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作者：Fuller, SR; Edelman, LB; Matusik, SF
作者单位：University of Washington; University of Washington Seattle; University of California System; University of California Berkeley; Rice University
摘要：Organizational scholars have studied the impact of employment law on the structure of formed organizations but have given little attention to how law affects everyday life within work organizations. Here we propose a legal readings model of how law is received and mobilized by employees. This posits that law within organizations is composed of employees' beliefs about law and mobilization of law which develop from interaction with employers' law-related actions. Employees' legal readings funct...
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作者：Scott, SG; Lane, VR
作者单位：University of Massachusetts System; University Massachusetts Dartmouth; University of Colorado System; University of Colorado Denver
摘要：We develop ct model of organizational identity construction that reframes organizational identity within the broader context of manager-stakeholder relationships and more effectively integrates theory on organizational identity and organizational identification. We describe organizational identity as emerging from complex, dynamic, and reciprocal interactions among managers, organizational members, and other stakeholders. The model draws attention to organizational identity as negotiated cogni...
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作者：Shane, S; Venkataraman, S
作者单位：University System of Maryland; University of Maryland College Park; University System of Maryland; University of Maryland College Park; University of Virginia
摘要：To date, the phenomenon of entrepreneurship has lacked ct conceptual framework. In this note we draw upon previous research conducted in the different social science disciplines and applied fields of business to create a conceptual framework for the field. With this framework we explain a set of empirical phenomena and predict a set of outcomes not explained or predicted by conceptual frameworks already in existence in other fields.
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作者：Brickson, S
作者单位：Harvard University
摘要：Our present understanding of identification processes poses ct serious limitation to diversity research. In this article I present a preliminary model explicating how organizational, task, and reward structures affect the activation of members' personal, relational, and collective identity orientations. I further outline the manner in which the identity orientations of majority and minority individuals link to cognition, affect, and behavior of members of each group, as well as to diversity-re...
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作者：Floyd, SW; Lane, PJ
作者单位：University of Connecticut; Arizona State University; Arizona State University-Tempe
摘要：Strategic renewal consists of three subprocesses (competence definition deployment, and modification). Within each subprocess. the roles of top-, middle- and operating-level managers differ in their time horizon, information requirements, and core values. Dissensus in managers' perceptions about the need for change creates strategic role conflicts within individual managers and between managerial roles. In this article we explain when and where strategic role conflict occurs and how organizati...
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作者：Hogg, MA; Terry, DJ
作者单位：University of Queensland
摘要：Although aspects of social identity theory are familiar to organizational psychologists, its elaboration, through self-categorization theory, of how social categorization and prototype-based depersonalization actually produce social identity effects is less well known. We describe these processes, relate self-categorization theory to social identity theory, describe new theoretical developments in detail, and show how these developments can address a: range of organizational phenomena. We disc...
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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：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...
