Finnish Military Officer Identities and Micro-Political Resistance

Drawing on the concept of micro-political resistance, this article presents an empirical analysis of how officers of the Finnish Defence Forces challenge, resist, and reinforce the collective military identities constructed within the prevailing organizational discourses. There is a need for identity work to meet the norms and ideals of the military, but individuals can also work as change agents. Micro-political resistance derives from feelings of otherness as well as conflict between the dominant organizational identities and individuals’ personal interests. This study presents a thematic discourse analysis based on texts written by 108 officers and 12 interviews on the theme of “the ideal soldier.” Three main discourses of micro-political resistance were identified: perceiving the profession of a military officer as a job like any other rather than a sacred calling, putting family first, and being oneself instead of embodying the traditional masculine ideal soldier.

What is NORML? Sedimented Meanings in Ambiguous Organizational Identities

Organizational identity scholarship has largely focused on the mutability of meanings ascribed to ambiguous identity labels. In contrast, we analyze a case study of the National Organization for the Reform of Marijuana Laws (NORML) to explore how leaders maintained a meaning ascribed to an ambiguous identity label amid successive identity threats. We found that heightened dissensus surrounding meanings attributed to the organization’s “reform group” label at three key points spurred theoretically similar manifestations of two processes. The first, meaning sedimentation, involved leaders invoking history to advocate for the importance of their preferred meaning while mulling the inclusion of others. The second, reconstructing the past, occurred as leaders and members alike offered narratives that obscured the history of disavowed meanings while sharing new memories of those they prioritized. Our work complements research on identity change by drawing attention to the processes by which meaning(s) underlying ambiguous identity labels might survive.

Multiple Identities in Faith-based Organizations: Exploring Status and Value Homophily in Idealized Partnerships

Research suggests that organizations tend to collaborate with others that share similar ascribed status, but focuses less on the role of value homophily. To advance a fuller understanding of how organizations select partners, this study examines the roles of—and relationship between—status and value homophily in interorganizational collaboration (IOC). Specifically, it examines the influence of value homophily (i.e., similar service, staff, and organizational identity) on three forms of status homophily ( attribute-based, geography-based, and institutional) in nonprofit collaborative aspirations. Survey data from 141 U.S. faith-based organizations (FBOs) revealed the differential impact of organizational and service religiosity on FBOs’ collaboration preferences. Specifically, findings suggest that organizational religiosity makes FBOs more restrictive, but service religiosity makes FBOs less restrictive in ideal partner selection. The results suggest theoretical contributions to communication research on IOC and social networks, as well as implications for navigating multifaceted organizational identities and cross-sector partnerships.

Are we one, or are we many? Diversity in organizational identities versus corporate identities

Purpose The implications of multiple organizational identities for branding research have been scarcely considered. This paper aims to explore what sources of identity internal stakeholders use to construct organizational identities and corporate identities, and identify how diversity emerges in the perceived identities across various stakeholders. Design/methodology/approach The empirical study includes 59 in-depth interviews with internal stakeholders in a business-to-business service company. Findings Employees may perceive identity diversity as a strategic benefit for the company, and employees may not identify with a uniform corporate identity. The corporate identity could become more identifiable for employees through managerial recognition of different dimensions of identity diversity, such as multiple professional and locational identities. Originality/value The study bridges insights between organizational identity and corporate identity and problematizes identity coherence and consistency as strategic principles for corporate branding by proposing an alternative approach guided by identity diversity. Additionally, the study discusses identity diversity-based approaches to internal branding and co-creation in branding.

The Lens to See the Construction of Organizational Identities: A Discursive Framework of Shanghai Disneyland

The importance of organizational identity has aroused many people’s interest. This study not only emphasizes on identity types and their analysis process but also focuses on the philosophical concern and relations between different fields. The key point for this identity investigation is the integration of different disciplines. This study will show that people can benefit from knowing the mechanism of image formation and adaptation. Findings also suggest that we should open our mind to deepen some academic research.

Social and Organizational Identities

Identity refers to a sense of self. It is a complex notion that influences an individual's values, attitudes, and behaviors and can change over an individual's life span. In organizational settings, identity is a powerful force driving employees' motivations, decisions, and actions. Organizations recognize that employees have identities arising from personal and private parts of their lives. At the same time, organizations encourage their employees to develop a (strong) sense of identity as organizational members. Workplaces are thus intriguing environments in which individuals are required to manage and negotiate various identities, both social (personal) and organizational. In this chapter, the authors discuss theories that explain how individuals develop a sense of identity. They then discuss identities that are relevant to Asian American women in work environments. The social identities pertinent in this context include ethnic and racial identities and the model minority stereotype. Work identities, in contrast, include professional and organizational identities.

Escaping the niche: how one company broke the mold

Purpose Companies may spend capital and effort to ensure the survival within their niche but have limited capacity to expand into other niches or broaden their target segment. This paper aims to provide insights into how they can overcome this niche entrapment – companies becoming trapped in the very niche they have cultivated, the weight and inertia of their investment shackling them to its continued existence. Design/methodology/approach Cedar Fair’s acquisitions and its organizational structure are carefully examined to illustrate the need for considering niche entrapment as a concept. To understand the complexities that firms face in their attempts to overcome the niche entrapment, this paper analyzes Cedar Fair using the concepts of categories and inherited identities. Findings The following important lessons are elaborated for helping business organizations overcome niche entrapment: embrace the organizational complexity; use gateway and complementary identities; consider brand disassociation; and achieve ambidexterity through a portfolio of offering. Originality/value This paper deviates from the traditional treatment of niches as a focus strategy that firms can select to build competitive advantages but instead provides insights into how those very niches can become constraints. It also conceptually evaluates the attempts to overcome these constraints from an organizational perspective instead of an industry perspective. Apart from using categories in a novel way, it also introduces a new concept of inherited identities, which are the organizational identities that firms inherit as they acquire and assimilate other firms.