subject:(organizational identity)

University of Illinois – Chicago

1. Langer, Julie Anne. Organizational Identity and The Nature of Stakeholder Relationships in the Blended Age of Organizing.

Degree: 2018, University of Illinois – Chicago

URL: http://hdl.handle.net/10027/22718

► The nature of organizing has changed. If the environment of the 20th century was marked by centralization, a rise in political authority and near unity… (more)

▼ The nature of organizing has changed. If the environment of the 20th century was marked by centralization, a rise in political authority and near unity in organizational form as a result of bureaucratization; it is decentralization, a rise in market authority and the proliferation of diverse organizational forms that characterize the new institutional environments in a global knowledge-based economy. These changes have prompted organizations across sectors to recognize their common enterprise and interact more. No longer are for-profit organizations focusing solely on the pursuit of profit, and government and nonprofit organizations on the pursuit of the common good. Rather, in today’s interconnected world, businesses are expected to embrace collective values and public and nonprofit organizations to internalize a market ethos. While supporters of sector cross-pollination in the public and nonprofit sector often view these changes as a pragmatic way for organizations to survive and thrive, critics believe that the pervasive influence of a market-ethos is changing the way that individuals working in the public and nonprofit sectors view the fundamental nature of relationships with stakeholders and those they serve, by promoting instrumental connections and consumer identities over the public interest. Drawing from theories of isomorphism and organizational ecology, this research examines identity and stakeholder relationships through the lens of Organizational Identity Orientation. Using a mixed method approach, a quantitative measurement model of the organizational identity orientation construct is developed and used to determine how organizational members across sectors view the fundamental nature of stakeholder relationships in the blended age of organizing. Findings suggest that while member perceptions of identity orientation tend to align with historical sector norms of collectivism in the public and nonprofit sectors and individualism in the for-profit sector, all orientations are reflected by members within each sector. Further, average views of individualism are much closer across all sectors than are views of collectivism, and in the case of nonprofit and for-profit members, not significantly different. Factors such as client-type, industry and the type of services an organization provides, help to explain some of these differences. Advisors/Committee Members: LeRoux, Kelly (advisor), Mary, Feeney K (committee member), Brickson, Shelley L (committee member), Michael, Siciliano (committee member), James, Thompson (committee member), LeRoux, Kelly (chair).

Subjects/Keywords: organizational identity; organizational identity orientation; organizational behavior; nonprofits; government

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APA (6^th Edition):

Langer, J. A. (2018). Organizational Identity and The Nature of Stakeholder Relationships in the Blended Age of Organizing. (Thesis). University of Illinois – Chicago. Retrieved from http://hdl.handle.net/10027/22718

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Langer, Julie Anne. “Organizational Identity and The Nature of Stakeholder Relationships in the Blended Age of Organizing.” 2018. Thesis, University of Illinois – Chicago. Accessed January 26, 2021. http://hdl.handle.net/10027/22718.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Langer, Julie Anne. “Organizational Identity and The Nature of Stakeholder Relationships in the Blended Age of Organizing.” 2018. Web. 26 Jan 2021.

Vancouver:

Langer JA. Organizational Identity and The Nature of Stakeholder Relationships in the Blended Age of Organizing. [Internet] [Thesis]. University of Illinois – Chicago; 2018. [cited 2021 Jan 26]. Available from: http://hdl.handle.net/10027/22718.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Langer JA. Organizational Identity and The Nature of Stakeholder Relationships in the Blended Age of Organizing. [Thesis]. University of Illinois – Chicago; 2018. Available from: http://hdl.handle.net/10027/22718

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Montana Tech

2. McKamey, Brigette Renee. Rebuilding Place: Exploring Strategies to Align Place Identity During Relocation.

Degree: MA, 2012, Montana Tech

URL: https://scholarworks.umt.edu/etd/802

► Relocation can be a difficult time for employees as they struggle to adjust to a new work environment. A work environment functions to allow employees… (more)

Subjects/Keywords: identity; organizational change; place; relocation

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APA (6^th Edition):

McKamey, B. R. (2012). Rebuilding Place: Exploring Strategies to Align Place Identity During Relocation. (Masters Thesis). Montana Tech. Retrieved from https://scholarworks.umt.edu/etd/802

Chicago Manual of Style (16^th Edition):

McKamey, Brigette Renee. “Rebuilding Place: Exploring Strategies to Align Place Identity During Relocation.” 2012. Masters Thesis, Montana Tech. Accessed January 26, 2021. https://scholarworks.umt.edu/etd/802.

MLA Handbook (7^th Edition):

McKamey, Brigette Renee. “Rebuilding Place: Exploring Strategies to Align Place Identity During Relocation.” 2012. Web. 26 Jan 2021.

Vancouver:

McKamey BR. Rebuilding Place: Exploring Strategies to Align Place Identity During Relocation. [Internet] [Masters thesis]. Montana Tech; 2012. [cited 2021 Jan 26]. Available from: https://scholarworks.umt.edu/etd/802.

Council of Science Editors:

McKamey BR. Rebuilding Place: Exploring Strategies to Align Place Identity During Relocation. [Masters Thesis]. Montana Tech; 2012. Available from: https://scholarworks.umt.edu/etd/802

Universidade Nova

3. Mena, Maria Inês Pereira Coutinho Falcão. Identity dynamics in non-profit organizations: Ideological and methodological identity orientations.

Degree: 2010, Universidade Nova

URL: http://www.rcaap.pt/detail.jsp?id=oai:run.unl.pt:10362/9870

►

A Work Project, presented as part of the requirements for the Award of a Masters Degree in Management from the NOVA – School of Business… (more)

Subjects/Keywords: Organizational identity; Non-profit organizations; Identity orientations

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6^th Edition):

Mena, M. I. P. C. F. (2010). Identity dynamics in non-profit organizations: Ideological and methodological identity orientations. (Thesis). Universidade Nova. Retrieved from http://www.rcaap.pt/detail.jsp?id=oai:run.unl.pt:10362/9870

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Mena, Maria Inês Pereira Coutinho Falcão. “Identity dynamics in non-profit organizations: Ideological and methodological identity orientations.” 2010. Thesis, Universidade Nova. Accessed January 26, 2021. http://www.rcaap.pt/detail.jsp?id=oai:run.unl.pt:10362/9870.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Mena, Maria Inês Pereira Coutinho Falcão. “Identity dynamics in non-profit organizations: Ideological and methodological identity orientations.” 2010. Web. 26 Jan 2021.

Vancouver:

Mena MIPCF. Identity dynamics in non-profit organizations: Ideological and methodological identity orientations. [Internet] [Thesis]. Universidade Nova; 2010. [cited 2021 Jan 26]. Available from: http://www.rcaap.pt/detail.jsp?id=oai:run.unl.pt:10362/9870.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Mena MIPCF. Identity dynamics in non-profit organizations: Ideological and methodological identity orientations. [Thesis]. Universidade Nova; 2010. Available from: http://www.rcaap.pt/detail.jsp?id=oai:run.unl.pt:10362/9870

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Colorado State University

4. Weitzman, Felix. Organizational longevity as a predictor of organizational learning, organizational identity, organizational innovation, and fiscal conservatism.

Degree: PhD, Education, 2014, Colorado State University

URL: http://hdl.handle.net/10217/82668

► The purpose of this study was to investigate the claims in the literature that some organizations have developed mechanisms that have increased their chances of… (more)

▼ The purpose of this study was to investigate the claims in the literature that some organizations have developed mechanisms that have increased their chances of surviving in a changing environment. The literature claimed that organizations are living entities that could learn and adapt to their business environment, have their own identities, be innovative, and exercise fiscal conservatism. The literature claimed that the organizations that could best employ these four mechanisms increased their chances of surviving the changes in the business environment that might otherwise spell their demise (Cefis & Marsili, 2005; de Geus, 2002; Elsbach & Kramer, 1996; Musso & Schiavo, 2008). This research intended to uncover whether long-lived organizations exhibit higher levels of the four factors described above, and in addition, provide analysis and synthesis of the results in the hope of helping companies live longer. This researcher hoped that a confirmation that these four factors were more pronounced in long-lived organizations than in short-lived organizations would provide both scholars and practitioners with methods to help organizations live longer. To investigate these claims, a survey instrument was designed that combined a short version of the Dimensions of the Learning Organization Questionnaire-A (Yang, 2003), the organizational identity questionnaire part designed by Albert, Ashforth, and Dutton (2000), and innovation inventory questions. Fiscal conservatism was measured by analyzing publically available data on current ratios and long-term debt. The study focused on 703 companies that were publically traded and were listed in Fortune Magazine's top 1,000 lists as of 2012. The survey was sent by e-mail to 3,900 directors and senior managers who worked in these 703 Fortune 1,000 companies. Five research hypotheses were tested to understand the relationships between organizational longevity, organizational learning, organizational identity, innovation, and fiscal conservatism. The lack of statistically significant findings, and nonresponse bias analysis, indicated that the claims that are made in the literature should be considered with caution. Until empirical evidence is found, acting on these claims, although they may have some face validity, could have serious unintended implications. The study offered some alternatives that could better predict organizational learning, organizational identity, innovation, and fiscal conservatism. Advisors/Committee Members: Chermack, Thomas J. (advisor), Glick, Margaret B. (advisor), Nimon, Kim F. (committee member), McCambridge, James A. (committee member).

