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Diamond, Michael A. „Psychoanalytic organisation theory and identity: a psychosocial framework“. Journal of Psychosocial Studies 13, Nr. 1 (01.03.2020): 99–116. http://dx.doi.org/10.1332/147867320x15803493574409.
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In this article, the author explains a contemporary framework for psychoanalytic organisation theory and identity. In doing so, he assumes a post-Kleinian object relational approach. This orientation to understanding the complexity of organisations and organising takes advantage of the ideas of Winnicott and Ogden. The notion of organisational identity and the process of identification are viewed from experiential, relational and intersubjective psychodynamics. Organisational members are engaged in three modes of organising: depressive (containment versus control); paranoid-schizoid (division versus fragmentation); and autistic-contiguous (integration versus isolation). Finally, the discovery of organisational identity depends on the collection of psychoanalytic data that involve the observation and interpretation of intersubjectivity rooted in the experience of organisational membership.
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WEBB, JANE. „KEEPING ALIVE INTER-ORGANISATIONAL INNOVATION THROUGH IDENTITY WORK AND PLAY“. International Journal of Innovation Management 21, Nr. 05 (Juni 2017): 1740009. http://dx.doi.org/10.1142/s1363919617400096.
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This paper discusses how people draw on the strategic interests and motivations of their home organisations in negotiating the activities inter-organisational collaboration for innovation will include. Through presenting ethnographic snapshots of a case involving fifteen partner organisations, the paper explores how members of a coordinating group make sense of the possibilities and constraints for joint work. As they discuss new activities, they engage in identity work and identity play, simultaneously identifying with their home organisations and the meta-organisation. This finding challenges previous research assuming the importance of a coherent and stable collective identity for collaborative work. Instead the author suggests that innovation practitioners leave space for multiple objectives to emerge over time within joint activities in order to keep alive inter-organisational innovation. The author calls for more research into how the interplay of organisational identities enables and constrains the practices of organising for inter-organisational innovation.
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Stockenstrand, Anna-Karin. „Accountability dilemmas and identity struggles“. Journal of Accounting & Organizational Change 15, Nr. 1 (03.04.2019): 2–29. http://dx.doi.org/10.1108/jaoc-02-2013-0017.
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Purpose The purpose of this paper is to add to our understanding of how external factors such as funding and external accountabilities affect the organisational inner workings, especially identity issues. Design/methodology/approach The paper is based on a comparative case study of two professional chamber orchestras, one in Sweden and one in the UK. The two orchestras had significantly different funding conditions and had different relations with funders and were thus exposed to different kinds of accountability dilemmas. The two organisations were studied using and ethnographically inspired approach. The developments of various parts of the organisations were studied, such as funding, management, strategy, management control and identity issues. Findings The paper illustrates how the solution to accountability dilemmas in an organisation can, over time, result in the protection or the dilution of a perceived organisational core and thus in an identity struggle. Especially, management has to deal with the balance between financial and operational accountability, where organisational members could perceive the decisions to be confirming or rejecting what they perceived as being the higher purpose of their work. Practical implications This paper may help managers become more aware of the long ranging consequences of managerial decisions and how such decisions may affect the identity orientation of organisational members. Originality/value The paper combines the concept of identity with the concept of accountability, something that has not been done to a large extent in previous research.
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Pryanikova, N. I. „The conflictological profile of the organisation as an element of cultural identity“. Vestnik Universiteta, Nr. 11 (07.01.2022): 168–73. http://dx.doi.org/10.26425/1816-4277-2021-11-168-173.
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In contemporary research on organisational effectiveness, the concept of culture is gaining ground. Not only organisational and/or national culture is considered, but also the whole range of local subcultures: professional, personal, age, etc., which also need to be analysed and taken into account. This circumstance affects the micro- and macro-level functioning of the organisation in the cultural code. The article studies the phenomenology of conflict from the perspective of an organisation’s conflictological profile, which is a reflection of its cultural identity. A typological cross-section of the conflict, its operational, strategic and symbolic types has been revealed. They have individual characteristics and have an impact on the functioning of the organisation, shaping its unique conflictological profile.
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Kourti, Isidora. „Using personal narratives to explore multiple identities in organisational contexts“. Qualitative Research in Organizations and Management: An International Journal 11, Nr. 3 (12.09.2016): 169–88. http://dx.doi.org/10.1108/qrom-02-2015-1274.
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PurposeThe purpose of this paper is to explore and incorporate personal narratives as a new methodological tool into the qualitative research of complex organisational issues such as identity. Particularly, this study provides a fresh methodological perspective on organisational identity exploration by using personal narratives to examine multiple identities that occur in dynamic organisational contexts. Design/methodology/approachIn order to examine multiple identities, personal narratives found in the 43 semi-structured in-depth interviews collected were analysed. These narratives were examined following a textual and performative analysis. FindingsThe paper furthers methodological discussions in organisations in three ways. First, it responds to the need for a methodological approach that allows multiple identity exploration in organisations while it presents personal narratives as a valuable methodological perspective within organisational research. Second, it extends the methodological use of personal narratives for the in-depth qualitative study of complex organisational issues such as identity. Finally, the study stretches the boundaries of mainstream organisational research by illustrating that personal narratives can be used as a methodological approach to explore organisational identities. Originality/valueThis research integrates personal narratives as a methodological tool into the qualitative research of dynamic organisational issues. Employing personal narratives has allowed the exploration of multiple identities that take place in organisations in a manner not previously achieved in organisational studies. The study, therefore, challenges previous organisational research and expands the boundaries of organisational identity studies, offering a new qualitative methodological account for identity exploration in organisations.
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Dar, Sadhvi. „Negotiating Autonomy“. Journal of Health Management 9, Nr. 2 (Mai 2007): 161–88. http://dx.doi.org/10.1177/097206340700900202.
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This article is a contribution to the under-researched but growing literature relating organisational theory to non-governmental organisations (NGOs). Many developmental academics and practitioners have highlighted the imposition of Northern ideas and values on Southern NGOs as inherently colonial, patronising and leading to minimal grassroots autonomy (Crush 1995; Escobar 1995; Ferguson 2003[1990]; Hobart 1993). While acknowledging this, the present article analyses the diffusion of Northern managerialism on Southern ways of working with special reference to how Southern NGOs are pressured to exude a cohesive, uniform and positive organisational identity in order to work in partnership with their donors. In doing so, the analysis points to the concept of organisational identity itself being a construct of Northern ideas of management and, therefore, not applicable universally. It is suggested that fissures and resistances created by this double construction are played out in development project reports. It is in reports that an organisational narrative is created and an image is portrayed of the organisation: setting up a textual space where organisational identity is legitimated and used for negotiating autonomy in relation to donors.
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Molete, Dr Mantoa C. „Cororate Culture as a Function in Formulating Strategic Communication.“ 12th GLOBAL CONFERENCE ON BUSINESS AND SOCIAL SCIENCES 12, Nr. 1 (08.10.2021): 135. http://dx.doi.org/10.35609/gcbssproceeding.2021.12(135).
