2019
Hybrid Orientation of Organizational Identity and Its Relation to Particular Organizational Components
HIRŠOVÁ, Miloslava, Lenka KOMÁRKOVÁ a Petr PIROŽEKZákladní údaje
Originální název
Hybrid Orientation of Organizational Identity and Its Relation to Particular Organizational Components
Autoři
HIRŠOVÁ, Miloslava (203 Česká republika), Lenka KOMÁRKOVÁ (203 Česká republika) a Petr PIROŽEK (203 Česká republika, garant, domácí)
Vydání
Acta Oeconomica Pragensia, Praha, Vysoká škola ekonomická v Praze, Fakulta managementu, 2019, 0572-3043
Další údaje
Jazyk
angličtina
Typ výsledku
Článek v odborném periodiku
Obor
50204 Business and management
Stát vydavatele
Česká republika
Utajení
není předmětem státního či obchodního tajemství
Odkazy
Kód RIV
RIV/00216224:14560/19:00110953
Organizační jednotka
Ekonomicko-správní fakulta
Klíčová slova česky
organizational identity; organizational culture; identity orientation; hybrid orientation of identity; contingency theory; social identity theory; social cognitive theory
Klíčová slova anglicky
organizational identity; organizational culture; identity orientation; hybrid orientation of identity; contingency theory; social identity theory; social cognitive theory
Příznaky
Mezinárodní význam, Recenzováno
Změněno: 11. 5. 2020 16:09, Mgr. Daniela Marcollová
V originále
In coping with organizational changes in the current turbulent environment, focus is primarily placed on structural, “hard” factors, while psychodynamic processes, which are related to them, are somewhat overlooked. Organizational identity represents the output of processes of staff identification with the organization. We focus on four types of organizational identity orientation: team, working groups, individual and especially hybrid. The goal of this paper is to detect whether the presumed heritage of identity of the socialist organization in the form of hybrid orientation - persists in the period of transition, and how this orientation relates to selected characteristics of organizations today. Our study is based on the questionnaire survey among 219 organizations and shows that hybrid orientation of identity is still present either directly or can be hidden behind the form of working groups. Results of multiple ordinal regression analysis demonstrate that hybrid orientation of identity prevails in organizations with weak organizational culture that can provide an environment for the manipulative enforcement of individual interests. Our study is an attempt to understand how differences in organizational design may be associated with the arrangement of social relations and be reflected in the form of organizational identity orientations. A better understanding of these processes can improve managerial decision-making in situations when the change of external conditions raises the change of internal settings.
Česky
In coping with organizational changes in the current turbulent environment, focus is primarily placed on structural, “hard” factors, while psychodynamic processes, which are related to them, are somewhat overlooked. Organizational identity represents the output of processes of staff identification with the organization. We focus on four types of organizational identity orientation: team, working groups, individual and especially hybrid. The goal of this paper is to detect whether the presumed heritage of identity of the socialist organization in the form of hybrid orientation - persists in the period of transition, and how this orientation relates to selected characteristics of organizations today. Our study is based on the questionnaire survey among 219 organizations and shows that hybrid orientation of identity is still present either directly or can be hidden behind the form of working groups. Results of multiple ordinal regression analysis demonstrate that hybrid orientation of identity prevails in organizations with weak organizational culture that can provide an environment for the manipulative enforcement of individual interests. Our study is an attempt to understand how differences in organizational design may be associated with the arrangement of social relations and be reflected in the form of organizational identity orientations. A better understanding of these processes can improve managerial decision-making in situations when the change of external conditions raises the change of internal settings.
Návaznosti
| M00200, interní kód MU |
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