Understanding professionals' reactions to strategic change: the role of threatened professional identities

Schilling, Annika; Werr, Andreas; Gand, Sébastien; Sardas, Jean-­Claude

doi:10.1080/02642069.2010.531269

Cited by 34 publications

(23 citation statements)

References 56 publications

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“…In their study of organizational mergers, van Dijk and van Dick (2009) suggest that the use of self-enhancement strategies in response to the perceived work-based identity threat produces resistance to change. Self-enhancement also mediates the relationship between identity threat (produced by strategic organizational change) and employees’ voice, whereas self-continuity (a concept similar to self-verification) mediates the relationship between identity threat induced by role change and turnover (Schilling, Werr, Gand, & Sardas, 2012).…”

Section: Individual-level Work Identitymentioning

confidence: 99%

Identity and identification at work

Miščenko

Day

2016

Organizational Psychology Review

178

166

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Work identity and identification have generated a great deal of interest in the fields of organizational psychology and organizational behavior. Given several theoretical perspectives available to study work identity, the field has developed in somewhat haphazard fashion with independent streams of research investigating the same or highly similar phenomena. In the present review, we provide a broad overview of theoretical approaches and topics in work identity literature to inform and guide future integration. We review over 600 published articles and organize the literature along two dimensions: level of identity inclusiveness (i.e., individual, interpersonal, and collective) and static/dynamic approaches to identity change. Within each review category, a brief summary of extant research is provided, along with suggestions for future research.

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Section: Individual-level Work Identitymentioning

confidence: 99%

Identity and identification at work

Miščenko

Day

2016

Organizational Psychology Review

178

166

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“…It is also asserted that these high engagement service operations allow the customer/client to actively intervene with their service processes (Verma, 2000), often to request modifications to what is being delivered. Given the implication that such high engagement causes a reduction in efficiency (Chase, 1981) there is, at least in part, an assumed increase in commercial pressure (Schilling et al., 2012) and a growing belief that high levels of customer participation in the creation of professional service offerings may be a ‘double‐edged sword’ (Chan et al., 2010).…”

Section: Literature Review and Research Questionsmentioning

confidence: 99%

Examining the characteristics and managerial challenges of professional services: An empirical study of management consultancy in the travel, tourism, and hospitality sector

Brandon‐Jones

Lewis

Verma

et al. 2016

J of Ops Management

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This paper finds that OM's 'one-size-fits-all' characterization of professional services, namely high levels of customer engagement, extensive customization, knowledge intensity, and low levels of capital intensity, does not hold when carrying out a 'deep dive' (to the best of our knowledge, a first in this area of OM) into consultancy in the US travel, tourism, and hospitality sector. We analyse mixed-method data (semi-structured interviews, focus groups, and a besteworst choice experimental survey) and observe that consultancy can actually be quite remote and passive and that any periods of face-to-face 'engagement' will typically be time limited and focused on specific project phases. Moreover, and further confirming the value of a study that allowed us to investigate professional service operations in a specific market context, our data suggest this may often be at the behest of the client. The significant variation observed in levels of customization we interpret as confirming Maister's (1993) notion of a portfolio of brains, grey hair, and procedural work. We also observed relatively high levels of capital intensity; reflecting perhaps the vintage of most OM characterizations and the dramatic ICT-related changes that have occurred in all business operations in the last 20 years. The work also demonstrates the necessity of a more contingent perspective on PSOM. We assess the impact of both firm (scale, specialization) and individual level (leverage) characteristics to demonstrate significant variation within what might be expected to be a relatively homogenous group of professional service operations. For example, investigating the effects of specialization (via a typology of consulting operations: superspecialists, generalists, deep knowledge traders, deep market knowledge traders) revealed that relative degree of interaction may be dependent upon degree of expertise, such that it was the super-specialists in our sample that spent less time with clients and the more generalist firms who were complementing their limited expert status with high levels of interaction (networking, etc.).

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“…Are professional structures in healthcare more orthodox and traditional compared to other organisations? Research on change management in IT, management and technical consulting organisations also show that professional identities are threatened, which consequently leads to resistance on behalf of the participants in the process of change (Schilling, Werr, Gand, & Sardas, 2012). Since research shows similar types of professional resistance in other service organisations, the identification of the bypassing style in the present study may instead be associated with the methodology that was used.…”

Section: Concluding Discussionmentioning

confidence: 84%

Pedagogical approaches in quality improvement coaching in healthcare: a Swedish case study of how improvement coaches approach learning in a contemporary healthcare system

Norman

Fritzén

Gäre

2015

Nordic Journal of Studies in Educational Policy

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In this study we adopt a critical perspective and explore different coaching styles in quality improvement (QI) work in the provision of healthcare. Coaching has gained attention as an effective way to enhance QI in healthcare. This study investigates how coaching is realised in terms of learning: What kinds of learning ideals pervade QI coaching, and how is support for learning realised, given the prevailing conditions in a contemporary healthcare system? For the purpose of this case study, a group of coaches exchanged experiences about their pedagogic roles and the strategies that they employed, on four occasions, over a period of 4 months. The conversations were filmed and then analysed, using critical discourse analysis as an analytic framework. Three parallel styles of coaching were identified, which were symbolised by (1) a pointing, (2) a bypassing and (3) a guiding discourse. No persistent dominance of any one of the discourses was found, which suggests that there exists an ever-present tension between the pointing and guiding pedagogies of coaching activities. The findings indicate that QI coaching in healthcare is more complex than previous conceptualisations of coaching. Additionally, the findings present a new, 'bypassing' coaching style which the coaches themselves were not fully aware of.

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Understanding professionals' reactions to strategic change: the role of threatened professional identities

Cited by 34 publications

References 56 publications

Identity and identification at work

Identity and identification at work

Examining the characteristics and managerial challenges of professional services: An empirical study of management consultancy in the travel, tourism, and hospitality sector

Pedagogical approaches in quality improvement coaching in healthcare: a Swedish case study of how improvement coaches approach learning in a contemporary healthcare system

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