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Rozprawy doktorskie na temat „Organisational identity”

Autor: Grafiati

Data publikacji: 4 czerwca 2021

Data aktualizacji: 11 marca 2023

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1

Kyriakidou, Olympia. "Organisational identity and change : the dynamics of organisational transformation." Thesis, University of Surrey, 2001. http://epubs.surrey.ac.uk/723/.

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Riise, JÃƒÂ¸rn Hakon. "An examination of the relationship between organisational learning and organisational identity." Thesis, Henley Business School, 2006. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.444689.

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Moeng, Siphokazi Florence. "A comprehensive university: constructing an organisational identity." Thesis, Nelson Mandela Metropolitan University, 2009. http://hdl.handle.net/10948/1029.

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The restructuring of higher education through incorporations and mergers has attracted a lot of attention over the past few years in South Africa. These incorporations and mergers have displaced institutions of higher education and positioned them in new organisational homes, thus subjecting faculties, schools and departments to a process of relocation, new knowledge acquisition, identity change and meaning-making processes. The merger has resulted in three types of universities; i.e. traditional universities, comprehensive universities and universities of technology. The introduction of the c

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Hayes, Nicky. "Social identity, social representations and organisational culture." Thesis, University of Huddersfield, 1991. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.303949.

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Van, Aswegen Laureen. "Power, Privilege and Identity at the Margins : Identity Work Transitions of Lower Echelon Managers." Thesis, University of Pretoria, 2020. http://hdl.handle.net/2263/75480.

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This study explores the hitherto unexamined role of national, cultural, societal and historical dynamics of power and privilege in the identity work of the lowest level of managers in organisations. This study revealed that so-called ‘post-apartheid’ South African organisations remain sites for perpetuating social injustice through physical vestiges of segregation as well as complex societal-organisational interdiscursive practices that serve to maintain an unequal distribution of power, social oppression and exclusion. Within this context, first level managers expressed their managerialism va

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Sargent, Leisa D. "Identity, its maintenance during downward organisational role transitions." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2000. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape2/PQDD_0021/NQ53790.pdf.

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Curtis, Lucill J. "Digital organisational storytellers : online marketing as identity work." Thesis, University of Essex, 2017. http://repository.essex.ac.uk/20037/.

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The thesis examines the effects of online marketing practices on the identity construction of individual marketers, referred to as the Digital Organisational Storyteller (DOS), across five business-to-business (B2B) organisations. I focus on illuminating their marketing processes and self-understanding when undertaking online marketing work, a practice I describe as bringing the organisation into being online. My research questions examine what the online marketing work processes the DOS undertake tell us about identity at work. They also enquire as to how they construct and understand their o

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Devine, Michael Joseph. "The dynamic processes of visual, corporate, and organisational identity : an exploratory study." Thesis, Queensland University of Technology, 2010. https://eprints.qut.edu.au/39130/1/Michael_Devine_Thesis.pdf.

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The purpose of this study is to contribute to the cross-disciplinary body of literature of identity and organisational culture. This study empirically investigated the Hatch and Schultz (2002) Organisational Identity Dynamics (OID) model to look at linkages between identity, image, and organisational culture. This study used processes defined in the OID model as a theoretical frame by which to understand the relationships between actual and espoused identity manifestations across visual identity, corporate identity, and organisational identity. The linking processes of impressing, mirroring

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Ward, Mark. "Understanding organizational identity in UK charities." Thesis, University of Chester, 2013. http://hdl.handle.net/10034/326105.

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There is a great deal of academic research around the topic of organizational identity in a corporate setting and an increasing level of interest in the area amongst practitioners. This study considers an under-researched area of identity scholarship in the UK charitable sector, specifically the degree to which internal stakeholders (employees) in two small to medium-sized UK charities, share an internally common understanding of organizational identity. An explicitly internal organizational perspective is explored to illuminate the communicated perceptions of employees in the participating or

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Kiley, Jerome. "Identity capital and graduate employment: an investigation into how access to various forms of identity capital relates to graduate employment." Doctoral thesis, Faculty of Commerce, 2021. http://hdl.handle.net/11427/32737.

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Students at higher education institutions expect that their investment in education will be rewarded through positive employment outcomes. The dearth of research into graduates' personal circumstances which contribute to whether these expectations translate into reality was the starting point for this PhD thesis. Specifically, the thesis considered the role of identity development for success in the employment search. Erikson's and Arnett's theories of identity development and Côté's identity capital model were used as the theoretical basis to develop the Identity Capital Model of Graduate Emp

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Junkka, Maja-Lisa, and Lena Karlsson. "Our and their identity : The concept of organisational identity among Swedish wine importers." Thesis, Umeå University, Umeå School of Business, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-1353.

