Relevant bibliographies by topics / Identity in organization

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Identity in organization'

Author: Grafiati
Published: 4 June 2021
Last updated: 6 February 2022

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Journal articles on the topic "Identity in organization"

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Desai, Prarthan B. "Values Practices and Identity Sustenance in Dual-identity Organizations." Journal of Human Values 23, no. 1 (2017): 1–12. http://dx.doi.org/10.1177/0971685816673477.

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A dual identity organization refers to an organization having two, often mutually conflicting, self-referential definitions of ‘who we are’ as an organization (Albert & Whetten, 1985). Values practices are defined as ‘the sayings and doings in organizations that articulate and accomplish what is normatively right or wrong, good or bad, for its own sake’ (Gehman, Trevino, & Garud, 2013, p. 84). In this paper, I study influence of values practices on sustenance of an organizational identity in dual-identity organizations. I adopted a qualitative approach and single case study method for providing a rich narrative of the phenomenon. I collected data from an Indian software organization involved in both software services and software products businesses. The case data show that values practices manifested inside dual-identity organizations in the form of comparisons of the two identities by internal audiences. The study identifies three types of distinct, but interrelated, values practices: (1) values infusion, (2) collective perceptions of pragmatic alignment and (3) collective expectations of equality and equity. The case data show that ineffective management of these values practices was detrimental to the sustenance of an organizational identity that failed to perform well on conventional performance parameters.
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Gerstrøm, Anna. "Identity after death: how legacy organizational identity and death form each other." Management Research Review 38, no. 1 (2015): 89–123. http://dx.doi.org/10.1108/mrr-11-2012-0251.

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Purpose – The purpose of this paper is to explore how legacy organizational identity and death relate to each other and, thereby, contribute to closing the gap in knowledge on organizational identity constructions in times of death. Design/methodology/approach – The paper opted for an exploratory study relying on primary data from in-depth narrative interviews with 20 organizational members of a bank that went bankrupt. The primary data, as well as documents like websites, newspapers, magazines, booklets, minutes, and reports, were complemented by secondary interviews with other members of the financial industry. Findings – The paper finds that members of a dead organization construct a bankruptcy narrative that is also a legacy organizational identity narrative including a legacy organizational identity transformation and several identities that have positive and negative aspects and are conflicting but integrated into a coherent narrative. Furthermore, the paper provides empirical insights on how members of a dead organization draw upon their legacy organizational identity to justify their (lack of) past interpretations and responses to an unfolding bankruptcy. Finally, it provides empirical evidence on ways that legacy organizational identity from a dead organization play a substantial role in a living organization. Research limitations/implications – Because of the chosen research approach, the research results may lack generalizability. Practical implications – The paper holds insight that can help practitioners understand members of a dying organization – including the ways they come to form and perform in a new organizational context; an understanding that is a prerequisite for helping and supporting these members in coming to perform satisfyingly in the new organization. Originality/value – This paper addresses an apparent gap in the literature on identity and death; exploring identity narratives in a bankrupted bank, the paper considers constructions of legacy organizational identities in times of disruptive death.
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Corley, Kevin G., and Dennis A. Gioia. "Identity Ambiguity and Change in the Wake of a Corporate Spin-off." Administrative Science Quarterly 49, no. 2 (2004): 173–208. http://dx.doi.org/10.2307/4131471.

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We report on the findings of an inductive, interpretive case study of organizational identity change in the spin-off of a Fortune 100 company's top-performing organizational unit into an independent organization. We examined the processes by which the labels and meanings associated with the organization's identity underwent changes during and after the spin-off, as well as how the organization responded to these changes. The emergent model of identity change revolved around a collective state of identity ambiguity, the details of which provide insight into processes whereby organizational identity change can occur. Additionally, our findings revealed previously unreported aspects of organizational change, including organization members' collective experience of “change overload” and the presence of temporal identity discrepancies in the emergence of the identity ambiguity.
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Shepherd, Hana. "Forging Foreign Policy: Organizational Identity and Knowledge Production." Social Science History 44, no. 4 (2020): 771–99. http://dx.doi.org/10.1017/ssh.2020.30.