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Sub Saharan Africa is filled with cultural diversity which creates a multicultural market. These diversities are created by the external and internal stakeholders in an organisation allowing the emerging of a unique organisational culture to describe the identity of a specific organisation. In its broader term culture gives description to units that provides unity amongst people hence its importance in group situation. Organizational culture is viewed as the shared values, beliefs, or perceptions held by employees within an organization. Moreover, an organization's culture tells us a lot about how members of that specific organisation communicate with each other. Even with the above vital role, organisational culture is viewed as an aspect to influence communication rather than a key role player in developing a communication strategy that fits the intended communication objectives of the specific organisation. To many organisations, the direction of their specific communication is more depended on current communication trends rather than the cultural aspect that determines the identity and behaviour of stakeholders of the specific organisation to achieve set objectives specifically in very diverse areas such as Africa. Whilst various authors have written about organisational culture there is still a lack in literature developed to outline in detail the cultural patterns and norms of African cultures, which are important in understanding the communication approaches of Africans even in corporate environments. This lack in literature also deprives African organisations to understand the diversity within its stakeholders. The aim of this paper is to explore how organisational culture and aspects of culture play a vital role in creating a communication strategy that is fit for a specific organisation to outplay the intend communication objective. This paper place focus on organisational culture and the vital function it plays in strategic communication. Keywords: Strategic communication, organizational culture, diversity, culture, communication
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Jeyavelu, S. „Organisational Identity Dissonance in Organisational Decline and Turnaround“. Vision: The Journal of Business Perspective 13, Nr. 2 (April 2009): 33–45. http://dx.doi.org/10.1177/097226290901300204.
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Balmer, John M. T., und Mario Burghausen. „Introducing organisational heritage: Linking corporate heritage, organisational identity and organisational memory“. Journal of Brand Management 22, Nr. 5 (Juni 2015): 385–411. http://dx.doi.org/10.1057/bm.2015.25.
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Mohammed Sayed Mostafa, Ahmed, und Jie Shen. „Ethical leadership, internal CSR, organisational engagement and organisational workplace deviance“. Evidence-based HRM: a Global Forum for Empirical Scholarship 8, Nr. 1 (09.09.2019): 113–27. http://dx.doi.org/10.1108/ebhrm-03-2019-0026.
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Purpose Drawing on social information processing theory and organisational identity theory, the purpose of this paper is to examine the social and psychological process through which perceived ethical leadership influences employee deviant behaviours towards the organisation. Specifically, a sequential mediation model is developed in which ethical leadership is related to employee perceptions of internal corporate social responsibility (CSR), which, in turn, are related to organisational deviance through organisational engagement. Design/methodology/approach Structural equation modeling was performed to fit the proposed model using multi-source data collected from employees and their supervisors in the Egyptian banking sector. Findings The results support the hypotheses, as perceived internal CSR and organisational engagement sequentially mediate the relationship between perceived ethical leadership and organisational deviance. Practical implications Organisations should emphasise fostering ethical leadership through adopting strategies such as hiring ethical leaders and offering ethics training to current leaders. Organisations should also invest in internal CSR activities and should pay attention to regularly communicating their involvement in CSR initiatives to employees. Originality/value By examining the mediating roles of employee internal CSR perceptions and organisational engagement, this study helps advance our understanding of the social and psychological processes of ethical leadership.
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Adebayo, Olufunke P., Rowland E. Worlu, Chinonye L. Moses und Olaleke O. Ogunnaike. „An Integrated Organisational Culture for Sustainable Environmental Performance in the Nigerian Context“. Sustainability 12, Nr. 20 (10.10.2020): 8323. http://dx.doi.org/10.3390/su12208323.
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To remain competitive within the present inherent business environment, there is a demand for organisations to embrace an integrated culture-behaviour for performance that enables them to adopt a critical engine for a more sustainable working environment. Organisational culture, which is a reflection of predominant valued beliefs, is expected to influence a sustainable environmental performance. Evidence abounds of several organisational activities with adverse impacts on humans and the environment. The study examines an organisation’s processes that can be incorporated as a culture to ensure a more sustainable working environment. This paper proposes the use of six organisational culture practices (core value, reporting system, task performance, clarity of roles, careful deliberations, and distinctive identity) to find out organisation values, as well as individual preferences in enhancing an immediate sustainable environment. The study selected 480 employees of Fast-Moving Consumer Goods (FMCGs) firms who are active in their organisational work processes; 358 responded, and as such, was deemed as a valid research sample. The empirical analysis was carried out using a variance-based Structural Equation Modelling with partial least squares for the path-modelling (PLS-SEM), both for the Algorithm Model, and the Bootstrapping Model with β and p-values obtained from the findings. The findings provide empirical evidence that there is a significant level of influence of organisational culture on environmental performance. However, among the organisational practices, task performance has the least influence on environmental performance. This implies that organisations should invest more in the dimensions of organisational culture with higher performance-importance, while adequate attention should be given to variables with the least influence on the target construct of environmental performance.
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Gilani, Hasan. „Corporate brand identity and employee brand citizenship behaviour: A conceptual framework“. Marketing Review 19, Nr. 1 (29.11.2019): 51–84. http://dx.doi.org/10.1362/146934719x15633618140783.
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This research paper aims to explore and identify the impact of corporate identity on brand citizenship behaviour within retail organisations. The study analyses the influence of corporate identity of an organisation, and more particularly on the employees' desire to engage in brand supporting behaviours. Relationships were identified between corporate identity, internal communication and composites of employee perception of corporate identity - resulting as determining influences on employee behaviour intentions. These relationships are presented as a conceptual model that depicts the influence of corporate identity on employee brand citizenship behaviours. The study makes contributions to the employee branding, services marketing, and organisational citizenship literature, but its main contribution is to extend the corporate identity literature into a new area of employee behaviour through internal communication.
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Parker, Martin. „Working Together, Working Apart: Management Culture in a Manufacturing Firm“. Sociological Review 43, Nr. 3 (August 1995): 518–47. http://dx.doi.org/10.1111/j.1467-954x.1995.tb00614.x.
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This paper presents a case study of management culture in a manufacturing organisation. Its general aim is to assess the usefulness of the concept ‘culture’ as it applies to organisations. After first establishing that the organisational members had a sense that their organisation was an unique ‘family’ the article then proceeds to argue that this ‘togetherness’ was, in many contexts, divided. Managers also had a series of conflictual orientations to other members that were partially defined by the managers organisational role but were also underwritten by assumptions about organisational history, community, biography and profession. The paper concludes by suggesting that, at this level of analysis, managers are not often an unified block with a common identity and that management culture is hence best seen as a map of oppositions and commonalities that reflects the wider culture that the organisation is a part of.
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Crossman, Joanna E. „Being on the outer: The risks and benefits of spiritual self-disclosure in the Australian workplace“. Journal of Management & Organization 21, Nr. 6 (04.03.2015): 772–85. http://dx.doi.org/10.1017/jmo.2015.6.
