ABSTRACT
This chapter explores the experiences of new employees as they work on their identities within the specific situation of organisational entry and socialisation. It reports evidence of three elements of identity regulation inherent in the way socialisation experiences are structured in organisations engaged in outsourced software work. More specifically, focusing on experienced tensions, the directions of identity work in response to these expectations are explored. The findings point to resources that help new entrants to address these tensions leading to the implications for HRD to facilitate identity work through the provision of these resources and the facilitation of their use.