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AbstractThe ideas and knowledge central to foreign policy are often produced within the context of organizations. How do organizations vet people and ideas for knowledge production? I use original data drawn from archives of the Council on Foreign Relations (CFR), an organization that brought together elites with an interest in foreign policy, to examine the production of post–World War II US foreign policy knowledge. Drawing on literature about how organizations evaluate people and ideas, I assess how the CFR staff selected different foreign policy topics for their Program on Studies from 1955 to 1972. Case studies and multinomial logistic regression provide two forms of evidence: The justifications used by the CFR Program on Studies staff to select ideas and the relationship between recommendations of proposers and idea selection. I compare the effect of positive recommendations from different sources to distinguish between prioritizing quality and prestige and organizational identity on the other. Staff used the identity of the organization as a group of elites with particular expertise as a basis for making everyday decisions regarding which foreign policy knowledge would be codified in the program. In this way, the organization occupied a central position in the production of knowledge. This suggests that scholars of evaluation should attend to organization-level features in addition to individual-level characteristics. I discuss the implications for organizations and intellectual production.
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Bhattacharya, C. B., Hayagreeva Rao, and Mary Ann Glynn. "Understanding the Bond of Identification: An Investigation of its Correlates among Art Museum Members." Journal of Marketing 59, no. 4 (1995): 46–57. http://dx.doi.org/10.1177/002224299505900404.

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Identification is defined as the “perceived oneness with or belongingness to an organization” of which the person is a member. The authors propose that customers, in their role as members, identify with organizations. They use social identity theory to propose and test a model that relates members’ identification with the focal organization to (1) organizational and product characteristics, (2) members’ affiliation characteristics, and (3) members’ activity characteristics. Their empirical setting consists of the members of an art museum. Their survey findings show that members’ identification is positively related to perceived organizational prestige, donating activity, tenure of membership, visiting frequency, and confirmation of member expectations with the organization's services. However, members’ participation in similar organizations is negatively related to identification with the focal organization. The authors discuss how this study can be extended to other marketing contexts and how managers can use the notion of identification in implementing marketing strategies.
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Tsachouridi, Irene, and Irene Nikandrou. "Organizational virtuousness and spontaneity: a social identity view." Personnel Review 45, no. 6 (2016): 1302–22. http://dx.doi.org/10.1108/pr-09-2014-0192.

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Purpose The purpose of this paper is to examine the direct and indirect effect of perceived organizational virtuousness (POV) on organizational spontaneity. The assumed indirect effect is investigated through the social identity perspective. As such, organizational identification, pride and respect are examined as mediators of the POV-spontaneity relationship. Design/methodology/approach To test the hypotheses the authors conducted two studies. First, the authors conducted an experimental study with 136 participants in which the authors investigated the role of organizational identification as mediator of the examined relationship. Second, the authors conducted a field study in which 572 employees working in various organizations participated. In this study, pride and respect were incorporated as first-step mediators explaining serially (indirectly) the relationship between the independent and the dependent variable through organizational identification. Findings The findings of the experimental study indicate that organizational identification mediates the positive relationship between POV and organizational spontaneity. The results of the field study indicate that pride and respect serially mediate the examined relationship through organizational identification. Practical implications The study accumulates further evidence that treating employees with care and respect can bring benefits to organizations. Perceiving organizational virtuousness makes employees identify with their organization and view organizational successes as their own. Thus, they become more willing to benefit the organization. Originality/value This study is unique to the literature by being the first to examine the relationship between POV and organizational spontaneity through social identity processes.
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Abimbola, Temi, and Akin Kocak. "Brand, organization identity and reputation: SMEs as expressive organizations." Qualitative Market Research: An International Journal 10, no. 4 (2007): 416–30. http://dx.doi.org/10.1108/13522750710819748.

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Karreman, Dan, and Mats Alvesson. "Making Newsmakers: Conversational Identity at Work." Organization Studies 22, no. 1 (2001): 59–89. http://dx.doi.org/10.1177/017084060102200103.

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This paper focuses on a single event in an organization — a meeting about the news bills and their presumed sales effects on a Swedish evening newspaper. The paper has three purposes. One is (strictly) empirical and shows in detail some aspects the editorial side of newspaper publishing. We show how shared meanings and a joint identification is accomplished, facilitating newspaper editorial work. A second purpose is methodological and illustrates the option of doing in-depth studies of micro events as a way of making organizations visible. Arguably, some situations in organizations may be seen as the organization `written small' and the close and detailed interpretation of these may, if combined with sufficient back-ground and context knowledge, open up a window for a broader understanding of organizations. The third, and most significant, purpose is to develop ideas about identity and identity construction in a specific work organizational context. In particular, we take an interest in how the self-regulation of identity may suppress consideration of aspects and modes of thinking, acting and feeling that run against dominant processes of identity construction. The meeting is viewed as a vehicle for manifesting, clarifying and solidifying identity constructions through conversations around the news bills' sales capacity. The intensity of the work with identity construction is seen in the context of the work organization and production schedule, where infrequent interaction and a quick speed create a lack of possibilities for developing shared understandings and support for the decisions made. The pressure to safeguard a distinctive social identity means that there is little space for broader reflections and considerations threatening a coherent identity constructing conversation.
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Ran, Bing, and P. Robert Duimering. "Imaging the Organization: Language Use in Organizational Identity Claims." Journal of Business and Technical Communication 21, no. 2 (2007): 155–87. http://dx.doi.org/10.1177/1050651906297167.