Subjects/Keywords: fiscal conservatism; organizational learning; organizational innovation; organizational identity

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6^th Edition):

Weitzman, F. (2014). Organizational longevity as a predictor of organizational learning, organizational identity, organizational innovation, and fiscal conservatism. (Doctoral Dissertation). Colorado State University. Retrieved from http://hdl.handle.net/10217/82668

Chicago Manual of Style (16^th Edition):

Weitzman, Felix. “Organizational longevity as a predictor of organizational learning, organizational identity, organizational innovation, and fiscal conservatism.” 2014. Doctoral Dissertation, Colorado State University. Accessed January 26, 2021. http://hdl.handle.net/10217/82668.

MLA Handbook (7^th Edition):

Weitzman, Felix. “Organizational longevity as a predictor of organizational learning, organizational identity, organizational innovation, and fiscal conservatism.” 2014. Web. 26 Jan 2021.

Vancouver:

Weitzman F. Organizational longevity as a predictor of organizational learning, organizational identity, organizational innovation, and fiscal conservatism. [Internet] [Doctoral dissertation]. Colorado State University; 2014. [cited 2021 Jan 26]. Available from: http://hdl.handle.net/10217/82668.

Council of Science Editors:

Weitzman F. Organizational longevity as a predictor of organizational learning, organizational identity, organizational innovation, and fiscal conservatism. [Doctoral Dissertation]. Colorado State University; 2014. Available from: http://hdl.handle.net/10217/82668

5. Scott, Kristoffer. Ideella organisationer och den lärande funktionen : En fallstudie av KFUM Sverige.

Degree: Social Sciences, 2016, Södertörn University

URL: http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-30501

► Bakgrund och problem: Lärande inom organisationer har effekt på hur organisationer hanterar förändring och anpassar sin organisation för en förbättrad effektivitet, vilket kan leda… (more)

▼ Bakgrund och problem: Lärande inom organisationer har effekt på hur organisationer hanterar förändring och anpassar sin organisation för en förbättrad effektivitet, vilket kan leda till konkurrensfördelar. Det är intressant att se på ideella organisationer och deras lärande funktion då organisationsformen skiljer sig från den privata sektorn där företag i större utsträckning arbetar med lärande mer strukturellt medan ideella organisationer ofta baserar sin lärande funktion på lösa samtal. Vår undersökning tar avstamp från detta och mer specifikt i den ideella organisationen KFUM Sverige. Eftersom det är en organisation som sysslar med en rad olika aktiviteter har vi valt att smala av undersökningsområdet till de basketföreningar som har koppling till KFUM. Syfte: Syftet med denna studie är att undersöka hur KFUM arbetar som lärande organisation och hur de lokala KFUM-basketföreningarna har arbetat för att öka medlemsantalet. Potentiellt kan vi få en bild av hur en ideell organisation arbetar som en lärande organisation och huruvida de tar tillvara på intern kunskapsförmedling mellan sina underföreningar. Metod: Vår studie grundar sig i en djupare förståelse för dels människors agerande men även rutiner och arbetssätt inom olika föreningar, valde vi att genomföra intervjuer med personer från basketföreningar med KFUM-anknytning samt en intervju med personen som arbetar som kommunikationsansvarig hos KFUM Sverige, vars arbetsuppgifter behandlar kommunikation med KFUM:s föreningar i hela Sverige. Resultat och slutsats: Efter genomförd studie kan vi dra slutsatserna att KFUM:s basketföreningar är förändringsbenägna och de arbetar som lärande organisationer på individuell nivå men att KFUM Sverige, på nationell nivå, har brister i sin lärande förmåga. Vi anser att detta skulle kunna förbättras genom införande av system som gynnar kunskapsdelning och att organisationen i sig behöver arbeta för att förbättra sin organisatoriska identitet då detta är ett sätt för organisationen att få en organisationskultur som främjar lärande mellan de lokala föreningarna.

Subjects/Keywords: organizational learning; non-profit organizations; knowledge-management; organizational change; organizational identity

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APA (6^th Edition):

Scott, K. (2016). Ideella organisationer och den lärande funktionen : En fallstudie av KFUM Sverige. (Thesis). Södertörn University. Retrieved from http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-30501

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Scott, Kristoffer. “Ideella organisationer och den lärande funktionen : En fallstudie av KFUM Sverige.” 2016. Thesis, Södertörn University. Accessed January 26, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-30501.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Scott, Kristoffer. “Ideella organisationer och den lärande funktionen : En fallstudie av KFUM Sverige.” 2016. Web. 26 Jan 2021.

Vancouver:

Scott K. Ideella organisationer och den lärande funktionen : En fallstudie av KFUM Sverige. [Internet] [Thesis]. Södertörn University; 2016. [cited 2021 Jan 26]. Available from: http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-30501.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Scott K. Ideella organisationer och den lärande funktionen : En fallstudie av KFUM Sverige. [Thesis]. Södertörn University; 2016. Available from: http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-30501

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Boston College

6. Khajarian, Araz. Context-Relativity in Organizational Culture: The Case of the American University of Madaba.

Degree: MA, Educational Leadership and Higher Education, 2020, Boston College

URL: http://dlib.bc.edu/islandora/object/bc-ir:108835

► Organizational culture was originally addressed in the management literature in the late 1970s (e.g. Pettigrew, 1979; Deal & Kennedy, 1982). Scholars have later on extended… (more)

▼ Organizational culture was originally addressed in the management literature in the late 1970s (e.g. Pettigrew, 1979; Deal & Kennedy, 1982). Scholars have later on extended the discussion to include higher education institutions (e.g. Tierney, 2008). However, the majority of the literature on organizational culture in higher education is based on institutions that follow and are placed within the Western model. Despite the lack of direct evidence, it is fair to suspect that there is a relationship between the culture of an organization and its national/regional context. This study investigates the nature of that relationship and provide real world examples through an in-depth case study on the American University of Madaba (AUM). In evaluating AUM’s organizational culture, this study explores the institution’s organizational identity and its organizational design (the sum of the two, in this study, constitutes the culture of the organization). The data suggests that AUM’s organizational identity holographically (Albert & Whetten, 2004) brings together four different identity pieces: American, Catholic, Jordanian, and not-for-profit. The study concludes that the institution’s focus on its American identity and partial neglect in incorporating its other identity pieces into its organizational design with equal weight lead to a misalignment between its espoused, attributed, shared and aspirational organizational values (Broune & Jenkins, 2013), which ultimately leads to a misalignment between its organizational identity and its organizational design, resulting in what would be generally considered an unhealthy organizational culture (Gulua, 2018). In AUM’s case, this misalignment causes an amended combination of what the literature presents as an expectation gap and a dislocation gap in organizational values (Broune & Jenkins, 2013). However, context-relativity (a crucial concept in this study), with its historical, economic, political, socio-cultural and colonial components, is highly impactful in studying the relationship between AUM’s organizational culture and its national/regional context and impacts our understanding of the initial findings. This study reveals that there is a strong conception in the Middle East that American higher education = good quality (but good quality does not necessarily equal American). Therefore, in the light of context-relativity, AUM’s organizational gaps and the misalignment between its identity and design is not a matter of unauthenticity, but rather lack of options. Being an American institution in the Middle East comes with a market advantage; therefore, such an approach is a way for AUM to survive in a world where global power dynamics carry strong preconceptions about the quality of American higher education. By being American “enough” to maintain its market advantage and being Jordanian “enough” to keep the peace with their students and staff and the surrounding community, AUM, as a young higher education institution, is finding a way to survive and advance its quality in the… Advisors/Committee Members: Rebecca Schendel (Thesis advisor).

Subjects/Keywords: Context; Context-relativity; Jordan; Organizational Culture; Organizational Design; Organizational Identity

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APA (6^th Edition):

Khajarian, A. (2020). Context-Relativity in Organizational Culture: The Case of the American University of Madaba. (Masters Thesis). Boston College. Retrieved from http://dlib.bc.edu/islandora/object/bc-ir:108835

Chicago Manual of Style (16^th Edition):

Khajarian, Araz. “Context-Relativity in Organizational Culture: The Case of the American University of Madaba.” 2020. Masters Thesis, Boston College. Accessed January 26, 2021. http://dlib.bc.edu/islandora/object/bc-ir:108835.

MLA Handbook (7^th Edition):

Khajarian, Araz. “Context-Relativity in Organizational Culture: The Case of the American University of Madaba.” 2020. Web. 26 Jan 2021.

Vancouver:

Khajarian A. Context-Relativity in Organizational Culture: The Case of the American University of Madaba. [Internet] [Masters thesis]. Boston College; 2020. [cited 2021 Jan 26]. Available from: http://dlib.bc.edu/islandora/object/bc-ir:108835.

Council of Science Editors:

Khajarian A. Context-Relativity in Organizational Culture: The Case of the American University of Madaba. [Masters Thesis]. Boston College; 2020. Available from: http://dlib.bc.edu/islandora/object/bc-ir:108835

Arizona State University

7. Fenters, Virgil. Working For the Same Purpose and Yet Against Each Other: The Process of Identity Network Enactment in a Surgical System.

