Journal articles: 'Organizational image management'

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Schuler, Maria. "Management of the Organizational Image: A Method for Organizational Image Configuration." Corporate Reputation Review 7, no. 1 (January 2004): 37–53. http://dx.doi.org/10.1057/palgrave.crr.1540210.

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Parent, Milena M., and Peter O. Foreman. "Organizational Image and Identity Management in Large-Scale Sporting Events." Journal of Sport Management 21, no. 1 (January 2007): 15–40. http://dx.doi.org/10.1123/jsm.21.1.15.

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Although identity, image, and reputation are important issues for the sport management field, little research has examined how sport organizations construct and manage such intangible yet critical aspects of their organizations. This article addresses this gap in the literature by exploring the process of identity construction within organizing committees of major sporting events. The insights gained from two case studies indicate that committees draw on three types of identity referents: the nature of the event, context, and key individuals of organizing committees. These referents are projected as images from the organizing committee to various stakeholder groups and then reflected back to the organizing committee. In addition, images are often received by stakeholders through indirect channels of transmission, especially the media, further complicating the process of image and identity management. Finally, organizing committees attempt to manage the process primarily via verbal and symbolic communication strategies.

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Samniar, Bintang Ayu. "IMAGE MANAGEMENT MODEL IN COMPANY CRISIS." Komuniti: Jurnal Komunikasi dan Teknologi Informasi 8, no. 1 (January 3, 2017): 35. http://dx.doi.org/10.23917/komuniti.v8i1.2931.

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For the sustainability of the company in Indonesia, triple bottom line concept (people,planet, profit) have to be adding in every company, especially mining company. This concept usually be realized by Corporate Social Responsibility (CSR) department, just like in PT Pamapersada Nusantara (PAMA) District KPCS, East Kalimantan. This research type is descriptive qualitative, which give readers explanation of the situation in facing crisis in 2010 by CSR PAMA KPCS. For explain this, writer used Crisis Pre-Emptive: Image Management Model by Augustine Pang, because the CSR concept which explored by writer is based on crisis which happen there, in 2010. In this study, writer divided the phase into 4 phases as the theory by Pang. They are: Before organizational event: proactive phase; Before organizationalevent: strategic phase; During organizational event: reactive phase; and After organizational event: recovery phase. Writer also make a scheme based on 4 phase above.

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Vigoda-Gadot, Eran, and Haim Cohen. "Service satisfaction and organizational image." Transforming Government: People, Process and Policy 9, no. 1 (March 16, 2015): 2–16. http://dx.doi.org/10.1108/tg-02-2014-0004.

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Purpose – The purpose of this paper was to examine the relationship between image, service satisfaction and public opinion towards reforms in public organizations and postulate a more detailed relationship among them. The concept “New Public Management” (NPM) was initially suggested in the literature sometime around the early 1990s (Aucoin, 1990; Hood, 1991). NPM-style reforms raised the flag of responsiveness to citizens and improved public satisfaction with the assumption that organizational image would also be positively affected by such reforms. Image, satisfaction and support in public sector reforms are, therefore, the major focus of this study. Design/methodology/approach – The focus is on a major reform in the Israel electricity industry and data were collected from 500 respondents by telephone interviews. Findings – The findings support the authors ' hypotheses concerning the major role of image and satisfaction in forming attitudes towards NPM-style reforms. However, beyond conventional direct effects, the authors point to the mediating effect of organizational image on the relationship between satisfaction and support for reforms. Research limitations/implications – First, other factors not included in the model may influence support for NPM-style reforms in public organizations. Second, the study focused on a single organization in one country only and a very specific culture. Finally, the study is cross-sectional and may suffer from common-method and common-source biases and for this reason, should be replicated to allow better generalization and firmer implications. Practical implications – The findings about the preponderance of organizational image over service satisfaction can contribute to policymakers in their efforts to increase support for reforms among the public. The results demonstrate the strong relationship between organizational image and public opinion towards reform and the secondary effect of service satisfaction. Social implications – The centrality of organizational image as a core social focus for citizens as clients and for policymakers is highlighted in the discussion. It is maintained that NPM-style reforms in the social arena, and beyond, are predominantly affected by image. Therefore, there is a need to better understand how image affects social and economic reforms and attitudes towards those reforms and what may be the social consequences of such attitudes by citizens and by policymakers’ decisions. Originality/value – The originality of this study is fourfold: a unique model of image, satisfaction and attitudes towards NPM-style reforms not been studied thus far is in its current form; exploring interrelations of citizens’ satisfaction, image of the public sector and calls for reforms and change in the market-like environment of the public sphere; a telephone survey of opinions towards a specific NPM-style reform; and a focus on a major public sector organization in Israel going through reform.

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Zavattaro, Staci M. "Organizational Implosion." Administration & Society 46, no. 9 (October 20, 2014): 1071–91. http://dx.doi.org/10.1177/0095399714554681.

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Detroit, Michigan, is on the brink: Financial mismanagement, population exodus, increasing legacy costs, and out-of-control debt have driven it to bankruptcy. City actors, both administrative and elected, making politically driven decisions invited the disaster. This article uses the concepts of organizational implosion and image management to examine the degree to which the city indeed suffered organization implosion and how the city presented its image, internally and externally. The article synthesizes the administrative and communication literature streams to find that despite an overall rebranding effort, city actors still are falling short when generating positive narratives and trying to change organizational culture.

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Sutton, Robert I., and Anita L. Callahan. "The Stigma of Bankruptcy: Spoiled Organizational Image and Its Management." Academy of Management Journal 30, no. 3 (September 1987): 405–36. http://dx.doi.org/10.5465/256007.

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Sutton, R. I., and A. L. Callahan. "THE STIGMA OF BANKRUPTCY: SPOILED ORGANIZATIONAL IMAGE AND ITS MANAGEMENT." Academy of Management Journal 30, no. 3 (September 1, 1987): 405–36. http://dx.doi.org/10.2307/256007.