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Liu, Yang, Moses Esangbedo, and Sijun Bai. "Adaptability of Inter-Organizational Information Systems Based on Organizational Identity: Some Factors of Partnership for the Goals." Sustainability 11, no. 5 (2019): 1436. http://dx.doi.org/10.3390/su11051436.

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Given the current trade friction between the United States of America and the People’s Republic of China, the progress of the Sustainable Development Goals (SDG) may slow down in some areas in both countries, and there is a need for organizations to understand more of the factors that affect the adaptability of inter-organization information systems (AIOISs) in order to support the 17th Sustainable Development Goal. This research proposes a new model for the adaptability of IOISs based on organizational identity. The hypotheses for this research were deduced from the literature in order to identify and extract the factors for adaptability and partnership. Subsequently, a conceptual model has been developed and empirically tested using the data from 259 samples. The exploratory and confirmatory analysis showed that organizational learning mechanisms (OLM) and knowledge sharing (KS) have a significant positive effect on the identity of multi-organization alliances (IMOAs), and on the adaptability of IOISs, as well as indirectly affecting the adaptability of IOISs through the mediating role of the identity of the multi-organization alliance. In addition, organizational collaboration (OC), commitment, and trust have a significant positive effect on the identity of a multi-organization alliance, whereas there is no direct relationship between organizational collaboration, commitment, trust, and the adaptability of the IOIS. Lastly, the mediating roles of IMOA on AIOIS are supported.
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Dissertations / Theses on the topic "Identity in organization"

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Cleaver, I. "How members of high identity demand organizations perform identity work relating to organization membership." Thesis, City University London, 2014. http://openaccess.city.ac.uk/11895/.

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This study asks: how do members of high identity demand organizations perform identity work relating to their organization membership? Using social identity theory, Kreiner, Hollensbe and Sheep (2006a) defined high identity demand vocations as imposing significant forces on members towards integration with a role. Through an inductive empirical study I respond to their call for studies taking the organization, rather than role, as the referent for identity work. Taking large professional service firms (PSF) as high identity demand organizations, this study explores: how identity work on the social identity is conducted from within multiple identity positions; how identity work responses are combined to address the challenges within multiple identity positions; how the identity work setting influences the performance of identity work; how the concurrent performance of identity work by others supports an individual’s identity work; and the types of events creating difficult identity work for PSF partners. Finally I combine these in considering the reversal of spirals of de-identification.
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Griffith, Cameron. "Organizational Identity Dynamics| The Emergence of Micro-level Factors in Organizational Identity Processes for an Acquired Organization." Thesis, The George Washington University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3732580.

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<p> This single case study examined the construct of organizational identity, defined as that which is central (i.e., fundamental to the organization), enduring (i.e., persisting over time), and distinctive (i.e., uniquely descriptive) about an organization&rsquo;s character (Albert &amp; Whetten, 1985). Specifically, the study addressed the research question: <i>What are the organizational identity processes occurring in an acquired organization?</i> While past research has addressed the construction of organizational identity, little research has examined this phenomenon after an organizational acquisition. The organizational identity dynamics model by Hatch and Schultz (2002) provided the theoretical underpinnings for this research and was utilized to establish the conceptual framework for this study.</p><p> This qualitative research study explored how organizational identity was constructed for members of an acquired organization as they initially learned of the acquisition and as they assimilated into their new organizational environment. Data were collected through semistructured interviews, document and archival review, and artifact review. This methodology maintained research integrity by establishing reliability and trustworthiness, with data triangulation used to validate study results and findings. The setting for this research was a private, family-owned transportation organization that had recently acquired a competing company.</p><p> This research study yielded three primary findings. First, individual-level variables such as personal anxiety or career status were significant factors in the organizational identity processes. Second, sensemaking was critical in the identity process for members of AcquiredCo. Findings indicated that sensemaking was enacted through several key factors, including organizational image, sensegiving by the acquiring organization, comparison processes, social learning, artifacts, and critical incidents. Last, the preacquisition environment of the acquired organization had a significant role in the identity-related processes.</p><p> This research study contributes to both theory and practice, expanding theoretical knowledge of identity construction for members of an acquired organization. Additionally, the research findings provide significant benefits to organizations that seek to more effectively assimilate members of an acquired organization into the acquiring organization, ultimately with a greater understanding of &ldquo;who we are&rdquo; (Gioia, 1998) as an organization.</p>
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Cole, Tami. "Impact of an organization identity intervention on employees' organizational commitment." Thesis, Pepperdine University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10133149.

