Comments on Workplace selfconcept

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Comments on Workplace self-concept

• Shyhjer Chen
• National Sun Yat-sen U.

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Workplace self-concept

• What are the differences among workplace
  self-concept, organizational identity, and social
  identity?
• The theoretical background of the new invented
  construct, WSC, is based on identity theory from
  sociology. Social identity discusses who I am
  in the social context.
• The organizational identity discusses who I am
  in organizations. Not much literature has been
  cited in this manuscript from organization and
  management but from sociology and psychology.

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Workplace self-concept

• What is difference between identity and
  identification?
• The two terms are shown in Figure 1.
• Identity answers who I am? (fact)
• Identification involves the psychological
  affection with organizations?

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Workplace self-concept

• The manuscript distinguishes six roles in
  workplaceemployee, colleague, supervisor,
  subordinator, group member, and
  occupation/profession.
• The first five are related to the roles in
  workplace and are more visible. The
  lastoccupation/professionseems to be
  untouchable. The last construct is significantly
  different from the first five.

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Workplace self-concept

• When we talk about workplace self-concept, we can
  refer to different self-concepts in different
  organizational level. Which level of the
  manuscript focuses on? For example, as an
  employee, which level I identify myself?
  Organizational level? Team level? Or department
  level?
• I am a professor.. I am a professor of National
  Sun Yat sen U. I am a professor at the Institute
  of HRM in NSYSU. I am a professor of College of
  Management of NSYSU.

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Workplace self-concept

• The correlation co-efficients among WSE, OBSE and
  self-efficacy are around .50. Can we say that the
  three constructs are not discriminant to each
  other?

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Workplace self-concept

• It is a very important part of effects of WSC on
  organizational outcomes in this paper to infer
  the two propositions. However, it only take a
  couple pages to discuss WSC and organizational
  outcomes.
• How does WSC affect organizational outcomes
  positively?

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WSE IjEj I1E1I2E2I6E6

9
I1E1
I2E2
WSE
I3E3
I4E4
I5E5
I6E6
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Workplace self-concept

• WSC is a multidimensional construct?
• WSC is the components of identities and
  evaluations and is a formative construct?
• WSC is an aggregate model?
• If WSC is a aggregate model and formative form of
  identities and evaluations, Is it possible to
  test its validity by using CFA?
• If WSC is a aggregate model and formative form of
  identities and evaluations, is it able to test
  discriminant validities to OBSE and
  self-efficacy?

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Is WSE a multidimensional construct?
I1
I2
Identity
I3
I4
I5
WSE
I6
E1
E2
Self-evaluation
E3
E4
E5
E6
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Is WSE a multidimensional construct?
I1
I2
Identity
I3
I4
I5
WSE
I6
E1
E2
Self-evaluation
E3
E4
E5
E6
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Workplace self-concept

• More references
• Brickson, Shelley, 1999, The impact of identity
  orientation on individual and organizational
  outcomes in demographically diverse settings.
  AMR, 25(1)
• Dutton, Jane, et al., 1994, Organizational images
  and member identification, ASQ, 39(2)
• Ashforth, B., 1989, Social identity theory and
  the organization, AMJ, 14