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Umana, Etebong Attah, and L. C. Okafor. "Employee/Management Sabotage Effects on Organizational Output." Journal of Management and Strategy 10, no. 3 (March 27, 2019): 37. http://dx.doi.org/10.5430/jms.v10n3p37.

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This study examines how employee sabotage affects organizational output in First Bank Plc, Calabar. The purpose was to identify the causes of employee sabotage, to examine how employee sabotage destroys the image and reputation of the organization, to examine how employee insubordination thwart the achievement of team work accomplishment and organizational effectiveness, to examine how employee refusal to produce product/service affect organizational output and to determine how employee sabotage reduce the security strength of the organization. The study employed survey design and used questionnaire to gather data from sampled respondents. Data was analyzed using simple percentage method. Based on the findings, it was revealed that sabotage at workplace by employee can damage the property, image and reputation of an organization. It was also revealed that employee insubordination thwart the achievement of team work accomplishment and organizational effectiveness. It was equally shown that employee sabotage reduces the security strength of the organization, thus expose the organization to competitive thread and that sabotage by employee leads to waste of resources in the organization, thus low organizational output. It was thus recommended that organizations should do a thorough background checks to know the type of employee that has been hired. Also, organizations should reinforce codes of conduct which will add weight to disciplinary response (court claim) to regulate employees’ behaviours if the employee abuses the rules.

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Vigoda‐Gadot, Eran, Hedva Vinarski‐Peretz, and Eyal Ben‐Zion. "Politics and image in the organizational landscape." Journal of Managerial Psychology 18, no. 8 (December 2003): 764–87. http://dx.doi.org/10.1108/02683940310511872.

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Babu, Faisal, and Sam Thomas. "Quality management practices as a driver of employee satisfaction: exploring the mediating role of organizational image." International Journal of Quality and Service Sciences 13, no. 1 (February 24, 2021): 157–74. http://dx.doi.org/10.1108/ijqss-10-2019-0124.

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Purpose Total quality management (TQM) has been a universally applienod management strategy to improve organizational performance and thereby to achieve competitiveness. Compared with the scholarly and practical attention paid to identify the consequences of implementing TQM practices, little is known about how those practices enhance organizational image and employee satisfaction. This paper aims to address that research gap and is designed to empirically prove the relationship between TQM practices, organizational image and employee satisfaction. Design/methodology/approach A questionnaire-based survey of 285 employees including administrators, managers and heads of departments of 21 National Accreditation Board for Hospital and Healthcare providers-accredited hospitals in India was conducted. The proposed research model was tested using partial least squares based structural equation modelling. Findings The results revealed that TQM practices have positive direct and indirect effects on employee satisfaction, confirming the partial mediation role played by organizational image in the relationship between TQM practices and employee satisfaction. Research limitations/implications From the findings, leaders can understand that by implementing TQM practices, organizations can enhance image of the organization and bring high level of employee satisfaction. Originality/value The study tries to answer questions largely ignored in the TQM literature: the effect of TQM practices on organizational image and employee satisfaction, and the mediating role of organizational image on TQM practices and employee satisfaction.

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Štreimikienė, Dalia, and Rizwan Raheem Ahmed. "CORPORATE SOCIAL RESPONSIBILITY AND BRAND MANAGEMENT: EVIDENCE FROM CARROLL’S PYRAMID AND TRIPLE BOTTOM LINE APPROACHES." Technological and Economic Development of Economy 27, no. 4 (June 14, 2021): 852–75. http://dx.doi.org/10.3846/tede.2021.14520.

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The objective of this research is to evacuate the relationship between CSR initiatives and organizational performance. Additionally, the undertaken research examines the impact of brand image and brand awareness as mediators and corporate image as the moderator between CSR initiatives and organizational performance. We employed a modified conceptual framework derived from the Triple bottom line and Carroll’s pyramid models. The data was analyzed through the structural equation model by using confirmatory and exploratory factor analyses and conditional process approach for examining the direct, mediating, and moderating hypothesized relationships. The undertaken study’s outcomes demonstrated that the ethical, philanthropic, and sustainable dimensions positively and significantly influence organizational performance. Similarly, the mediation analysis suggested that the brand image and brand awareness are the potent mediators in an association between ethical, philanthropic, and sustainable dimensions and organizational performance. Findings further demonstrated that corporate image as a moderator has strong impact between exogenous factors and organizational performance. The undertaken study has important theatrical and managerial implications that provide value additions for both researchers and industry practitioners.

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Boothroyd, Hylton, and Lee Roy Beach. "Image Theory: Decision Making in Personal and Organizational Contexts." Journal of the Operational Research Society 42, no. 5 (May 1991): 424. http://dx.doi.org/10.2307/2583758.

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Boothroyd, Hylton. "Image Theory: Decision Making in Personal and Organizational Contexts." Journal of the Operational Research Society 42, no. 5 (May 1991): 424–25. http://dx.doi.org/10.1057/jors.1991.87.

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Lievens, Filip, Greet Van Hoye, and Frederik Anseel. "Organizational Identity and Employer Image: Towards a Unifying Framework." British Journal of Management 18, s1 (March 2007): S45—S59. http://dx.doi.org/10.1111/j.1467-8551.2007.00525.x.

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Cao, Xiao Li. "Research on Method of Information System Information Security Risk Management." Advanced Materials Research 926-930 (May 2014): 4105–9. http://dx.doi.org/10.4028/www.scientific.net/amr.926-930.4105.

