Submitted by Renata Lopes (renatasil82@gmail.com) on 2016-09-08T14:02:20Z No. of bitstreams: 1 iaramarquesdonascimento.pdf: 1878275 bytes, checksum: 03d9a85935e82490d257ad7a17cb5672 (MD5) / Approved for entry into archive by Adriana Oliveira (adriana.oliveira@ufjf.edu.br) on 2016-10-04T12:28:36Z (GMT) No. of bitstreams: 1 iaramarquesdonascimento.pdf: 1878275 bytes, checksum: 03d9a85935e82490d257ad7a17cb5672 (MD5) / Approved for entry into archive by Adriana Oliveira (adriana.oliveira@ufjf.edu.br) on 2016-10-04T12:28:44Z (GMT) No. of bitstreams: 1 iaramarquesdonascimento.pdf: 1878275 bytes, checksum: 03d9a85935e82490d257ad7a17cb5672 (MD5) / Made available in DSpace on 2016-10-04T12:28:45Z (GMT). No. of bitstreams: 1 iaramarquesdonascimento.pdf: 1878275 bytes, checksum: 03d9a85935e82490d257ad7a17cb5672 (MD5) Previous issue date: 2011-03-25 / CAPES - Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / A proposta da dissertação é compreender a importância da comunicação interna nos processos de construção e reconstrução de sentidos e significados adequados as necessidades das organizações, levando em consideração os objetivos estratégicos da mesma. Observa-se a pertinência da hipótese de que a comunicação interna é capaz de colocar em circulação e articular sentidos que fomentam a realidade organizacional. Este processo é observado a partir da percepção dos funcionários da Viação Progresso em relação à construção da identidade organizacional. Parte-se do pressuposto teórico de que os processos comunicacionais constituem-se por meio de relacionamentos e interações, sendo percebidos enquanto fenômenos simbólicos e discursivos. Neste sentido, trabalha-se com o interacionismo simbólico, o construtivismo e o pensamento complexo, e leva-se em conta elementos como participação e cultura organizacional para a articulação dos processos. No percurso, são destacadas as redes formais de comunicação, com as interações face a face, e as redes informais, com as redes sociais de comunicação informal, mais especificamente a rádio peão. Por meio das metodologias de análise de conteúdo e da utilização de pressupostos da análise de discurso e texto, busca-se compreender a percepção dos funcionários sobre a comunicação interna e elabora-se uma possibilidade de leitura da mesma enquanto processo relacional e discursivo. / The purpose of this dissertation is to understand the importance of internal communication in the processes of construction and reconstruction of meanings appropriate to the needs of organizations, taking into account the strategic objectives of same. It is observed the relevance of the hypothesis that internal communication is able to put into circulation and articulate meanings that promotes the organizational reality. This process is seen from the perception of employees Viação Progresso relating to the construction of organizational identity. It started from the theoretical assumption that communication processes are constituted through relationships and interactions, and perceived as symbolic and discursive phenomena. In this sense, it works with symbolic interactionism, constructivism and complex thought, and takes into account factors such as participation and organizational culture to articulate the processes. On the way, is highlighted the formal networks of communication, with face to face interactions, and informal networks, with social networks of informal communication, specifically the rádio peão. Through the methodologies of content analysis and use of assumptions of discourse analysis and text, seeks to understand the perception of employees on the internal communication and prepare a chance to read the same process as relational and discursive.

