A Model of Self-Held Work Roles and Role Transitions

We develop a model of individual role perceptions and apply this model to the problem of role transitions. The model we present is based on 3 components: system requirements, which represent the demands made of the individual by the employing organization; role-schemas, defined as individual perceptions of how the role is typically enacted within the broader society; and a role-specific self-concept. We argue that these 3 factors are salient during role enactment and role transition, and that they influence behavior on the job. We then present a 2-stage model of role transitions outlining the ways in which roles can change over time. We close with a discussion of the contributions of the model.

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