Degree: Business Administration, 2020, Arizona State University

URL: http://repository.asu.edu/items/62847

► Individuals have multiple identities, and several of them may be simultaneously driving enacted behavior in a given context. Scholars have suggested that intrapersonal identity networks… (more)

▼ Individuals have multiple identities, and several of them may be simultaneously driving enacted behavior in a given context. Scholars have suggested that intrapersonal identity networks – the combination of identities, relationships between identities, and identity characteristics – influence enactment. However, very little is known about the process by which several components of one’s identity network result in a single stream of enactment. This is important because different factors (e.g., leader actions) may impact this process and, in turn, change the way people act in organizations and interpret the actions of others. I examined a healthcare system designed to surgically treat cancer patients. Taking an inductive interpretivist approach, and using grounded theory methodology, I developed a process model of intrapersonal identity network enactment that also takes into account interpretations of other system members’ enactment. My findings contribute to the social identity literature by suggesting that a common, highly central identity is not enough to align behavior in organizations. Instead individuals may enact a common “higher-order” identity in combination with the rest of their identity network in ways that actually work against each other, even as they genuinely work toward the same purpose. I also extend the literature on multiple identities by explicating a process by which four different identities, and four characteristics of each identity, foster enactment toward the surgical system. Finally, I show how one’s intrapersonal identity network influences how they interpret the enacted behavior of others. In doing so, I extend the identity threat and opportunity literature by showing how one person’s identity threat is another’s identity opportunity, even when they share a common higher-order identity. In short, my study shows how individuals can work against each other, even when they are genuinely working toward the same purpose.

Subjects/Keywords: Management; Organizational behavior; enactment; identity; identity network; identity opportunity; identity threat; intrapersonal identity network

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6^th Edition):

Fenters, V. (2020). Working For the Same Purpose and Yet Against Each Other: The Process of Identity Network Enactment in a Surgical System. (Doctoral Dissertation). Arizona State University. Retrieved from http://repository.asu.edu/items/62847

Chicago Manual of Style (16^th Edition):

Fenters, Virgil. “Working For the Same Purpose and Yet Against Each Other: The Process of Identity Network Enactment in a Surgical System.” 2020. Doctoral Dissertation, Arizona State University. Accessed January 26, 2021. http://repository.asu.edu/items/62847.

MLA Handbook (7^th Edition):

Fenters, Virgil. “Working For the Same Purpose and Yet Against Each Other: The Process of Identity Network Enactment in a Surgical System.” 2020. Web. 26 Jan 2021.

Vancouver:

Fenters V. Working For the Same Purpose and Yet Against Each Other: The Process of Identity Network Enactment in a Surgical System. [Internet] [Doctoral dissertation]. Arizona State University; 2020. [cited 2021 Jan 26]. Available from: http://repository.asu.edu/items/62847.

Council of Science Editors:

Fenters V. Working For the Same Purpose and Yet Against Each Other: The Process of Identity Network Enactment in a Surgical System. [Doctoral Dissertation]. Arizona State University; 2020. Available from: http://repository.asu.edu/items/62847

NSYSU

8. Lin, Tzu-jui. An exploration of the formation of organizational identity process of Taiwan independent band.

Degree: Master, Business Management, 2014, NSYSU

URL: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0629114-021817

► This research uses the approach narrative inquiry to analyze the life and entrepreneurial experiences of the three entrepreneurs of the independent band, this research presents… (more)

Subjects/Keywords: Meaning negotiation; Identification; Organizational identity; Independent band

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APA (6^th Edition):

Lin, T. (2014). An exploration of the formation of organizational identity process of Taiwan independent band. (Thesis). NSYSU. Retrieved from http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0629114-021817

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Lin, Tzu-jui. “An exploration of the formation of organizational identity process of Taiwan independent band.” 2014. Thesis, NSYSU. Accessed January 26, 2021. http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0629114-021817.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Lin, Tzu-jui. “An exploration of the formation of organizational identity process of Taiwan independent band.” 2014. Web. 26 Jan 2021.

Vancouver:

Lin T. An exploration of the formation of organizational identity process of Taiwan independent band. [Internet] [Thesis]. NSYSU; 2014. [cited 2021 Jan 26]. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0629114-021817.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Lin T. An exploration of the formation of organizational identity process of Taiwan independent band. [Thesis]. NSYSU; 2014. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0629114-021817

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

University of Bath

9. James, Matthew. Narratives of an organization's identities.

Degree: PhD, 2013, University of Bath

URL: https://researchportal.bath.ac.uk/en/studentthesis/narratives-of-an-organizations-identities(d438a5a4-b288-43a0-a96e-938b7deff42f).html ; https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.600644

► The thesis explores narratives constructed by participants about an organization’s identities. I examine how identity-relevant statements were deployed as exercises in power, serving to legitimize… (more)

▼ The thesis explores narratives constructed by participants about an organization’s identities. I examine how identity-relevant statements were deployed as exercises in power, serving to legitimize and promote their authors. Framed within an interpretive paradigm, the research adopts reflexive approaches to consider participants’ understandings. I draw on organizational identity theory and empirical studies to explore the multiplicity and conflicting nature of identity in organizations. Literatures on organizational narratives, storytelling and power are also considered. The ethnography is set in a public sector organization in which I worked: the Personal Accounts Delivery Authority (PADA). Its role was to deliver the Government’s reforms to private pension provision in the UK; the reforms came into force in October 2012. The narrative data constructing the research were collected through semi-structured interviews with 60 members of the organization, transcripts of organizational events and a diary I recorded for a year. These data are augmented by a series of vignettes that weave in accounts of my experiences while working for and researching PADA. The analysis of narrative data is constructed in three chapters, each of which explores identity-relevant narratives from different perspectives. The first analysis chapter examines narrative data through five concepts: reflexivity, voice, plurivocity, temporality and fictionality. The second analyses identity narratives in two organizational events and the third explores my understandings of the organization’s identities from an autoethnographic perspective. The discussion chapter provides three readings that interpret the data through different lenses: narrative and storytelling, organizational identity and autoethnographic erspectives. I then make concluding remarks, including ideas for future research and the contribution of my research to the study of organizational identity. The primary contribution of the ethnography is to scholarship at the intersection of identity and power in organizations and specifically how identity-relevant narratives are deployed as exercises in power by participants. There are also contributions to narrative research methods, including the value of researching identity ethnographically. Additionally, I suggest practical contributions to literature on understanding issues of culture and sense-making in public bodies and how employees from different sector backgrounds (public and private) interact within a public sector context to deliver government reforms.

Subjects/Keywords: 658; organizational identity; power; narrative; public sector

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APA (6^th Edition):

James, M. (2013). Narratives of an organization's identities. (Doctoral Dissertation). University of Bath. Retrieved from https://researchportal.bath.ac.uk/en/studentthesis/narratives-of-an-organizations-identities(d438a5a4-b288-43a0-a96e-938b7deff42f).html ; https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.600644

Chicago Manual of Style (16^th Edition):

James, Matthew. “Narratives of an organization's identities.” 2013. Doctoral Dissertation, University of Bath. Accessed January 26, 2021. https://researchportal.bath.ac.uk/en/studentthesis/narratives-of-an-organizations-identities(d438a5a4-b288-43a0-a96e-938b7deff42f).html ; https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.600644.

MLA Handbook (7^th Edition):

James, Matthew. “Narratives of an organization's identities.” 2013. Web. 26 Jan 2021.

Vancouver:

James M. Narratives of an organization's identities. [Internet] [Doctoral dissertation]. University of Bath; 2013. [cited 2021 Jan 26]. Available from: https://researchportal.bath.ac.uk/en/studentthesis/narratives-of-an-organizations-identities(d438a5a4-b288-43a0-a96e-938b7deff42f).html ; https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.600644.

Council of Science Editors:

James M. Narratives of an organization's identities. [Doctoral Dissertation]. University of Bath; 2013. Available from: https://researchportal.bath.ac.uk/en/studentthesis/narratives-of-an-organizations-identities(d438a5a4-b288-43a0-a96e-938b7deff42f).html ; https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.600644

Virginia Tech

10. Sharp, Matthew R. Organizational Identity-Power in Practice: The Rhetorics of University Identity.

Degree: PhD, Rhetoric and Writing, 2013, Virginia Tech

URL: http://hdl.handle.net/10919/50977

► This dissertation explores how various versions of a university\'s identity"including the leadership-sponsored brand as well as alternate rhetorics of organizational identity"shape the policies and practices… (more)

Subjects/Keywords: rhetoric; organizational identity; branding; professional communication; power

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APA (6^th Edition):

Sharp, M. R. (2013). Organizational Identity-Power in Practice: The Rhetorics of University Identity. (Doctoral Dissertation). Virginia Tech. Retrieved from http://hdl.handle.net/10919/50977

Chicago Manual of Style (16^th Edition):

Sharp, Matthew R. “Organizational Identity-Power in Practice: The Rhetorics of University Identity.” 2013. Doctoral Dissertation, Virginia Tech. Accessed January 26, 2021. http://hdl.handle.net/10919/50977.

MLA Handbook (7^th Edition):

Sharp, Matthew R. “Organizational Identity-Power in Practice: The Rhetorics of University Identity.” 2013. Web. 26 Jan 2021.