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AbstractSelf-disclosure has been connected to a number of organisational benefits such as increased motivation, trust building, employee well-being, organisational identification, the communication of organisational values and commitment. Curiously, however, little work about self-disclosure has been published in management and organisation journals and still less that is concerned with spiritual self-disclosure, despite increasing employee diversity as globalisation intensifies.This paper reports on the analysis of semi-structured, qualitative, interview data collected from 40 Australian managers and professionals. The findings reveal that spiritual self-disclosure was largely perceived as taboo, ‘risky’ and stigmatising with the potential for negative consequences. These risks are all captured in the concept of being on the outer, a metaphor denoting marginalisation from the social, cultural and spiritual identity of the organisation. In contrast, ‘safe’, inclusive organisational cultures are likely to encourage spiritual self-disclosure and the benefits it can bring to employees, managers and organisations.
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Melewar, T. C., Elif Karaosmanoglu und Douglas Paterson. „Corporate identity: concept, components and contribution“. Journal of General Management 31, Nr. 1 (September 2005): 59–81. http://dx.doi.org/10.1177/030630700503100104.
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The purpose of this paper is to provide an overview of the corporate identity concept. This investigation initially provides a brief review of the literature and clarification of the various components of the corporate identity concept. Then, through a series of in-depth interviews with 32 individuals from twenty different organisations in different industries, it aims to develop an understanding of the benefits organisations believe can be derived from a strong identity. The study shows that many practitioners and academics believe that a virtuous corporate identity is pivotal to their success. Many interviewees stated that the benefits of a strong and positive corporate identity could boost employee motivation, increase the ability of the organisation to recruit and retain high quality employees, provide a strong base for organisational culture in the event of mergers and acquisitions, increase transparency of business practices, bring competitive advantage, help to develop better relationships with other businesses and aid investment into the company. The study recommends that businesses should try to develop systematic methods of measuring and managing their corporate identity.
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Balmer, John M. T. „Corporate marketing myopia and the inexorable rise of a corporate marketing logic“. European Journal of Marketing 45, Nr. 9/10 (20.09.2011): 1329–52. http://dx.doi.org/10.1108/03090561111151781.
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PurposeThis article outlines the nature of corporate marketing myopia and details the salient characteristics of a corporate marketing logic. The notion of identity‐based views of the firm is held to be highly meaningful to the comprehension of corporate marketing. In addition, the paper aims to broaden the understanding of the antecedents of corporate marketing by making reference to earlier, integrative endeavours (sensory integration, design integration, communications integration, branding integration and identity integration).Design/methodology/approachThe commentary explains the nature, antecedents, and benefits of an organisation‐wide corporate marketing logic.FindingsA corporate marketing logic characterises those organisations which realise their institutions and corporate brands can be important sources of differentiation. Moreover, it is held that organisations need to be involved in multi‐lateral relationships vis‐à‐vis customers, other stakeholders and with society at large. It is also mindful that an organisational marketing orientation should accord sensitivity to CSR/ethical concerns. A key precept of the corporate marketing logic is that it is institution‐wide ethos which is enacted via an organisation's culture. A long and a short definition of corporate marketing are enumerated.Practical implicationsPerceiving organisational marketing via the prism of identity‐based views of the firm and utilising the new corporate marketing mix (the 8Cs of corporate marketing) affords a practical and pragmatic means by which senior managers can foster and maintain a corporate marketing ethos and culture.Originality/valueA corporate marketing framework is introduced which is informed by: identity‐based views of the firm perspective and by key corporate‐level constructs.
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Heinzelmann, Rafael. „Occupational identities of management accountants: the role of the IT system“. Journal of Applied Accounting Research 19, Nr. 4 (12.11.2018): 465–82. http://dx.doi.org/10.1108/jaar-05-2017-0059.
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Purpose The purpose of this paper is to investigate the impact of IT systems on occupational identities of management accountants. The author highlights the pivotal role of the IT system as a central reference point for organisational identity regulation and identity work. Design/methodology/approach The paper is based on a qualitative case study approach. Findings The IT system presents the central means of establishing appropriate behaviour in case organisation (“identity regulation”). At the same time, the IT system acts as a sense-giving device (“identity work”) – the central reference point for management accountants to make sense of their work. In addition, the system creates more dirty and unclean work (Morales and Lambert, 2013), producing dissonance between the business partner role and the organisational reality, which is resolved by relating dirty and unclean work through use of the SAP Enterprise Resource Planning (ERP) system. Research limitations/implications The paper suggests to understand IT systems as an important driver of the management accounting work shaping the occupational identity of management accountants. Practical implications The author aims to sensitise practitioners and organisations to the potential risks of relying too strongly on IT systems – a behaviour which can limit the professional judgement and business insight of management accountants. Originality/value The author contributes to the discussion on how technological disruptions, e.g. ERP implementation, Big Data, business analytics, digitalisation, change management accountants’ identity and management accounting work. The author shows how organisations establish appropriate behaviour and how management accountants make sense upon dissonances between the professional ideals exemplified by business partner role and the organisational realities.
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Kuntz, Joana, und Erlend Dehlin. „Friend and foe? Self-deception in organisations“. Journal of Management Development 38, Nr. 2 (04.03.2019): 130–40. http://dx.doi.org/10.1108/jmd-04-2018-0122.
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Purpose Self-deception is generally deemed an adaptive psychological mechanism that ensures well-being, a sense of identity and social advancement. However, self-deception becomes maladaptive in organised environments that undermine the critical thinking essential to development and change. The purpose of this paper is to advance a theoretical model of self-deception, specifying and contextualising its intrapersonal and relational components in organisations. Further, it provides guidelines for practitioners to identify self-deception tactics, and minimise maladaptive self-deception. Design/methodology/approach Drawing on affective coping, system justification and self-categorisation theories, the paper illustrates how the interplay of intrapersonal and relational factors with organisational practices explain self-deception. Findings Maladaptive self-deception is pervasive in organisations that deter critical reflection, and intensify motivated biases to self-enhance and self-protect. Originality/value This paper proposes a socially and organisationally embedded model of self-deception, specifies how self-deception develops and manifests in organisations, and suggests ways of identifying and managing self-deception towards positive organisational development and change.
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Orsenigo, Achille. „I riflessi sul piano psicologico di flessibilitŕ, precarietŕ e povertŕ relazionale del lavoro“. RIVISTA SPERIMENTALE DI FRENIATRIA, Nr. 2 (August 2009): 47–72. http://dx.doi.org/10.3280/rsf2009-002003.
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- the author - organisational consultant and trainer for public and private health and social services - examines the connections between work environment and mental health: the current fragile and dynamic work identity and its relation with personal identity. He underlines how organisations when trying to bring around change have to face serious difficulties arising from a world that involves flexibility and job insecurity, at times to an extent considered unacceptable. Moreover, work as a system has often to meet contradictory requests of different groups of citizens: clients asking for services, employees for economic protection, containment, reassurance, and other citizen for profits from their financial investments (now and then the same person might be client, employee and investor). The author analyses psychiatric services as working organisations reproducing the same problems as society, yet sometimes, offering a richer organisation, based on relational systems.Keywords: identity, flexibility, job insecurity, health services, psychiatry.Parole Chiave: identitŕ, flessibilitŕ, precarietŕ, servizi, psichiatria.