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With the popularity of the Internet and global information continues to advance organizational information systems have become an important strategic resource for the survival of the importance of information security to protect its widespread concern. Once the information security organization information system is destroyed, the Organization for Security attribute information would cause tremendous impact the organization's business operation, the losses include not only economic, but also likely to organize image, reputation is a strategic competitive advantage even fatal injuries. However, the existing information systems of information security risk management approach to information system risk analysis and assessment with specific organizational environment and business background with fragmentation, lack of risk analysis and description of the formation process, carried only consider "technical" factors security decisions, lack of full expression to achieve the desired goal of a number of decisions on organizational decision-making. Therefore, the information system to carry information security risk management is essential.

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Muhr, Sara Louise, and Alf Rehn. "Branding Atrocity: Narrating Dark Sides and Managing Organizational Image." Organization Studies 35, no. 2 (February 2014): 209–31. http://dx.doi.org/10.1177/0170840613511925.

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Guerrero, Sylvie, and Olivier Herrbach. "Manager organizational commitment: a question of support or image?" International Journal of Human Resource Management 20, no. 7 (July 2009): 1536–53. http://dx.doi.org/10.1080/09585190902983496.

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Wananda, Adhi, and Puspitasari Puspitasari. "Organizational Environment, Organizational Change, And Polri Services." Management Technology and Security International Journal 1, no. 2 (November 1, 2020): 153–64. http://dx.doi.org/10.47490/mtsij.v1.i2.153164.

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A changing and developing environment , indeed, affects the organizational development of Indonesian National Police , called Polri in Bahasa . These environmental changes will affect the management of Indonesian National Police organization. The e xternal environmental factors that most influence organizational activities of Indonesian National Police consist of micro external environmental factors , including the personnel of Indonesian National Police and the public, as well as the macro external e nvironmental factors covering political and legal conditions in Indonesia. Organizational changes in Indonesian National Police institution have massively occurred since Indonesian National Police Reformation in 1999 - 2000 and due to the Bureaucratic Reform s launched by the government in 2010. The most prominent change from Indonesian National Police Reform is the organizational culture of Indonesian National Police , from previously having a military culture to fully become a police organization which protec ts and serves the community. Meanwhile, the changes due to the b ureaucratic r eform are implemented from the realization of programs and activities designed to improve the performance and the effectiveness and efficiency of Indonesian National Police ’s duties . By realizing and conducting these programs and activities, the level of public satisfaction with the services provided by Indonesian National Police has increased . This also shows an increase in the context of the image of Indonesian National Polic e in the eyes of the people . Keywords : organizational environment , organizational change , police services , police reform , bureaucratic reform

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Dhir, Swati, and Archana Shukla. "Role of organizational image in employee engagement and performance." Benchmarking: An International Journal 26, no. 3 (April 1, 2019): 971–89. http://dx.doi.org/10.1108/bij-04-2018-0094.

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Purpose The purpose of this paper is to investigate the role of organizational image in engaging employees and improving their performance. The study has explored the role of employee’s perception about the organizational image, and its linkage with the investment of employee’s energies into their work roles resulting in employee engagement (EE) and hence performance. Design/methodology/approach Adopting a model that was built on the basis of research conducted in the form of surveys. By using cross-sectional data and following a quantitative research method, the study collected data from 701 managers in India holding various positions, in different industries. The study has used “Component-Based Structural Equation Modeling” by Smart PLS. Findings The key findings of the study help employees as well as employers to have a thorough, comprehensive understanding to improve EE and their performance by creating a positive and consistent organizational image. Research limitations/implications This study will be very useful for employers and policymakers to understand the value of organizational image in engaging the workforce effectively. Aligning with the organizational behaviors theoretical support, this study yields some important and useful suggestions for managers to engage and retain their workforce in the present dynamic work environment. Originality/value The paper tries to focus on one’s perceptions of the organization and its linkage between EE and performance. The positive perception of employees reflects that they identify themselves and feel connected with the overall vision of the organization.

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Beck, Susanne. "Brand management research in family firms." Journal of Family Business Management 6, no. 3 (October 10, 2016): 225–50. http://dx.doi.org/10.1108/jfbm-02-2016-0002.

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Purpose The purpose of this paper is to highlight the relevance of conducting brand management research in a family firm context and to identify future research directions by reviewing and structuring the existing literature. Design/methodology/approach The potential consequences of being a family firm on internal organizational processes and stakeholders’ external perception are depicted. Afterwards the literature considering brand management research in family firms is reviewed systematically (n=41) and structured by applying the Organizational Viewpoint Framework. Relevant research questions are derived based on the findings and their practical relevance is tested. Findings The contributions are threefold. First, depicting the effects of being a family firm on the organization and its stakeholders highlights the relevance of conducting brand management research in family firms. Second, structuring the literature regarding the effects of being a family firm on organizational identity, intended brand image, construed brand image, and reputation helps derive research questions of theoretical and practical relevance that will serve the field as a guide for future research directions. Third, by extending the Organizational Viewpoint Framework originating from brand management research with the element of being a family firm, a further attempt at bridging both research fields is undertaken. Originality/value This paper represents an important next step in the development of this research field by highlighting the importance of conducting brand management research in a family firm context and by structuring existent research to depict future research opportunities with theoretical and practical relevance.

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Grey, Christopher, and Andrew Sturdy. "Friendship and Organizational Analysis." Journal of Management Inquiry 16, no. 2 (June 2007): 157–72. http://dx.doi.org/10.1177/1056492606295500.

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Recent developments in organizational analysis have done much to fill out the dry, textbook image of rational, formal structures. Yet on one of the commonest kinds of organizational experience—friendship—organizational analysis has remained virtually silent. By contrast, within the wider social science literature some writers have recently accorded greater importance to friendship as a social phenomenon. This article suggests that organizational analysis would be well served by doing the same. To this end, the article explores what this might entail and identifies some of the issues that it could illuminate, both empirically and theoretically. In particular, it presents friendship as a folk concept, which recognizes the situational variability of its form, experience, and connectedness with other forms of relationship. In doing so, the article will help define and open up a focus for future research into friendship and organizational analysis.

