Acceso usuarios
Transitions in work memberships, relationships, and roles can result in work-related identity loss. This article contributes to a growing body of research examining identity transitions by providing a dynamic model to explain these identity losses. Our model incorporates principles from identity research and grief research to predict how employees will react to the loss of a work-related identity.We conceptualize the transition period as one of liminality, during which individuals engage in sensemaking and emotion regulation to determine who they were and who they are becoming. Specifically, the process involves cognitive and emotional processing in two domains: loss orientation and restoration orientation. We propose that emotions experienced (and their associated regulatory foci) are critical for determining whether individuals experience adaptive or maladaptive identity-related outcomes.
