{"id":{"repo_id":"uiuc","oai_identifier":"oai:www.ideals.illinois.edu:2142/108265"},"canonical_url":"https://search.dev.ndltd.org/etd/uiuc/oai:www.ideals.illinois.edu:2142/108265","repository":{"repo_id":"uiuc","name":"University of Illinois - Urbana-Champaign","base_url":"https://www.ideals.illinois.edu/oai-pmh"},"display":{"title":"The role of identity integration for the career commitment and managerial aspirations of first-time mothers: Examining antecedents, mechanisms, and moderators","abstract":"The influx of women into professional careers in the last four decades represents a move toward a more egalitarian society. However, the underrepresentation of women at senior management levels indicates the next frontier in achieving a more egalitarian workplace. Although previous research has suggested that women’s dual-identity concerns as mothers and professionals may contribute to them ‘opting out’ of management roles, it offers little explanation for how the relationship between these two identities influences women’s career attitudes. Using a cross-domain identity transition framework and an intrapersonal identity network approach, this study examines whether and how women’s identity integration following motherhood influences their career commitment and managerial aspirations. Specifically, I investigate how first-time mothers’ maternal-professional identity integration affects their career attitudes via identity enhancement and identity conflict. I also examine in depth whether the length of the maternity leave that new mothers take serves as a temporal resource that affects working mothers’ identity integration. I also consider the influences of support from both family and workplace others. I developed an identity integration scale for this study. I tested the hypothesized research model using 280 working first-time mothers’ responses that I collected via a two-wave longitudinal survey. The results of path analyses show that identity integration can predict first-time mothers’ career commitment and managerial aspirations. In addition, identity integration positively affects identity enhancement and negatively affects identity conflict between the dual identities. However, identity enhancement and conflict do not mediate the relationship between identity integration and career attitudes. Maternity leave length does not directly affect mothers’ identity integration. Instead, it strengthens the positive effects of family and workplace others’ support on identity integration. I also discuss several theoretical and practical implications of this research.","abstract_html":"The influx of women into professional careers in the last four decades represents a move toward a more egalitarian society. However, the underrepresentation of women at senior management levels indicates the next frontier in achieving a more egalitarian workplace. Although previous research has suggested that women’s dual-identity concerns as mothers and professionals may contribute to them ‘opting out’ of management roles, it offers little explanation for how the relationship between these two identities influences women’s career attitudes. Using a cross-domain identity transition framework and an intrapersonal identity network approach, this study examines whether and how women’s identity integration following motherhood influences their career commitment and managerial aspirations. Specifically, I investigate how first-time mothers’ maternal-professional identity integration affects their career attitudes via identity enhancement and identity conflict. I also examine in depth whether the length of the maternity leave that new mothers take serves as a temporal resource that affects working mothers’ identity integration. I also consider the influences of support from both family and workplace others. I developed an identity integration scale for this study. I tested the hypothesized research model using 280 working first-time mothers’ responses that I collected via a two-wave longitudinal survey. The results of path analyses show that identity integration can predict first-time mothers’ career commitment and managerial aspirations. In addition, identity integration positively affects identity enhancement and negatively affects identity conflict between the dual identities. However, identity enhancement and conflict do not mediate the relationship between identity integration and career attitudes. Maternity leave length does not directly affect mothers’ identity integration. Instead, it strengthens the positive effects of family and workplace others’ support on identity integration. I also discuss several theoretical and practical implications of this research.","abstract_has_math":false,"creators":["Kim, Yun Kyoung"],"institution":"University of Illinois at Urbana-Champaign","degree_name":"Ph.D.","degree_level":"Dissertation","degree_discipline":"Human Res & Industrial Rels","degree_department":null,"school":null,"contributors":["Kramer, Amit","Cardador, Maria T","Newman, Daniel A","Loyd, Denise"],"advisors":[],"committee_chairs":[],"committee_members":[],"year":2020,"date_issued":"2020-08-27T00:50:00Z","date_published":"2020-08-27T00:50:00Z","updated_at":"2026-07-22T22:24:48Z","subjects":["working mothers","identity integration","career commitment","managerial aspirations","maternity leave"],"languages":["en"],"rights":["Copyright 2020 Yun-Kyoung Kim"],"rights_urls":[],"identifier_entries":[]},"links":{"outbound_url":"http://hdl.handle.net/2142/108265","outbound_label":"Handle","outbound_source":"dc:identifier"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:contributor","label":"Contributor","values":["Kramer, Amit","Cardador, Maria T","Newman, Daniel A","Loyd, Denise"]},{"key":"dc:creator","label":"Author","values":["Kim, Yun Kyoung"]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:date","label":"Dc Date","values":["2020-08-27T00:50:00Z","2022-08-27T00:51:40Z","2020-04-23","2020-05"]},{"key":"dc:type","label":"Dc Type","values":["text","Thesis"]},{"key":"thesis:degree_discipline","label":"Discipline","values":["Human Res & Industrial Rels"]},{"key":"thesis:degree_level","label":"Degree Level","values":["Dissertation"]},{"key":"thesis:degree_name","label":"Degree Name","values":["Ph.D."]