Individuals at the workplace have a lasting interest in how others perceive them and a core desire for others to assert and verify their salient work-related identities. Internal identity asymmetry is encountered when an individual feels misidentified; when they think their work-related identities are not recognized by their peers. This article based on previous literature about women leadership and their experience of Internal Identity at the workplace. Although there is no concrete theory to explain this concept accordingly in this article, we attempt to investigate the concept of internal identity asymmetry with related theories combined. Subsequently, we addressed how women get misidentified and deduce the consequences of experiences of Internal Identity Asymmetry at the workplace. The current study is a conceptual paper and therefore, contributes freshness to this existing literature by integrating the concept of internal Identity asymmetry and women leadership thus, the model can be empirically tested in future research.
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