Bakgrund: Sammanslagningar är vanligt förekommande och görs bland annat av ekonomiska skäl. Det är vanligt att sammanslagningar inte ger önskat resultat och skapar sämre moral och arbetskultur. Den mänskliga faktorn och organisationskulturen förbises då fokus ofta ligger på ekonomi. Kulturella skillnader är en stor utmaning vid sammanslagningar och inverkar stort på sammanslagningens resultat. Kulturer som är samstämmiga ökar chanserna att medlemmarna i organisationerna eller enheterna är mer positiva och bidrar till att göra sammanslagningen lyckad. Människors sociala identitet spelar in för hur en individ känner samhörighet och tillhörighet till en organisation eller enhet. Syfte: Studiens syfte är att undersöka och beskriva hur organisationskultur inverkar vid sammanslagningar genom att undersöka artefakters betydelse. Studien ämnar göras utifrån aspekten organisationskultur och specifikt artefakter i förhållande till social identitet, samhörighet- och lojalitetskänsla då en längre tid passerat sedan en sammanslagning genomförts. Metod: Kvalitativ metod valdes för att svara på studiens syfte och få en så rättvis och sanningsenlig bild som möjligt. Semistrukturerade intervjuer har genomförts med åtta medarbetare som är berörda av sammanslagningen. Även dokument från den studerade organisationen har legat till grund då de anses viktiga vid historiskt inriktad forskning och kan vara bra när kulturella skillnader och anställdas beteende studeras. Slutsats: Studien visar att människan som artefakt har stor betydelse för var de anställda lägger sin lojalitet och känner samhörighet. Studiens resultat visar även att flera andra typer av artefakter, såsom aktiviteter och arbetskläder har betydelse för detta. Det visade sig att chefens sätt att vara och kommunicera reflekteras i de olika enheterna och även ses som en symbol för organisationen. Det framkommer att i stort sett allt som sker i en organisation har en symbolisk betydelse och att artefakter kan användas för att implementera önskade värderingar och beteenden i en organisation. Ett medvetet arbete med organisationskultur och artefakter kan användas som ett verktyg för att uppnå en lyckad sammanslagning. / Background: Mergers are common and financial issues are one reason. It is common that mergers do not produce the desired results and often create poorer morals and work culture. The human factor and organizational culture are often disregarded as the focus is on finances. Cultural differences are a major challenge in mergers and have a major impact on the merger's results. Cultures that are consistent increase the chances that members of organizations or units are more positive and contributes to make the merger successful. People's social identity plays a role in how an individual feels about belonging to an organization or entity. Purpose: The purpose of the study is to research and describe how organizational culture affects mergers by researching the significance of artifacts. The study aims to make, based on the aspect of organizational culture and specific artifacts in relation to social identity, sense of belonging and loyalty after a long time has passed since the merger. Method: The qualitative method was chosen to respond to the study and get as fair and truthful picture as possible. Documents from the studied organization have also been used as they are considered important in historically oriented research and can be good when studying cultural differences and employee behaviour. Conclusion: The study shows that human as an artifact is of great importance for where the employees place their loyalty and feel togetherness. The results also show that several other types of artifacts, such as activities and work clothes have significance for this. It appears that the manager's way of conducting and communicating is reflected in the various units and seen as a symbol for the organization. It appears that almost everything that happens in an organization has a symbolic significance and that artifacts can be used to implement desired values and behaviours in an organization. A conscious work with organizational culture and artifacts can be used as a tool for achieving a successful merger.

Sammanfattning Titel: Organisationsidentitet och ranking. En kvalitativ studie om hur uppfattningen av kommuners organisationsidentitet förändras av ranking. Nivå: Examensarbete på Grundnivå (kandidatexamen) i ämnet företagsekonomi Författare: Alexandra Eriksson och Annica Bylund Handledare: Niklas Bomark Datum: 2021 - Januari Syfte: Studiens syfte är att öka förståelsen för hur uppfattningen om organisationens identitet förändras när organisationen utsätts för flera rankningar och hur det förändrar uppfattningen av den sociala identiteten. Metod: Studien har sin utgångspunkt i den hermeneutiska vetenskapstraditionen och tillämpar en kvalitativ forskningsstrategi. Insamling av studiens empiriska data har skett genom totalt sex semistrukturerade intervjuer med medlemmar inom sex olika kommuner. Vår empiriska data tolkades och analyserades tematiskt för att se likheter och skillnader mellan data och den teoretiska referensramen. Resultat och slutsats: Vår studie ökar förståelsen för hur kommuner hanterar att utsättas för olika rankningar där det framkommer att de inte längre lägger lika stor vikt vid