Två identiteter som den interna revisorn på ett universitet upplever är en professionell och organisatorisk identitet. Medvetet eller omedvetet behöver den interna revisorn beakta när den professionella och organisatoriska identiteten uttrycks då identiteterna har positiva samt negativa aspekter i rollen som internrevisor. Syftet med studien var att skapa förståelse för hur den interna revisorns professionella och organisatoriska identitet balanseras samt uttrycks i praktiken. Detta gjordes genom att identifiera problematiska situationer och analysera spänningar. Social Identitetsteori har använts som grund för studien och tidigare forskning inom identitet, identifiering och revisorer har kompletterat teorin. Kvalitativa intervjuer med interna revisorer på universitet har utgjort det empiriska materialet för att fånga problematiska situationerna. Resultaten indikerar på att de interna revisorerna i studien upplever problematiska situationer när relationerna med de anställda och det professionella arbetet hamnar i konflikt. Förtroende hos de anställda ses vara en anledning till att spänningar upplevs och skapar konflikter mellan den professionella och organisatoriska identiteten. Den organisatoriska identitetens intresse ses värdesätta förtroende hos de anställda medan den professionella identitetens intresse ses värdesätta en oberoende och objektiv ställning. Identiteterna ses kunna dra åt olika håll vilket skapar en spänning i rollen. Förslag till framtida forskning var att undersöka om samt varför skillnader i spänningar hos internrevisorer i den offentliga och privata sektorn existerar. / Two identities the internal auditor on a university experience are a professional identity and an organizational identity. Consciously or unconsciously, the internal auditor needs to acknowledge when the professional and the organizational identity are expressed since the identities both have positive and negative aspects on the role as an internal auditor. The purpose of this study was to create an understanding of how the internal auditors professional and organizational identity are balanced and expressed in practice. This was done by identifying problematic situations and analyzing tensions. Social Identity theory was used as the base for the study and previous research in identity, identification and auditors have complemented the theory. Qualitative interviews with internal auditors at eight universities have constituted the empirical material to capture problematic situations. The results indicate the internal auditors need to balance the interaction between the professional and the organizational identity when problematic situations occur. Trust from employees in the internal auditor is seen as a reason for why tensions occur in the problematic situations which can create conflicts in the interaction between the professional and organizational identity. The professional identity is seen to contribute to why an objective stance is valued, simultaneously the organizational identity is seen to contribute to why trust and understanding from employees are valued. Future research is proposed to investigate if and why differences in tensions among internal auditors exist in the public and private sector.

Made available in DSpace on 2016-03-15T19:30:59Z (GMT). No. of bitstreams: 1 Marco Antonio Fernandes Cardoso.pdf: 2343098 bytes, checksum: 014e0f030b71d4416f7e51bdebee12d7 (MD5) Previous issue date: 2013-05-06 / Fundo Mackenzie de Pesquisa / The literature on organizational identity, from various perspectives, deals with additive business processes such as mergers, acquisitions or cooperative enterprises among companies. However, the inverse, subtractive process, where a company emerges from the original company, has not received much attention in the literature with respect to the creation of the new company s identity. This thesis aims to understand the construction of the organizational identity of a spin-off outsourced company. A qualitative, exploratory and longitudinal study was performed on the basis of a case study. The research consisted of 13 in-depth interviews with the key actors involved from the start of the spin-off process, along with the current managers, including non-participant observation in meetings and events, as well as broad documental analysis. The transcribed interview texts and secondary data were analyzed on the narrative and discursive levels, both in terms of syntax and of semantics under textual semiotics. The central and distinctive identity characteristic, present on the fundamental level of the discourses belonging to the studied case, was found to be reliability. This attribute, which was consolidated along the spin-off company s historical path, in an integrated manner among its members and groups, refers to the identity category of the fundamental level of the semiotic square revealed during the research. The inexorable influence of