Muslim employees within ‘white’ organizations: the case of Moroccan workers in the Netherlands

An identity-based integrative needs model of crafting: Crafting within and across life domains.

“…Reduce the workload of a voluntary position in a charity organization (volunteer) (Gagnon, 2008) • Time-spatial job crafting o Boundary management styles, individual needs & attitudes (Wessels et al, professionalism (Berger et al, 2017) • Leisure Crafting o Job demands (i.e., avoidance need) when job autonomy was low (Petrou & Bakker, 2016) • Home crafting Home autonomy strengthened the positive association between job crafting and home crafting (Demerouti et al 2019) Crafting Efforts → Needs satisfaction…”

Identity work in organizations and occupations: Definitions, theories, and pathways forward

“…They do this by selectively filtering and attending to the suggestions given to them by others based on whether those suggestions were favorable to their goal of maintaining autonomy or not. Berger et al (2017) This paper shows how Moroccan Muslim employees in Netherlands cognitively reconcile the conflict between their religious and professional identities by cognitively repositioning some of their organization's practices, such as social events that include alcohol that may be contrary to their religious beliefs, as gatherings that have benefits beyond the consumption of alcohol.…”

“…Alternately, they can also enact behaviors that violate norms of justice to promote an identity of being a tough boss) Koerner (2014) In her work exploring workplace courage as a form of identity work, the author suggests that courageous acts such as voicing one's opinion, reporting misconduct, disobedience, circumvention, and resigning in protest can contribute to the crafting of an individual's identity Cowen and Hodgson (2015) They document the behaviors that project managers enact to strengthen their identities as project managers such as avoiding overload of work and deflecting non-project manager responsibilities to others, as well as "window dressing" their performance in front of auditors. Berger et al (2017) They found that Muslim women in a firm in Netherlands worked hard and achieved all their targets to signal that they were hard working professionals and to justify them taking a day off on the festivals of Islam, which were not national holidays in their organization.…”

“…These tensions often stem from identities in conflict (e.g., Carrim & Nkomo, 2016;Croft et al, 2015;Lewis, 2013). For instance, Berger et al (2017) documented how identity work helped Muslim employees reconcile their professional and religious identities, whereas Kreiner, Hollensbe, et al (2006) showed the boundary work priests engage in to protect personal and professional identities from infringing on one another. Role reconciliation may occur over time as well, as individuals who transition from one role to the next also need to align who they once were with who they are now (e.g., Beyer & Hannah, 2002).…”

Muslim Diaspora in the West and International HRM

“…In their article titled 'Muslim employees within "white" organizations: the case of Moroccan workers in the Netherlands' , Berger, Essers, and Himi (2016) focus on how Muslim employees perform agency and identity work within the context of white, Western organizations. Drawing on interviews with highly educated Muslim employees in diverse sectors in The Netherlands, using structuration theory and the concepts of identity regulation and identity work, their study shows how Muslim employees encounter constraints and opportunities within their white organizations and how they perform identity work and agency in relation to their religious practices.…”