dessa. Istället ser de mer till SKR:s Öppna jämförelser som de anser är mer vetenskapligt baserade. Kommuner lägger inte heller någon vikt vid skillnader mellan olika rankingar eftersom dem har flera verksamhetsområden som utsätts för rankingar som mäter olika aspekter av organisationen. Uppfattningen om organisationsidentiteten och den sociala identiteten förändras inte på en styrelsenivå inom kommunen av rankingar. Detta eftersom de besitter tillräckligt med information om organisationens egenskaper och kan därför bestrida resultaten från rankingarna. Det är mer troligt att uppfattningen förändras längre ut i verksamheten där medlemmarna inte har samma helhetsbild. Studiens bidrag: Studien bidrar med en kombination av tidigare forskning om ranking, organisationsidentitet och social identitet. Den lyfter även fram kommunernas syn på ranking som tidigare inte representerats av forskningen. Studien belyser även hur kommuner kan hantera ranking för att motverka negativa förändringar av uppfattningen om organisationens identitet och därmed den sociala identiteten. Förslag till fortsatt forskning: Baserat på studiens resultat är det första förslaget att utföra en studie där flera nivåer inom kommunen reflekteras. Det kan ge en djupare förståelse för hur uppfattningen om organisationens identitet och den sociala identiteten förändras av rankningar och visa om det skiljer sig åt mellan medlemmar på en styrelsenivå och de längre ut i verksamheten. Det andra förslaget är att jämföra kommuner med andra organisationer för att undersöka om det är generellt förekommande att rankning inte längre orsakar reaktivitet eller förändringar i uppfattningen om organisationens identitet eller social identitet. För att göra denna form av studie djupare föreslår vi även att studien inkluderar företag både inom och utanför Sverige för att se om förekomsten av reaktivitet och förändrad uppfattning är beroende av landets kultur. Nyckelord: “ranking”, “multipla rankingar”, “organisationsidentitet”, “social identitet”, “sociala jämförelser”. / Abstract Title: Organizational identity and ranking. A qualitative study of how the perception of municipalities' organizational identity is changed by rankings. Level: Final assignment for bachelor’s degree in business administration. Authors: Alexandra Eriksson and Annica Bylund Supervisor: Niklas Bomark Date: 2021 – January Aim: The aim of the study is to increase the understanding of how the perception of the organization's identity changes when the organization is exposed to several rankings and how it changes the perception of the social identity. Method: The study is grounded in the hermeneutic science tradition and uses a qualitative research strategy. Gathering of empirical data has been conducted through six semi structured interviews with members from six different municipalities. Our empirical data was interpreted and analysed thematically to uncover similarities and differences between data and the theoretical reference frame. Conclusion: Our study increases the understanding of how municipalities manage to be exposed to different rankings where it appears that they no longer attach as much importance to these. Instead, they look more at SKR's Open Comparisons, which they believe are more scientifically based. Municipalities also do not attach any importance to differences between different rankings because they have several areas of activity that are exposed to rankings that measure different aspects of the organization. The perception of the organizational identity and the social identity does not change at a board level within the municipality by rankings. This is because they possess enough information about the organization's characteristics and can therefore dispute the results of the rankings. It is more likely that the perception changes further out in the business where the members do not have the same overall picture. Contribution: The study contributes with a combination of previous research on ranking, organizational identity, and social identity. It also highlights the municipalities' views on rankings that have not previously been represented by research. The study also sheds light on how municipalities can handle rankings to counteract negative changes in the perception of the organization's identity and thus the social identity. Suggestions for further research: Based on the results of the study, the first proposal is to carry out a study in which several levels within the municipality are reflected. It can provide a deeper understanding of how perceptions of the organization's identity and social identity are changed by rankings and show whether there are differences between members at a board level and those further out in the organization. The second proposal is to compare municipalities with other organizations to investigate whether it is a general phenomenon that ranking no longer causes reactivity or changes in the perception of the organization's identity or social identity. To make this form of study deeper, we also suggest that the study includes companies both within and outside of Sweden to see if the presence of reactivity and changed perception is dependent on the country's culture. Keywords: “ranking”, “multiple rankings”, ”organizational identity”, ”social identity”, “social comparison”.

