Feeling Misidentified: The Consequences of Internal Identity Asymmetries for Individuals at Work
研究员工感到同事不认可其工作身份（内部身份不对称）时的体验，分析影响这种体验的三种特征（重要性、可变性、效价）及后续应对和结果。
At work, individuals have an enduring interest in how others perceive them and a fundamental desire for others to affirm and verify their salient work-related identities. Internal identity asymmetry is experienced when individuals feel misidentified—when they believe their colleagues do not recognize their work-related identities. Linking the identity, self-verification, and impression management literature, we define and unpack the experience of internal identity asymmetry in the workplace. We incorporate theories of cognitive appraisal to delineate three moderating characteristics that differentiate asymmetries (importance, mutability, and valence) and together determine an individual's proximal coping response and subsequent outcomes of the asymmetry. In doing so we suggest that internal identity asymmetry may be a positive or a negative experience for individuals and their interpersonal relationships at work.