Many Mes at Work: Exploring Combinations and Variations of Identification at Work and Relationships to Burnout

Although identification at work is typically framed as a positive experience, scholars have increasingly called for greater attention to how it might paradoxically undermine psychological well-being. Indeed, emerging empirical evidence suggests its relationships with burnout may be less consistent than previously assumed. However, prior research has primarily focused on strong identification with a single work target and treated identification as a relatively stable construct. This dissertation advances our understanding of the relationships between identification at work and burnout by examining three underexplored mechanisms: the combined effects of multiple forms of identification, the temporal variability of identification, and the moderating influence of factors within and beyond the workplace. Across two studies, I identify distinct profiles of organizational, team, and professional identification that are meaningfully associated with theorized antecedents and outcomes. I also demonstrate that these forms of identification fluctuate daily and that between-person relationships established in prior research do not consistently hold at the within-person level, with daily professional identification predicting higher levels of burnout. Additionally, I find that affective rumination and psychological detachment moderate the effects of daily team identification, though in unexpected ways. Beyond these contributions, I underscore the need for greater theoretical clarity on professional identification and extend the study of identification at work beyond core identity theories. These findings also have practical implications, suggesting that organizations should implement strategies that strengthen organizational and team identification—not only for their potential benefits but also to mitigate the risks of excessive professional identification.