Syftet med denna studie är att belysa och problematisera föreställningar om arbetsgivarvarumärkets betydelse för rekryteringsarbete inom en konkurrensutsatt bransch. Employer branding är en strategi som handlar om att marknadsföra företagets arbetsgivarvarumärke för att skapa en positiv association till arbetsgivaren. Inom IT-branschen blir denna strategi extra viktig eftersom det är en konkurrensutsatt bransch och det är ett sätt att utmärka sig från sina konkurrenter. För att kunna besvara studiens syfte har vi formulerat tre frågeställningar som kopplas till employer branding och generation y. Vi har använt oss av en kvalitativ forskningsmetod i form av semistrukturerade intervjuer där det insamlade empiriska materialet bygger på sju intervjuer med yrkesverksamma IT-rekryterare. För att analysera det insamlade materialet utformades ett teoretiskt ramverk och analysen tar sin utgångspunkt ur ett professionsperspektiv. Vi har använt oss av nyinstitutionell teori, organisationsidentitet och organisationsimage vid analys av det empiriska materialet. Teorin hjälper oss att förstå organisationers handlande och kommunikationen mellan ett företags identitet och image. Resultatet i studien visar att rekryterarnas uppfattning är att arbetsgivarvarumärket utgör en viktig roll i rekryteringsarbetet, framförallt inom IT-branschen. De menar att ett starkt arbetsgivarvarumärke lättare kan attrahera och behålla personal på ett företag samt att rekryteringsprocessen effektiviseras. I studien framkom även att kommunikationen, som handlar om att förmedla sin organisationsidentitet till en organisationsimage för potentiella arbetstagare, har visat sig vara en central del i arbetet med employer branding. Företag bör undvika en diskrepans mellan hur de faktiskt är och hur de vill uppfattas. Resultatet visar även en problematik i de föreställningar som finns om generation y som en enhetlig grupp. Det framkom att det finnas en skillnad mellan de som är födda tidigt i åldersspannet mot de som är födda sent.

Sustainability has become an important topic in many parts of society. However, companies struggle to translate it into their processes. If an individual values sustainability but is not able to fulfill these values an individual may feel a discrepancy; it may force individuals to feel an (in)congruence in their identity, leading to the question, How does sustainability identity (dis)congruence affect commitment? To answer the question a theoretical model was developed from different nuances of identity theory and organizational commitment. A mixed-method was used to capture the data. The results indicate that dependent on commitment style, the organization may override their personal sustainability identities. Our observations indicate that affective committed individuals choose to justify both personal and organizational actions in order to mitigate value incongruent behaviors. The thesis ends with a chapter of managerial recommendations. / <p><strong>Grade</strong>: Pass with distinction (VG)</p>

The purpose of this study is to present a clearer picture of the divided roles of museum libraries, to see how they balance working with two separate target groups, the public and the museum staff, and to analyze how this affects the work of the librarians. The research on museum libraries has been sparse during the past 20 years, and this essay aims to fill a gap in the research field. Our primary method of data-collection is qualitative, semi structured, interviews with staff at three museum libraries at Upplandsmuseet, Nordiska Museet and Konstbiblioteket. Additional data was collected by analyzing regulatory documents for each library. The collected data is analyzed using concepts from organizational theory, mainly organizational identity as formulated by Alvesson. The results are presented thematically in accordance with the main points brought forward by the interviewees.   Our interviews show that the primary function of the museum library is to support the museum. The libraries also aim to serve the public but are only able to do this to a limited degree. The role of the libraries is not formulated in any regulatory documents but according to the interviewees, this is not a current issue. Regarding organizational identity, the study shows that the libraries are all connected to the overarching identity of the museum. However, while the library at Upplandsmuseet is strongly connected to the museum's identity, the libraries at Nordiska museets and Konstbiblioteketare somewhat detached from the respective organizations. This could result in a weaker identity for the library. Finally, the librarians from all three libraries express a wish to reach an even broader target group outside the museum. Due to a lack of resources however, both in terms of budget and staff, this is deemed impossible at the present. This is a two years master's thesis in Library and information science.

