Sa-OR-S111-1 - The Effect Of Identity Dissonance On Emotional Dissonance, In The Workplace: Criterion Validity Of A New Scale.

Emotional labor
Oral Presentation
Part of:
Saturday May 20   09:00 AM to 09:15 AM (15 minutes)
Emotion in the workplace
Emotional labor
The effect of identity dissonance on emotional dissonance, in the workplace: criterion validity of a new scale.
P. Chapaux 1,*, L. Dagot 1, M. Depolo 2
1LAPPS- Paris 8 University, Paris, France, 2Organizational Psychology, Bologna University, Bologna, Italy
Content: Title : The effect of Identity Dissonance on Emotional Dissonance, in the workplace: criterion validity of a new scale.
Identity Dissonance is defined as "the state of psychological distress caused by the
perception of Self discrepancy" (Warin & al., 2006). For Higgins (1987), Self discrepancy
involves: the Actual Self (what the individual thinks or feels to be), Ought Self (role,
responsibilities), Ideal Self. Based on Higgins’ Theory, we proposed to evaluate the situation
in which identity dissonance may occur in the workplace, by measuring the Expressive
Latitude (Actual Self, at work) and Normative Pressure (Ought Self, at work). Individuals
with poor Latitude of identity expression who are suffering a high Normative pressure are those
more prone to identity dissonance. Content validity of this new scale (study 1- Exploratory
analysis with CFA, oblique rotation, and confirmatory analysis in Amos) as well as
convergent and divergent validity (study 2- part one- with other constructs) have been
tested. We also carried out a criterion validity check, assuming that identity dissonance may
affect emotional dissonance in the workplace (study 2-part two). Methodology and results:
French population; N = 120, 75% female, various occupational categories, age 20-65. Four
independent groups and their level of emotional dissonance were studied, considering high/
low expressive latitude (EL) and high/low normative pressure (NP). Results through one
factor ANOVA and post-hoc tests: First, each occupational category is connected to one
specific group (ex: teachers are in group 4: High EL, high NP). Secondly, people with low
EL and high NP (group 2, mostly employees) also significantly score a high level of
emotional dissonance (Zapf & al., 1999), as expected in our model. F (3,116)=9.40, p<.001.
These results suggest that identity dissonance would have a massive effect on emotional
dissonance at work.

LAPPS-Paris 8 University

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