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<p>This explorative study address the concept of organisational identity described by Albert & Whetten and takes their concept from the individual level to the industry level. When doing so the lack of empirical research and theoretical knowledge within this area becomes clear. Although an unexplored area we argue that if Albert & Whetten interpreted, the members’ perception to an organisational level we believe that it is also possible to aggregate the perceptions of the members/managers to an inter-organisational/industry level. When taking the identity to the industry level questions like,

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Tollstoy, Johanna, and Zara Thornsäter. "A Communicative Identity : A qualitative study of an organisation's creation and communication of their identity." Thesis, Linnéuniversitetet, Institutionen för samhällsvetenskaper, SV, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-19092.

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Both as leader and employee you need a perception of the organisational identity. The purpose of this thesis is to identify leaders’ perception of using communication to develop and implement the organisational identity with the employees and also to identify how the internal work with the organisational identity can contribute in making the employees good ambassadors for the organisation. Data has been gathered through qualitative interviews with four leaders at a future large organisation. By connecting and analysing the empirical findings with relevant theories we came to the conclusion tha

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au, jane lorrimar@challengertafe wa edu, and Jane Lorrimar. "Organisational culture in TAFE colleges : power, gender and identity politics." Murdoch University, 2006. http://wwwlib.murdoch.edu.au/adt/browse/view/adt-MU20070717.145611.

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This study explores the human face of workplace change in two Technical and Further Education (TAFE) colleges in Western Australia. It analyses the impact of neoliberalism on organisational culture by examining the way vocational education and training (VET) reforms influenced the restructuring and orientation of these colleges, and changed their power dynamics and work practices. It presents the accounts of 100 women and men who were interviewed between 2000-2002 about their working lives. Their stories of passion and angst represent a vertical slice of life in TAFE and include responses fr

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Golant, Benjamin David. "The discursive constitution of organisational identity in three English charities." Thesis, Royal Holloway, University of London, 2005. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.417705.

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Warden, Katarzyna. "Sustainable social (enterprise) entrepreneurship : an organisational and individual identity perspective." Thesis, Canterbury Christ Church University, 2017. http://create.canterbury.ac.uk/17596/.

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Purpose - to investigate the phenomenon of sustainable social (enterprise) entrepreneurship from both organisational and individual/personal identity perspectives. Two research questions ask: (RQ1) what are the key organisational identity (OI) and governance issues associated with sustainable social enterprises (SEs) and social entrepreneurship?, and; (RQ2) who are the social enterprise (SE) leaders/entrepreneurs (and why are they important from an identity perspective)? Design/methodology/approach – A stage 1 interpretative phenomenological analysis (IPA) employed 30 semi-structured interview

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Lorrimar, Jane. "Organisational culture in TAFE colleges: power, gender and identity politics." Thesis, Lorrimar, Jane (2006) Organisational culture in TAFE colleges: power, gender and identity politics. PhD thesis, Murdoch University, 2006. https://researchrepository.murdoch.edu.au/id/eprint/164/.

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This study explores the human face of workplace change in two Technical and Further Education (TAFE) colleges in Western Australia. It analyses the impact of neoliberalism on organisational culture by examining the way vocational education and training (VET) reforms influenced the restructuring and orientation of these colleges, and changed their power dynamics and work practices. It presents the accounts of 100 women and men who were interviewed between 2000-2002 about their working lives. Their stories of passion and angst represent a 'vertical slice' of life in TAFE and include responses fr

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Lorrimar, Jane. "Organisational culture in TAFE colleges : power, gender and identity politics /." Lorrimar, Jane (2006) Organisational culture in TAFE colleges: power, gender and identity politics. PhD thesis, Murdoch University, 2006. http://researchrepository.murdoch.edu.au/164/.

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This study explores the human face of workplace change in two Technical and Further Education (TAFE) colleges in Western Australia. It analyses the impact of neoliberalism on organisational culture by examining the way vocational education and training (VET) reforms influenced the restructuring and orientation of these colleges, and changed their power dynamics and work practices. It presents the accounts of 100 women and men who were interviewed between 2000-2002 about their working lives. Their stories of passion and angst represent a 'vertical slice' of life in TAFE and include responses fr

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Eklind, Martin, and Linda Hallgren. "Searching for Organisational Identity : - a case study at Sapa Heat Transfer." Thesis, Linköping University, Department of Behavioural Sciences and Learning, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-51705.