Cette thèse a comme objectif général d’enrichir la compréhension du phénomène de mise en œuvre des services cliniques intégrés en contexte organisationnel. Elle s’inscrit dans la perspective théorique du sensemaking organisationnel (Weick, 1995). Dans un premier temps, nous avons étudié comment des acteurs ont construit le sens du projet d’intégration qu’ils devaient mettre en œuvre, et les répercussions de cette construction de sens sur des enjeux cliniques et organisationnels. Le contexte étudié est une nouvelle organisation de santé créée afin d’offrir des services surspécialisés à des personnes aux prises avec un trouble concomitant de santé mentale et de dépendance. Une stratégie de recherche de type qualitatif a été utilisée. L’analyse a reposé sur des données longitudinales (8 ans) provenant de trois sources : des entrevues semi-dirigées, des observations et de l’analyse de documents. Deux articles en découlent. Alors que l’article 1 met l’accent sur la transformation des pratiques professionnelles, l’article 2 aborde le phénomène sous l’angle de l’identité organisationnelle. Dans un deuxième temps, nous avons réalisé une analyse critique des écrits. Celle-ci a porté sur les tendances actuelles dans la façon d’étudier la mise en œuvre des services intégrés pour les troubles concomitants. Les résultats obtenus sont présentés dans l’article 3. Quatre grands constats se dégagent de l’ensemble de ce travail. Le premier est que la mise en œuvre de services cliniques intégrés est un phénomène dynamique, mais sous contrainte. Autrement dit, il s’agit d’un phénomène évolutif qui se définit et se redéfinit au gré des événements, mais avec une tendance lourde à maintenir la direction dans laquelle il s’est déployé initialement. L’énaction et l’engagement des professionnels sont apparus des mécanismes explicatifs centraux à cet égard. Le second constat est que la mise en œuvre s’actualise à travers des niveaux d’intégration interdépendants, ce qui signifie que le contexte et l’objet qui est mis en œuvre coévoluent et se transforment mutuellement. Nos résultats ont montré que la notion de "pratiques de couplage" était utile pour capter cette dynamique. Notre troisième constat est que la mise en œuvre demeure profondément ancrée dans le sens que les membres organisationnels construisent collectivement du projet d’intégration à travers leurs actions et interactions quotidiennes. Cette construction de sens permet de comprendre comment le contenu et la forme du projet d’intégration se façonnent au gré des circonstances, tant dans ses aspects cliniques qu’organisationnels. Enfin, le quatrième constat est que ces dynamiques demeurent relativement peu explorées à ce jour dans les écrits sur l’implantation des services intégrés pour les troubles concomitants. Nous faisons l’hypothèse que ce manque de reconnaissance pourrait expliquer une partie des difficultés de mise en œuvre actuelles. Globalement, ces constats permettent d’enrichir considérablement la compréhension du phénomène en révélant les dynamiques qui le constituent et les enjeux qu’il soulève. Aussi, leur prise en compte par les décideurs et les chercheurs a-t-elle le potentiel de faire progresser les pratiques vers une intégration accrue. / The main objective of this thesis is to further our understanding of the implementation process of integrated care in an organizational context. It is structured on the sensemaking perspective (Weick, 1995). At first, we studied how actors construct the meaning of the integration project they had to implement, and the impact of this sensemaking on clinical and organizational issues. The context studied is a new organization created to provide ultra-specialized services to patients suffering from co-occurring mental health and addiction disorders. We used a qualitative research strategy and based our analysis on longitudinal data (8 years) collected from three sources: semi-structured interviews, observations and document analysis. This analysis has resulted in two articles. While the first article focuses on the transformation of professional practices, the second article examined the phenomenon in terms of organizational identity. Secondly, we conducted a critical analysis of the literature,focused on current trends in the way implementation studies of integrated services are carried out. The results are presented in the third article. Four main findings emerge from this work. The first finding is that the implementation of integrated care is a dynamic phenomenon, not without strain or tensions. In other words, this is an evolutive phenomenon that is defined and redefined depending on events, but never completely renewed. The enaction and commitment of professionals appeared to be key explanatory mechanisms of this phenomenon. The second finding is that implementation is actualized through interrelated levels of integration, which means that the context of implementation and the object that is implemented co-evolve and become mutually transformed. Our results showed that the concept of "coupling practices" was useful to capture this dynamic. The third finding is that implementation remains deeply rooted in the meaning that organizational members collectively construct of the integration project, through their everyday actions and interactions. This sensemaking leads to understanding how the content and form of the integration project are shaped according to circumstances, both from clinical and organizational aspects. The fourth finding is that these dynamics remain relatively unexplored to date in the scientific literature on the implementation of integrated care for co-occurring disorders. We hypothesize that this lack of recognition may explain some of the actual difficulties in implementing these services. Overall, these findings considerably enrich general understanding of the phenomenon by revealing the dynamics that constitute it and the issues it raises. Also decision makers and researchers consideration of these dynamics has the potential to promote and improve integrated practices.