Vancouver:

Sharp MR. Organizational Identity-Power in Practice: The Rhetorics of University Identity. [Internet] [Doctoral dissertation]. Virginia Tech; 2013. [cited 2021 Jan 26]. Available from: http://hdl.handle.net/10919/50977.

Council of Science Editors:

Sharp MR. Organizational Identity-Power in Practice: The Rhetorics of University Identity. [Doctoral Dissertation]. Virginia Tech; 2013. Available from: http://hdl.handle.net/10919/50977

University of Missouri – Columbia

11. Lee, Youngah. University reputation management : experimental study of the influence of identity and image on reputation and behavioral intentions.

Degree: 2011, University of Missouri – Columbia

URL: https://doi.org/10.32469/10355/14299

► [ACCESS RESTRICTED TO THE UNIVERSITY OF MISSOURI AT REQUEST OF AUTHOR.] This study viewed parents of prospective college students as a primary target of university… (more)

Subjects/Keywords: reputation; reputation management; organizational identity; behavioral outcomes

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APA (6^th Edition):

Lee, Y. (2011). University reputation management : experimental study of the influence of identity and image on reputation and behavioral intentions. (Thesis). University of Missouri – Columbia. Retrieved from https://doi.org/10.32469/10355/14299

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Lee, Youngah. “University reputation management : experimental study of the influence of identity and image on reputation and behavioral intentions.” 2011. Thesis, University of Missouri – Columbia. Accessed January 26, 2021. https://doi.org/10.32469/10355/14299.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Lee, Youngah. “University reputation management : experimental study of the influence of identity and image on reputation and behavioral intentions.” 2011. Web. 26 Jan 2021.

Vancouver:

Lee Y. University reputation management : experimental study of the influence of identity and image on reputation and behavioral intentions. [Internet] [Thesis]. University of Missouri – Columbia; 2011. [cited 2021 Jan 26]. Available from: https://doi.org/10.32469/10355/14299.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Lee Y. University reputation management : experimental study of the influence of identity and image on reputation and behavioral intentions. [Thesis]. University of Missouri – Columbia; 2011. Available from: https://doi.org/10.32469/10355/14299

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

University of Missouri – Columbia

12. Krueger, Kathleen (Kathleen Ellen). Organizational identity of sorority women: the interplay of belonging, appearance, representation and institutional meaning.

Degree: 2013, University of Missouri – Columbia

URL: https://doi.org/10.32469/10355/37787

► In this project, I explore the connections sorority women on a large college campus create between their appearance, sorority membership, sense of belonging, and identity.… (more)

Subjects/Keywords: organizational identity; sorority membership; social rules

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APA (6^th Edition):

Krueger, K. (. E. (2013). Organizational identity of sorority women: the interplay of belonging, appearance, representation and institutional meaning. (Thesis). University of Missouri – Columbia. Retrieved from https://doi.org/10.32469/10355/37787

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Krueger, Kathleen (Kathleen Ellen). “Organizational identity of sorority women: the interplay of belonging, appearance, representation and institutional meaning.” 2013. Thesis, University of Missouri – Columbia. Accessed January 26, 2021. https://doi.org/10.32469/10355/37787.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Krueger, Kathleen (Kathleen Ellen). “Organizational identity of sorority women: the interplay of belonging, appearance, representation and institutional meaning.” 2013. Web. 26 Jan 2021.

Vancouver:

Krueger K(E. Organizational identity of sorority women: the interplay of belonging, appearance, representation and institutional meaning. [Internet] [Thesis]. University of Missouri – Columbia; 2013. [cited 2021 Jan 26]. Available from: https://doi.org/10.32469/10355/37787.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Krueger K(E. Organizational identity of sorority women: the interplay of belonging, appearance, representation and institutional meaning. [Thesis]. University of Missouri – Columbia; 2013. Available from: https://doi.org/10.32469/10355/37787

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

University of Southern California

13. Higa, Danielle Puanani. Strengthening Kamehamehaʻs Hawaiian identity: the faculty perspective.

Degree: EdD, Education, 2012, University of Southern California

URL: http://digitallibrary.usc.edu/cdm/compoundobject/collection/p15799coll127/id/382562/rec/6107

► This study examined perceptions held by Kamehameha Schools (KS) Kapälama High School faculty and key educational leaders about the organization’s strategic changes, specifically in reference… (more)

Subjects/Keywords: cultural identity; Kamehameha Schools; organizational culture

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APA (6^th Edition):

Higa, D. P. (2012). Strengthening Kamehamehaʻs Hawaiian identity: the faculty perspective. (Doctoral Dissertation). University of Southern California. Retrieved from http://digitallibrary.usc.edu/cdm/compoundobject/collection/p15799coll127/id/382562/rec/6107

Chicago Manual of Style (16^th Edition):

Higa, Danielle Puanani. “Strengthening Kamehamehaʻs Hawaiian identity: the faculty perspective.” 2012. Doctoral Dissertation, University of Southern California. Accessed January 26, 2021. http://digitallibrary.usc.edu/cdm/compoundobject/collection/p15799coll127/id/382562/rec/6107.

MLA Handbook (7^th Edition):

Higa, Danielle Puanani. “Strengthening Kamehamehaʻs Hawaiian identity: the faculty perspective.” 2012. Web. 26 Jan 2021.

Vancouver:

Higa DP. Strengthening Kamehamehaʻs Hawaiian identity: the faculty perspective. [Internet] [Doctoral dissertation]. University of Southern California; 2012. [cited 2021 Jan 26]. Available from: http://digitallibrary.usc.edu/cdm/compoundobject/collection/p15799coll127/id/382562/rec/6107.

Council of Science Editors:

Higa DP. Strengthening Kamehamehaʻs Hawaiian identity: the faculty perspective. [Doctoral Dissertation]. University of Southern California; 2012. Available from: http://digitallibrary.usc.edu/cdm/compoundobject/collection/p15799coll127/id/382562/rec/6107

Boise State University

14. New, Anna. Women in STEM: (Re)Negotiating Discourses and Identity.

Degree: 2016, Boise State University

URL: https://scholarworks.boisestate.edu/td/1103

► With many efforts implemented to increase the number of women in science, technology, engineering, and math (STEM) careers, this study offers an exploration of the… (more)

Subjects/Keywords: discourse; identity; STEM; gender; Organizational Communication

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APA (6^th Edition):

New, A. (2016). Women in STEM: (Re)Negotiating Discourses and Identity. (Thesis). Boise State University. Retrieved from https://scholarworks.boisestate.edu/td/1103

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

New, Anna. “Women in STEM: (Re)Negotiating Discourses and Identity.” 2016. Thesis, Boise State University. Accessed January 26, 2021. https://scholarworks.boisestate.edu/td/1103.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

New, Anna. “Women in STEM: (Re)Negotiating Discourses and Identity.” 2016. Web. 26 Jan 2021.

Vancouver:

New A. Women in STEM: (Re)Negotiating Discourses and Identity. [Internet] [Thesis]. Boise State University; 2016. [cited 2021 Jan 26]. Available from: https://scholarworks.boisestate.edu/td/1103.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

New A. Women in STEM: (Re)Negotiating Discourses and Identity. [Thesis]. Boise State University; 2016. Available from: https://scholarworks.boisestate.edu/td/1103

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Boise State University

15. Rijkenberg, Wijnand Hendrik. An Investigation of Corporate Identification and Disidentification.

Degree: 2012, Boise State University

URL: https://scholarworks.boisestate.edu/td/624

► This thesis examines the taken-for-granted processes of both identification and disidentification with corporate messages. Theories of identity and identification aided as a starting place in… (more)

Subjects/Keywords: Corporate identity; Identification; Disidentification; Dialogism; Organizational Communication

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APA (6^th Edition):

Rijkenberg, W. H. (2012). An Investigation of Corporate Identification and Disidentification. (Thesis). Boise State University. Retrieved from https://scholarworks.boisestate.edu/td/624

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Rijkenberg, Wijnand Hendrik. “An Investigation of Corporate Identification and Disidentification.” 2012. Thesis, Boise State University. Accessed January 26, 2021. https://scholarworks.boisestate.edu/td/624.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Rijkenberg, Wijnand Hendrik. “An Investigation of Corporate Identification and Disidentification.” 2012. Web. 26 Jan 2021.

Vancouver:

Rijkenberg WH. An Investigation of Corporate Identification and Disidentification. [Internet] [Thesis]. Boise State University; 2012. [cited 2021 Jan 26]. Available from: https://scholarworks.boisestate.edu/td/624.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Rijkenberg WH. An Investigation of Corporate Identification and Disidentification. [Thesis]. Boise State University; 2012. Available from: https://scholarworks.boisestate.edu/td/624

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

University of North Texas

16. Cole, Brooklyn M. Psychological Diversity Climate and Its Effects: the Role of Organizational Identification.

Degree: 2013, University of North Texas

URL: https://digital.library.unt.edu/ark:/67531/metadc407849/

► Organizations have begun to focus heavily on diversity. As a result, organizations spend time and resources creating diversity policies and investing extensively in diversity training… (more)

Subjects/Keywords: Psychological diversity climate; organizational identification; social identity

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6^th Edition):

Cole, B. M. (2013). Psychological Diversity Climate and Its Effects: the Role of Organizational Identification. (Thesis). University of North Texas. Retrieved from https://digital.library.unt.edu/ark:/67531/metadc407849/

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Cole, Brooklyn M. “Psychological Diversity Climate and Its Effects: the Role of Organizational Identification.” 2013. Thesis, University of North Texas. Accessed January 26, 2021. https://digital.library.unt.edu/ark:/67531/metadc407849/.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Cole, Brooklyn M. “Psychological Diversity Climate and Its Effects: the Role of Organizational Identification.” 2013. Web. 26 Jan 2021.