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<p>Organisational Identity (i.e. OI) could be described as an employee theory of who the organisation is. The concept is seen as one of the most problematic concepts to define. One of the main reasons for that is its close relation to the concepts of culture and image, as they are seen as defining each other. As expressed in previous research there is a need for theoretical clarification and investigations in practice in this area.</p><p>We aim to contribute to an OI concept clarification and theoretical understanding by investigating OI in a single case at a Swedish company; Sapa Heat Transfe

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Hartwell, Kathryn Louise. "Institutional logics and intra-organisational dynamics : understanding changes in the organisational identity of a UK law firm." Thesis, University of Nottingham, 2017. http://eprints.nottingham.ac.uk/41891/.

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This research explores the relationship between institutional field level change and organisational change. More specifically, the focus of this study centres on the influence which a transition between institutional logics has on an organisation’s identity. Via an in-depth case study of a medium-sized, international commercial law firm, findings suggest that institutional field level change is manifested at the organisational level through the use of signs. Contrary to existing literature which focuses on the presence of a singular organisational strategy as a response to external field level

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Blom, Susanne. "'Identity work' in the context of organisational change : a Gestalt perspective." Thesis, University of Derby, 2013. http://hdl.handle.net/10545/306266.

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The purpose of the thesis is to make a contribution to the development of an empirically informed theory of identity work in organisations on the basis of a gestalt paradigm. Since its emergence almost three quarters of a century ago, gestalt has been applied to therapy, personal development, leadership education and organisational consulting. Gestalt remains, however, fundamentally a paradigm, which preferentially projects onto and deals with complex and dynamic organisational phenomena at individual, dyadic or small group levels. It can be argued that, with its focus on phenomenology and awa

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Zinkstein, K. I. "Telling stories : the link between organisational identity, culture and employee advocacy." Thesis, University of Westminster, 2018. https://westminsterresearch.westminster.ac.uk/item/q9xy8/telling-stories-the-link-between-organisational-identity-culture-and-employee-advocacy.

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Employees who represent the firm to outsiders are a possible advantage of an organisation in the war for talents. Therefore, Employee Advocacy has been identified as important concept. The thesis aims to understand what motivates employees to be advocates from an organisational perspective. As important factors existing research has identified identification, loyalty, satisfaction and commitment. The thesis aims to explore these antecedents with their link to organisational factors, such as organisational identity and organisational culture. An ethnographic approach was chosen that included 33

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Kim, Jungsun. "Monitoring and regulatory role of the balanced scorecard in controlling organisational identities." Thesis, Queensland University of Technology, 2010. https://eprints.qut.edu.au/39333/1/Jungsun_Kim_Thesis.pdf.

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This thesis employs the theoretical fusion of disciplinary knowledge, interlacing an analysis from both functional and interpretive frameworks and applies these paradigms to three concepts—organisational identity, the balanced scorecard performance measurement system, and control. As an applied thesis, this study highlights how particular public sector organisations are using a range of multi-disciplinary forms of knowledge constructed for their needs to achieve practical outcomes. Practical evidence of this study is not bound by a single disciplinary field or the concerns raised by academics

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Gilworth, Robert. "Organisational responses to the employability agenda in English universities." Thesis, University of Bath, 2013. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.665379.

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Employability is highly topical in UK Higher Education. There is related literature debating the purpose of higher education, learning and skills, contextual social and economic issues and policy matters for the sector as a whole, but no published work on the ways in which universities organise themselves to deal with this particular issue. This study examines the organisational responses of universities to the issue of graduate employability at this pivotal time for English higher education, when the environment is linking employability to institutional success to an unprecedented degree. The

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Drabble, Sarah J. "The role of emotional language and identity in accounts of organisational change." Thesis, University of Sheffield, 2009. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.522455.

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McInnes, Peter Alan. "An exploration of the processes of identity work in two organisational settings." Thesis, University of Strathclyde, 2006. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.426310.

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Sharma, Pradeep. "Identity formation, newcomer dynamics and organisational change in a higher educational institution." Thesis, University of Hertfordshire, 2014. http://hdl.handle.net/2299/12625.