It has been argued that for the management of complex issues such as sustainability, which transcend traditional policy sectors and require coordination between several different interests and actors, policymaking depends upon collaboration and integration processes between different sectors and tiers of government. The overall aim of this thesis is therefore to study how and why (or why not) policy integration processes are being developed in regional policymaking and what this means for the achievement of sustainable transport. The thesis consists of two separate qualitative case studies of policymaking in two Swedish regions, one representing a least likely case and the other a most likely case of policy integration. The focus has been on the organizational actors involved in policymaking processes for the regional transport system. For the general discussion the theoretical framework of policy integration, complemented by the analytical concepts of policy logics, organizational identities and boundary object are used. The findings are presented in four articles. An overall conclusion is that policy integration processes do not necessarily result in policy for sustainable transport. If policy integration becomes a goal in itself and the same as joint policy, it risks neglecting sustainable values and becoming the smallest common denominator that a number of actors can agree on. For developing sustainable transport solutions, collaboration for the coordination of policy may be beneficial, but the aim of such processes should not be joint policy. / För att beslut och riktlinjer ska kunna utformas så att de leder till lösningar av komplexa frågor, såsom hållbar utveckling, anses de behöva hanteras i samverkan mellan flertalet berörda sektorer och beslutsfattande nivåer. Det är dessa samverkansprocesser, beskrivna som integration under policy processer, som den här avhandlingen analyserar. Syftet är att studera om och hur integrerade regionala policyprocesser förekommer, hur de utvecklas samt deras betydelse för att åstadkomma ett hållbarare transportsystem. Detta undersöks genom kvalitativa fallstudier av två olika svenska regioner som representerar ett minst och ett mest troligt fall av integration av policy. Fallstudierna görs i regionerna Stockholms län och Västra Götalands län. Dessa två fall representerar dessutom två helt olika typer av regionala organisationer, vilket gör att de utgör underlag till, inte bara en diskussion om hållbara transporter, utan också om utvecklingen av den svenska regionala förvaltningsnivån. För analys används teori kring integration av policy och tre huvudsakliga analytiska begreppsansatser: policylogiker, organisationsidentiteter och gränsobjekt. Resultaten presenteras i fyra separata artiklar och dessa diskuteras tillsammans i den inledande kappan. I studien konstateras att integration av policysektorer och förvaltningsnivåer inte nödvändigtvis leder till transportlösningar som är mer hållbara. Beslut om en gemensam policy över sektorer och nivåer riskerar bli urvattnad eftersom det är många aktörer som ska komma överens. Samverkan för att samordna olika mål och intressen visar sig i huvudsak vara viktigt för att styra mot ett hållbart transportsystem, men det innebär inte att gemensam policy bör vara målet. Därutöver belyser studien hur olika organisationsformer på regional nivå påverkar regionala beslutsprocesser och hanteringen av hållbar transportutveckling.