the original company s organizational culture on the construction of the new company s identity was also observed, at least in the initial phase; this process was identified as an organizational culture spin-off. However, through semiotic analysis of the texts in the study s corpus it was possible to identify other aspects of organizational identity, relative to otherness and its contradictions, which were of an unstable, tensional and ambiguous nature but were nonetheless relevant to understanding the way organizations create their identities. / A literatura de identidade organizacional, à luz de diversas perspectivas, aborda os processos aditivos empresariais como fusões, aquisições ou atividades cooperadas entre empresas. No entanto, o processo subtrativo, inverso, onde uma empresa se constitui emergindo da organização mãe tem sido pouco estudado na literatura quanto à construção da identidade dessa nova empresa. Esta tese tem por objetivo compreender a construção da identidade organizacional de uma empresa terceirizada do tipo spin off. Realizou-se uma pesquisa qualitativa, exploratória, de natureza longitudinal, fundamentada num estudo de caso. A pesquisa compreendeu 13 entrevistas em profundidade com os atores-chave envolvidos desde o início do processo do spin off, bem como atuais gestores, incluindo a observação não participante em reuniões e eventos, além de ampla análise documental. Os textos transcritos das entrevistas e os dados secundários foram analisados nos níveis narrativo e discursivo, tanto pela sintaxe como pela semântica da Teoria da Semiótica do texto. Identificou-se a característica central e distintiva identitátia, presente no nível fundamental dos discursos do caso estudado, como sendo a confiabilidade. Esse atributo que se consolidou no percurso histórico da empresa spin off, de forma integrada entre os seus membros e grupos, refere-se a categoria identidade do nível fundamental do quadrado semiótico revelado na pesquisa. Constatou-se também a inexorável influência da cultura organizacional da empresa-mãe na construção identitária da nova empresa, ao menos em sua fase inicial, identificada como um spin off da cultura organizacional. Entretanto, a realização da análise semiótica nos textos do corpus da pesquisa, possibilitou identificar outros aspectos da identidade organizacional, relativos a alteridade e seus contraditórios, estes, de natureza instável, tensional e ambígua, porém relevantes à compreensão da construção da identidade das organizações.

Abstract The infrastructure and construction industry has for decades suffered from problems such as cost overruns, delays, disputes and low productivity. To transform old adversarial practices and industrial culture into more collaborative and innovative ways of working, new operational models for project delivery have been introduced. A project alliance is among the models developed to improve infrastructure and construction project performance by addressing problems of fragmentation and lack of integration. However, the growing body of conceptual and empirical research on project alliances within the field of project management does not include any in-depth investigation of the capability requirements and relevant processes for managing alliance projects. The goal of this dissertation is to contribute to the project alliance literature within the field of project management by exploring the capabilities needed by an inter-organizational alliance project organization and participating organizations to manage project alliances in the infrastructure and construction context. The research adopts a qualitative approach, utilizing the case study method and in-depth interviews as research methods. The empirical results, which relate to the first project alliances in the Finnish infrastructure and construction industry, highlight the importance of the alliance project organization’s collective capabilities for managing project alliances. Among these capabilities, inter-organizational integration management, collaborative project identity formation and opportunity management are of particular importance. In addition, each participating organization requires specific project alliance capability, which comprises both the ability to implement key activities over the project life cycle and the skills required by project-based organizations and participating individuals. Together, these organizational and project network-level capabilities form the basis for managing such projects. / Tiivistelmä Infrastruktuuri- ja rakennusteollisuus on kärsinyt kustannusten ylityksistä, myöhästymisistä, erimielisyyksistä ja heikosta tuottavuudesta jo kymmenien vuosien ajan. Jotta vanhat, vastakkainasetteluun perustuvat käytännöt ja toimintakulttuuri voitaisiin muuttaa, uusia projektien toteutusmalleja on otettu käyttöön. Projektiallianssi on yksi yhteistoiminnallisista malleista, joka on kehitetty vähentämään