},{"key":"thesis:institution_name","label":"Thesis Institution Name","values":["University of Illinois at Urbana-Champaign"]}]},{"id":"subjects_keywords","label":"Subjects and Keywords","entries":[{"key":"dc:subject","label":"Dc Subject","values":["working mothers","identity integration","career commitment","managerial aspirations","maternity leave"]}]},{"id":"language_rights","label":"Language and Rights","entries":[{"key":"dc:language","label":"Dc Language","values":["en"]},{"key":"dc:rights","label":"Dc Rights","values":["Copyright 2020 Yun-Kyoung Kim"]}]},{"id":"identifiers","label":"Identifiers","entries":[{"key":"dc:identifier","label":"Identifier","values":["http://hdl.handle.net/2142/108265"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description","label":"Description","values":["The influx of women into professional careers in the last four decades represents a move toward a more egalitarian society. However, the underrepresentation of women at senior management levels indicates the next frontier in achieving a more egalitarian workplace. Although previous research has suggested that women’s dual-identity concerns as mothers and professionals may contribute to them ‘opting out’ of management roles, it offers little explanation for how the relationship between these two identities influences women’s career attitudes. Using a cross-domain identity transition framework and an intrapersonal identity network approach, this study examines whether and how women’s identity integration following motherhood influences their career commitment and managerial aspirations. Specifically, I investigate how first-time mothers’ maternal-professional identity integration affects their career attitudes via identity enhancement and identity conflict. I also examine in depth whether the length of the maternity leave that new mothers take serves as a temporal resource that affects working mothers’ identity integration. I also consider the influences of support from both family and workplace others. I developed an identity integration scale for this study. I tested the hypothesized research model using 280 working first-time mothers’ responses that I collected via a two-wave longitudinal survey. The results of path analyses show that identity integration can predict first-time mothers’ career commitment and managerial aspirations. In addition, identity integration positively affects identity enhancement and negatively affects identity conflict between the dual identities. However, identity enhancement and conflict do not mediate the relationship between identity integration and career attitudes. Maternity leave length does not directly affect mothers’ identity integration. Instead, it strengthens the positive effects of family and workplace others’ support on identity integration. I also discuss several theoretical and practical implications of this research.","Submission published under a 24 month embargo labeled 'Closed Access', the embargo will last until 2022-05-01","The student, Yun Kyoung Kim, accepted the attached license on 2020-04-22 at 15:19.","The student, Yun Kyoung Kim, submitted this Dissertation for approval on 2020-04-22 at 15:41.","This Dissertation was approved for publication on 2020-04-23 at 09:41.","DSpace SAF Submission Ingestion Package generated from Vireo submission #15042 on 2020-08-25 at 17:40:43","Made available in DSpace on 2020-08-27T00:50:00Z (GMT). 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However, the underrepresentation of women at senior management levels indicates the next frontier in achieving a more egalitarian workplace. Although previous research has suggested that women’s dual-identity concerns as mothers and professionals may contribute to them ‘opting out’ of management roles, it offers little explanation for how the relationship between these two identities influences women’s career attitudes. Using a cross-domain identity transition framework and an intrapersonal identity network approach, this study examines whether and how women’s identity integration following motherhood influences their career commitment and managerial aspirations. Specifically, I investigate how first-time mothers’ maternal-professional identity integration affects their career attitudes via identity enhancement and identity conflict. I also examine in depth whether the length of the maternity leave that new mothers take serves as a temporal resource that affects working mothers’ identity integration. I also consider the influences of support from both family and workplace others. I developed an identity integration scale for this study. I tested the hypothesized research model using 280 working first-time mothers’ responses that I collected via a two-wave longitudinal survey. The results of path analyses show that identity integration can predict first-time mothers’ career commitment and managerial aspirations. In addition, identity integration positively affects identity enhancement and negatively affects identity conflict between the dual identities. However, identity enhancement and conflict do not mediate the relationship between identity integration and career attitudes. Maternity leave length does not directly affect mothers’ identity integration. Instead, it strengthens the positive effects of family and workplace others’ support on identity integration. I also discuss several theoretical and practical implications of this research.","Submission published under a 24 month embargo labeled 'Closed Access', the embargo will last until 2022-05-01","The student, Yun Kyoung Kim, accepted the attached license on 2020-04-22 at 15:19.","The student, Yun Kyoung Kim, submitted this Dissertation for approval on 2020-04-22 at 15:41.","This Dissertation was approved for publication on 2020-04-23 at 09:41.","DSpace SAF Submission Ingestion Package generated from Vireo submission #15042 on 2020-08-25 at 17:40:43","Made available in DSpace on 2020-08-27T00:50:00Z (GMT). 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