Cette thèse a pour objectif de comprendre la façon dont se fabrique la stratégie dans un contexte pluraliste. Dans ce cadre, nous nous appuyons sur la littérature du pluralisme identitaire (Dutton & Dukerich, 1991; Gioia & Chittepeddi, 1991; Ashforth & Mael, 1996; Golden-Biddle & Rao, 1997; Hatch & Schultz, 1997; Silva, 2010) et sur l'approche pratique de la stratégie (Whittington, 2003; Jarzabkowsky, 2003, 2004; Golsorkhi & al., 2010; Johnson & al., 2010). Ce travail de recherche est né d'un manque dans la littérature qui examine la relation entre la multiplicité des identités organisationnelles et la fabrication des stratégies. Nous avons ainsi opté pour un design de recherche interprétativiste et pour une étude de cas unique: le Conseil Economique et Social du Liban. Cette institution constitutionnelle abrite deux identités organisationnelles: l'identité d'un lieu de négociation et l'identité d'un lieu d'expertise. Etant donné la nouveauté du terrain et du contexte traité, nous adoptons la méthodologie de la théorie enracinée préconisée par Glaser et Strauss. Nous montrons que le pluralisme influence la fabrication des stratégies de trois façons: 1) par la "référentialisation" qui consiste à "opérationnaliser" les systèmes des valeurs à travers "une stratégie d'initiation" et "de renforcement", 2) par la "régulation" identitaire qui consiste à gérer les identités organisationnelles pour des fins stratégiques à travers "une stratégie de légitimation" et 3) la "négociation" identitaire suite à une crise institutionnelle et qui aboutit à "une stratégie de survie". Nous avons également conclu que cette influence évolue avec l'évolution du contexte institutionnel de l'organisation: nous avons identifié un couplage faible entre la multiplicité des identités organisationnelles et la fabrication des stratégies dans la phase de naissance de l'organisation mais qui croit avec la croissance de l'organisation, surtout dans les périodes de "perturbation". Ces périodes entrainent une rupture dans la pratique des praticiens: si cette rupture n'est pas assez significative, la gestion des IO devient une pratique stratégique, si la rupture est significative mettant en cause la survie de l'organisation, les IO deviennent des lentilles perceptuelles à travers lesquelles les praticiens perçoivent les capacités fondamentales de l'organisation ce qui influence ainsi sur leur choix et leur pratique stratégique. / The objective of this thesis is to understand strategizing in pluralistic contexts. Our research is based on the literature of pluralistic organizations (Dutton & Dukerich, 1991; Gioia & Chittepeddi, 1991; Golden-Biddle & Rao, 1997, Ashforth & Mael, 1996; Hatch & Schultz, 1997; Silva, 2010) and the strategy-as-practice approach (Whittington, 2003; Jarzabkowsky, 2003, 2004; Golsorkhi & al., 2010; Johnson & al., 2010). This research addresses the gap in the literature discussing the relationship between the multiplicity of organizational identities and strategizing. Thus, our thesis operates an interpretativist research design and conducts a one case study: the Economic and Social Council of Lebanon. This institutional constitution has two organizational identities: the identity of a negotiation place and the identity of an expertise one. Due to the novelty of the research field and the context studied, we have chosen to apply the grounded theory methodology advocated by Glaser and Strauss. We show that the pluralism influence strategizing in three ways: 1) by the "referentialization" which means the operationalization of the system of values through an "initiation" and "reinforcement strategy", 2) by the identity "regulation" which consists of managing organizational identities for strategic purposes through a "legitimation strategy" and 3) by the identity "negociation" following an institutional crisis and which leads to a "survival strategy". We have also concluded the evolution of this influence with the evolution of the institutional context of the organization: it is weak at the initiation phase (birth) but increases with the growth of the organization and especially in periods of "perturbation". These periods lead to a breakdown in the praxis of practitioners: if the breakdown is weak, the management of organizational identities become a strategic practice, if the breakdown is significant, the organizational identities become lenses trough which practitioners craft their particular definitions of the organizational core capabilities which influence their strategic choice and praxis.