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Haynes, Kathryn. „Sexuality and sexual symbolism as processes of gendered identity formation“. Accounting, Auditing & Accountability Journal 26, Nr. 3 (22.03.2013): 374–98. http://dx.doi.org/10.1108/09513571311311865.
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PurposeThe aim of this paper is to critically evaluate sexuality and sexual symbolism within the organisational culture of an accounting firm to explore how it is implicated in processes of gendering identities of employees within the firm.Design/methodology/approachThe paper uses a reflexive autoethnographical approach, including short vignettes, to analyse the inter‐relationships between gender, sexuality and power.FindingsBy exploring the symbolic role of artefacts, images, language, behaviours and buildings in creating and maintaining gendered relations, male sexual cultures and female sexual countercultures, the paper finds that sexual symbolism in this accounting firm entwines gendered power and domination, practice and resistance, in complex cultural codes and behaviours. It draws out implications for organisations and accounting research.Originality/valueThe paper extends current conceptualisation of gendered constructs in accounting to include sexuality; applies organisational and feminist theory to autoethnographical experience in accounting; and contributes a seldom‐seen insight into the organisational symbolism and culture of a small accounting firm, rather than the oft‐seen focus on large firms.
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Karmakar, Anindita, Komal ., Kshitij Johri, Ms Rupam und Ms Gurminder Kaur. „Digital Identity“. International Journal for Research in Applied Science and Engineering Technology 11, Nr. 2 (28.02.2023): 842–44. http://dx.doi.org/10.22214/ijraset.2023.49222.
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Abstract: Our digital and physical lives are increasingly linked to the apps, services, and devices we use to access a rich set of experiences. This digital transformation allows us to interact with hundreds of companies and thousands of other users in ways that were previously unimaginable. The whole concept here is to make a decentralized network of blockchain to provide each person in the world a unique identity based on their biometrics with great privacy and no intervention of a single authority. We have used a distributed blockchain system for this purpose, SHA-256 for hashing, digital certificated for identity verification. This project will give a unique identity and can be trusted by every organisation. It can be integrated with storing digital documents and verification of the credential for any organisational use, of course only with the permission of a individual.
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Erčulj, Justina. „Organisational Culture as Organisational Identity — Between the Public and the Private“. Organizacija 42, Nr. 3 (01.05.2009): 69–76. http://dx.doi.org/10.2478/v10051-009-0004-3.
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Organisational Culture as Organisational Identity — Between the Public and the PrivateThe author discusses the notion of organisational culture and relates it to the notion of organisational identity. Culture as a group identity involves elements of stability, homogeneity and integrity but this can be very much altered through post-modern understanding of relationships between localities and their contexts. The research that was conducted in two primary schools in Slovenia is based on the symbolic notion of organisational culture. We explored what meanings are assigned to schools in public documents, during rituals and in teachers' and headteachers'narratives. The findings indicate the co-existence of two cultures and hence of two identities, ‘the public’ and ‘the private’, the former being closer to the corporate identity and the latter to multiple identities. The managers should be aware of both and should use the in-between space for on-going discussions and negotiations.
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Da Silva, Joseph, und Rikke Bjerg Jensen. „"Cyber security is a dark art": The CISO as Soothsayer“. Proceedings of the ACM on Human-Computer Interaction 6, CSCW2 (07.11.2022): 1–31. http://dx.doi.org/10.1145/3555090.
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Commercial organisations continue to face a growing and evolving threat of data breaches and system compromises, making their cyber-security function critically important. Many organisations employ a Chief Information Security Officer (CISO) to lead such a function. We conducted in-depth, semi-structured interviews with 15 CISOs and six senior organisational leaders, between October 2019 and July 2020, as part of a wider exploration into the purpose of CISOs and cyber-security functions. In this paper, we employ broader security scholarship related to ontological security and sociological notions of identity work to provide an interpretative analysis of the CISO role in organisations. Research findings reveal that cyber security is an expert system that positions the CISO as an interpreter of something that is mystical, unknown and fearful to the uninitiated. They show how the fearful nature of cyber security contributes to it being considered an ontological threat by the organisation, while responding to that threat contributes to the organisation's overall identity. We further show how cyber security is analogous to a belief system and how one of the roles of the CISO is akin to that of a modern-day soothsayer for senior management; that this role is precarious and, at the same time, superior, leading to alienation within the organisation. Our study also highlights that the CISO identity of protector-from-threat, linked to the precarious position, motivates self-serving actions that we term 'cyber sophistry'. We conclude by outlining a series of implications for both organisations and CISOs.
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Tlili, Anwar. „The organisational identity of science centres“. Culture and Organization 14, Nr. 4 (Dezember 2008): 309–23. http://dx.doi.org/10.1080/14759550802489581.
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Clifton, Jonathan. „Leaders as ventriloquists. Leader identity and influencing the communicative construction of the organisation“. Leadership 13, Nr. 3 (21.05.2015): 301–19. http://dx.doi.org/10.1177/1742715015584695.
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Traditionally leadership studies have focussed on psychological and quantitative approaches that have offered limited insights into the achievement of leader identity as an interactional accomplishment. Taking a discursive approach to leadership in which leaders emerge as those who have most influence in communicatively constructing the organisation, and using transcripts of naturally occurring decision-making talk, the purpose of this paper is to make visible the seen but unnoticed discursive resources by which leader identity emerges in talk. More specifically, using actor network theory as a methodology, this paper focusses on how the director of an organisation ventriloquises (i.e. makes another actor speak through the production of a given utterance) other entities to do leadership. Findings indicate that leadership is achieved by making relevant to the interaction hybrid presences of actants that allow certain organisational players to influence the communicative construction of the organisation and so manage the meaning of organisational reality. In this way, social actors talk into being a ‘leader identity’, which is not necessarily a purely human physical presence, but can also be a hybrid presence of human and nonhuman actants, which are dislocated across time and space. The hybrid production of presence(s) also allows leaders to enact authority as a way of influencing others to accept their version of organisational reality.
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Kopp, Tobias, Steffen Kinkel, Teresa Schäfer, Barbara Kieslinger und Alan John Brown. „Measuring the impact of learning at the workplace on organisational performance“. International Journal of Productivity and Performance Management 69, Nr. 7 (10.02.2020): 1455–74. http://dx.doi.org/10.1108/ijppm-12-2018-0443.