Vancouver:

Cole BM. Psychological Diversity Climate and Its Effects: the Role of Organizational Identification. [Internet] [Thesis]. University of North Texas; 2013. [cited 2021 Jan 26]. Available from: https://digital.library.unt.edu/ark:/67531/metadc407849/.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Cole BM. Psychological Diversity Climate and Its Effects: the Role of Organizational Identification. [Thesis]. University of North Texas; 2013. Available from: https://digital.library.unt.edu/ark:/67531/metadc407849/

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

University of Maryland

17. Bovender, William Perry. Organizational Focus as a Moderator of the Relation Between Student Externalizing Behavior and Teacher Job Satisfaction.

Degree: Counseling and Personnel Services, 2013, University of Maryland

URL: http://hdl.handle.net/1903/15132

► Examined how schools' organizational focus affects teachers' job satisfaction and intent to stay in their jobs. Analyses considered both individual teacher perceptions of clarity and… (more)

Subjects/Keywords: Educational psychology; Environmental identity; Organizational focus

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APA (6^th Edition):

Bovender, W. P. (2013). Organizational Focus as a Moderator of the Relation Between Student Externalizing Behavior and Teacher Job Satisfaction. (Thesis). University of Maryland. Retrieved from http://hdl.handle.net/1903/15132

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Bovender, William Perry. “Organizational Focus as a Moderator of the Relation Between Student Externalizing Behavior and Teacher Job Satisfaction.” 2013. Thesis, University of Maryland. Accessed January 26, 2021. http://hdl.handle.net/1903/15132.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Bovender, William Perry. “Organizational Focus as a Moderator of the Relation Between Student Externalizing Behavior and Teacher Job Satisfaction.” 2013. Web. 26 Jan 2021.

Vancouver:

Bovender WP. Organizational Focus as a Moderator of the Relation Between Student Externalizing Behavior and Teacher Job Satisfaction. [Internet] [Thesis]. University of Maryland; 2013. [cited 2021 Jan 26]. Available from: http://hdl.handle.net/1903/15132.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Bovender WP. Organizational Focus as a Moderator of the Relation Between Student Externalizing Behavior and Teacher Job Satisfaction. [Thesis]. University of Maryland; 2013. Available from: http://hdl.handle.net/1903/15132

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Baylor University

18. -5352-1921. Sensemaking and identity : traditional narratives of university roles and recognition of faculty expertise.

Degree: MA, Baylor University. Dept. of Communication., 2020, Baylor University

URL: http://hdl.handle.net/2104/11053

► The current study evaluated the narratives that affect faculty and university administrator perceptions of each other and how this understanding influenced opportunities for collaboration. This… (more)

Subjects/Keywords: Sensemaking. Organizational identification. Identity. Public facing.

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APA (6^th Edition):

-5352-1921. (2020). Sensemaking and identity : traditional narratives of university roles and recognition of faculty expertise. (Masters Thesis). Baylor University. Retrieved from http://hdl.handle.net/2104/11053

Note: this citation may be lacking information needed for this citation format:
Author name may be incomplete

Chicago Manual of Style (16^th Edition):

-5352-1921. “Sensemaking and identity : traditional narratives of university roles and recognition of faculty expertise.” 2020. Masters Thesis, Baylor University. Accessed January 26, 2021. http://hdl.handle.net/2104/11053.

Note: this citation may be lacking information needed for this citation format:
Author name may be incomplete

MLA Handbook (7^th Edition):

-5352-1921. “Sensemaking and identity : traditional narratives of university roles and recognition of faculty expertise.” 2020. Web. 26 Jan 2021.

Note: this citation may be lacking information needed for this citation format:
Author name may be incomplete

Vancouver:

-5352-1921. Sensemaking and identity : traditional narratives of university roles and recognition of faculty expertise. [Internet] [Masters thesis]. Baylor University; 2020. [cited 2021 Jan 26]. Available from: http://hdl.handle.net/2104/11053.

Note: this citation may be lacking information needed for this citation format:
Author name may be incomplete

Council of Science Editors:

-5352-1921. Sensemaking and identity : traditional narratives of university roles and recognition of faculty expertise. [Masters Thesis]. Baylor University; 2020. Available from: http://hdl.handle.net/2104/11053

Note: this citation may be lacking information needed for this citation format:
Author name may be incomplete

Penn State University

19. Corley, Kevin G. Breaking away: An empirical examination of how organizational identity changes during a spin-off.

Degree: 2008, Penn State University

URL: https://submit-etda.libraries.psu.edu/catalog/5956

► The study of organizational identity has proven to be invaluable for our understanding of organizational behavior and strategy. In the 15 years since the introduction… (more)

Subjects/Keywords: Identity Ambiguity; Organizational Identity; Organizational Change

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APA (6^th Edition):

Corley, K. G. (2008). Breaking away: An empirical examination of how organizational identity changes during a spin-off. (Thesis). Penn State University. Retrieved from https://submit-etda.libraries.psu.edu/catalog/5956

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Corley, Kevin G. “Breaking away: An empirical examination of how organizational identity changes during a spin-off.” 2008. Thesis, Penn State University. Accessed January 26, 2021. https://submit-etda.libraries.psu.edu/catalog/5956.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Corley, Kevin G. “Breaking away: An empirical examination of how organizational identity changes during a spin-off.” 2008. Web. 26 Jan 2021.

Vancouver:

Corley KG. Breaking away: An empirical examination of how organizational identity changes during a spin-off. [Internet] [Thesis]. Penn State University; 2008. [cited 2021 Jan 26]. Available from: https://submit-etda.libraries.psu.edu/catalog/5956.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Corley KG. Breaking away: An empirical examination of how organizational identity changes during a spin-off. [Thesis]. Penn State University; 2008. Available from: https://submit-etda.libraries.psu.edu/catalog/5956

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Texas A&M University

20. Brewer, Robert A. Senior University Administrators' Perceptions of Purpose and Value Transmission Based on Organizational Identity at their Home and Branch Campus.

Degree: PhD, Educational Administration, 2015, Texas A&M University

URL: http://hdl.handle.net/1969.1/156216

► In recent decades, colleges and universities have witnessed a change in the demographics of students applying for admission. Once the domain of 18-25 year old… (more)

▼ In recent decades, colleges and universities have witnessed a change in the demographics of students applying for admission. Once the domain of 18-25 year old individuals who lived on campus and attended full-time classes, colleges and universities are experiencing an increase in non-traditional students: older individuals with mature careers seeking continuing education in a convenient location. In an effort to reach these kinds of students, and to make higher education more generally accessible, many colleges and universities have expanded into multi-campus environments by opening branch campuses. The primary question of many multi-campus leaders is how to organize the inter-campus relationship between home and branch campuses. Insight is lacking on how the main campus should structure the organization to disseminate values and purpose for effective mission fulfillment at the branches. By examining senior leader perceptions of organizational purpose and value through the lens of Multiple Organizational Identity theory, this study enables home and branch campus leaders to organize the inter-campus relationship for long-term success. The purpose of this study is to understand how senior administrators transmit a university’s purposes and values from the home campus to the branch campus. This study utilizes a qualitative case study methodology to explore the perceptions of senior administrators from Texas A&M University at the home campus in College Station, Texas and the branch campus in Galveston, Texas. Data were collected through document analysis, observation, and fifteen semi-structured interviews. Data analysis was conducted using the constant comparative method in which four layers of coding—open coding, structural coding, axial coding, and theoretical coding—provided a detailed examination of purpose and value transmission. The results indicate that purpose and value transmission between a home and branch campus can be understood and explained through by the Transmission Matrix developed by this researcher. Furthermore, the matrix provides a framework through which administrators can organize the intercampus relationship for long-term success. Advisors/Committee Members: Madsen, Jean (advisor), Lechuga, Vicente (advisor), Torres, Mario (committee member), Welch, Ben (committee member).

Subjects/Keywords: Branch Campus; Main Campus; Inter-Campus Relationship; Organizational Identity; Multiple Organizational Identity; Transmission Matrix

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APA (6^th Edition):

Brewer, R. A. (2015). Senior University Administrators' Perceptions of Purpose and Value Transmission Based on Organizational Identity at their Home and Branch Campus. (Doctoral Dissertation). Texas A&M University. Retrieved from http://hdl.handle.net/1969.1/156216

Chicago Manual of Style (16^th Edition):

Brewer, Robert A. “Senior University Administrators' Perceptions of Purpose and Value Transmission Based on Organizational Identity at their Home and Branch Campus.” 2015. Doctoral Dissertation, Texas A&M University. Accessed January 26, 2021. http://hdl.handle.net/1969.1/156216.