toimialan sirpaloitumista ja edistämään integroitumista tavoitteena infrastruktuuri- ja rakennusalan projektien suorituskyvyn parantaminen. Lisääntyvästä konseptuaalisesta ja empiirisestä tutkimuksesta huolimatta, projektiallianssiin kohdistuva tutkimus ei ole tarkastellut organisaatioiden kyvykkyysvaatimuksia ja keskeisimpiä allianssin johtamiseen liittyviä prosesseja riittävän syvällisesti. Väitöskirjan tavoite on edistää projektiallianssin tutkimusta tuottamalla uutta tieto allianssihankkeisiin osallistuvien organisaatioiden kyvykkyysvaatimuksista sekä yhteisistä kyvykkyyksistä, joita projektiorganisaatio tarvitsee allianssiprojektin hallintaan infrastruktuuri- ja rakennusalalla. Tutkimus on toteutettu laadullisena tapaus- ja haastattelututkimuksena. Suomen ensimmäisistä infrastruktuuri- ja rakennusalan allianssihankkeista saadut empiiriset tulokset korostavat allianssiprojektiorganisaation yhteisten kyvykkyyksien merkitystä. Kyvykkyysvaatimukset kohdistuvat erityisesti organisaatioiden välisen integraation johtamiseen, yhteistyötä korostavan projekti-identiteetin muodostamiseen ja mahdollisuuksien hallintaan allianssiprojektissa. Näiden yhteisten kyvykkyyksien lisäksi jokainen organisaatio tarvitsee projektiallianssikyvykkyyden, joka koostuu allianssihankkeiden käynnistämiseen ja hallintaan tarvittavista taidoista ja kyvystä toteuttaa eri elinkaaren vaiheen kannalta keskeisiä toimintoja. Hankkeeseen osallistuvan organisaation projektiallianssikyvykkyys ja yhteiset projektiverkoston kyvykkyydet luovat perustan allianssihankkeen hallinnalle.

L'objectif général de cette thèse est d'identifier l'influence des manifestations de la culture de l'organisation, en matière de valeurs et de pratiques organisationnelles, ainsi que de l'identité professionnelle et organisationnelle sur la performance professionnelle par les compétences, c'est-à-dire la performance compétente, au sein de la police. 916 policiers militaires du District Fédéral de tous les niveaux hiérarchiques ont participé à cette recherche. Des analyses factorielles exploratoires et confirmatoires ont été utilisées pour vérifier les évidences de la validité des mesures des constructions qui composent le modèle théorique. Les résultats trouvés suggèrent que les variables antécédentes (valeurs organisationnelles, pratiques organisationnelles, identité professionnelle et identité organisationnelle) permettent de faire des prédictions quant à la performance professionnelle. Aussi bien l'identité organisationnelle que l'identité professionnelle ont permis de faire une médiation (médiation simple et en chaîne) entre les dimensions sous-jacentes aux valeurs et aux pratiques organisationnelles et la performance au travail. Les pratiques organisationnelles ont plus de pouvoir de prédiction que les types de motivations par rapport à la performance professionnelle. Le test des modèles généraux et des modèles détaillés (modèles concurrents) a démontré que les constructions du modèle étaient stables et invariantes, ce qui permet leur utilisation dans différents contextes. Enfin, des limitations de recherche ont été montrées, leurs implications sont d'ordre théorique, méthodologique et de gestion, ce qui demande la mise en place de nouvelles recherches. / The purpose of this research was to identify and describe the influence of the manifestations of the culture, represented in this work by organizational values and practices, organizational and professional identity regarding the professional performance competencies of the professional in his service as a policeman. In total, 916 military police officers from Distrito Federal of all hierarchical levels of the police organization were questioned about organizational values, organizational practices, professional identity, organizational identity and professional performance competencies. The scales were tested using exploratory factorial analysis and confirmatory factorial analysis in order to validate the theoretical model using structural equation modeling. The results suggest that the variables of organizational values, organizational practices, professional identity and organizational identity can predict professional performance competencies. Organizational identity and professional identity have mediated (simple mediation and chain mediation) the relation between subjacent dimensions of values and organizational practices regarding performance at work. The organizational practices have predicted the professional performance competencies better than the organizational values subtypes. The tests of the general model and the parsimonious models (concurrent models) have demonstrated the stability and the invariance of the constructs of the model, indicating their usability in other contexts. After the conclusion are proposed the research limitations, theoretical, methodological and managerial implications, as well as an agenda to attend the gaps of the research.