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PurposeThe purpose of this article is to explore the importance of workplace learning in the context of performance measurement on an organisational level. It shows how workplace learning analytics can be grounded on professional identity transformation theory and integrated into performance measurement approaches to understand its organisation-wide impact.Design/methodology/approachIn a conceptual approach, a framework to measure the organisation-wide impact of workplace learning interventions has been developed. As a basis for the description of the framework, related research on relevant concepts in the field of performance measurement approaches, workplace learning, professional identity transformation, workplace and social learning analytics are discussed. A case study in a European Public Employment Service is presented. The framework is validated by qualitative evaluation data from three case studies. Finally, theoretical as well as practical implications are discussed.FindingsProfessional identity transformation theory provides a suitable theoretical framework to gain new insights into various dimensions of workplace learning. Workplace learning analytics can reasonably be combined with classical performance management approaches to demonstrate its organisation-wide impact. A holistic and streamlined framework is perceived as beneficial by practitioners from several European Public Employment Services.Research limitations/implicationsEmpirical data originates from three case studies in the non-profit sector only. The presented framework needs to be further evaluated in different organisations and settings.Practical implicationsThe presented framework enables non-profit organisations to integrate workplace learning analytics in their organisation-wide performance measurement, which raises awareness for the importance of social learning at the workplace.Originality/valueThe paper enriches the scarce research base about workplace learning analytics and its potential links to organisation-wide performance measurement approaches. In contrast to most previous literature, a thorough conceptualisation of workplace learning as a process of professional identity transformation is used.
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Lindqvist, Katja. „Art ventures as hybrid organisations: tensions and conflicts relating to organisational identity“. International Journal of Entrepreneurial Venturing 9, Nr. 3 (2017): 242. http://dx.doi.org/10.1504/ijev.2017.086486.
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Lindqvist, Katja. „Art ventures as hybrid organisations: Tensions and conflicts relating to organisational identity“. International Journal of Entrepreneurial Venturing 9, Nr. 3 (2017): 1. http://dx.doi.org/10.1504/ijev.2017.10006926.
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Omoregbe, Omorodion, und Joseph Azage. „Employee Satisfaction and Competitive Advantage of Virtual Organisations in Lagos State, Nigeria“. SRIWIJAYA INTERNATIONAL JOURNAL OF DYNAMIC ECONOMICS AND BUSINESS 6, Nr. 1 (22.06.2022): 23. http://dx.doi.org/10.29259/sijdeb.v6i1.23-50.
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This study examined the impact of employee satisfaction on the competitive advantage of selected virtual organisations in Lagos State, Nigeria. Specifically, it assessed the relationship between individual virtual competencies, motivation, organisational identity, autonomy, the nature of the work and the competitive advantage of virtual organisations in Lagos State, Nigeria. The survey research design was adopted for this study. The population of the study covered all staff in selected virtual organisations in Lagos State, Nigeria. A total of 400 copies of questionnaire were distributed and retrieved. Stratified random sampling procedure was used in administering the copies of questionnaire to selected virtual organisations in Lagos State, Nigeria. The data collected through questionnaire administration was analysed using descriptive statistics such as frequency distribution, mean and standard deviation. Multiple regression analysis was used to test the null hypotheses and estimate the research model using the Ordinary Least Squares (OLS) technique through the use of the Statistical Package for Social Sciences (SPSS) Version 24. The study found out that there is a significant positive relationship between individual virtual competencies, motivation, organisational identity, the nature of the work and competitive advantage while revealing that there is a positive and non-significant relationship between autonomy and the competitive advantage of virtual organisations in Lagos State, Nigeria. The study recommended that virtual organisations employ individuals that have the required skills and competencies needed to perform the various organisational tasks, motivate their employees intrinsically and extrinsically, possess a strong brand image, allow employees experience freedom to do their tasks and duties at their own pace and take cognisance of employees that work in dispersed locations with peculiar difficulties in those varied locations so that they will contribute more to the competitive advantage of the virtual organisation.
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Rajan, Mukund, und Nilanjana Bhaduri. „Role of Human Resources in Building Ethical Organisational Culture“. NHRD Network Journal 13, Nr. 2 (April 2020): 213–19. http://dx.doi.org/10.1177/2631454120919833.
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Business ethics has always been a primary determinant of organisational identity. With increasing instances of corporate wrongdoing and unethical behaviour, organisations do try to invest in corrective actions, but their emphasis tends to be on the ‘letter’, i.e. the legalities of operating a business within the law. However, there is a very strong influencer element that lies in the ‘spirit’, i.e. the values, thought and the practice embedded within the organisation culture that makes things right. This article deep dives into the enhanced role that the human resources (HR) function needs to play to nurture and develop an ethical organisation. This article is based on an interview with Dr Mukund Rajan, the Tata veteran who has held the office of the Chief Ethics Officer of the Tata Group. His views are supplemented with research findings on organisation practices supporting ethical culture.
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May, T., und M. Buck. „Power, Professionalism and Organisational Transformation“. Sociological Research Online 3, Nr. 2 (Juni 1998): 89–102. http://dx.doi.org/10.5153/sro.159.
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Utilising data drawn from a study of a social service organisation, this article aims to understand the relationship between the rationale of organisational transformations and the professional status of social workers. It contains an examination of the original aims of Community Care legislation, its translation by management into processes of re-structuring and alterations in job specification, as well as the perspectives of those at the front-line of the organisation. This enables a theoretical consideration of organisational transformation and power and their relationship to the identity of social workers.
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Serpa, Sandro. „Memory in the Celebration of Organisational Identity“. International Journal of Interdisciplinary Organizational Studies 12, Nr. 2 (2017): 23–33. http://dx.doi.org/10.18848/2324-7649/cgp/v12i02/23-33.
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Ahlgren, Linda, und Lyn Tett. „Work-based learning, identity and organisational culture“. Studies in Continuing Education 32, Nr. 1 (März 2010): 17–27. http://dx.doi.org/10.1080/01580370903534280.
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Powell, Shaun. „Organisational marketing, identity and the creative brand“. Journal of Brand Management 15, Nr. 1 (27.08.2007): 41–56. http://dx.doi.org/10.1057/palgrave.bm.2550109.
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Boliver, Vikki, Mandy Powell und Tiago Moreira. „Organisational Identity as a Barrier to Widening Access in Scottish Universities“. Social Sciences 7, Nr. 9 (06.09.2018): 151. http://dx.doi.org/10.3390/socsci7090151.
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Widening access policy has historically focused on tackling the socioeconomic barriers to university access faced by prospective students from under-represented groups, but increasingly policy makers are seeking to also address the barriers to wider access posed by undergraduate admissions policies. In this vein, the Scottish Government has recently called upon universities to set separate academic entry requirements for socioeconomically disadvantaged applicants which recognise that “the school attainment of disadvantaged learners often does not reflect their full potential” and which better reflect the minimum needed to succeed in higher education. In this paper, we draw on in-depth interviews with admissions personnel at eighteen Scottish universities to explore the scope for more progressive admissions policies of this kind in light of universities’ identities as organisations and in light of corresponding organisational strategies for position-taking in global and national higher education fields. We present a theoretical model and an empirical illustration of three hierarchically-ordered ideal types of organisational identity—globally competitive, nationally selective, and locally transformative—and show that the more dominant of these tend to constrain the development of more progressive admissions policies. This is because globally competitive and, to a lesser extent, nationally selective organisational identities are understood to require admission of the ‘brightest and best’, conceptualised as those with the highest levels of prior academic attainment who can be expected to succeed at university and beyond as a matter of course. We conclude that universities must recognise and redress the implicitly exclusionary nature of their organisational identities if genuine progress on widening access is to be made.
