Marginal memberships

Abstract

In workplace interactions, professionals who are demographically different from the majority of others in their profession (e.g., one of a few African Americans in a predominately White group of doctors) often experience “identity ambiguity”—the sense and feeling that one’s claims to a professional identity are questioned or not fully accepted in an interaction because of one’s atypical demographic background. We assert here that identity ambiguity can have meaningful psychological and behavioral effects on the demographically atypical professional. We offer a model which explores how such experiences of identity ambiguity evoke identity threats and negative emotions. In turn, we describe how these reactions can impact work role engagement and in-role and extra-role performance for demographically atypical professionals. We discuss the implications for organizations and for individuals who have trouble claiming and/or being granted an identity in work interactions.