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<p> This project examined the impacts of an organization identity intervention on workers&rsquo; commitment during large-scale transformational change at a financial services company. A 21-member information technology team was recruited for the study. Commitment was measured using a quantitative instrument and the events and data collected during the identity intervention were described. Participants generally enjoyed the intervention, although team members grew increasingly negative over the course of the event due to past experiences with similar interventions. Commitment was consistent across both groups and remained unchanged across the study period. The study organization is advised to assure that its leaders support and are prepared to respond to the results of any interventions conducted and take measures to nurture participants&rsquo; existing affective commitment. Continued research is needed to evaluate the impacts of the identity intervention on commitment. Such studies are advised to utilize a larger sample and to measure organizational commitment using mixed methods.</p>
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Chen, Basil Kuo Chih. "Constructing Positive Organization Identity with Virtuous Positive Practices." Thesis, Benedictine University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3584795.

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<p> This study explores the impact of virtuous positive practices on organization identity, specifically it addresses the question of <i>how</i> organizations use virtuous positive practices to construct a positive organization identity. I use an inductive approach to conduct a case study of two organizations that have a reputation of outstanding culture, employee engagement, customer orientation, and have contributed to their respective communities. The study presents a model with a set of five propositions describing how the two organizations use virtuous positive practices to construct a positive organization identity. Key findings suggest that when virtuous thoughts, inspiring words, and empowering deeds are aligned in the construction process, the resultant identity characteristics are imbued with positivity.</p>
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Hill, Theodore. "LONGING TO BELONG: IDENTITY AND ORGANIZATION THEORY." Diss., Temple University Libraries, 2011. http://cdm16002.contentdm.oclc.org/cdm/ref/collection/p245801coll10/id/118112.

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Business Administration/Strategic Management<br>Ph.D.<br>This dissertation consists of the first three papers in a stream of organization theory research inspired by the insight that humans are as motivated by identity self interest - or the "longing to belong" - as by instrumental self interest. The first paper (chapter 2) spells out this insight and its implications for the governance of knowledge intensive organizations; the second paper (chapter 3) offers an empirical test of the fundamental assumption that a continuum of motivation influences governance arrangements; and the third paper (chapter 4) uses a historical case study to refine process theories of organization by emphasizing the struggle for dominance between identity groups and their logics.<br>Temple University--Theses
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Peplow, Amber Leigh. "Creating change in the SEIU and the AFL-CIO: The role of identity." Diss., Texas A&M University, 2003. http://hdl.handle.net/1969.1/2263.

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The SEIU and the AFL-CIO utilized similar rhetorical strategies in creating identification to further change within their organizations. Despite similar rhetorical strategies, the change efforts differ substantially in terms of success. This dissertation argues that the audience, culture and organizational structure influence the success of the change effort. The dissertation provides implications for rhetorical communication in labor unions.
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Moreau, Eastine Louise. "Sailing on a Sea of Hope| Exploring the Impact of Federal Consolidation on Individual Identification and Organizational Identity." Thesis, The George Washington University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3615174.