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Ranft, Annette L., Robert Zinko, Gerald R. Ferris, and M. Ronald Buckley. "Marketing the Image of Management:." Organizational Dynamics 35, no. 3 (January 2006): 279–90. http://dx.doi.org/10.1016/j.orgdyn.2006.05.003.

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Genç, Dilek Sönmez, Ahmet Güneyli, and Pervin Yiğit. "Analysis of Personal-Professional Status of Women Managers for Sustainable School Management in Turkey." European Journal of Social & Behavioural Sciences 30, no. 2 (April 30, 2021): 3342–57. http://dx.doi.org/10.15405/ejsbs.292.

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For a sustainable education, it is imperative to empower women in the education process. This study aims to evaluate and describe women's personal and professional characteristics in school management in Turkey. In the study, the opinions of woman school managers about the goals of becoming a manager in line with their images of self-efficacy, self-esteem and organizational justice and their perspectives on the problems arising in the process were discussed. Mixed method research was carried out and a total of 288 women school managers working in the different provinces in Turkey participated in this study. An evaluation of the findings of the research found that the women school managers’ self-esteem and self-efficacy levels were high in contrast to the organizational justice level. This shows that the promotion of women school managers’ organizational justice image is significant in the context of building sustainable school management in Turkey.

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Bommaraju, Raghu, Michael Ahearne, Zachary R. Hall, Seshadri Tirunillai, and Son K. Lam. "The Impact of Mergers and Acquisitions on the Sales Force." Journal of Marketing Research 55, no. 2 (April 2018): 254–64. http://dx.doi.org/10.1509/jmr.16.0059.

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This research draws from the psychodynamic perspective of social identity theory to examine the causal effect of mergers and acquisitions involving a mismatch of external images on the sales force. Study 1, a natural longitudinal experiment, shows that a merger with a poorer-image firm immediately dilutes salespeople's organizational identification (OI), which in turn impairs their performance. As sense makers, salespeople who are more tenured experience stronger OI dilution, whereas those who perceive a high level of social inclusion experience weaker OI dilution. As sense givers, managers who emphasize the firm's strategic intent in their communication buffer the OI-dilution effect, whereas those who emphasize the firm's organizational culture aggravate the effect. Study 2, a scenario-based experiment, further demonstrates that the OI-dilution effect is stronger than the OI-enhancement effect from merging with a better-image firm. Furthermore, both studies confirm that the adverse effect of mergers and acquisitions that involve a mismatch of external image stems from image uncertainty rather than job uncertainty.

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Strycharska, Dominika, and Marzena Ogórek. "Management Styles as Element of Shaping Company Organizational Culture." New Trends in Production Engineering 2, no. 2 (December 1, 2019): 162–72. http://dx.doi.org/10.2478/ntpe-2019-0081.

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Abstract The basis for the functioning of every organization and achieving the set goals are employees. It is they who shape the image, create the organizational culture and reputation of the company in the environment. Their competences, knowledge and skills determine the efficiency and effectiveness of the organization’s operations. Thanks to their work, products and services are created that meet social needs and thus organizational progress. The aim of this work was to conduct research on the organization’s ability to identify and retain the best employees, the ability to promote desired attitudes and behaviors, as well as to create a friendly and rewarding work environment that are key factors for business success. Updating the knowledge possessed by employees and developing new skills is often crucial in keeping the organization on the market.

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Côté, Marie-Pier, and Doina Muresanu. "SOCIAL ORGANIZATIONAL RESPONSIBILITY MANAGEMENT MODELS: WHAT LESSONS FOR HUMAN RESOURCES MANAGEMENT?" Annals of the University of Oradea. Economic Sciences 30, no. 30 (1) (July 2021): 353–61. http://dx.doi.org/10.47535/1991auoes30(1)039.

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This communication represents a work in progress by the first author, who is enrolled in a research program of master in organizations management. The notion of social corporate responsibility (SCR) is increasingly present in management literature. It is linked to profitability, investor attraction and brand image. More recent research has begun to investigate the link that can be made between SCR and human resources management (HRM). In the vein of this field of research, our paper proposes to take a closer look at how certain SCR models, implemented consciously or not by certain companies, could impact the employee perception of employment relationship quality. The concept of “quality of life at work” and social identity theory will be used to measure the employment relationship quality. To carry out the research, a qualitative methodological approach, based on comparative case study, will be used. A sample of about 20 participants (manager and employees) will be targeted. The results of the research could provide a better understanding of how the decisions taken in relation to SCR could be combined to form original models of social responsibility management. Moreover, the study of the links that can be established between SCR models and the perception of the employment relationship quality could allow companies to better manage their human resources and improve retention and attraction of the employees.

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Brito, Elisabeth, Leonor Pais, Nuno Rebelo dos Santos, and Cláudia Figueiredo. "Knowledge management, customer satisfaction and organizational image discriminating certified from non-certified (ISO 9001) municipalities." International Journal of Quality & Reliability Management 37, no. 3 (January 21, 2020): 451–69. http://dx.doi.org/10.1108/ijqrm-10-2018-0281.

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Purpose The purpose of this paper is to ascertain the extent to which knowledge management (KM), customer satisfaction (CS) and organizational image (OI) discriminate quality-certified municipalities from non-certified ones (ISO 9001). Design/methodology/approach An empirical study was carried out involving 81 Portuguese municipalities (40 certified, 41 non-certified), paired in a random sampling procedure. The Knowledge Management Questionnaire (n=1,372 municipality employees), the Customer Satisfaction Questionnaire and the Organizational Image Questionnaire (n=3,096 residents) were applied. Multiple discriminant analysis was performed. Findings The results indicate that certified and non-certified municipalities are distinct based on a function that considers KM (competitive orientation and formal KM practices), CS (intangible and tangible factors) and OI (favorable image). Research limitations/implications The findings need further validation in other countries. However, the results highlight the importance of quality certification for both employees and residents. Practical implications The results encourage local public administration organizations to introduce and maintain quality certification. Originality/value This research is the only one, to the authors’ knowledge, that simultaneously explores organizational processes of KM, CS and OI in local public administration. The sampling procedure and the information from diverse data sources are unique contributions. The conclusions may aid practitioners and scholars in understanding these organizational phenomena in the context of quality-certified and quality non-certified municipalities.

