ABSTRACT Based on the identity process model, we investigated developmental differences in moral identity between leaders by analyzing their personal experiences of and reactions to actual moral conflicts at work. Using a longitudinal (16-week) qualitative design, we collected weekly moral conflict stories from ten leaders. First, after an inductive exploratory analysis we found that the leaders showed different levels of awareness (descriptive, reflective, and evaluative) with regard to how far they were able to identify their own role, values, feelings, and behaviors in each moral conflict. Second, after a theory-driven analysis, the integrated model of the micro processes of identity development was found applicable to the moral domain: Assimilation, accommodation, and withdrawal were identifiable from the leaders’ reactions to moral conflicts. In addition, we identified subcategories of defensive, self-protective, and morally courageous responses to the conflicts. Leaders were more likely to use a variety of ways to maintain their existing value framework than to show major changes in their personal values. Thus, a prerequisite for moral identity development seems to be the ability to reflect and evaluate one’s moral framework from multiple viewpoints, as this can lead to more flexibility, and eventually, a readiness for change.

中文翻译：

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道德冲突作为工作中道德认同发展的动力：每周经历中的自我意识和微观过程

摘要 基于身份过程模型，我们通过分析领导者对工作中实际道德冲突的个人经历和反应，调查了领导者之间道德认同的发展差异。使用纵向（16 周）定性设计，我们每周收集十位领导者的道德冲突故事。首先，经过归纳探索性分析后，我们发现领导者对他们在每次道德冲突中识别自己的角色、价值观、感受和行为的程度表现出不同程度的意识（描述性、反思性和评价性）。其次，经过理论驱动的分析，发现认同发展微观过程的综合模型适用于道德领域：同化、适应和退缩可以从领导者对道德冲突的反应中识别出来。此外，我们还确定了对冲突的防御性、自我保护性和道德上的勇敢反应的子类别。领导者更有可能使用各种方式来维护他们现有的价值观框架，而不是展示他们个人价值观的重大变化。因此，道德认同发展的先决条件似乎是能够从多个角度反映和评估一个人的道德框架，因为这可以带来更大的灵活性，并最终为变革做好准备。