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<p> Organizational consolidation and restructuring is a long held public sector quick-fix solution to issues of limited congressional funding, ineffective structure, and/or the presumption of hierarchical failures of leadership, in hope of improving organizational performance. Such attempts at federal government reorganization are often criticized in terms of <i> dollars and sense</i>&mdash;attempting to save dollars, but not making much sense. While a plethora of literature exists on private sector reorganization (i.e., merger and acquisition) and their workforce, there is scarce research available on similar events for the public sector. </p><p> This case study sought to understand the impact of mandated federal consolidation on the public sector workforce. Leveraging Cheney's (1983) and Bergami and Bagazzi's (2000) theories and studies on organizational identification, the second order effect on identity and identification for the associated federal workforce was revealed as having significant negative impact&mdash;worthy of immediate leadership attention and future study. A key conclusion of this study provided insight into public sector individual identification as grounded in differing psychological contracts dependent on status (military versus civil service), but revealed a shared an incremental hierarchical default to patriotism as the final vestige for rationalizing identification. </p><p> Recommendations are offered for future public sector studies as a dichotomous evaluation of military versus civil service, expanding literature beyond the private sector, and offering practical insight for the world's largest employer, the Department of Defense, with likely benefit for the workforce and the taxpayer. The question remains whether the study leadership will leverage these lessons learned or just continue their journey <i>sailing on a sea of hope</i>. </p>
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Shore, C. N. "Organization, ideology, identity : The social anthropology of Italian communism." Thesis, University of Sussex, 1985. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.373907.

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Lyras, Ewgeniya. "Analýza organizační kultury společnosti SEAFOOD s.r.o." Master's thesis, Vysoká škola ekonomická v Praze, 2010. http://www.nusl.cz/ntk/nusl-16504.

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The aim of the thesis is to analyze the organizational culture of the company SEAFOOD Ltd. and propose a set of measures which would contribute to strengthening the organizational culture of the company. Before starting the research the theoretical materials were investigated and hypotheses were set. The main theoretical basis in this thesis is the theory of E.H. Schein. During the work there were discussed as positive impacts of the organizational culture, as well as its restrictive side. In this work was also mentioned the issue of connection between the individual characteristics and qualities of the individual and his working career. After carrying out research, which consisted of writing surveys filled by company employees, guided interviews with some managers and observations, the conclusion about the current level, the problems and the strong sides of the organizational culture SEAFOOD Ltd. was made. After the conclusion there was suggested a set of actions which should lead to the strengthening of the organizational culture of the company and contribute to a higher level of identification of the company's employees with SEAFOOD Ltd.
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Staples, Amy L. S. "Constructing International Identity: The World Bank, Food and Agriculture Organization, and World Health Organization, 1945-1965." The Ohio State University, 1998. http://rave.ohiolink.edu/etdc/view?acc_num=osu1393196164.

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Books on the topic "Identity in organization"

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Barbara, Czarniawska-Joerges. Narrating the organization: Dramas of institutional identity. University of Chicago Press, 1997.

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Narrating the organization: Dramas of institutional identity. University of Chicago Press, 1997.

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Scottoline, Lisa. Mistaken identity. HarperCollins, 1999.

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Scottoline, Lisa. Mistaken identity. Thorndike Press, 1999.

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Scottoline, Lisa. Mistaken identity. HarperCollins, 1999.

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Scottoline, Lisa. Mistaken identity. HarperCollins, 1999.

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Strategic ambiguities: Essays on communication, organization, and identity. Sage Publications, 2007.

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Fineman, Stephen. The Emotional Organization. John Wiley & Sons, Ltd., 2009.

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Opposing ambitions: Gender and identity in an alternative organization. University of Chicago Press, 1996.

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Braun, Daniel. NATO enlargement and the politics of identity. Centre for International Relations, Queen's University, 2007.

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Book chapters on the topic "Identity in organization"

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Jackson, Nicholas. "Social and Organization Identity." In Organizational Justice in Mergers and Acquisitions. Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-92636-0_6.

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Neagu, Cristina Denisa. "Knowledge Based Organization." In The Future of Identity in the Information Society. Springer US, 2008. http://dx.doi.org/10.1007/978-0-387-79026-8_28.

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Prakken, Bart. "The Identity of Management Information Systems." In Information, Organization and Information Systems Design. Springer US, 2000. http://dx.doi.org/10.1007/978-1-4615-4421-0_3.

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Fyrberg Yngfalk, Anna, and Carl Yngfalk. "Hybridity as Fluid Identity in the Organization of Associations." In Managing Hybrid Organizations. Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-95486-8_6.

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Perrett, D. I., A. J. Mistlin, D. D. Potter, et al. "Functional Organization of Visual Neurones Processing Face Identity." In Aspects of Face Processing. Springer Netherlands, 1986. http://dx.doi.org/10.1007/978-94-009-4420-6_19.

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Tokunaga, Tomoko. "Fostering Belonging and Identity at a Community-Based Organization." In Learning to Belong in the World. Springer Singapore, 2018. http://dx.doi.org/10.1007/978-981-10-8480-5_4.