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This research looks at the dynamics of identity formation in a higher education organisation during a strategic branding project, the arrival of a newcomer and my role as the dean of a school of art and design. Most branding literature focuses on the key stages of how a brand proposition is formed and assumes the straightforward roll out of the identity for the organisation. In this research I focus on what goes on around me as ideas are formed and presented back to the organisation, rather than on the idealised process of what should go on. The method takes a “withness” approach to the narrat

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Mottram, Anne. "An exploration of the relationship between organisational culture, organisational identity and healthcare performance in a merged academic health science centre." Thesis, Imperial College London, 2015. http://hdl.handle.net/10044/1/58212.

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This study makes a significant contribution to new knowledge in the field of mergers, organisational culture and organisational identity. For the first time evidence is found on the longevity of a ‘merger effect’ which impacts on staff perceptions of organisational culture and organisational identity. Seven years on from a merger there were statistically significant differences in the mean survey scores of staff employed pre-merger and those appointed post merger. In addition there was evidence of divergent views among staff with sub-cultures and multiple identities: Staff perceive culture and

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Brooks, Andrew Stephen. "Cohesiveness and performance in an organisational setting : an empirical setting." Thesis, Keele University, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.311126.

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Although cohesiveness has been studied for more than half a century, there is no common definition and associated measure. The current focus of research has moved from general explanations to context specific approaches. This particular thesis focuses on organisationally based, limited life, project teams. Despite the increasing use of these types of teams over the last 15 years, there is no published literature dealing directly with them, and no instrument designed specifically to measure their cohesiveness. This study has defined the construct of cohesiveness for these teams, using team memb

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Saqib, Zunaira. "Understanding Pakistan's non-profit sector : issues of organisational identity in TVOs and NGOs." Thesis, University of Leicester, 2018. http://hdl.handle.net/2381/42920.

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Pakistan’s non-profit sector has traditionally been divided in three segments namely, traditional voluntary organisations (TVOs), non-governmental organisations (NGO), and faith based organisations (FBOs). These organisations are typically identified based on their preference of funding sources and causes. The literature falls short of suggesting the reasons for such differences in identities and how these identities have emerged. This research explores the non-profit sector of Pakistan from the lens of organisational identity and asks how TVOs and NGOs construct their identity as non-profits,

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Phua, Ting-ting Florence. "Toward a critical assessment of social identity : the nature of organisational identification and its implications for inter-organisational cooperation in the context of the Hong Kong construction industry /." Hong Kong : University of Hong Kong, 2002. http://sunzi.lib.hku.hk/hkuto/record.jsp?B2510021x.

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Ribeiro, Luis Miguel Silva. "From a project to an organisation: a Strategic Communication’s approach." Master's thesis, Faculdade de Ciências Sociais e Humanas, Universidade Nova de Lisboa, 2014. http://hdl.handle.net/10362/12175.

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Relatório de Estágio apresentado para cumprimento dos requisitos necessários à obtenção do grau de Mestre em Ciências da Comunicação, área de especialização em Comunicação Estratégica<br>The concept of Strategic Communication has been gaining ground in the organisational world, namely in the financial and banking industry. Companies can no longer sustain a simply tactical communication function and turn to a more strategic approach, in order to properly manage the organisation’s identity, Image and reputation, to increase employees’ identification and to help them in pursuing its mission. Thi

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Jones, Bonna Margaret, and bonna jones@rmit edu au. "Narrative identity in transition: the lived experience of an organisational merger in local government." Swinburne University of Technology, 2001. http://adt.lib.swin.edu.au./public/adt-VSWT20050422.120609.

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This thesis is concerned with the question of how narrative activity influences the conditions in which a new sense of self is actively emergent for an employee at a time of organisational merger. It is contended that an organisational merger is a transformational event with complex temporal and spatial characteristics, involving the activities of making shared meaning (MacIntyre, 1981; Ricoeur, 1974a), narrative-making (Carr, 1986; MacIntyre, 1981; Ricoeur, 1984, 1985, 1988) and positioning (Bourdieu, 1993, 1998b). These activities are central to the conditions in which persons and organisat

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Suprawan, Lokweetpun. "Corporate social responsibility branding: the role of organisational identity and its impact on performance." Thesis, Curtin University, 2011. http://hdl.handle.net/20.500.11937/1190.

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The concept of corporate social responsibility (CSR) has received much attention over several decades, although its definition has splintered into different perspectives termed in this thesis as economic, socio-political, and managerial. Apart from perspective differences, a number of terminologies have been introduced to compete with the concept of CSR namely corporate social responsiveness, corporate social performance, corporate citizenship, corporate philanthropy, and cause-related marketing. These terminologies have added further definitional confusion, potentially contributing to a lack

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Calocchio, Caterina <1993&gt. "Identity Matters - Is fit between personal and organisational values preferable? New and current employees." Master's Degree Thesis, Università Ca' Foscari Venezia, 2018. http://hdl.handle.net/10579/12359.

