Résumé
The employees are not anymore defined by the work they accomplish, but also by the experiences they live. They have multiple identities from several spheres of life, and these identities influence their actions, and by extension have consequences on their behaviour. The aim of this research is to understand how multiple identities of an employee interfere with the organisational context (resources and exigences), and what the consequences are in term of workplace well-being and individual performance. In that line, three studies based on the resources conservation theory (Hobfoll, 1989) have been conducted with teacher-researchers. This thesis generated several contributions. First, the nature of the mediator role of resources in the relation between multiple identities, workplace well-being and individual performance have been shown. The moderator role for exigences also. Second, this research contributes to a better understanding of identity mechanism in game. A typology of identity strategies elaborated by employees in responses to their environmental signals are suggested. The network structure of multiple identities, a hypothesis expressed by Ramarajan (2014) is also verified. In that sense, in an organisational context, the employee is subjected to environmental signals (from resources and exigences) which establish for them an identity threat or an identity opportunity. In response, they build strategies. According to the results of these strategies, and the identity network structure of the person, the identity threat or identity opportunity can spread via the network within the resources reservoir of the person, generating gain or loss spiral of resources, with consequences on workplace well-being and individual performance.