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Moussavi, Farzad. "Beyond Organizational Rationality: Toward a more Relevant Image of Organizations." Journal of Management Education 15, no. 4 (November 1991): 465–77. http://dx.doi.org/10.1177/105256299101500407.

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PANCHENKO, Mariia, Olena OLEINYKOVA, and Stanislav IVANOV. "Communication processes in system management." Economics. Finances. Law, no. 12/2 (December 28, 2019): 26–29. http://dx.doi.org/10.37634/efp.2019.12(2).5.

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Introduction. The paper examines organizational communication capacities that are studies as a signifi cant component of organization strategic potential. The purpose of the paper is to define the structure and content of organizational communication capacities and identify methods for assessing them. The author combines three research areas: assessment and analysis of organization communication capacities, organization communication strategy development, and organization willingness to change. Results. Two groups of organization communication capacities are revealed, that represent different approaches to strategic development of organization communication capacities. The fi rst group relies on the long-term planning of using external resources, the second promotes changes in the organization. The author presents criteria for assessing organization communication capacities skills that ensure fl ow of resources to the organization. Using the modern concept of information transparency the author highlights universal (common to different legal and business entities and partners) communications that shape business image of a transparent enterprise. Basic and additional components of the customer-oriented communication impact are studied, organization communication capacities that promote organizational change are described. Conclusion. Organizational capabilities are the actual article of research both from the point view of dynamics scientific publications and from the point of view the confession of importance of this aspect of strategic management.

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Alvesson, Mats. "Organization: From Substance to Image?" Organization Studies 11, no. 3 (July 1990): 373–94. http://dx.doi.org/10.1177/017084069001100303.

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This paper discusses the increased theoretical and practical interest in the idea tional dimensions of organizations, with particular emphasis on corporate images. The role of these internally in organizations, and not only for the regulation of external relations, in large parts of the modern economy is emphasized. The preconditions for the appearance of images as objects of systematic control and instrumental action in organizations are investigated. A broad trend in modem corporate life is portrayed and conceptualized as a development from a strong focus on 'substantive' issues to an increased emphasis on dealing with images as a critical aspect of organizational functioning and management. This means, among other things, that pseudo-events, pseudo-action and pseudo-structures, i.e. phenomena which have the purpose of producing effects on people's impressions and definition of reality, are important features of modem management and organization.

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KAZIM RIAZ, DR. MUHAMMAD ASIM, and SALMAN MANZOOR. "IMPACT OF GREEN SUPPLY CHAIN MANAGEMENT ON ORGANIZATIONAL PERFORMANCE." CenRaPS Journal of Social Sciences 2, no. 1 (February 15, 2020): 88–102. http://dx.doi.org/10.46291/cenraps.v2i1.12.

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This study evaluated the relation of implementing the green supply chain management on the entire business performance. This research has been done on the organizations in the e-commerce industry based in Karachi, Pakistan. The research has found that there is a direct relationship between green supply chain management, which includes the variables, Cooperation with Suppliers, Green Purchasing, Green Logistics, And Cooperation with Customers and the organizational performance. The results showed that business performance grows if the green supply chain management enhances operational efﬁciency and operational efﬁciency. The study has found and that the implementation of the sustainable supply chain in the firm has a positive impact on the economic performance of the company and competitiveness, hence provide a competitive edge to the company. This study also provides a clear image of how important the green chain plays a part in the organizational performance and that is for the well-being of the employees.

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Dutton, Jane E., and Janet M. Dukerich. "Keeping An Eye on the Mirror: Image and Identity In Organizational Adaptation." Academy of Management Journal 34, no. 3 (September 1991): 517–54. http://dx.doi.org/10.5465/256405.

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Zamparini, Alessandra, and Francesco Lurati. "Being different and being the same: Multimodal image projection strategies for a legitimate distinctive identity." Strategic Organization 15, no. 1 (July 31, 2016): 6–39. http://dx.doi.org/10.1177/1476127016638811.

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This article examines how organizations claim legitimate distinctive identities in competitive groups by projecting multimodal—that is, visual and verbal—images. Through a qualitative empirical exploration of wineries’ projected images in a regional cluster, this study identifies three projection strategies by which organizations combine collective and organizational identity markers to claim their legitimate distinctive identities. By examining legitimate distinctiveness as a multimodal discursive construct, this study advances the understanding of the link among collective and organizational identity, projected images, and legitimate distinctiveness, thereby contributing to theories of organizational positioning in established organizational categories. More broadly, this study contributes to discursive theories of legitimate distinctiveness by adding multimodal projection strategies to the array of linguistic rhetorical devices that organizations use to influence their stakeholders’ perceptions.

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Überschaer, Anja, Matthias Baum, Bjoern-Thore Bietz, and Rüdiger Kabst. "The contingencies of person-organization fit perceptions." Journal of Managerial Psychology 31, no. 6 (August 8, 2016): 1021–39. http://dx.doi.org/10.1108/jmp-09-2014-0266.

