PDF(Pubmed)
Abstract：
Extant literature posits that an individual manages their multiple identities by integrating or separating them to varying degrees. We posit that, rather than managing a single set of identities, an individual may engage different identity structures in different contexts. We use the fly-in, fly-out work context, whereby an employee\'s home and work are substantially geographically separated, to explore whether different identity structures exist, strategies for managing them, and their effect on employee retention intentions. Analysis of qualitative data from 29 participants collected across three work sites revealed three main strategies that employees adopt to cope with having multiple identity structures: aligning identities; making work identity dominant; and creating a new identity around the working arrangement and discarding all other identities. These strategies interact with the employee\'s actual identity structure to influence retention intentions. Implications for retaining employees in such working arrangements are discussed.
摘要：
现有文献认为，个人通过不同程度地整合或分离他们来管理他们的多个身份。我们认为，而不是管理一组身份，个人可以在不同的环境中参与不同的身份结构。我们使用飞入，飞出工作环境，员工的家和工作在地理上基本上是分开的，探索是否存在不同的身份结构，管理它们的策略，以及它们对员工保留意向的影响。对来自三个工作地点收集的29名参与者的定性数据进行分析，揭示了员工采取的三种主要策略来应对具有多种身份结构：调整身份；使工作身份占主导地位；并在工作安排周围创建新的身份并丢弃所有其他身份。这些策略与员工的实际身份结构相互作用，以影响保留意图。讨论了在这种工作安排中留住员工的含义。
