Subjective and Objective Work-Based Identity Consequences

The aim of this chapter is to provide a systematic literature review on the selected consequences of work-based identity (WI). The first section of the chapter includes the following subjective consequences: self-report measures on personal alienation, helping behaviour (H-OCB), burnout (consisting of three dimensions: emotional exhaustion, depersonalisation and reduced personal accomplishment) and work engagement and their potential relationships with WI. This review generally indicates that some studies reported on links between these mentioned subjective outcomes and WI facets, but not on a combined and integrated WI construct. This indicates a clear void in the literature. The second part of the chapter reviews two objective consequences, namely, turnover intention (as a proxy for actual turnover) and task performance (as rated by supervisors) and their potential relationships with WI. The same general trend is reported in the literature were WI facets are linked to objective consequences. No studies addressed the link between WI and consequences per se, thereby indicating a gap in the literature. The third section theorises whether the subjective (also termed intermediate) consequences mediate the relationship between WI and the objective consequences (turnover intention and task performance) - which are also termed long term. No studies could be found that reported on these possible mediation effects. The fourth and final section of the chapter presents literature on the possible moderation effects biographical and demographical variables may have on the relationship between WI in predicting the two objective outcomes (turnover intention and task performance), respectively. In this regard literature is sparse and only referring to some WI facets.