This Master's thesis focuses on accountability, which is understood as a relation between an actor and an external forum. The actor is accountable to the forum which means the actor must explain and justify their actions. This thesis regards as actors civil society organizations that provide social services. The thesis explores what forms of accountability are employed in annual reports of civil society organisations that provide social services during Petr Nečas' government and using which discourses. The era of Petr Nečas' government is considered to be an era of neoliberal reforms. The method used in this thesis is Critical Discourse Analysis by Norman Fairclough. The thesis identifies bureaucratic discourse as the dominant and discourse of civil society as the minority. Being accountable through beraucratic discourse serves for legitimizing an organisation. Civil society discourse reflects and forms identities of organizations.

This cumulative dissertation captures the sharing economy’s sustainability dynamics by applying a macro-, meso-, and micro-level analysis to investigate the actors and elements involved in constituting the field. On a macro-level, the first study examines the social, political, and economic context that shapes (non-)sustainable sharing entrepreneurs’ behavior. The second study's meso-level analysis investigates how sharing entrepreneurs affect other organizations and communities to act more sustainable. Lastly, the third study adopts a micro-level analysis that focuses on entrepreneurs’ identity formation in the contested sharing economy. Overall, this dissertation contributes to a more fine-grained understanding of sustainability in the sharing economy and the various actors and elements involved in constituting the field. Moreover, the dissertation highlights the actions and interventions necessary for the sharing economy’s sustainability path.:List of Tables List of Figures List of Abbreviations CHAPTER 1: Background and Research Gap 1.1 Theoretical Framework 1.1.1 The Evolution of the Sharing Economy 1.1.2 Theoretical Perspectives on Entrepreneurial Ecosystems 1.1.3 Theoretical Perspectives on Organizational Identity Work 1.2 Research Purpose and Scientific Contribution 1.2.1 Research Article I 1.2.2 Research Article II 1.2.3 Research Article III References CHAPTER 2: Research Article I CHAPTER 3: Research Article II 3.1 Introduction 3.2 Theoretical Background 3.2.1 Entrepreneurial Ecosystems 3.2.2 Sustainability in the Sharing Economy 3.3 Data and Method 3.3.1 Research Context 3.3.2 Sampling Logic and Data Collection 3.3.3 Data Analysis 3.4 Findings 3.4.1 Building a Supportive Environment 3.4.2 Disrupting Normative Standards 3.4.3 Reframing the Sustainability Paradigm 3.5 Discussion 3.5.1 Implications for Theory 3.5.2 Implications for Practice 3.5.3 Limitations and Future Research References CHAPTER 4: Research Article III 4.1 Introduction 4.2 Theoretical Background 4.2.1 Identity Narratives in Contested Fields 4.2.2 Label Work and Collective Identity 4.3 Methodology 4.3.1 Research Setting: The Sharing Economy as a Contested Field 4.3.2 Data Sources and Collection 4.3.3 Data Analysis 4.4 Findings 4.4.1 Embracing the Label for Configuring Local Identity and Field Aspirations 4.4.2 Fixing the Label to Signal Distinctiveness 4.4.3 Unfixing the Label to Embrace Tensions and Ambiguities 4.4.4 Re-Fixing the Label to Consolidate a Collective Identity 4.5 Discussion 4.6 Conclusion References

Act No. 108/2006 Coll., on social services and bureaucratization of the activities of NGOs This thesis deals with the Social Services Act (No. 108/2006 Coll.) in the context of the bureaucratization of the activities of nongovernmental organizations (NGOs) that are providers of social services. The first order of business is to answer the question whether the law contains elements of the bureaucracy, which the law establishes in the activities of social services providers. A second related objective is to determine whether NGO consider the elements of bureaucracy contained in the Act on Social Services as the main obstacles for the way they operate and whether in connection with their introduction observe within their organization typical dysfunctions associated with the process of bureaucratization. Theoretical background and set of research tools are based on R.H. Hall's research in the field of dimensional analysis of elements present in the structure of bureaucratic organizations. As a research method to achieve the first objective is used quantitative content analysis. The results of the analysis confirm that the Social Services Act contains elements that bureaucratise activities of social services providers. As a research method to achieve the second objective of the thesis is a quantitative...