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Purpose – The purpose of this paper is to build on previous studies on the link between objective and subjective person-organization fit (P-O fit) and argue that the strength between objective and subjective fit is contingent on advertisement attractiveness and organizational image. Accordingly, the authors observe if advertisement attractiveness and organizational image help to strengthen the objective-subjective P-O fit relation. Design/methodology/approach – The authors conduct a survey among 942 individuals and compare between prospective jobseeker (n=629) and actual jobseeker (n=313) subsamples. Findings – Generally, the authors show that ad advertisements positively moderates the relation between objective and subjective fit. Moreover, the authors show that advertisement attractiveness moderates the relationship between objective and subjective fit for prospective jobseekers while the moderating influence of advertisement attractiveness is not significant for actual jobseekers. Organizational image, however, is shown to act as a negative moderator, particularly for the actual jobseeker sample. Research limitations/implications – The authors aim to contribute to prior research by emphasizing how the link between objective and subjective P-O fit can be elevated by cues such as advertisement attractiveness and might be disturbed by a very good organizational image. Practical implications – This study informs practitioners how two important recruitment signals, job advertisement and organizational image, influence the transmission of objective into subjective fit and thus help firms to improve their recruitment efforts. Originality/value – Even though many studies support the effects of P-O fit on organizational attractiveness or application intentions, only little is known in terms of how the relationship between the two dimensions of P-O fit – objective and subjective fit – can be positively influenced. Hence, there is a lack of understanding of how firms can focus their recruitment efforts effectively on highly fitting individuals.

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Younger, Shannon, and Greg Fisher. "The exemplar enigma: New venture image formation in an emergent organizational category." Journal of Business Venturing 35, no. 1 (January 2020): 105897. http://dx.doi.org/10.1016/j.jbusvent.2018.09.002.

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Jalinik, Mikołaj, and Bolesław Hryniewicki. "Organizational Culture in the Management of Tourist Companies." Zarządzanie w Kulturze 21, no. 3 (2020): 239–51. http://dx.doi.org/10.4467/20843976zk.20.020.12680.

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The aim of the study is the presentation of organizational culture and its importance in the management of an enterprise in the tourism industry. Specialist literature as well as the method of observation and induction and deduction have been used in writing it. Employees are the basis for the functioning of each enterprise and the achievement of its goals. It is they who shape its image, create the organizational culture, and reputation in the environment. Their competences, knowledge, and skills determine the effectiveness and efficiency of each enterprise. Thanks to their work, products and services that meet social needs and thus create organizational progress are created. Organizational culture consists of a system of values, norms, principles, and methods of thinking and acting that has been accepted and adopted by a group of people. This phenomenon can be seen in organized social systems such as companies, schools, and others. It is a social phenomenon because it can be discussed and noticed only if it is accepted and practiced by a group of people. The notion of organization culture entered the theory of organization of management in the 1980s and 1990s on a wider scale, and studies on the topic flourished in the 1970s, when they were at the forefront of anthropological research. Organizational culture is an important basis for the effective functioning of each tourist enterprise and influences the effectiveness of its management. The importance of organizational culture is significant because it influences the work results of individuals, efficiency, job satisfaction and involvement, planning strategy, task execution, and recruitment and selection of employees, as well as their acceptance by the business entity.

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Halgin, Daniel S., Mary Ann Glynn, and Dean Rockwell. "Organizational Actorhood and the Management of Paradox: A Visual Analysis." Organization Studies 39, no. 5-6 (March 21, 2018): 645–64. http://dx.doi.org/10.1177/0170840618765008.

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We extend the theorization of organizations as social actors to illuminate how external attributions of actorhood are made by the business media and how these attributions are associated with heightened environmental paradoxes confronting organizations. We analyze the visual depictions of organizations on 530 covers of an influential periodical, BusinessWeek (BW) magazine, over a 30-year period, 1978–2007. We present evidence that the visual depiction of organizational actorhood increased over time and that this depiction occurred more frequently in periods characterized by heightened paradoxical tensions in the business environment. Moreover, we find that in these periods, there is a complementarity between the visual and verbal modes: verbal text highlights the oppositional nature of paradox while the visual image offers interpretations for the management of these tensions. Our work contributes to understanding how the visual construction of organizations by external audiences can position the organization’s standing as an actor, as well as the organization’s capabilities for action under conditions of environmental challenge.

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Shenkar, Oded, and Ephraim Yuchtman-Yaar. "Reputation, Image, Prestige, and Goodwill: An Interdisciplinary Approach to Organizational Standing." Human Relations 50, no. 11 (November 1997): 1361–81. http://dx.doi.org/10.1177/001872679705001102.

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Zampese, Ednei Rogério de Souza, Roberto Giro Moori, and Adilson Caldeira. "GREEN MARKETING AS A MEDIATOR BETWEEN SUPPLY CHAIN MANAGEMENT AND ORGANIZATIONAL PERFORMANCE." RAM. Revista de Administração Mackenzie 17, no. 3 (June 2016): 183–211. http://dx.doi.org/10.1590/1678-69712016/administracao.v17n3p183-211.

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ABSTRACT Purpose: The study aims to explore and describe the mediation of green marketing in the relationship between supply chain management and corporate performance. Originality/gap/relevance/implications: The prior intention was to fill an epistemological gap about green marketing. The presence of green marketing in regression decreases the magnitude of the relationship between supply chain management and performance in Brazilian construction companies. Key methodological aspects: The study was carried out using quantitative method with exploratory and descriptive purposes. An exploratory research was conducted through in-depth interviews with ten managers working in the construction business. A descriptive survey involved the application of a questionnaire answered by a sample of 133 respondents. Data was analyzed using descriptive statistics, linear regression and structural equation modeling. Summary of key results: Data showed that green marketing mediates, in part, the relationship between supply chain management and corporate performance. Key considerations/conclusions: As theoretical implications, the study reinforces positive correlations between the constructs used in the surveyed sector. It resorted to models previously developed that, combined, could be reproduced or falsified, in order to obtain, finally, convergent measurement models. As a practical application, it identified the involvement of employees in environmental issues, missions and visions with explicit statements on energy and water saving and green marketing initiatives to improve the corporate image, such as obtaining environmental certifications. In conclusion, it appears that the civil construction companies have room to improve the communication and image to stimulate both the supply and consumption of green products.

