Thesis advisor: Michael G. Pratt / This dissertation draws on interviews, observation and archival materials, to explore how a Jewish Services Organization changed its purpose due to external and internal pressures. Past research shows that organizations can change their purpose, but how they do so has not been explicated, and further knowledge of which would help organizations adapt to their changing realities more efficiently. This dissertation explores the underlying mechanisms of organizational purpose change in organizations that have historically operated with a clear and intentional raison d'être, which is widely embraced by organizational members. The purpose change process is shown to be (a) co-creative such that multiple stakeholders, both internal and external, are involved in this process; (b) conflict-laden such that the change process can lead to latent identity splits within organizations to resurface; (c) dynamic such that it leads to continuous changes around the meaning and interpretation regarding purpose in the organization; and (d) most successful when focused on renewal such that it allows organizations to maintain continuity with their past and their identity while embracing new directions. By explaining this process, this dissertation contributes to our understanding of purpose change in organizations and elaborates on theoretical interlinkages of organizational purpose with organizational identity content and organizational identity complexity, an understanding of which can lead to successful (or unsuccessful) efforts to change the purpose of an organization. / Thesis (PhD) — Boston College, 2023. / Submitted to: Boston College. Carroll School of Management. / Discipline: Management and Organization.

Thesis advisor: Michael G. Pratt / Through two inductive qualitative studies, this dissertation explores the surprising emergence, and members’ subsequent responses, to value-laden claims regarding “why we exist” – what members themselves and scholarship refers to as organizational purpose. Study One finds that, although unintended, the implementation of specific practices within this organization generated powerful emotional energy amongst members. Leaders subsequently grafted this energy into organizational symbols and engaged in meaning-making to articulate what this energy meant for why the organization existed. This study advances theories of organizational identity formation and Selznick’s institutionalism by highlighting an alternative unit of analysis focused on features of shared experiences rather than discourse, documenting an alternative generative mechanism focused on emotional energy, and recasting leaders not as ideological visionaries engaged in sensegiving, but by setting in place conditions to build, harvest, and articulate emotional energy. Study Two examines members subsequent responses to these value-laden claims, finding that members either broadly rejected claims finding them akin to a desired projected image or broadly accepted claims finding them to be real and implicating of the organization itself. These responses varied depending on various ways members construed the credibility of the organization, as well as the plausibility of the organization’s claims. This study advances theories of how members accept or reject organizational meanings by highlighting the ways in which members anthropomorphize organizations – treating them as if they were human beings – and evaluating claims in light of what they see as organizational traits, motives, and intentions. I addition, this study advances theory by identifying the critical importance of perceiving how products and services – “what we do” – is linked to claims regarding “why we exist.” / Thesis (PhD) — Boston College, 2015. / Submitted to: Boston College. Carroll School of Management. / Discipline: Management and Organization.

Esta dissertação tratou da relação entre os tipos de gerência e a missão da organização. Utilizando o estudo de caso e o questionário, objetivou-se identificar e avaliar os estilos de gerência adotados pelo grupo de 26 gerentes de uma instituição financeira em atividade no Baixo-Vale do Paraíba, a partir de suas próprias apreciações, e ainda verificar se o estilo de gerenciar facilita ou não a consecução da missão organizacional. Os resultados obtidos com a aplicação de questionário adaptado dos modelos de TANNEMBAUM e SCHMIDT e do Clima Organizacional, utilizado pela própria empresa junto aos 26 gerentes da instituição financeira X do Baixo-Vale do Paraíba, reafirmaram a crença na criatividade humana que, fundamentada em princípios, leva esses gestores a ajustar seus estilos à missão da organização. Entre os resultados significativos, destacaram-se: (1) a predominância do gênero masculino (73%) e a crença entre os gerentes de que valores religiosos e políticos podem auxiliar o comprometimento com o comportamento organizacional esperado; (2) a predominância do estilo gerencial democrático, seja quando da autodefinição e da definição pelo subordinado, seja em relação às variáveis sexo e escolaridade; (3) as relações com significância de 95% entre as metas organizacionais vinculadas às decisões e competência, com o estilo democrático de gerenciamento; (4) as relações com significância de 95%, entre as metas organizacionais vinculadas ao estabelecimento de métodos de trabalho e solução de problemas e compreensão dos fatos. Conclui-se que o estilo predominante é o democrata com 73,1% e para as duas primeiras etapas da missão com cerca de 50%. Para as duas últimas, prevalece o estilo liberal com cerca de 60%. / This project treats the relationship between the types of management and the organizational purpose. As using the case study and the questionnaire, the objective of this project is to identify and evaluate the management styles adopted by a group of 26 managers of a financial institution in a specific area of São Paulo State, known as Baixo Vale do Paraíba, according to their own appreciation, and still verify the importance of the management styles as facilitators of the organization purpose establishment. The application of a questionnaire adapted to TANNENBAUN and SCHIMIDT models and Organizational Environment research used by the financial institution X in Baixo Vale do Paraíba itself and answered by its 26 managers will provide the results. This work accomplishment must confirm our belief in human creative capacity which once based on solid principles will lead these managers to adjust their own styles to the organization purpose. Among the significant results it is possible to point out: (1) predominance of male leadership (73%) and the belief that religious and political values can help their commitment to the expected organizational behavior; (2) predominance of democratic management style, either when self-defined and defined by the subordinates, or when related to sex and educational background; (3) the relationship, 95% significant, between the organizational purpose related to decisions and competence and the democratic management syle; (4) the relationship, 95% significant, between the organizational purpose related to problem-solving and factual comprehension . Therefore, it is possible to conclude that the democratic style is predominant (73,1%), including the first two parts of the organizational purpose (about 50%). However, the liberal styles prevails in the last two ones (about 60%).

This case study of the Salvation Army Visby (SAV) describes the theoretical concepts of a Christian narrative and sustainable action within a local organizational context. As a result, one of the main contributions of this research is the consideration of narratives within a Christian organization from the angle of current ecotheological debates. While there can hardly be a single definition of what a Christian narrative of sustainability would be, we have summarized two conflicting views — an anthropocentric and a biocentric one. Our use of narrative theory has helped us understand in what ways such an overarching narrative can have influence into a local organizational context. We found that the SAV is deeply influenced by a Christian narrative putting more emphasis on social work rather than on ecotheological notions. We argue that the SAV’s actions are therefore more in line with social sustainability. We conclude by exploring how sustainability, and notably from an environmental perspective, can further be put in place within Christian organizations such as the SAV.

This dissertation aims to contribute to a better theoretical understanding of common good orientation in an organizational context, its measurability, and effects on an individual, organizational and social level. Specifically, this dissertation theoretically discusses and empirically tests what common good orientation encompasses in an organizational context, why it is valuable for individuals, organizations and societies alike, as well how it could be implemented in organizational leadership practices. While building on the findings of Meynhardt's (2009, 2015) Public Value research, this dissertation mainly seeks to lay the empirical and theoretical foundations surrounding the hitherto poorly researched concept of Organizational Purpose. Despite the popularity of organizational purpose, no agreement has yet been reached on the definition of the construct, which has hampered further theoretical development and empirical testing. This cumulative dissertation consists of three empirical papers and an introductory conceptual paper.