Applying models of employee identity management across cultures: Christianity in the USA and South Korea
研究比较了美国和韩国基督教徒员工在职场中如何管理自己的宗教身份，发现宗教中心性、披露风险和组织同化压力影响策略选择，且国家背景调节了这些关系。
Summary Identity management refers to the decisions individuals make about how they present their social identities to others. We examined cross‐cultural differences in distancing and affirming identity management strategies of Christian‐identified employees utilizing samples from the USA and South Korea. Religious centrality, risks of disclosure, pressure to assimilate to organizational norms, and nation were key antecedents of chosen identity management strategies. Risks of disclosure and pressure to assimilate related to more distancing and less affirming strategies when religious centrality was low, but nation served as a boundary condition for the moderating effects of religious centrality. Distancing strategies related to negative outcomes regardless of religious centrality, but affirming strategies only related to positive outcomes when religious centrality was low. We discuss how this work contributes to theoretical and practical understanding of identity management in the workplace and across cultures. Copyright © 2014 John Wiley & Sons, Ltd.