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Tsai, Wei-Chi, and Irene Wen-Fen Yang. "Does Image Matter to Different Job Applicants? The influences of corporate image and applicant individual differences on organizational attractiveness." International Journal of Selection and Assessment 18, no. 1 (March 2010): 48–63. http://dx.doi.org/10.1111/j.1468-2389.2010.00488.x.

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Vevea, MA, Nadene N., and Robert S. Littlefield, PhD. "Hurricane Gustav: Disassociation as evidence of organizational learning." Journal of Emergency Management 8, no. 6 (November 1, 2010): 51. http://dx.doi.org/10.5055/jem.2010.0039.

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This study explored the messages of crisis leaders and the media portrayal of those leaders during the early stages of Hurricane Gustav. A textual analysis of 105 articles drawn from the New York Times and the Times-Picayune of New Orleans dated August 29 to September 3, 2008, revealed the use of organizational learning, image restoration, and renewal strategies by crisis leaders and media use of positive terms clustered around the Hurricane Gustav crisis, with negative terms limited to comparisons with and references to Hurricane Katrina. The findings suggested that the crisis leaders’ effective management of Gustav showcased organizational learning, while the media’s comparisons of Hurricane Katrina and Hurricane Gustav reflected a positive media bias toward Gustav crisis leaders and the effectiveness of their crisis management strategies.

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Kılıçoğlu, Gökhan. "Consistency or discrepancy? Rethinking schools from organizational hypocrisy to integrity." Management in Education 31, no. 3 (July 2017): 118–24. http://dx.doi.org/10.1177/0892020617715268.

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Consistency in statements, decisions and practices is highly important for both organization members and the image of an organization. It is expected from organizations, especially from their administrators, to ‘ walk the talk’ – in other words, to try to practise what they preach. However, in the process of gaining legitimacy and adapting to the organizational environment, discrepancies and even outright contradictions can arise between statements and real practice, and these paradoxical relations may lead to organizational hypocrisy in educational organizations. One of the mechanisms that eliminate the negative results of organizational hypocrisy in schools is ensuring organizational integrity. However, the number of theoretical and empirical studies on which parameters are affected by organizational hypocrisy, and what kind of outcomes it gives birth to in school contexts, are limited. In view of this, this study aims to evaluate organizational hypocrisy and organizational integrity theoretically, and make some inferences as regards schools.

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Tsui-Hsu Tsai, Tracy, and Arthur Jing Lin. "Do psychological contract and organizational citizenship behavior affect organizational performance in non-profit organizations?" Chinese Management Studies 8, no. 3 (July 29, 2014): 397–417. http://dx.doi.org/10.1108/cms-05-2013-0090.

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Purpose – The purpose of this paper is to survey volunteers and full-time employees in international non-profit organizations (NPOs) and explore the relationships among psychological contract (PC), organizational citizenship behavior (OCB) and organizational performance (OP). Design/methodology/approach – Using 573 usable responses, a linear structural equation model (SEM) was developed to examine the relationships. Findings – The results demonstrate significant positive relationships between PC and OCB, OCB and OP and PC and OP. They also show the mediating effect of OCB on the relationship between PC and OP. Research limitations/implications – Beside mediation effect, OCB and other variables might exert significant moderation effect on the relationship between PC and OP. Companies could conduct longitudinal studies to examine the changes of PC and OCB impacts on OP. Practical implications – Companies pursuing Chinese market should cooperate with NPOs in multiple ways including marketing for philanthropic purposes, supporting volunteer services and sponsoring the NPO. This way the company’s image will improve and its business will expand among its Chinese clientele. Originality/value – Budget concerns often force NPOs to downsize full-time staff, making considerable portion of their operations rely on a large number of volunteers. This study offers practical guidelines for NPOs to effectively entice and support both volunteers and employees for achieving its organizational goals.

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Chng, Daniel Han Ming, Matthew S. Rodgers, Eric Shih, and Xiao-Bing Song. "Leaders' impression management during organizational decline: The roles of publicity, image concerns, and incentive compensation." Leadership Quarterly 26, no. 2 (April 2015): 270–85. http://dx.doi.org/10.1016/j.leaqua.2014.12.003.

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Marsen, Sky. "Navigating Crisis: The Role of Communication in Organizational Crisis." International Journal of Business Communication 57, no. 2 (October 21, 2019): 163–75. http://dx.doi.org/10.1177/2329488419882981.

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This article introduces the special issue on crisis communication, whose aim is to bring together diverse approaches and methods of analysis in the field. The article overviews the field by discussing two main frameworks, dealing with postcrisis (reputation management) and precrisis (issue management) communication, respectively. The article then overviews some major theories of crisis communication and their different methodologies: image repair, situational crisis communication theory, rhetorical arena theory, narrative, and integrated crisis mapping. It ends with a description of some lessons learned that apply to all approaches and an overview of the contributions to the issue. By comparing and contrasting different perspectives on crisis communication, the article emphasizes the rich diversity that characterizes this branch of business communication.

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Adorisio, Anna Linda Musacchio. "Organizational remembering as narrative: ‘Storying’ the past in banking." Organization 21, no. 4 (June 8, 2014): 463–76. http://dx.doi.org/10.1177/1350508414527248.

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This article focuses on organizational remembering in banking. To provide an alternative to the repository image of memory in organization, organizational remembering is conceptualized as narrative, where narrative represents a way to organize the selection and interpretation of the past. The narrative perspective deals with both the experiential and contextual nature of remembering by addressing concerns raised by critiques of organizational memory studies, namely, the subjective experience of remembering and the social and historical context in which remembering takes place. Antenarrative and microhistory methods are employed to discuss narrative fragments of remembering that deviate from consolidated narratives and indicate normal exceptions and an ‘ante’ state of affairs. Based on the study of narrative fragments of remembering in two different banking contexts, the article illustrates how the narrative perspective reveals ruptures and ambiguities that characterize organizational remembering that would remain hidden in the organizational memory studies approach.