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Smith, Nigel Vaughan. „Equality, Justice and Identity in an Expatriate/Local Setting: Which Human Factors Enable Empowerment of Filipino Aid Workers?“ Journal of Pacific Rim Psychology 6, Nr. 2 (Dezember 2012): 57–74. http://dx.doi.org/10.1017/prp.2012.10.
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This study explored which of social dominance, social identity and perceptions of organisational justice were most predictive of self-reported empowerment among aid workers in the Philippines (N = 98). Responses to an online survey available in English and Tagalog were obtained from employees of diverse locally operating aid organisations in the Philippines. The survey included composite measures of empowerment, perceived social dominance, social identity and organisational justice. All measures except perceived social dominance performed as theorised in the Philippine context of this study. The best predictor of empowerment was the aspect of organisational justice centering on the fairness of personal interactions (interactional justice; β = .331). An interaction effect between interactional justice and aspects of empowerment and social (Filipino) identity was also observed (β = .233), implying that a secure Filipino identity may act as a buffer to consequences of injustice, all other things being equal. The overall pattern of results suggests that justice plays a more significant role than either social dominance or identity in contributing to empowerment amongst Filipino aid employees. Strikingly, interactional justice may matter more than distributive justice.
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Turnpenny, Agnes. „Commentary on “Occupational identity of staff and attitudes towards institutional closure”“. Tizard Learning Disability Review 19, Nr. 3 (02.07.2014): 142–45. http://dx.doi.org/10.1108/tldr-04-2014-0008.
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Purpose – The purpose of this paper is to reflect on Vesala et al.'s (2014) findings on the occupational identity of staff and attitudes towards institutional closure. Design/methodology/approach – This commentary reviews some of the research around staffing, organisational hygiene and service management in countries that have already implemented deinstitutionalisation, and draws out some key considerations for countries and organisations that are planning the transition from institutions to community-based care. Findings – There is increasing evidence around approaches that are more likely to lead to positive service user and staff outcomes. Particularly person-centred active support and practice leadership have emerged as effective approaches in facilitating organisational change and high-quality services. Originality/value – Some of the experiences and practices in post-deinstitutionalisation countries around active support and practice leadership can provide valuable considerations for planning institutional closure programmes in countries currently implementing deinstitutionalisation.
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Fischer, Liliann, und Hannah Schmid-Petri. „“There really is a lot of shared understanding, but there are also differences”: identity configurations in science communicators' professional identity“. Journal of Science Communication 22, Nr. 01 (20.02.2023): A07. http://dx.doi.org/10.22323/2.22010207.
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Science communication is a relatively new field of practice, shaped by a diverse group of professional science communicators and the way they make sense of their work. A distinguishing feature of these professional science communicators is the organisational context they work in. Based on a typology from an organisational theory framework, this study explores the perspectives of 15 German science communicators through qualitative interviews. It seems that while they tend to draw on a common set of building blocks, they use them to construct individual professional identity configurations partly influenced by their organisational context.
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Park, Jin Suk. „After pain comes joy: identity gaps in employees ' minds“. Personnel Review 43, Nr. 3 (14.04.2014): 419–37. http://dx.doi.org/10.1108/pr-01-2013-0001.
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Purpose – The purpose of this paper is to bridge the theory of organisational identity and the practice of HR management. Design/methodology/approach – This conceptual paper starts from the fundamental questions about employees ' defining-self in workplaces. Specifically, this paper examines the organisational identity by adopting a process model of sensemaking which assumes a dynamic cycle between the sensebreaking and sensegiving activities. Based on this, this paper develops and provides a practical framework for HR practitioners and a theoretical implication for academic researchers. Findings – The author introduces the concept of identity gaps, a relatively under researched area in the social identity literature and HR management. Then, three types of identity gaps are identified: individual-individual gaps, organisational-organisational gaps, and individual-organisational gaps. Based on this categorization, this paper shows the matching HR practices for each type one by one. Originality/value – Today ' s practices of HR seem to underestimate the importance of employees ' activities of defining self-identities even though academic research on employees ' identity is flourishing. By providing clear and structured framework for managing employee ' s identity, this paper can bridge the theory of identity and the practice in HR management.
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Kożuch, Barbara, und Katarzyna Sienkiewicz-Małyjurek. „Organisational consciousness in public safety management system“. Journal of Intercultural Management 6, Nr. 3 (01.09.2015): 5–16. http://dx.doi.org/10.2478/joim-2014-0016.
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Abstract Organisational consciousness is one of the primary determinants driving organisational development. It is the organisation’s capacity for assessment of its operation level, quest for uniformity and organisational identity. This consciousness revolves around objectives of actions and integrates collective efforts, thereby determining collaboration. Therefore, it performs a vital role in the public safety management system (PSMS), where efficiency of operations may be achieved only as a result of joint actions. In essence, this was an imperative to carry out research aimed at analysing the significance of organisational consciousness in the public safety management system. During enquiries the authors gave insight into the concepts of organisational consciousness and organisational development as well as characterizing the PSMS in the context of organisational consciousness. Bearing in mind a comprehensive and adaptive approach to each analysed situation in an individual manner the relevance of organisational consciousness in public safety management systems was found. Furthermore it was testified that organisational consciousness in the PSMS affects three areas, namely: enhances involvement in accomplishment of objectives set, strengthens inter-organisational collaboration and fosters innovative solutions.
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Mulaji, Sarah Mulombo, und Sumarie Roodt. „Factors Affecting Organisations’ Adoption Behaviour toward Blockchain-Based Distributed Identity Management: The Sustainability of Self-Sovereign Identity in Organisations“. Sustainability 14, Nr. 18 (14.09.2022): 11534. http://dx.doi.org/10.3390/su141811534.
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Blockchain-based Distributed Identity Management (BDIDM) can enhance sustainable identification and authentication of users on organisations’ digital systems. But there is not a clear consensus on how organisations perceive the value proposition of such technology, nor what might affect their adoption behaviour toward it. This research explains how technological, organisational and environmental (TOE) factors affect organisations’ adoption behaviour toward BDIDM. This study aims to determine the most critical factors affecting the behaviour while assessing the effectiveness and appropriateness of the model involved, i.e., TOE-BDIDM. Online questionnaires are used to survey 111 information and cybersecurity practitioners within South African organisations. The analysis combines binary logistic regression modelling, Structural Equation Modelling of the measurement model, and chi-squared tests. The results suggest TOE factors positively or negatively affect adoption behaviour. The behaviour is significantly affected by technology characteristics, i.e., BDIDM’s disruptive nature, and is associated with Blockchain type. Indeed, the majority of participants intended to recommend BDIDM to their organisations yet paradoxically preferred private-permissioned blockchain the most, revealing resistance to decentralised and privacy-preserving BDIDM models like Self-Sovereign Identity (SSI). The latter might be utopian or unsustainable for organisations. TOE-BDIDM was found relatively appropriate and effective but arguably ‘incomplete’ for explaining the adoption of disruptive technologies like SSI in organisations. TOE should extend to TOEU by including the User factors.