MLA Handbook (7^th Edition):

Brewer, Robert A. “Senior University Administrators' Perceptions of Purpose and Value Transmission Based on Organizational Identity at their Home and Branch Campus.” 2015. Web. 26 Jan 2021.

Vancouver:

Brewer RA. Senior University Administrators' Perceptions of Purpose and Value Transmission Based on Organizational Identity at their Home and Branch Campus. [Internet] [Doctoral dissertation]. Texas A&M University; 2015. [cited 2021 Jan 26]. Available from: http://hdl.handle.net/1969.1/156216.

Council of Science Editors:

Brewer RA. Senior University Administrators' Perceptions of Purpose and Value Transmission Based on Organizational Identity at their Home and Branch Campus. [Doctoral Dissertation]. Texas A&M University; 2015. Available from: http://hdl.handle.net/1969.1/156216

Uppsala University

21. Palm, Caroline Kolmodin. Businesses intruding on the welfare state arena : A study of how CSR within education can be seen as legitimate business practice.

Degree: Business Studies, 2017, Uppsala University

URL: http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-325902

► In coordinated market economies, the role distribution is clear: the state provides welfare services and businesses conduct business. In the welfare state of Sweden,… (more)

Subjects/Keywords: CSR; legitimacy; institutional theory; organizational identity; organizational identity orientation; Business Administration; Företagsekonomi

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APA (6^th Edition):

Palm, C. K. (2017). Businesses intruding on the welfare state arena : A study of how CSR within education can be seen as legitimate business practice. (Thesis). Uppsala University. Retrieved from http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-325902

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Palm, Caroline Kolmodin. “Businesses intruding on the welfare state arena : A study of how CSR within education can be seen as legitimate business practice.” 2017. Thesis, Uppsala University. Accessed January 26, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-325902.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Palm, Caroline Kolmodin. “Businesses intruding on the welfare state arena : A study of how CSR within education can be seen as legitimate business practice.” 2017. Web. 26 Jan 2021.

Vancouver:

Palm CK. Businesses intruding on the welfare state arena : A study of how CSR within education can be seen as legitimate business practice. [Internet] [Thesis]. Uppsala University; 2017. [cited 2021 Jan 26]. Available from: http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-325902.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Palm CK. Businesses intruding on the welfare state arena : A study of how CSR within education can be seen as legitimate business practice. [Thesis]. Uppsala University; 2017. Available from: http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-325902

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

University of Alberta

22. Ogata, Ken. Change happens: redefining organizational social structures to match who we are.

Degree: PhD, Faculty of Business, 2011, University of Alberta

URL: https://era.library.ualberta.ca/files/xd07gv42t

► This longitudinal case study examines how the process of radical organizational change unfolded within EES Consulting (EES). EES was an international engineering and environmental services… (more)

▼ This longitudinal case study examines how the process of radical organizational change unfolded within EES Consulting (EES). EES was an international engineering and environmental services consulting firm that experienced significant internal cultural difficulties in the early 1990s, such that OCI Consulting predicted the firm would fail within 18 months. This study focuses upon the Canadian operations, and their experience in becoming a top company to work for in Canada following their adoption of the Balanced Scorecard in 1999. The study employed a mixed-methods methodology, involving semi-structured and informal interviews, participant observation, third-party survey data, and internal corporate documents. Based upon this data, EES’ experience did not conform to that described by traditional change models (Lewin’s three-stage, punctuated equilibrium, or organizational development models) in terms of the pace, sequence, or linearity of change. Rather, EES’ experience was more consistent with recent conceptualizations of change as a continuous, emergent process, involving loops and iterations. Although EES members suggested that change was attributable to their adoption of the Balanced Scorecard, this technology merely served as the catalyst for subsequent organizational social dynamics that produced change. Specifically, change at EES occurred through negotiated redefinition of the social structures governing members’ actions. Thus, radical organizational change represented an act of social construction between members. This study’s key contribution is the development of a theoretical extension to Giddens’ (1984) structuration theory, involving a synthesis with the concept of organizational identity. Organizational identity is defined as the key interpretive scheme mediating the relationship between the institutional realm and action. Modifying identity enables alternative conceptualizations of structure, which consequently enable new courses of action by members. However, lasting change depends upon the continued legitimation and reproduction of these alternative structures, combined with the abandonment of previous structures.

Subjects/Keywords: Balanced Scorecard; organizational identity; organizational change; structuration theory

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APA (6^th Edition):

Ogata, K. (2011). Change happens: redefining organizational social structures to match who we are. (Doctoral Dissertation). University of Alberta. Retrieved from https://era.library.ualberta.ca/files/xd07gv42t

Chicago Manual of Style (16^th Edition):

Ogata, Ken. “Change happens: redefining organizational social structures to match who we are.” 2011. Doctoral Dissertation, University of Alberta. Accessed January 26, 2021. https://era.library.ualberta.ca/files/xd07gv42t.

MLA Handbook (7^th Edition):

Ogata, Ken. “Change happens: redefining organizational social structures to match who we are.” 2011. Web. 26 Jan 2021.

Vancouver:

Ogata K. Change happens: redefining organizational social structures to match who we are. [Internet] [Doctoral dissertation]. University of Alberta; 2011. [cited 2021 Jan 26]. Available from: https://era.library.ualberta.ca/files/xd07gv42t.

Council of Science Editors:

Ogata K. Change happens: redefining organizational social structures to match who we are. [Doctoral Dissertation]. University of Alberta; 2011. Available from: https://era.library.ualberta.ca/files/xd07gv42t

Arizona State University

23. Fleischer, Kristin. Identity in Ideologically Driven Organizing: Narrative Construction of Individual and Organizational Identity In Al Qaeda's Public Discourse.

Degree: Communication, 2017, Arizona State University

URL: http://repository.asu.edu/items/46207

► More than a decade after the events of September 11, the kinetic conflict between U.S. forces and Islamist extremist groups continues, albeit in a more… (more)

▼ More than a decade after the events of September 11, the kinetic conflict between U.S. forces and Islamist extremist groups continues, albeit in a more limited fashion. In the post 9/11 decade there has been increased recognition that factors such as globalization, economic insecurity, regional political unrest, and the rapid advancement and diffusion of communication technologies will continue to influence the nature of international warfare for the foreseeable future. Industrial, interstate wars between sanctioned armies (Kilcullen, 2007; Tatham, 2008) is giving way to asymmetric forms of conflict exemplified by the conflict between the U.S. and its allies, and al Qaeda and ideological affiliates like al Qaeda in the Arabian Peninsula (Kilcullen, 2004; Potomac Institute for Policy Studies, 2007). This shift has brought counterinsurgency (Petraeus, 2008) tactics to the forefront of policy discussion. A result of this focus on counterinsurgency efforts is increased interest in strategic communication (stratcom) (Nagl, Amos, Sewall, & Petraeus, 2008; Paul, 2009) and the function of narrative (Roberts, 2007) in kinetic conflict (Zalman, 2010). The U.S. has been said to be "losing the battle of narrative" to the extent that the Chairman of the Joint Chiefs has spoken of the need to "supplant the extremist narrative" (Mullen, 2009). Understanding how narrative functions in ideologically driven organizing (IDO) remains under developed, however. Little empirical research has examined how al Qaeda's use of narrative contributes to organizational success. Drawing on the tradition of narrative in organizational communication scholarship (Alvesson & Willmott, 2002; Ashcraft & Mumby, 2004) this project interrogates al Qaeda's use of narrative from an identity perspective, exploring the ways in which narrative is constitutive of identity at individual and organizational levels. The analysis focuses on public communication produced by al Qaeda, intended for various stakeholder audiences including potential recruits, the broader Muslim community, and adversaries such as the United States and its allies. This project makes practical contributions to U.S. public policy and countering violent extremism (CVE) efforts, offering rigorous empirical examination of the ways in which al Qaeda uses narrative to construct individual and organizational identity. Theoretical contributions are made by extending existing organizational scholarship into a currently under-developed area: ideologically driven conflict.

Subjects/Keywords: Communication; communication; narrative; organizational communication; organizational identity; strategic communication

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APA (6^th Edition):

Fleischer, K. (2017). Identity in Ideologically Driven Organizing: Narrative Construction of Individual and Organizational Identity In Al Qaeda's Public Discourse. (Doctoral Dissertation). Arizona State University. Retrieved from http://repository.asu.edu/items/46207

Chicago Manual of Style (16^th Edition):

Fleischer, Kristin. “Identity in Ideologically Driven Organizing: Narrative Construction of Individual and Organizational Identity In Al Qaeda's Public Discourse.” 2017. Doctoral Dissertation, Arizona State University. Accessed January 26, 2021. http://repository.asu.edu/items/46207.

MLA Handbook (7^th Edition):

Fleischer, Kristin. “Identity in Ideologically Driven Organizing: Narrative Construction of Individual and Organizational Identity In Al Qaeda's Public Discourse.” 2017. Web. 26 Jan 2021.

Vancouver:

Fleischer K. Identity in Ideologically Driven Organizing: Narrative Construction of Individual and Organizational Identity In Al Qaeda's Public Discourse. [Internet] [Doctoral dissertation]. Arizona State University; 2017. [cited 2021 Jan 26]. Available from: http://repository.asu.edu/items/46207.