This study aims to understand the complexity underwear brands are subject to in particular in relation to their explicit use of models to create an organizational identity and image. Through two underwear brands (Victoria’s Secret and Twilfit By Change) we intend to examine their use of models in different sizes and different skin tones through visual communication (imagery and text) on their respective websites. The questions we intend to answer are: How are body ideals and body inclusivity constructed throughout Victoria’s Secret and Twilfit By Changes’ visual communication? and How does this contribute to the construction of Victoria's Secret and Twilfit By Changes organizational identity? When collecting material and performing the analysis we will be using two analysis methods, semiotic image analysis using denotation and connotation and a rhetorical analysis using ethos, pathos and logos. The theoretical framework for the study consists of three theories; norm theory, sexual objectification theory and organizational theory with a focus on identity and image. By using these analysis methods and theories we found that there is a significant difference between these companies and their way of using inclusion and diversity in their marketing efforts of the brand. One seems to have made a huge shift in communication to be more inclusive both in regards to body sizes and skin colors. The other one seems to be stuck in the past in regards to their imagery. By using models that represent a more diverse group you can improve your organizational identity and avoid contributing to the harm of young women and women's mental health in regards to body image and ideals.

For decades´ researchers as well as business managers have deliberated on the matter of what constitutes an organization´s core and identity. This paper investigates the management of multiple identities in a dependent partner organization, defined as an organization with products or services dependent on, and/or with a business derived from, a mother organization´s products or services. For managers, managing organizational identity on organizations with an increasing part of their business value dependent on partnering with another organization, this becomes a question of managing multiple identities. As an aid for managers in determining the relevant managerial response, Pratt and Foreman developed a framework classifying four different responses, presented in an article in the year 2000.  However, in limmiting the scope of their research to not include an organization´s perception of the identity of the external network in which it resides, the framework is not sufficient for managers of a dependent partner organization.  The current research has analyzed and further developed how the managerial response framework for multiple identities could be used in such a dependent partner organizational setting. The perception of how a mother organization is reflected in a dependent partner organization identity is investigated through interviews ina single case study at a specigic type of dependent partner organization, namely a dealer organization. The analysis of the data was deductive, based on the theoretical construct of organizational identity, and followed a theoretical thematic analysis methodology. The findings from the research reveal how different perceptions of the mother organization is reflected in every criterion of the dependent partner´s organizational identities. Also, results show how these organizations are high in synegry, as the mother organization creates a standard frame of reference for all units of the dependent partner. The results further develop the managerial framework by Pratt and Foreman for such an organizational setting by syggesting two responses from the framework as particularly suitable. For managers of a dependent partner organization the risk of the high presence of the mother organization in the own organizational identity is also coupled with decreased member identification. To manage this, it is suggested to engage in internal employee education and activities. Furthermore, an increased focus on fostering a strong leadership, capable of consciously managing the constant construction of organizational identity in the blurred lines between the partner and the mother organization, is needed. Due to the positioning of organizational identity as a constructed in the interaction between two parts, social constructionism is further suggested to be an appropriate epistemological view when studying the dependent partner organization. / I årtionden har akademiker och chefer brottats med nfrågan om vad som är en organisations kärna och identitet. Denna uppsats undersöker hanteringen av multipla identiteter i en beroende partnerorganisation, här definierad som en organisation vars produkter eller tjänster är beroende av, och/eller sprunget från, en moderorganisations produkter eller tjänster. Hanteringen av en organisations identitet är en del av chefens huvudsakliga syfte och i organisationer där grundaffären alltmer beror av en partnerorganisation blir detta en fråga om att hantera multipla identiteter. Pratt och Foreman presenterade i en artikel år 2000 ett ramverk för chefer som klassificerar fyra olika responser i hanteringen av multipla identiteter. Studien är dock avgränsad till att inte innefatta organisationers uppfattning om identiteten av det externa nätverk inom vilken organisation är en del, i den egna organisatoriska identiteten. Denna avgränsning gör ramverket otillräckligt för chefers bedömning av hanteringen av multipla identiteter i beroende partnerorganisatoriska.  