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Bizjak, Davide. „The Role of Discourse and Text in the Construction of Organizational Identity“. puntOorg International Journal 5, Nr. 2 (2020): 85–98. http://dx.doi.org/10.19245/25.05.pij.5.2.1.
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Functional approaches and practices can be seen as loci of knowledge production and preservation. The present paper provides a comprehensive reflection on the former by discussing in detail the concept of discourse and discourse analysis applied to organisational contexts. Indeed, language and discourse are the principal means by which institutions and organisations create their own social reality. With the aim to clarifying how the social world is constructed and construed through actions of intersubjective meaning-making processes and to avoid the emphasis placed only on micro-linguistic elements, Critical Discourse Analysis (CDA) was introduced to raise the attention on the macro-social aspects of discourse within organisations.
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Di Stefano, Giovanni. „Promoting mentalizing in organisations through learning operative groups“. Organisational and Social Dynamics 21, Nr. 2 (05.11.2021): 228–41. http://dx.doi.org/10.33212/osd.v21n2.2021.228.
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Current and pressing scientific and technological changes are producing drastic transformations within organisations, creating anxiety and uncertainty and inhibiting the reflective function of the workers who experience conditions of senselessness and estrangement from their work. This article presents a case study from learning operative group training sessions aimed to promote the identity work through the (re)activation of the reflective function towards the definition of new shared meanings. As part of a broader organisational development process, group training sessions based on learning operative groups were arranged in order to offer participants a group reflective space in which each of them could share her or his thoughts and feelings. Organisational changes require workers to face the challenge of constantly developing new professional skills, thereby threatening personal identity and separating it from the professional function and leading to a situation of “identity ambiguity” which becomes difficult to maintain. The learning operative group setting allowed a critical reflection within the organisational development process and promoted mutual trust, empathy, and perspective taking, that, in turn, fed reflective practices in support of individual identities.
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Stoten, David William. „Education work and identity in an English Sixth Form college“. International Journal of Organizational Analysis 23, Nr. 2 (11.05.2015): 233–49. http://dx.doi.org/10.1108/ijoa-04-2012-0585.
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Purpose – The purpose of the paper is to explore how education workers position themselves with an organisational culture and fashion a workplace identity. The research involved both professionally qualified teachers and support staff in an inclusive approach and drew theoretical concepts from Structuralist approaches such as labour process theory to Foucauldian post-structuralism and Habermasian critical theory on the nature of identity, power and control. This paper also sought to establish whether there was any difference in the positions taken by teaching and support staff. Design/methodology/approach – The methodology used a mixed methods approach. Following on from a pilot questionnaire, a series of research conversations was conducted drawing on Habermas’s interpretation of phenomenology and the co-construction of knowledge. Findings – The findings suggest that there are clear differences in the way teaching and support staff construct their workplace identity. In general, teachers were more critical of Central Government policy, as well as the practices of senior management, than was the case for support staff that tended to be more deferential. Research limitations/implications – As a case study of a single institution, there are inherent limitations in the generalisability of such research. However, as a snap shot of organisational life, the research provides a useful insight into the complexities of workplace relationships and the identities workers take. Originality/value – This paper, albeit on a small scale, provides an insight into two areas not often reported on. First, on reporting on a Sixth Form College, the research aims to address the paucity of published research on this particular organisation type in the English educational system. Second, in placing teaching and support staff alongside each other, it provides a deeper insight into organisational life from differing positions.
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Gadomska‑Lila, Katarzyna. „Diversity Management in the Organisational Identity Context – Empirical Evidence of Research on Organisational Culture of Managerial and Non‑Managerial Staff“. Kwartalnik Ekonomistów i Menedżerów 45, Nr. 3 (19.07.2017): 57–68. http://dx.doi.org/10.5604/01.3001.0010.6274.
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The article discusses the problem of diversity management in the organisational identity context, referring to the organisational position and its place in the organisational hierarchy. It presents differences between the managerial and non-managerial staff with respect to perceiving organisational culture, especially its crucial element – values. It also presents the core of diversity management in the organisational identity context. The main thesis is presented by describing empirical evidence of research conducted in a subsidiary of an Asian corporation.
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DiBenigno, Julia, und Michaela Kerrissey. „Structuring mental health support for frontline caregivers during COVID-19: lessons from organisational scholarship on unit-aligned support“. BMJ Leader 4, Nr. 3 (02.06.2020): 124–27. http://dx.doi.org/10.1136/leader-2020-000279.
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BackgroundAlthough the COVID-19 pandemic exposes frontline caregivers to severe prolonged stresses and trauma, there has been little clarity on how healthcare organisations can structure support to address these mental health needs. This article translates organisational scholarship on professionals working in organisations to elucidate why traditional approaches to supporting employee mental health, which often ask employees to seek assistance from centralised resources that separate mental health personnel from frontline units, may be insufficient under crisis conditions. We identify a critical but often overlooked aspect of employee mental health support: how frontline professionals respond to mental health services. In high-risk, high-pressure fields, frontline professionals may perceive mental health support as coming at the expense of urgent frontline work goals (ie, patient care) and as clashing with their central professional identities (ie, as expert, self-reliant ironmen/women).FindingsTo address these pervasive goal and identity conflicts in professional organisations, we translate the results of a multiyear research study examining the US Army’s efforts to transform its mental health support during the wars in Iraq and Afghanistan. We highlight parallels between providing support to frontline military units and frontline healthcare units during COVID-19 and surface implications for structuring mental health supports during a crisis. We describe how an intentional organisational design used by the US Army that assigned specific mental health personnel to frontline units helped to mitigate professional goal and identity conflicts by creating personalised relationships and contextualising mental health offerings.ConclusionAddressing frontline caregivers’ mental health needs is a vital part of health delivery organisations’ response to COVID-19, but without thoughtful organisational design, well-intentioned efforts may fall short. An approach that assigns individual mental health personnel to support specific frontline units may be particularly promising.
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Kerr, Ron, und Martyna Śliwa. „When the political becomes (painfully) personal: Org-studying the consequences of Brexit“. Organization 27, Nr. 3 (19.06.2019): 494–505. http://dx.doi.org/10.1177/1350508419855705.