Council of Science Editors:

Fleischer K. Identity in Ideologically Driven Organizing: Narrative Construction of Individual and Organizational Identity In Al Qaeda's Public Discourse. [Doctoral Dissertation]. Arizona State University; 2017. Available from: http://repository.asu.edu/items/46207

University of Lethbridge

24. University of Lethbridge. Faculty of Management. Employees’ organizational embeddedness : the role of culture .

Degree: 2017, University of Lethbridge

URL: http://hdl.handle.net/10133/4899

► Research has attempted to explain how to increase employee embeddedness, based on individual cultural orientation, organizational identity orientation, and person-organization fit theories, I predicted that… (more)

Subjects/Keywords: cultural compatibility; individual culture orientation; organizational embeddedness; organizational identity orientation

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APA (6^th Edition):

Management, U. o. L. F. o. (2017). Employees’ organizational embeddedness : the role of culture . (Thesis). University of Lethbridge. Retrieved from http://hdl.handle.net/10133/4899

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Management, University of Lethbridge. Faculty of. “Employees’ organizational embeddedness : the role of culture .” 2017. Thesis, University of Lethbridge. Accessed January 26, 2021. http://hdl.handle.net/10133/4899.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Management, University of Lethbridge. Faculty of. “Employees’ organizational embeddedness : the role of culture .” 2017. Web. 26 Jan 2021.

Vancouver:

Management UoLFo. Employees’ organizational embeddedness : the role of culture . [Internet] [Thesis]. University of Lethbridge; 2017. [cited 2021 Jan 26]. Available from: http://hdl.handle.net/10133/4899.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Management UoLFo. Employees’ organizational embeddedness : the role of culture . [Thesis]. University of Lethbridge; 2017. Available from: http://hdl.handle.net/10133/4899

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

25. Moore, Colleen C. Exploring the Social Entrepreneur: Individual and Organizational Identity Construction.

Degree: 2012, Marquette University

URL: https://epublications.marquette.edu/theses_open/148

► Social entrepreneurs play the role of the "change maker" in society by adopting business practices to create and sustain social value within the social sector.… (more)

Subjects/Keywords: Organizational Communication; Organizational Identity; Social Constructionism; Social Entrepreneurship; Communication

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APA (6^th Edition):

Moore, C. C. (2012). Exploring the Social Entrepreneur: Individual and Organizational Identity Construction. (Thesis). Marquette University. Retrieved from https://epublications.marquette.edu/theses_open/148

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Moore, Colleen C. “Exploring the Social Entrepreneur: Individual and Organizational Identity Construction.” 2012. Thesis, Marquette University. Accessed January 26, 2021. https://epublications.marquette.edu/theses_open/148.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Moore, Colleen C. “Exploring the Social Entrepreneur: Individual and Organizational Identity Construction.” 2012. Web. 26 Jan 2021.

Vancouver:

Moore CC. Exploring the Social Entrepreneur: Individual and Organizational Identity Construction. [Internet] [Thesis]. Marquette University; 2012. [cited 2021 Jan 26]. Available from: https://epublications.marquette.edu/theses_open/148.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Moore CC. Exploring the Social Entrepreneur: Individual and Organizational Identity Construction. [Thesis]. Marquette University; 2012. Available from: https://epublications.marquette.edu/theses_open/148

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

University of Georgia

26. Lepere-Schloop, Megan A. The logic of identity-focused organizational change:.

Degree: 2018, University of Georgia

URL: http://hdl.handle.net/10724/37406

► Whether intentional or not, identity-focused organizational change alters shared understandings of that which is central, distinctive, and continuous about an organization. Research into such change… (more)

▼ Whether intentional or not, identity-focused organizational change alters shared understandings of that which is central, distinctive, and continuous about an organization. Research into such change has practical and academic significance because it addresses core questions pertinent to organizational theory that have real-world ramifications. This dissertation leverages the dynamic context of workplace giving to examine identity-focused change processes across national fields of nonprofit organizations including the United Way system. In order to formulate hypotheses, this dissertation draws upon insights from existing research on the workplace giving context, organizational identity, and organizational change, most notably the institutional logics perspective. Hypotheses are tested using longitudinal data from the Combined Federal Campaign, the workplace giving campaign of the US Federal Government, and a variety of analytical methods. Each chapter of this dissertation examines identity-focused change in the workplace giving arena from a slightly different vantage point. The fourth chapter of this dissertation considers the manner in which nonprofits may use various federated fund affiliation options to signal their alignment with distinct collective identities and their associated communities. I use logistic regression to examine factors associated with variation in the fund affiliation choices of nonprofits over time. I find that despite the sea change unfolding in the workplace giving arena, nonprofit fund affiliation choices continue to be shaped by an enduring logic of community identification. The fifth chapter of this dissertation examines the multifaceted nature of identity across a national field of interconnected organizations: the United Way system. I use expert coding, supervised machine learning, and descriptive statistics to examine geographic and temporal variation in the use of different identity facets over time. The findings from this study provide preliminary evidence that contextual pressures at different levels of analysis shape the identity claims made by organizations across an interconnected field. The sixth chapter of this dissertation focuses on how the interaction of local and field level context affects identity-focused organizational change as it unfolds across an interconnected system. I find that identity facet usage varies depending on the characteristics of the local community in which individual organizations operate despite national field-level pressures.

Subjects/Keywords: Organizational change; organizational adaptation; organizational identity; nonprofit organizations; workplace giving; United Way

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APA (6^th Edition):

Lepere-Schloop, M. A. (2018). The logic of identity-focused organizational change:. (Thesis). University of Georgia. Retrieved from http://hdl.handle.net/10724/37406

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Lepere-Schloop, Megan A. “The logic of identity-focused organizational change:.” 2018. Thesis, University of Georgia. Accessed January 26, 2021. http://hdl.handle.net/10724/37406.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Lepere-Schloop, Megan A. “The logic of identity-focused organizational change:.” 2018. Web. 26 Jan 2021.

Vancouver:

Lepere-Schloop MA. The logic of identity-focused organizational change:. [Internet] [Thesis]. University of Georgia; 2018. [cited 2021 Jan 26]. Available from: http://hdl.handle.net/10724/37406.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Lepere-Schloop MA. The logic of identity-focused organizational change:. [Thesis]. University of Georgia; 2018. Available from: http://hdl.handle.net/10724/37406

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Uppsala University

27. Maritz, Louise. Organizational Identity in Practice? : -How theoretical concepts of Organizational Identity are perceived in the empirical setting of Arla Foods.

Degree: Business Studies, 2014, Uppsala University

URL: http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-226811

► An organization’s internal processes of identity management is argued to influence its communication, which in turn influence the perceived reputation of the organization. The… (more)

Subjects/Keywords: Organizational Identity; Perceptions; Employees; Integration; Empirical Setting; Theoretical model; Organizational Culture; Organizational Image; Mirroring; Reflecting

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6^th Edition):

Maritz, L. (2014). Organizational Identity in Practice? : -How theoretical concepts of Organizational Identity are perceived in the empirical setting of Arla Foods. (Thesis). Uppsala University. Retrieved from http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-226811

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Maritz, Louise. “Organizational Identity in Practice? : -How theoretical concepts of Organizational Identity are perceived in the empirical setting of Arla Foods.” 2014. Thesis, Uppsala University. Accessed January 26, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-226811.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Maritz, Louise. “Organizational Identity in Practice? : -How theoretical concepts of Organizational Identity are perceived in the empirical setting of Arla Foods.” 2014. Web. 26 Jan 2021.

Vancouver:

Maritz L. Organizational Identity in Practice? : -How theoretical concepts of Organizational Identity are perceived in the empirical setting of Arla Foods. [Internet] [Thesis]. Uppsala University; 2014. [cited 2021 Jan 26]. Available from: http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-226811.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Maritz L. Organizational Identity in Practice? : -How theoretical concepts of Organizational Identity are perceived in the empirical setting of Arla Foods. [Thesis]. Uppsala University; 2014. Available from: http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-226811

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

28. Torres, David H. Identification and Identity Building in/by the Christian Church (Disciples of Christ).

Degree: 2014, Marquette University

URL: https://epublications.marquette.edu/theses_open/257

► This study explored the identification process of employees within the national offices of the Christian Church (Disciples of Christ). This research explored identification as an… (more)

Subjects/Keywords: Faith-based Organizations; Identification; Organizational Communication; Organizational Identity; Tensions; Communication; Organizational Communication

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APA (6^th Edition):

Torres, D. H. (2014). Identification and Identity Building in/by the Christian Church (Disciples of Christ). (Thesis). Marquette University. Retrieved from https://epublications.marquette.edu/theses_open/257

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Torres, David H. “Identification and Identity Building in/by the Christian Church (Disciples of Christ).” 2014. Thesis, Marquette University. Accessed January 26, 2021. https://epublications.marquette.edu/theses_open/257.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Torres, David H. “Identification and Identity Building in/by the Christian Church (Disciples of Christ).” 2014. Web. 26 Jan 2021.

Vancouver:

Torres DH. Identification and Identity Building in/by the Christian Church (Disciples of Christ). [Internet] [Thesis]. Marquette University; 2014. [cited 2021 Jan 26]. Available from: https://epublications.marquette.edu/theses_open/257.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Torres DH. Identification and Identity Building in/by the Christian Church (Disciples of Christ). [Thesis]. Marquette University; 2014. Available from: https://epublications.marquette.edu/theses_open/257

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

29. Schirrmeister, Renata. Construção de identidade organizacional e as influências recíprocas com a identidade pessoal: um estudo em parques tecnológicos.

