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作者：Pratt, MG; Foreman, PO
作者单位：University of Illinois System; University of Illinois Urbana-Champaign
摘要：We examine the phenomenon of multiple organizational identities and suggest that they can be managed in organizations by changing the number of (identity plurality) or relationships among (identity synergy) the identities. Using plurality and synergy as response dimensions, we offer a classification scheme identifying four major types of managerial responses: compartmentalization, deletion, integration, and aggregation. We also suggest several key conditions that may affect the use and appropr...
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作者：Leana, CR; Barry, B
作者单位：Pennsylvania Commonwealth System of Higher Education (PCSHE); University of Pittsburgh; Vanderbilt University
摘要：Organizations and individual employees increasingly are pursuing change in how work is organized, how it is managed, and in who is carrying it out. At the same time, there are numerous individual, organizational and societal forces promoting stability in work and employment relations. Here we discuss change and stability and the forces pushing individuals and organizations to pursue both. We argue that some level of tension between stability and change is an inevitable part of organizational l...
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作者：Gioia, DA; Schultz, M; Corley, KG
作者单位：Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park; Copenhagen Business School
摘要：Organizational identity usually is portrayed as that which is core, distinctive, and enduring about the character of an organization. We argue that because of the reciprocal interrelationships between identity and image, organizational identity, rather than enduring, is better viewed as a relatively fluid and unstable concept. We further argue that instead of destabilizing an organization. this instability in identity is actually adaptive in accomplishing change. The analysis leads to some pro...
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作者：McKinley, W; Zhao, J; Rust, KG
作者单位：Southern Illinois University System; Southern Illinois University
摘要：To better understand the phenomenon of organizational downsizing, we compare three theoretical perspectives on downsizing: the economic, the institutional, and the sociocognitive. We use the three perspectives to organize the growing empirical literature on downsizing, and we link streams of empirical work to the theoretical perspective that underlies each. With our sociocognitive model, we argue that downsizing has become institutionalized through the collectivization and reification of a dow...