Den nuvarande studien har analyserat och vidareutvecklat ramverket för hantering av multipla identiteter utifrån den beroende partnerorganisationens position. Hur moderorganisationen  uppfattas och reflekteras i den beroende partnerorganisationens i dentitet har undersökts genom  intervjuer i en enfallsstudie hos en specifik typ av beroende!partnerorganisation, nämligen en återförsäljare. Analysen av data har varit!deduktiv, baserad på teorin om vad!som utgör en organisatorisk identitet, och har följt en teoretisk tematisk analysmetod.  Resultaten från studien visar hur uppfattningar om moderorganisationen reflekteras i varje kriterium av den beroende partnerorganisationens identitet och hur dessa typer av organisationer har möjlighet till höga synergieffekter, som en följd av att moderorganisationen skapar en gemensam gruns att stå på. Resultaten leder till en vidareutveckling av Pratt och Foremans ramverk för hanteringen av multipla identiteter genom att föreslå två av responserna som mer anpassade för den specifika organisationstypen. För chefer i en beroende partnerorganisation är risken med den starka närvaron av moderorganisationen i den egna identiteten att medlemsidentifieringen misnkar. För att hantera detta föreslås att bygga upp en intern utbildning samt uppmuntra interna aktiviteter. Det föreslås också att fokusera på att fostra ett starkt ledarskap som är kapabelt atill att medvetet hantera den konstanta konstruktionen av den egna organisatoriska identiteten i gråzonen mellan moderorganisationen och den beroende partnerorganisationen. Vidare är också scocialkonstruktionismen identifierad att vara en lämplig epistemologisk ståndpunkt vid studien av en beroende partnerorganisation, givet att den organisatoriska identiteten konstrueras i relation till en annan part.

L’objet de ce mémoire est de s’interroger sur la co-construction et la négociation de l’identité organisationnelle par la parole dans les interactions quotidiennes. Cette étude a été menée sur une organisation du monde de l’humanitaire, Médecins Sans Frontières (MSF) et plus précisément sur une mission réalisée dans la région du Nord- Kivu en République Démocratique du Congo. Les données ont été collectées en employant la méthode du vidéo shadowing, encore appelée vidéo filature, une approche consistant à suivre et filmer des acteurs dans leurs interactions du quotidien, et particulièrement, dans notre cas, le chef de mission. La méthodologie utilisée pour analyser les enregistrements vidéo a, par la suite, été inspirée de l’analyse de conversation et de l’ethnométhodologie. Les concepts phares sur lesquels se base cette recherche sont la « ventriloquie » et la « présentification », deux concepts en communication organisationnelle développés par François Cooren de l’École de Montréal. Plus précisément, nous nous sommes attachés à montrer comment les acteurs de MSF cultivent l’identité et l’image de leur organisation à travers des « conversations identitaires». Nous avons ainsi pu observer et analyser comment les acteurs de l’organisation agissent par le biais de la parole pour construire et établir l’identité de leur organisation, et à travers cela, leur propre identité. / The purpose of this thesis is to examine the co-construction and the negotiation of organizational identity through speech in everyday interactions. This study focused on a humanitarian organization, Médecins Sans Frontières (MSF), and more specifically on a mission carried out in the North-Kivu in the Democratic Republic of Congo. Data were collected by using shadowing, that is, by filming MSF actors in their daily interactions, particularly in our case, a head of mission. These data were analyzed, in turn, by using conversation analysis. The methodology used to analyze the video recordings was inspired by conversation analysis and ethnomethodology. The key concepts of this research are « ventriloquism » and « presentification », both developed by François Cooren of the Montreal School of Organizational Communication. Specifically, our analyses show how MSF actors cultivate the identity and image of their organization through « identity conversations ». In other words, it is through these conversations that MSF actors construct and establish the identity of their organization, as well as their own identity.