Degree: PhD, Administração, 2014, University of São Paulo

URL: http://www.teses.usp.br/teses/disponiveis/12/12139/tde-17102014-190012/ ;

► A identidade pode ser definida como o conjunto de características que fazem as pessoas, grupos e organizações similares e diferentes uns dos outros, considerando a… (more)

▼ A identidade pode ser definida como o conjunto de características que fazem as pessoas, grupos e organizações similares e diferentes uns dos outros, considerando a continuidade e a diferenciação. É um conceito que pode ser abordado em diversos níveis: pessoa, grupo, organização, nação e mundo e é importante porque constroi interesses, valores e projetos. A pergunta central de pesquisa é Como se estabelece a identidade organizacional em parques tecnológicos, em suas reciprocidades com a identidade pessoal? O objetivo geral deste estudo consiste em investigar como se estabelece a construção da identidade organizacional em parques de ciência e tecnologia a partir do entendimento do construto de identidade pessoal, gerando subsídios para modelos de gestão. Operacionalmente, a identidade organizacional foi estudada considerando elementos estruturantes encontrados na literatura de identidade pessoal, que são o histórico (o quê, como, por quem, para quê), visão de futuro, confiabilidade, autonomia, integração, recapacitação e relacionamentos, bem como aspectos centrais e distintivos. A identidade organizacional é o guia final para a tomada de decisões, quando um conflito parece insolúvel. É, portanto, um conceito importante em contexto de competitividade, cujo conceito seminal foi publicado em 1985. Os parques tecnológicos são entendidos como um instrumento de interação entre universidade e empresa para gerar competitividade através da inovação, promovendo qualificação, aumento de empregos e bem-estar social pela geração do conhecimento. Os parques tecnológicos são um fenômeno recente no Brasil, cujas primeiras iniciativas ocorreram há trinta anos, em 1984, e intensificou-se após a lei da inovação, há dez anos, em 2004. O estudo caracteriza-se como exploratório, qualitativo, com estudo de casos múltiplos e seu nível de análise é o organizacional. Foram estudados o Parque Eco Tecnológico Damha, o Parque Tecnológico - São José dos Campos e o Parque Tecnológico de Sorocaba. Foram utilizadas múltiplas fontes de evidências, que são observação, documentos, materiais audiovisuais e reuniões individuais e em grupo. Foram realizadas reuniões com os gestores dos parques tecnológicos bem como em três empresas; adicionalmente, foi realizada uma entrevista com especialista no tema Parques Tecnológicos. O valor que gera distintividade e diz respeito à essencialidade da existência dos parques estudados está na inovação, como fruto do desenvolvimento científico, e fomento de empresas inovadoras, que gere competitividade, mesmo que isto ocorra em detrimento dos setores enunciados, como forma de continuidade e diferenciação, ou seja, a competência de adaptar-se a novos horizontes. Esta pesquisa contribui com o estudo da identidade organizacional de parques tecnológicos, que é um fenômeno recente e pouco estudado, considerando os aspectos centrais, duradouros e distintivos, e com a proposição de parâmetros que norteiam o estabelecimento das identidades organizacionais, a partir do estudo do construto de identidade pessoal, que são… Advisors/Committee Members: Franca, Ana Cristina Limongi.

Subjects/Keywords: Identidade organizacional; Identidade pessoal; Identity; Organizational identity; Parques tecnológicos; Technology parks

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6^th Edition):

Schirrmeister, R. (2014). Construção de identidade organizacional e as influências recíprocas com a identidade pessoal: um estudo em parques tecnológicos. (Doctoral Dissertation). University of São Paulo. Retrieved from http://www.teses.usp.br/teses/disponiveis/12/12139/tde-17102014-190012/ ;

Chicago Manual of Style (16^th Edition):

Schirrmeister, Renata. “Construção de identidade organizacional e as influências recíprocas com a identidade pessoal: um estudo em parques tecnológicos.” 2014. Doctoral Dissertation, University of São Paulo. Accessed January 26, 2021. http://www.teses.usp.br/teses/disponiveis/12/12139/tde-17102014-190012/ ;.

MLA Handbook (7^th Edition):

Schirrmeister, Renata. “Construção de identidade organizacional e as influências recíprocas com a identidade pessoal: um estudo em parques tecnológicos.” 2014. Web. 26 Jan 2021.

Vancouver:

Schirrmeister R. Construção de identidade organizacional e as influências recíprocas com a identidade pessoal: um estudo em parques tecnológicos. [Internet] [Doctoral dissertation]. University of São Paulo; 2014. [cited 2021 Jan 26]. Available from: http://www.teses.usp.br/teses/disponiveis/12/12139/tde-17102014-190012/ ;.

Council of Science Editors:

Schirrmeister R. Construção de identidade organizacional e as influências recíprocas com a identidade pessoal: um estudo em parques tecnológicos. [Doctoral Dissertation]. University of São Paulo; 2014. Available from: http://www.teses.usp.br/teses/disponiveis/12/12139/tde-17102014-190012/ ;

Penn State University

30. Hamilton, Aimee Lou. Exploring Identity and Organizing for Sustained Innovation in an Entrepreneurial Academic Laboratory: Two Grounded Theory Models.

Degree: 2012, Penn State University

URL: https://submit-etda.libraries.psu.edu/catalog/14044

► In this dissertation, I conduct an interpretive study to investigate two related research questions regarding aspects of identity and organizing in an entrepreneurial academic laboratory… (more)

▼ In this dissertation, I conduct an interpretive study to investigate two related research questions regarding aspects of identity and organizing in an entrepreneurial academic laboratory that has a long history of successful innovation. Many organizations aspire to achieve sustained innovation, but find it difficult to accomplish. I employ both qualitative and social network methods to develop two empirically-grounded theory models. The first model describes how key constituent elements including identity dynamics and fluid organizing facilitate sustained innovation and shows how an organization might reconcile the dilemma of simultaneous flexibility and stability in pursuit of innovation. Prior research shows that organizational identity can foster innovation-inhibiting rigidities. In contrast, I found that interplay between organizational identity and members’ professional identities facilitated fluidity and innovation by providing a dynamically stable cognitive scaffold that guided the co-evolution of structures and resources. The resulting fluid organizing process was crucial to sustained innovation. The second grounded theory model explores processes involved in professional identity development among scientists in a multidisciplinary context. I consider the influence of social network relationships and the identity work processes invoked by scientists to manage relational plurality and the development of their professional identities. I document several tensions associated with developing professional identity, as well as three primary identity work tactics used to balance these prevalent tensions. My social network analysis reveals strong relational plurality dimensions which provide diverse resources for identity work. In this study I extend theory concerning professional identity development and demonstrate the importance of social networks to identity work. By connecting the (external) relational aspect of early career professional identity work to the (internal) intrapersonal aspects, I bring together the literatures on professional identity, identity work, and social network analysis and answer calls for greater exploration of the relationships among these concepts. In addition, this exploration of professional identity work demonstrates the import of individual professional identity development to organizational innovation, especially in science-driven fields. Finally, insights from this study into professional identity work in a multidisciplinary context may inform our understanding of the microfoundations of the process of professionalization and the formation of new professions. Advisors/Committee Members: Dennis Arnold Gioia, Dissertation Advisor/Co-Advisor, Dennis Arnold Gioia, Committee Chair/Co-Chair, Glen Kreiner, Committee Member, Raghu B Garud, Committee Member, Wenpin Tsai, Committee Member, Susan G Strauss, Committee Member.

Subjects/Keywords: innovation; academic entrepreneurship; professional identity; organizational identity; social network analysis

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APA (6^th Edition):

Hamilton, A. L. (2012). Exploring Identity and Organizing for Sustained Innovation in an Entrepreneurial Academic Laboratory: Two Grounded Theory Models. (Thesis). Penn State University. Retrieved from https://submit-etda.libraries.psu.edu/catalog/14044

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Hamilton, Aimee Lou. “Exploring Identity and Organizing for Sustained Innovation in an Entrepreneurial Academic Laboratory: Two Grounded Theory Models.” 2012. Thesis, Penn State University. Accessed January 26, 2021. https://submit-etda.libraries.psu.edu/catalog/14044.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Hamilton, Aimee Lou. “Exploring Identity and Organizing for Sustained Innovation in an Entrepreneurial Academic Laboratory: Two Grounded Theory Models.” 2012. Web. 26 Jan 2021.

Vancouver:

Hamilton AL. Exploring Identity and Organizing for Sustained Innovation in an Entrepreneurial Academic Laboratory: Two Grounded Theory Models. [Internet] [Thesis]. Penn State University; 2012. [cited 2021 Jan 26]. Available from: https://submit-etda.libraries.psu.edu/catalog/14044.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Hamilton AL. Exploring Identity and Organizing for Sustained Innovation in an Entrepreneurial Academic Laboratory: Two Grounded Theory Models. [Thesis]. Penn State University; 2012. Available from: https://submit-etda.libraries.psu.edu/catalog/14044

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

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Open Access Theses and Dissertations