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West, Edie. "Cultural Identity, Public Image and Frontier Nursing." In Frontier Nursing in Appalachia: History, Organization and the Changing Culture of Care. Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-20027-5_9.

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Romberg, Thomas A. "The Social Organization of Research Programs in Mathematical Sciences Education." In Mathematics Education as a Research Domain: A Search for Identity. Springer Netherlands, 1998. http://dx.doi.org/10.1007/978-94-011-5470-3_24.

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Romberg, Thomas A. "The Social Organization of Research Programs in Mathematical Sciences Education." In Mathematics Education as a Research Domain: A Search for Identity. Springer Netherlands, 1998. http://dx.doi.org/10.1007/978-94-011-5196-2_9.

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Marshall, Nick. "Identity and Difference in Complex Projects: Why Boundaries Still Matter in the “Boundaryless” Organization." In Managing Boundaries in Organizations. Palgrave Macmillan UK, 2003. http://dx.doi.org/10.1057/9780230512559_4.

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Conference papers on the topic "Identity in organization"

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Eremeev, Dmitriy V. "Decision-Making On Attracting Additional Financial Resources Of Commercial Organization." In International Scientific Forum «National Interest, National Identity and National Security». European Publisher, 2021. http://dx.doi.org/10.15405/epsbs.2021.02.02.71.

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Wu, Yi, Hai Jiang, Ye Wu, and Dongmei Zhang. "Physical Cell Identity Self-Organization for Home eNodeB Deployment in LTE." In 2010 6th International Conference on Wireless Communications, Networking and Mobile Computing (WiCOM). IEEE, 2010. http://dx.doi.org/10.1109/wicom.2010.5600778.

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Jingjie Yu, Mugen Peng, and Yue Li. "A physical cell identity self-organization algorithm in LTE-advanced systems." In 2012 7th International ICST Conference on Communications and Networking in China (CHINACOM 2012). IEEE, 2012. http://dx.doi.org/10.1109/chinacom.2012.6417549.

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Amirijoo, M., P. Frenger, F. Gunnarsson, H. Kallin, J. Moe, and K. Zetterberg. "Neighbor Cell Relation List and Physical Cell Identity Self-Organization in LTE." In ICC 2008 - 2008 IEEE International Conference on Communications Workshops. IEEE, 2008. http://dx.doi.org/10.1109/iccw.2008.12.

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Tkhostov, Aleksander. "Differentiation Of Identity Fusion And Identification With Family, Friends, Country And Organization." In ICPE 2018 - International Conference on Psychology and Education. Cognitive-Crcs, 2018. http://dx.doi.org/10.15405/epsbs.2018.11.02.79.

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Pushkareva, N. V. "Understanding the mission of the organization as an element of professional identity employee." In ТЕНДЕНЦИИ РАЗВИТИЯ НАУКИ И ОБРАЗОВАНИЯ. НИЦ «Л-Журнал», 2018. http://dx.doi.org/10.18411/lj-11-2018-83.

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Jaferian, Pooya, David Botta, Kirstie Hawkey, and Konstantin Beznosov. "A case study of enterprise identity management system adoption in an insurance organization." In the Symposium. ACM Press, 2009. http://dx.doi.org/10.1145/1641587.1641594.

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Chen, Yu-Chuan, and Hsiu-Hsi Liu. "EFFECT OF ORGANIZATION IDENTITY AND RELATIONSHIP QUALITY ON TEACHER LOYALTY IN TEACHER EDUCATION DEPARTMENTS." In 48th International Academic Conference, Copenhagen. International Institute of Social and Economic Sciences, 2019. http://dx.doi.org/10.20472/iac.2019.048.008.

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Toapanta, Segundo Moises Toapanta, Felix Gustavo Mendoza Quimi, Maximo Geovani Tandazo Espinoza, and Luis Enrique Mafla Gallegos. "Proposal of a Model to Apply Hyperledger in Digital Identity Solutions in a Public Organization of Ecuador." In 2019 Third World Conference on Smart Trends in Systems Security and Sustainablity (WorldS4). IEEE, 2019. http://dx.doi.org/10.1109/worlds4.2019.8903981.

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Dewi, Nyoman Ayu Wulan Trisna, Edy Sujana, and I. Gd Nandra Hary Wiguna. "The Effect of Identity Protection and Financial Reward on Whistleblowing Intention in Public Sector Organization: Experimental Study." In 5th International Conference on Tourism, Economics, Accounting, Management and Social Science (TEAMS 2020). Atlantis Press, 2020. http://dx.doi.org/10.2991/aebmr.k.201212.006.

