Researchers agree that individuals with stigmatized identities are constantly managing their identity to proactively counter anticipated discrimination or stigmatization, yet most research considers identity management within a bounded context or in critical incidents. In order to advance the understanding of racial minority experiences at work, I utilize the identity management strategy of identity shifting to examine continual identity management and its effect on authenticity, well-being, and burnout for Black employees. I integrate the identity management literature with the emotional labor literature to conceptualize two forms of identity shifting that more specifically describe the psychological process of identity shifting in the workplace. I propose a conceptual model of identity shifting with antecedents, behaviors, and outcomes and test it using a mixed methods sequential research design. In Phase I, a cross-sectional survey of 284 Black employees provided support for the relationships between an identity-related antecedent, identity shifting, and the outcomes. There was partial support for the relationship between job characteristics and identity shifting. Using qualitative data gathered through semi-structured interviews, the findings of Phase II advanced the conceptual model by identifying additional organizational characteristics that influence identity shifting, expanding the understanding of identity shifting behaviors, classifying other outcomes beyond the intrapersonal, and framing the model within a motivational context. Overall, this research provided support for the study of identity management as a continuous phenomenon. The implications of this research and recommended future directions are discussed.
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