Summary

With the development of an integrated cross-disciplinary framework to study workplace identity construction, the current theoretical discussion on workplace identity construction is extended—first, by focusing on intersectionality as theoretical lens and methodology in our thinking about workplace identity, highlighting the significance of an individual’s intersections of social locations in the workplace embedded in socio-historical and political contexts, and second, by focusing on the influence of national culture and societal landscapes as important macro contextual factors, adding a super-group level and a cross-cultural perspective on how individuals navigate their identities at work.

Using an intersectional-identity-cultural conceptualization of workplace identity formation elucidates the personal, social identity, sub-group, group, and super group level of influences on identity formation. It focuses on the interplay between individual, relational, collective, and group identity, and emphasizes social identity as the bridge between personal identity and group identity. It highlights the multiplicity, simultaneity, cross cutting, intersecting, as well as differing prominence and power differences of social identities based on differing contexts. It illustrates the relatively stable yet fluid nature of individual (intra-personal and core) identity as it adapts to the environment, and the constant changing, co-constructed, negotiated, and re-negotiated nature of relational (inter-personal), collective identity (social identity) as it gets produced and re-produced, shaped and reshaped by both internal and external forces, embedded in socio-historical-political workplace contexts.

Understanding the interplay of the micro-level, individual (agency), relational, and collective identity levels (social construction), nested in the meso level structures of domination, and group dynamics in the workplace (control regulation/political) in its macro level societal landscape context (additional control regulation) will help us to understand the cognitive sense-making processes individuals engage in when constructing workplace identities. This understanding can help to create spaces where non-normative individuals can resist, disrupt, withdraw, or refuse to enact the limited accepted identities and can create alternative discourse or identity possibilities.