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Reports on the topic "Identity in organization"

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Bundsgaard, Niels H. Organization of a Future European Security and Defense Identity. Defense Technical Information Center, 2000. http://dx.doi.org/10.21236/ada377420.

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Fernández Rincón, Antonio Raúl, and Pedro Antonio Hellín Ortuño. La gestión estratégica de la identidad visual en las organizaciones con mejor reputación / The strategic management of visual identity in organizations. Revista Internacional de Relaciones Públicas, 2019. http://dx.doi.org/10.5783/rirp-17-2019-06-97-116.

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Berger, J. M. A Paler Shade of White: Identity & In-group Critique in James Mason’s Siege. RESOLVE Network, 2021. http://dx.doi.org/10.37805/remve2021.1.

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Discussions of extremist ideologies naturally focus on how in-groups criticize and attack out-groups. But many important extremist ideological texts are disproportionately focused criticizing their own in-group. This research report will use linkage-based analysis to examine Siege, a White nationalist tract that has played an important role shaping modern neo-Nazi movements, including such violent organizations as Atomwaffen Division and The Base. While Siege strongly attacks out-groups, including Jewish and Black people, the book is overwhelmingly a critique of how the White people of its in-group fall short of Nazi ideals. Siege’s central proposition—that the White in-group is disappointing, deeply corrupt, and complacent—shapes its argument for an “accelerationist” strategy to hasten the collapse of society in order to build something entirely new. Finally, this report briefly reviews comparable extremist texts from other movements to draw insights about how in-group critiques shape extremist strategies. These insights offer policymakers and law enforcement tools to anticipate and counter violent extremist strategies. They also highlight less-obvious avenues for potential counter-extremist interventions and messaging campaigns.
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Arlitsch, Kenning. Data set supporting the dissertation Semantic Web Identity in Academic Organizations: Search engine entity recognition and the sources that influence Knowledge Graph Cards in search results. Montana State University ScholarWorks, 2016. http://dx.doi.org/10.15788/m2f590.

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Prysyazhna-Gapchenko, Julia. VOLODYMYR LENYK AS A JOURNALIST AND EDITOR IN THE ENVIRONMENT OF UKRAINIAN EMIGRATION. Ivan Franko National University of Lviv, 2021. http://dx.doi.org/10.30970/vjo.2021.50.11094.

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In this article considered Journalistic and editorial activity of Volodymyr Lenika (14.06.1922–02.11.2005) – one of the leading figures of Ukrainian emigration in Germany. First outlined basic landmarks of his life and creation. Journalistic and editorial activity of Volodymyr Lenik was during to forty years out of Ukraine. In the conditions of emigration politically zaangazhovani Ukrainians counted on temporality of the stay abroad and prepared to transference of the created charts and instituciy on native lands. It was or by not main part of conception of liberation revolution of elaborate OUN under the direction of Stepan Banderi, and successfully incarnated in post-war years. Volodymyr Lenik, executing responsible commissions Organization, proved on a few directions of activity, which were organically combined with his journalistic and editorial work. As an editor he was promotorom of creation and realization of models of magazines «Avangard», «Krylati», «Znannia», «Freie Presse Korespondenz», newspapers «Shliakh peremogy». As a journalist Volodymyr Lenik left ponderable work, considerable part of which entered in two-volume edition «Ukrainians on strange land, or reporting, from long journeys». Subject of him newspaper-magazine publications directed on illumination of school, youth, student, cultural, scientific problems, organization and activity of emigrant structures, political fight of emigration, to dethronement of the antiukrainskikh Moscow diversions and provocations. Such variety of problematic of works of V. Lenika was directed in the river-bed of retaining of revolutionary temperament in the environment of diaspore, to bringing in of it to activity in public and political life. Problematic of him is systematized publicism and journalistic appearances, which was inferior realization of a few important tasks, namely to the fight for Ukrainian independence in new terms, cherishing and maintainance of national identity, counteraction hostile soviet propaganda. On an example headed Volodymyr Lenikom a magazine «Knowledge» some aspects are exposed him editorial trade.
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Salama, Hana, and Emma Bjertén-Günther. Women Managing Weapons: Perspectives for Increasing Women’s Participation in Weapons and Ammunition Management. United Nations Institute for Disarmament Research, 2021. http://dx.doi.org/10.37559/gen.