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This ‘Speaking Out’ essay contributes to debates over Brexit and populism by suggesting how we, as management and organisation studies scholars, might approach ‘org-studying’ Brexit. First, as UK-based European Union citizens working in UK business schools, we clarify our own position(s) in relation to Brexit. Second, we position ourselves more specifically as management and organisation studies academics by considering how we might begin to analyse the organisational consequences of Brexit through seeing it as part of a continuing global crisis – or series of crises – including and going beyond those affecting American and European societies and economies, as well as their political and other social fields and organisations. We highlight the salience of emotions with regard to Brexit, and in particular ressentiment in relation to populism as a political methodology. We also note the importance of identity and how political and personal identities are being reconstituted in the United Kingdom in light of the Brexit vote. We put forward suggestions for how management and organisation studies scholars might integrate these insights into an overarching approach to researching the organisational consequences of Brexit based on the works of Pierre Bourdieu and Gisèle Sapiro on the transposition of crisis. Our final remarks address the way that Brexit crisis continues to challenge our own established identities.
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Søreide, Gunn Elisabeth. „High-skilled newcomers’ identity: learners or experts?“ Journal of Workplace Learning 28, Nr. 1 (08.02.2016): 2–16. http://dx.doi.org/10.1108/jwl-12-2014-0088.
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Purpose – The purpose of this paper is to investigate the negotiation of learner and worker identities in a group of high-skilled newcomers who participate in an introductory and mentoring programme. Design/methodology/approach – The paper takes the interdependence of learning, work and identity and a constructivist approach to identity as a point of departure. The design is qualitative with semi-structured interviews as the main source of data. Findings – For the learning potential in introductory programmes to be fulfilled, all parties involved must recognise a need for learning. This is especially important in organisations that are knowledge intensive and that demand highly skilled and competent workers, as negotiations of learner identity might be more demanding for this group of employees. Research limitations/implications – The current paper is situated in a specific organisational and national context, and only pays attention to some of the negotiations between expert and learner identities that are relevant if induction programmes and initiatives should be experienced as positive. Connections between identity work, learning and job performance for this group of workers should consequently be empirically investigated by a variety of methods and within several organisational and national contexts. Practical implications – The paper shows that it is vital for organisers and leaders to be sensitive to the significance that the identity work has for learning, when they plan, execute and evaluate induction programmes and initiatives for high-skilled and competent workers. Originality/value – The facilitation of job transitions and induction for high-skilled and experienced workers is underresearched, and the paper shows how identity and learning is closely connected for this group of employees.
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Soomro, Zahoor Ahmed, Javed Ahmed, Mahmood Hussain Shah und Khalil Khoumbati. „Investigating identity fraud management practices in e-tail sector: a systematic review“. Journal of Enterprise Information Management 32, Nr. 2 (30.04.2019): 301–24. http://dx.doi.org/10.1108/jeim-06-2018-0110.
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PurposeIdentity fraud is a growing issue for online retail organisations. The literature on this issue is scattered, and none of the studies presents a holistic view of identity fraud management practices in the online retail context. Therefore, the purpose of this paper is to investigate the identity fraud management practices and present a comprehensive set of practices for e-tail sector.Design/methodology/approachA systematic literature review approach was adopted, and the articles were selected through pre-set inclusion criteria. The authors synthesised existing literature to investigate identity fraud management in e-tail sector.FindingsThe research finds that literature on practices for identity fraud management is scattered. The findings also reveal that firms assume identity fraud issues as a technological challenge, which is one of the major reasons for a gap in effective management of identity frauds. This research suggests e-tailers to deal this issue as a management challenge and counter strategies should be developed in technological, human and organisational aspects.Research limitations/implicationsThis study is limited to the published sources of data. Studies, based on empirical data, will be helpful to support the argument of this study; additionally, future studies are recommended to include a wide number of databases.Practical implicationsThis research will help e-tail organisations to understand the whole of identity fraud management and help them develop and implement a comprehensive set of practices at each stage, for effective management identity frauds.Originality/valueThis research makes unique contributions by synthesising existing literature at each stage of fraud management and encompasses social, organisational and technological aspects. It will also help academicians understanding a holistic view of available research and opens new lines for future research.
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Jaura, Manya, und Snejina Michailova. „Cognition and knowledge sharing in post-acquisition integration: insights from Indian IT acquiring firms“. Journal of Asia Business Studies 8, Nr. 2 (29.04.2014): 146–67. http://dx.doi.org/10.1108/jabs-05-2012-0027.
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Purpose – The purpose of this paper is to examine the influence of cognition on knowledge sharing between members of the acquiring and acquired organisations in the post-acquisition integration process. It specifically analyses differentiation between in-groups and out-groups, the perception of organisational identity and interaction among members of the acquired and acquiring organisations and how these three factors affect knowledge sharing. Design/methodology/approach – The authors develop theoretical propositions and conduct an explorative pilot study on the basis of original interview data conducted with ten respondents in four Indian IT companies that have acquired firms abroad. Findings – The authors find evidence for supporting the negative effect of in- and out-groups differentiation and the positive effect of interpersonal interaction on knowledge sharing among employees of the acquired and acquiring organisations. There was indicative, but less compelling, evidence for the negative influence of inter-group competition and the positive influence of perceived shared organisational identity on knowledge sharing. Different from the established view, the authors find that when Indian firms acquire firms abroad, they immediately initiate knowledge flows from the targets rather than going through a long period of integration prior to acquiring knowledge from the targets. Research limitations/implications – The paper contributes to the scholarly conversation on cognition and knowledge sharing and argues that firms that are located in developing economies and that acquire firms abroad behave in a way somewhat different from what Western literature postulates. This invites for further studies, both theoretical and empirical, to shed light on this phenomenon. The present paper is focused only on one country, India, and on a single industry, the IT industry. It is limited in its empirical part, mainly due to enormous difficulties in getting access to the field. Practical implications – The study demonstrates how central individuals are to the process of knowledge sharing and the accomplishment of organisational objectives in a post-acquisition context. Managers should understand that the knowledge their employees possess is a strategic asset, and therefore how they use it is influential in attaining organisational goals in general, and acquisition integration objectives in particular. The creation of task- and project-related communities or groups can help in establishing a shared organisational identity, especially after the turbulent event of one company acquiring another one. The creation of communities or groups where socialisation is encouraged can lead to employees interacting with one another and developing a sense of belongingness with the community or group. Over time, this belongingness can translate into a shared organisational identity, which is beneficial for the organisation. The findings suggest that the creation of task- or project-oriented communities and groups is a powerful way to achieve that. Originality/value – The contribution of the paper is fourfold. First, while macro orientation dominates literature on the growth of the Indian IT industry, this study is conducted at the individual level of analysis, by focusing on managers in acquiring Indian IT firms. Second, whereas studies that have examined cognition and knowledge sharing have done so mainly through social capital lenses, this paper focuses on factors that are based on the inherent tendency of human beings to categorise themselves and other individuals. Third, the paper examines the links between cognition and knowledge sharing in an exciting context, namely, post-acquisition integration. Finally, while research on both post-acquisition integration and knowledge sharing is biased towards a Western context, this study investigates knowledge sharing and post-acquisition integration in the context of a major non-Western emerging economy.