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In an increasingly globalised and competing world, attracting and retaining talent has become one of the major issues for companies (Kiessling & Harvey, 2005; Alnıaçık & Alnıaçık, 2012; Abi Abdallah, 2016). This paper wants to analyse if and how much organisational and individual identity can impact the recruiting process. We will describe the various theories on identity and link them to each one of the recruiting steps. As per a new trend among HR teams, we will consider the person-organisation fit approach to hiring and compare it to the precise matching concept, which is still used by most

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Bjerregaard, Kirstien. "The shared experience of care : a social identity approach to understanding the motivation of people who work in social care." Thesis, University of Exeter, 2014. http://hdl.handle.net/10871/16321.

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Widely viewed as under-valued and under-paid, yet sentimentalized as working more for love than money, the social care workforce is a fundamental economic and social resource; the importance of which is growing in line with the rapidly aging, global and national population (Care Quality Commission, 2012; DoH 2009; International Helptheaged, 2013). Classic motivation theories, which focus on economic and individualistic work motives, fail to fully account for the high rates of satisfaction and commitment among care workers, (Skills for Care 2007, 2013; Stevens et al 2010). Yet a growing body of

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Engelbrecht, Marili. "Exploring the acculturation strategies of young, black, African, female employees in corporate South African organisations." Diss., University of Pretoria, 2016. http://hdl.handle.net/2263/60493.

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Orientation: Acculturation strategies are utilised to overcome the challenges posed to an individual employee's culture by the reigning organisational culture. Research purpose: The purpose of this research is to conceptualise young, black, African, female (YBAF) employees' ethnic identities, to describe the everyday challenges that they encounter in South African corporate organisations, and to explore the strategies that this particular group employs in order to acculturate in the work place. Motivation for this study: After the democratisation of South Africa in 1994 organisations were demo

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Björklund, Lowe, and Jakob Boyer. "Organizational identity in the public sector during times of crises." Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-448337.

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Title: Organizational identity in the public sector during times of crises Date of submission: 2021-06-01 Authors: Lowe Björklund and Jakob Boyer Advisor: Josef Pallas Course: Master’s thesis 30 credits Purpose: Organizational identity (OI) has gained attention due to its feasibility in several organizational respects. Swedish healthcare is a well-debated area, and there is an ongoing discussion on how it should be managed. Crises can spark discussions about OI, opening up the possibility to gain insights related to the concept. Therefore, OI may work as a tool for making progress in understan

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Nedjati-Gilani, Parisa. "Leadership development, identity, culture and context : a qualitative case study." Thesis, University of Exeter, 2014. http://hdl.handle.net/10871/15969.

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This thesis explores the impact and effects of a leadership development programme in-depth and over time. There has been a lack of attention given to understanding the impact of such interventions in the academic literature. Where studies do investigate the impact (s) of leadership development they tend to focus almost exclusively on positive outcomes or the achievement of pre-determined targets and tend to be short-term in focus. This research finds that there is also a shadow side of leadership development, defined as the unintended effects of leadership development programmes which can be c

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Seidl, David. "Organisational identity and self-transformation : an exploratory study from the perspective of new systems theory." Thesis, University of Cambridge, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.409737.

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Chohan, Rozina. "An evaluation of inter-organisational identity theft knowledge sharing practice in the UK retail sector." Thesis, University of Central Lancashire, 2016. http://clok.uclan.ac.uk/18611/.

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Knowledge is an essential source of competitive advantage in modern society and is particularly important in the current on-line environment due to increased business interactions throughout the world. Knowledge sharing initiatives taken by organisations to improve technicalities to tackle cyber threat have been extensively investigated. A particular focus of this study was on the security professionals sharing their learning experience in order to help address and mitigate identity theft. Multiple case studies were employed to interpret the triangulated data collected. ShoppingCo, PaymentCo,

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Daniels-Gombert, Gabrielle. "Examining the group-level effects of corporate identity cues on organisational identification and role behaviours." Thesis, Aston University, 2017. http://publications.aston.ac.uk/33422/.