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This report explores women’s participation in the field of weapons and ammunition management, particularly their lived experiences in WAM technical roles, such as stockpile managers, armourers, ammunition and technical experts, explosive ordnance disposal specialist. The purpose is to unpack the challenges faced by these women and identify good practices for further inclusion of women in WAM. It also provides ideas for states, international organizations and disarmament stakeholders to improve gender diversity in implementation of arms control commitments, such as the UN PoA and its relevant instruments.
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Salama, Hana, and Emma Bjertén-Günther. Women Managing Weapons: Perspectives for Increasing Women’s Participation in Weapons and Ammunition Management. United Nations Institute for Disarmament Research, 2021. http://dx.doi.org/10.37559/gen/2021/02.

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UNIDIR’s new study Women Managing Weapons: Perspectives for Increasing Women’s Participation in Weapons and Ammunition Management seeks to fill this gap by exploring women’s participation in the field of weapons and ammunition management, particularly their lived experiences in WAM technical roles, such as stockpile managers, armourers, ammunition and technical experts, explosive ordnance disposal specialist. The purpose is to unpack the challenges faced by these women and identify good practices for further inclusion of women in WAM. It also provides ideas for states, international organizations and disarmament stakeholders to improve gender diversity in implementation of arms control commitments, such as the UN PoA and its relevant instruments.
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Brill, Sophie, and Beck Wallace. Oxfam GB Statement on Modern Slavery for the financial year 2019/20. Oxfam GB, 2020. http://dx.doi.org/10.21201/2020.6614.

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The UK Modern Slavery Act 2015 requires organizations with a turnover of over £36m to make a public statement on the steps they are taking to identify and prevent modern slavery in their operations and supply chains. Oxfam GB advocated for this legislation to be enacted. In this, our fifth statement, we share our progress against the three-year objectives set last year, which focus on corporate responsibility governance, human rights due diligence and inclusion of our country programmes. Due to the particularly devastating impacts of the coronavirus pandemic, we have added a section to highlight our initial response in March 2020, which fell under this reporting period.
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Petersen, Rodney, Danielle Santos, Matthew C. Smith, Karen A. Wetzel, and Greg Witte. Workforce Framework for Cybersecurity (NICE Framework). National Institute of Standards and Technology, 2020. http://dx.doi.org/10.6028/nist.sp.800-181r1.

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This publication from the National Initiative for Cybersecurity Education (NICE) describes the Workforce Framework for Cybersecurity (NICE Framework), a fundamental reference for describing and sharing information about cybersecurity work. It expresses that work as Task statements and describes Knowledge and Skill statements that provide a foundation for learners including students, job seekers, and employees. The use of these statements helps students to develop skills, job seekers to demonstrate competencies, and employees to accomplish tasks. As a common, consistent lexicon that categorizes and describes cybersecurity work, the NICE Framework improves communication about how to identify, recruit, develop, and retain cybersecurity talent. The NICE Framework is a reference source from which organizations or sectors can develop additional publications or tools that meet their needs to define or provide guidance on different aspects of cybersecurity education, training, and workforce development.
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Baxter, Carey, Susan Enscore, Ellen Hartman, Benjamin Mertens, and Dawn Morrison. Nationwide context and evaluation methodology for farmstead and ranch historic sites and historic archaeological sites on DoD property. Engineer Research and Development Center (U.S.), 2021. http://dx.doi.org/10.21079/11681/39842.

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The Army is tasked with managing the cultural resources on its lands. For installations that contain large numbers of historic farmsteads, meeting these requirements through traditional archaeological approaches entails large investments of personnel, time and organization capital. Through two previous projects, Engineer Research and Development Center, Construction Engineering Research Laboratory (ERDC-CERL) cultural resource management personnel developed a methodology for efficiently identifying the best examples of historic farmstead sites, and also those sites that are least likely to be deemed eligible for listing on the National Register of Historic Places. This report details testing the applicability of the methodology to regions across the country. Regional historic contexts were created to assist in the determination of “typical” farmsteads. The Farmstead/Ranch Eligibility Evaluation Form created by ERDC-CERL researchers was revised to reflect the broader geographic scope and the inclusion of ranches as a property type. The form was then used to test 29 sites at five military installations. The results of the fieldwork show this approach is applicable nationwide, and it can be used to quickly identify basic information about historic farmstead sites that can expedite determinations of eligibility to the National Register.
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