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Ma'sum, Toha. "Eksistensi Manajemen Pemasaran dalam Membangun Citra Lembaga Pendidikan." Jurnal Intelektual: Jurnal Pendidikan dan Studi Keislaman 10, no. 2 (August 16, 2020): 133–53. http://dx.doi.org/10.33367/ji.v10i2.1243.

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Related to the image of schools and efforts to create a positive image, it cannot be separated from the efforts of the school, especially the public relations department. Public Relations in education have special tasks including: Evaluating public attitudes and opinions towards the organization, Formulation and implementation of organizational procedures and policies for organizational communication with the public, coordinating communication programs between organizations and the public, developing relationships through communication processes, developing attitudes and relationships positive between the organization and the public. As well as creating public perception and a good image for the institution. Marketing management education services can apply Marketing management theory including marketing planning, marketing organizing, marketing implementation / implementation, and marketing supervision. The effort to improve and maintain a positive image is an academic reputation / academic quality, and is aimed at improving the Quality of Education Services, improving Education Services Products, and adding other efforts in the form of building communication, implementing discipline, giving direction to alumni to maintain the good name of the alma mater. The existence of marketing education services in enhancing the image is that marketing education services is carried out by promoting excellent learning programs, positive activities outside of school, and by planning well-programmed programs. has succeeded in improving and maintaining the image of the school.

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Kärreman, Dan, and Anna Rylander. "Managing Meaning through Branding — the Case of a Consulting Firm." Organization Studies 29, no. 1 (January 2008): 103–25. http://dx.doi.org/10.1177/0170840607084573.

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The current interest in organizational culture, identity, image and reputation and in organizational discourse points towards the pressure on contemporary organizations to focus attention on the symbolic dimensions of their activities. The phenomenon of branding, while originally portrayed as a marketing tool, can also be understood as an exercise in management of meaning. Branding does not only inform external stakeholders, such as customers and investors, about the values of the organization. It also potentially instructs and directs organizational members. In this sense, branding can be viewed as a management and leadership practice. Drawing on a longitudinal case study, this paper illustrates how these practices are played out in the particular context of a management consulting firm and explores the relationship between branding and organizational identity and identification. The study highlights the shortcomings of the strategic marketing perspective on brands and the need for further empirical studies that examine the role of branding from different perspectives and in different empirical contexts.

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Espinoza Arauz, Mayra, and María José Veléz. "Organizational communication from an ethical perspective." Espirales Revista Multidisciplinaria de investigación 3, no. 28 (May 1, 2019): 63. http://dx.doi.org/10.31876/er.v3i28.576.

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Introduction.The present research is about the management of the organizational communication of the Cooperativa Campo de Unión y Progreso of San Isidro CUPSI Ltda. Manabí - Ecuador, the study focused on the speeches that every company offers through its publicity, information of the administration and the real facts, elements studied based on ethics and the process of credibility - trust in the psychological structure of the public. Goal.Analyze communicative management based on ethics and its effect on the image and reputation they have in the public of reciprocal interest. Materials and methods. It is a quantitative and qualitative research to describe the data that determine its impact on intangible assets. ResultsIt is considered that the publicity issued has a low level of readability, institutional communication towards partners generates distrust, and the level of internal communication is very low due to a weak culture. Discussion. Facts and messages that the cooperative issues, are not being planned to be taxed to the business objectives, which have built their identity, as a socially responsible company; but the information is not transparent, Conclusionsthe assessment that the public understands and believes of it, according to the research.

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Najeeb, Muhammad Mohsin, Muhammad Imran Hanif, and Abu Bakar Abdul Hamid. "The impact of Knowledge Management (KM) and Organizational Commitment (OC) on employee job satisfaction (EJS) in banking sector of Pakistan." International Journal of Management Excellence 11, no. 1 (June 30, 2018): 1476–91. http://dx.doi.org/10.17722/ijme.v11i1.996.

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Purpose: The purpose of this paper is to examine the impact of knowledge management practices and organizational commitment could be a way to nurture job satisfaction and examine how knowledge management practices and organizational commitment can increase individual employees’ job satisfaction. Design/methodology/approach: A theoretical model concerning the connections between sixfacets of Knowledge Management (knowledge acquisition, knowledge sharing, knowledge creation, knowledge application,knowledge codification and knowledge retention), two facets of Organizational Commitment (Keeping up organizational image and Responding to organizational greediness)and job satisfaction is proposed. Then data is collected through face to face questionnaire and also online web based questionnaires and sample is selected on convenience based from the banking sector organization of Pakistan. Findings:organization commitmentand knowledge management process in one’s working environment is significantly linked with high employee job satisfaction. Especially intra-organizational knowledge sharing knowledge application and knowledge creationalso organization commitment (coping with attachment) seems to be a key factors promoting satisfaction with one’s job in most employee. Practical implications:organization commitment and knowledge management has a strong impact on employee job satisfaction, and therefore, managers are advised to implement knowledge management and organization commitment activities in their organizations, not only for the sake of improving knowledge worker performance but also for improving their well-being at work. Originality/value: This paper produces knowledge on a practices of KM and organizational commitment that has been largely unexplored in previous all research, individual job satisfaction. Also, it promotes the knowledge management and organizational commitmentliterature to the next stage where the impact of knowledge management and organizational commitment is not explored as a “one size fits all” type of a phenomenon, but rather as a contingent and contextual issue. Keywords:Knowledge Management, Knowledge Management Practices,Knowledge Acquisition, Knowledge Sharing, Knowledge Creation, Knowledge Codification, Knowledge Retention, Organizational Commitment, Job satisfaction.

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Journal articles on the topic 'Organizational image management'

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