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Corporate identity cues – the information that amongst other things reflects the central, enduring and distinctive attributes of the organisation that comprise its corporate identity – help influence the psychological bond of identification that employees have with their organisations. Organisational identification in turn affects the job-specific in-role and additional voluntary extra-role behaviours that employees practice within and towards their organisations that can influence its success. Corporate identity research has mostly addressed corporate identity cues as manifestations of the co

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Lembke, Swantje (Svan). "The Social Identity of Teams at Work." Thesis, University of Auckland, 1997. http://hdl.handle.net/2292/2036.

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This dissertation investigates the management of teams at work. A thorough examination of the literature on small groups, coupled with field research on the implementation of teamwork in the New Zealand operations of a large multinational provides insights about how members of a team think. It is shown that the perception of membership by team members influences their ability to make effective use of resources and make informed decisions, not only within the team, but also with regard to its impact on the organisation. Social identity theory provides a theoretical model for the psychological p

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Marson, Karin. "Social belief structures and identity related threats as predictors of organisational identification, mental health and work related attitudes." Thesis, Royal Holloway, University of London, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.271343.

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潘婷婷 and Ting-ting Florence Phua. "Toward a critical assessment of social identity: the nature of organisational identification and its implicationsfor inter-organisational cooperation in the context of the Hong Kongconstruction industry." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2002. http://hub.hku.hk/bib/B31243538.

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Drews, Franziska. "Designing meta-organisations : an empirical study of boundary setting in large infrastructure projects." Thesis, University of Manchester, 2018. https://www.research.manchester.ac.uk/portal/en/theses/designing-metaorganisations-an-empirical-study-of-boundary-setting-in-large-infrastructure-projects(b0237252-8f61-45da-9b4f-9a7f1bf42c17).html.

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This study examines the organisational architecture of megaproject meta-organisations; that is project-based organisations formed to deliver one-off, capital-intensive systems. It investigates how the organisation that promotes the megaproject - the buyer organisation - divides and allocates the scope of the development work during the delivery phase across multiple suppliers. In so doing, the buyer organisation sets organisational boundaries around its own work and that of each project supplier: effectively creating the megaproject meta- organisation architecture. We use organisation design l

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Bartlett, Jennifer. "Employee representation of corporate identity : a case study." Thesis, Queensland University of Technology, 2000.

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WUDARU, SRITEJA REDDY. "The Paradox of Coordination and Conflicts in Organisations." Doctoral thesis, Luiss Guido Carli, 2020. http://hdl.handle.net/11385/203036.

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Paper 1. A double-edged sword: Routine dynamics in conflictridden organisational contexts. Paper 2. “I, Me, & Myself.” Impression Management at workplace. Paper 3. Relational vs Collective Identification: Resolving Representational Gaps

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Beattie, Olivia Lucy Elizabeth. "Communicating identities: new zealand fashion designers and creative exports." The University of Waikato, 2009. http://hdl.handle.net/10289/2786.

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This thesis investigates how New Zealand fashion designers construct and communicate a unique and fluid identity. There are two main focuses of the research. The first is how New Zealand fashion designers build and maintain a unique brand identity in the New Zealand market. This includes an in-depth analysis of the public relations and communication strategies both emerging and established fashion designers use. The second focus is how New Zealand designers communicate their brand identity to export markets. This includes an examination of how the New Zealand national identity has an effect on

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Bolade-Ogunfodun, Oluyemisi F. "Organisational culture and meaning after a merger : challenges regarding craft, identity and values in the lab." Thesis, University of Reading, 2017. http://centaur.reading.ac.uk/75395/.

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This study is an ethnographic analysis of culture and meaning in a post-merger organisational context. It adopts the Geertzian notion of culture as the main conceptual framework which emphasises patterns of meaning and patterns of interaction (Geertz, 1973). In contrast to the dominant positivist epistemological approaches to mainstream organisational culture studies, this study takes an interpretivist approach. The focus is on less dominant perspectives (voices) in the post-merger organisation as a way to highlight and challenge assumptions about the nature and role of people within mechanism

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Lennox-Chhugani, Niamh. "Power and the construction of organisational identity : creating the United Kingdom's first Academic Health Sciences Centre." Thesis, Imperial College London, 2011. http://hdl.handle.net/10044/1/6991.

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This study contributes to our understanding of the reproduction and transformation of organisational identity as it takes place in the context of individual and collective agency and relations of power within the organisation. Organisational identity is socially constructed and continuously reproduced and transformed discursively and non-discursively (Sveningsson and Alvesson, 2003; Czarniawska-Joerges, 2004; Corley et al, 2006) and is rarely as unitary as it appears (Humphreys and Brown, 2002; Foreman and Whetten, 2002). This study asks how power relations influence the construction of organi

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