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Article
Publication date: 5 December 2023

Udayan Dhar and Richard Boyatzis

Modern careers are marked by periods of feeling betwixt, or “in-between,” – yet, there is no validated measure of this experience, recognized as subjective liminality. The present…

1002

Abstract

Purpose

Modern careers are marked by periods of feeling betwixt, or “in-between,” – yet, there is no validated measure of this experience, recognized as subjective liminality. The present research aims to (1) operationalize subjective liminality and (2) develop and validate a scale to measure it.

Design/methodology/approach

A literature review was used to operationalize subjective liminality, and the scale validation was performed using four separate samples: 150 workers on M-Turk, 151 graduate and professional students at a large Midwestern University, 252 unemployed individuals in the US and Canada, and 416 full-time employed individuals in the US.

Findings

Subjective liminality was conceptualized as a second-order latent construct reflected by three dimensions: feelings of anxiety, ambiguity and reduced group identification. A 9-item scale was developed and validated to measure it.

Originality/value

This study clarifies and measures an emergent construct in the career transition and organizational change literature.

Details

Journal of Organizational Change Management, vol. 36 no. 8
Type: Research Article
ISSN: 0953-4814

Keywords

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Article
Publication date: 31 August 2021

Udayan Dhar

The purpose of this study is to investigate professional identity development among management professionals through the lens of the ideal self and personal values.

325

Abstract

Purpose

The purpose of this study is to investigate professional identity development among management professionals through the lens of the ideal self and personal values.

Design/methodology/approach

Detailed career vision essays based on the ideal self and personal values of 48 participants ranging in age from 22 to 54 were analyzed using an inductive thematic analysis. A theory-based classification of their personal values, collected through a survey, was also conducted as a supplemental analysis.

Findings

The visions of older management professionals were less career-oriented, more holistic, involved in a greater multiplicity of career roles, had more clarity and placed higher emphasis on work–life balance and on developing others. The older participants also reported having fewer self-enhancement values.

Originality/value

The findings demonstrate the relevance of the ideal self as a lens to study identity development and advance our understanding of professional identity development in the context of modern careers.

Details

Journal of Management Development, vol. 40 no. 6
Type: Research Article
ISSN: 0262-1711

Keywords

Available. Open Access. Open Access
Article
Publication date: 7 December 2021

Richard Boyatzis and Udayan Dhar

The ideal self has had a place in management literature in recent years with reference to identity and role change. However, except for a JMD article in 2006, there has been…

11557

Abstract

Purpose

The ideal self has had a place in management literature in recent years with reference to identity and role change. However, except for a JMD article in 2006, there has been little theorizing on the ideal self, which is often treated as a static construct. The purpose of this article is to update and refine the concept and explain the dynamic nature of the construct.

Design/methodology/approach

This conceptual paper is based on a review of the recent management and psychology literature related to the ideal self and its components.

Findings

The authors propose a dynamic theory of the emerging ideal self and delineate how its components evolve over time.

Research limitations/implications

The ideal self, or one's personal vision, is a major motivator of learning and change and the sustainability of such efforts. The time dynamic theory would encourage and guide longitudinal research using better variables and measures as well as help in conceptualizing the role of socialization, social identity and life/career stages.

Practical implications

With a better theory of the ideal self, trainers, consultants, coaches and teachers can help people update their deep sense of purpose and the sustaining driver of learning and change the ideal self. It could help people and organizations address a major determinant of engagement.

Originality/value

This theory offers a temporal understanding of how the ideal self can motivate learning and change at different life and career eras, which can help in designing future research on identity-related transitions.

Details

Journal of Management Development, vol. 41 no. 1
Type: Research Article
ISSN: 0262-1711

Keywords

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Article
Publication date: 25 January 2022

Udayan Dhar

Studies on managerial coaching have documented the challenges and complexities involved. Therefore, this study aims to develop a conceptual framework to understand these…

1449

Abstract

Purpose

Studies on managerial coaching have documented the challenges and complexities involved. Therefore, this study aims to develop a conceptual framework to understand these challenges.

Design/methodology/approach

This article uses the lens of paradox theory and intentional change theory to develop a conceptual framework to explain that managerial coaching is the source of emergent tensions.

Findings

In this study, four tensions that emerge in the socio-psychological response of the team member and their bi-directional impacts are described, namely, the tensions between change and continuity; autonomy and structure; short and long-term orientations; and authenticity and social influence.

Originality/value

The theory developed in this paper could help researchers design methodologically rigorous studies on managerial coaching effectiveness.

Details

Leadership & Organization Development Journal, vol. 43 no. 2
Type: Research Article
ISSN: 0143-7739

Keywords

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