., & Caza, B. B. (2024). Positive Identity Construction in Diverse Organizations. Annual Review of Organizational Psychology and Organizational Behavior, 12.
• Rogiers, P., & Caza, B. (2021). Managing the Identity Challenges of Organizational Gig Work.
• Spyridonidis, D., Hendy, J. A. N. E., & Barlow, J. (2015). Understanding hybrid roles: The role of identity processes amongst physicians. Public Administration, 93(2), 395-411.
• Sveningsson, S., & Alvesson, M. (2003). Managing managerial identities: Organizational fragmentation, discourse and identity struggle. Human relations, 56(10), 1163-1193.
• Szekely, V., Whiley, L. A., Pontes, H., & McDowall, A. (2024). Tying leaders' identity work and executive coaching research together: an overview of systematic reviews and agenda for research. Journal of Work-Applied Management.
• Van Knippenberg, D. (2000). Work motivation and performance: A social identity perspective. Applied psychology, 49(3), 357-371.
• Vough, H., Caza, B., & Puranik, H. (2020). Identity Work in Organizations. Journal of Organizational Behavior. 2018;39. 889–910.
• Workman-Stark, A. (2024). ‘Me, us, and Them’: Policing and the Dynamics of Identity Work. Police Quarterly, 10986111241246311.
• Wortelboer, G., & Van der Steen, M. P. (2023). Precarious Workers’ Wellbeing: Identity Development Through Online Discourses of Quiet Quitting. In The Palgrave Handbook of Fulfillment, Wellness, and Personal Growth at Work (pp. 281-301). Cham: Springer International Publishing.
• Ybema, S. (2020). Bridging self and sociality: Identity construction and social context. https://academic.oup.com/edited-volume/34258/chapter/290440653

A kurzus abszolválásának módja az alábbi két feltétel teljesülése: Az előadások első 15 percében tartott, az adott óra témájához kapcsolódó tudományos cikk referátumával, melyet írott formában is be kell adni legkésőbb az utolsó órán. Az írott verzióba (leadott dolgozat) további szakirodalmat kell bevonni a kurzus megadott irodalmából. Az írott verzió hossza 1500 szó.

Órai referátum értékelése: a bemutatott szakmai cikk kritikai feldolgozásának képessége, amely magában foglalja a tanulmány tudományos jelentőségét, relevanciáját, újszerűségét a kurzus témája szempontjából, valamint a tanulmány módszertanának bírálatát. A referátum formai elemeinek értékelése kiterjed az előadásmód stílusára, strukturáltságára, valamint az időgazdálkodásra. A leadott dolgozat értékelése: a szakirodalom áttekintés módszertani kritériumainak alkalmazása. Kritikai gondolkodás: hogyan hasonlítja össze és ütközteti a hallgató a dolgozatba bevont második tanulmány megközelítésével és eredményeivel a referált tanulmányt. Formai és akadémiai stílussal kapcsolatos elvárások betartása.

• Órai referátum: 40
• Beadandó dolgozat: 60
• Összesen: 100

A beadandó pótleadása és az órai referátum pótlása a TVSz szerinti határidőig megtörténhet.

Consulted with the Faculty Student Representative Committee, approved by the Vice Dean for Education, valid from: 03.03.2025.

A félév során az alábbi témákat vesszük sorra.