Cette thèse a comme objectif général d’enrichir la compréhension du phénomène de mise en œuvre des services cliniques intégrés en contexte organisationnel. Elle s’inscrit dans la perspective théorique du sensemaking organisationnel (Weick, 1995). Dans un premier temps, nous avons étudié comment des acteurs ont construit le sens du projet d’intégration qu’ils devaient mettre en œuvre, et les répercussions de cette construction de sens sur des enjeux cliniques et organisationnels. Le contexte étudié est une nouvelle organisation de santé créée afin d’offrir des services surspécialisés à des personnes aux prises avec un trouble concomitant de santé mentale et de dépendance. Une stratégie de recherche de type qualitatif a été utilisée. L’analyse a reposé sur des données longitudinales (8 ans) provenant de trois sources : des entrevues semi-dirigées, des observations et de l’analyse de documents. Deux articles en découlent. Alors que l’article 1 met l’accent sur la transformation des pratiques professionnelles, l’article 2 aborde le phénomène sous l’angle de l’identité organisationnelle. Dans un deuxième temps, nous avons réalisé une analyse critique des écrits. Celle-ci a porté sur les tendances actuelles dans la façon d’étudier la mise en œuvre des services intégrés pour les troubles concomitants. Les résultats obtenus sont présentés dans l’article 3. Quatre grands constats se dégagent de l’ensemble de ce travail. Le premier est que la mise en œuvre de services cliniques intégrés est un phénomène dynamique, mais sous contrainte. Autrement dit, il s’agit d’un phénomène évolutif qui se définit et se redéfinit au gré des événements, mais avec une tendance lourde à maintenir la direction dans laquelle il s’est déployé initialement. L’énaction et l’engagement des professionnels sont apparus des mécanismes explicatifs centraux à cet égard. Le second constat est que la mise en œuvre s’actualise à travers des niveaux d’intégration interdépendants, ce qui signifie que le contexte et l’objet qui est mis en œuvre coévoluent et se transforment mutuellement. Nos résultats ont montré que la notion de "pratiques de couplage" était utile pour capter cette dynamique. Notre troisième constat est que la mise en œuvre demeure profondément ancrée dans le sens que les membres organisationnels construisent collectivement du projet d’intégration à travers leurs actions et interactions quotidiennes. Cette construction de sens permet de comprendre comment le contenu et la forme du projet d’intégration se façonnent au gré des circonstances, tant dans ses aspects cliniques qu’organisationnels. Enfin, le quatrième constat est que ces dynamiques demeurent relativement peu explorées à ce jour dans les écrits sur l’implantation des services intégrés pour les troubles concomitants. Nous faisons l’hypothèse que ce manque de reconnaissance pourrait expliquer une partie des difficultés de mise en œuvre actuelles. Globalement, ces constats permettent d’enrichir considérablement la compréhension du phénomène en révélant les dynamiques qui le constituent et les enjeux qu’il soulève. Aussi, leur prise en compte par les décideurs et les chercheurs a-t-elle le potentiel de faire progresser les pratiques vers une intégration accrue. / The main objective of this thesis is to further our understanding of the implementation process of integrated care in an organizational context. It is structured on the sensemaking perspective (Weick, 1995). At first, we studied how actors construct the meaning of the integration project they had to implement, and the impact of this sensemaking on clinical and organizational issues. The context studied is a new organization created to provide ultra-specialized services to patients suffering from co-occurring mental health and addiction disorders. We used a qualitative research strategy and based our analysis on longitudinal data (8 years) collected from three sources: semi-structured interviews, observations and document analysis. This analysis has resulted in two articles. While the first article focuses on the transformation of professional practices, the second article examined the phenomenon in terms of organizational identity. Secondly, we conducted a critical analysis of the literature,focused on current trends in the way implementation studies of integrated services are carried out. The results are presented in the third article. Four main findings emerge from this work. The first finding is that the implementation of integrated care is a dynamic phenomenon, not without strain or tensions. In other words, this is an evolutive phenomenon that is defined and redefined depending on events, but never completely renewed. The enaction and commitment of professionals appeared to be key explanatory mechanisms of this phenomenon. The second finding is that implementation is actualized through interrelated levels of integration, which means that the context of implementation and the object that is implemented co-evolve and become mutually transformed. Our results showed that the concept of "coupling practices" was useful to capture this dynamic. The third finding is that implementation remains deeply rooted in the meaning that organizational members collectively construct of the integration project, through their everyday actions and interactions. This sensemaking leads to understanding how the content and form of the integration project are shaped according to circumstances, both from clinical and organizational aspects. The fourth finding is that these dynamics remain relatively unexplored to date in the scientific literature on the implementation of integrated care for co-occurring disorders. We hypothesize that this lack of recognition may explain some of the actual difficulties in implementing these services. Overall, these findings considerably enrich general understanding of the phenomenon by revealing the dynamics that constitute it and the issues it raises. Also decision makers and researchers consideration of these dynamics has the potential to promote and improve integrated practices.