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L'Afrique subsaharienne est actuellement un point focal dans les études démographiques, principalement en raison de ses dynamiques uniques lors de la transition démographique. Au cœur de cette attention, les intentions de fécondité jouent un rôle crucial, justifiant la sélection de cette étude visant à approfondir la compréhension de l'influence de la famille d'origine sur les préférences en matière de fécondité chez les femmes à Madagascar. Cette analyse se concentre sur deux variables dépendantes, à savoir le désir d'enfant et le nombre idéal d'enfants, ainsi que deux variables indépendantes clés, à savoir l'ordre de naissance et la taille de la fratrie. Bien qu'explorée de manière exhaustive dans les pays développés disposant de données complètes accessibles, cette étude apporte une contribution significative à la compréhension de cette relation dans le contexte de la région subsaharienne. En s'appuyant sur les données de l'Enquête Démographique et de Santé (EDS) de 2008-2009, cette étude se base sur un échantillon analytique de femmes en âge de procréer, spécifiquement entre 15 et 49 ans. Des analyses descriptives et des régressions ont été appliquées, et les résultats révèlent un impact négligeable de l'ordre de naissance sur les préférences en matière de fécondité, tandis qu'un effet positif et statistiquement significatif de la taille de la fratrie sur ces préférences est mis en évidence. Cette étude enrichit notre compréhension des déterminants de la fécondité à Madagascar en mettant en lumière le rôle significatif de la famille d'origine, en particulier la taille du groupe de frères et sœurs, dans les préférences en matière de fécondité. / Sub-Saharan Africa is currently a focal point in demographic studies, primarily due to its unique dynamics during the demographic transition. Central to this focus, fertility intentions play a crucial role, justifying the selection of this study aimed at deepening the understanding of the influence of the family of origin on fertility preferences among women in Madagascar. This analysis focuses on two dependent variables, namely the desire for children and the ideal number of children, as well as two key independent variables, namely birth order and sibling size. While extensively explored in developed countries with accessible comprehensive data, this study makes a significant contribution to understanding this relationship in the context of the sub-Saharan region. Leveraging data from the 2008-2009 Demographic and Health Survey (DHS), this study draws on an analytical sample of women of reproductive age, specifically between 15 and 49 years. Descriptive analyses and regressions were applied, and the results reveal a negligible impact of birth order on fertility preferences, while a positive and statistically significant effect of sibling size on these preferences is revealed. This study enhances our understanding of fertility determinants in Madagascar by highlighting the significant role of the family of origin, particularly the size of the sibling group, in fertility preferences.

Research in organizational identity as pioneered by Albert and Whetten (1985) provides that organizational identity is central, enduring and distinctive. As Gioia et al. (2013) put it, “what we know about organizational identity, including its dynamic aspects, is based on the study of organizations located within a single and uniform geographic market (U.S./European) and/or stable institutional environment (developed markets)” (p. 180). This study thus carries research in organizational identity forward by locating it at an integrated food manufacturing company, Feed Me Ventures Limited, in the non-western, developing country, Nigeria. As businesses expand globally, it becomes pertinent for global organizations and managers in organizations outside the West to become aware of possibly divergent forms of organizational identity and formation processes that may exist. Nigeria is a community faced with unstable and corrupt leadership, a volatile economy directly impacted by its own created as well as global instabilities as well as a culture that is very different from those of the communities in which organizational identity has traditionally been studied. To accomplish the goals of this study, an inductive analysis is conducted using ethnographic observation, document analysis and grounded theory interviewing. This method is deemed most appropriate as this is an exploratory study to find what organizational identity may look like in Nigeria. Findings provide that while the conceptualization of organizational identity in the literature hold true, the environment greatly affects organizational identity. The founder of Feed Me Ventures Limited had developed organizational identity in direct opposition to societal values thereby emphasizing the distinctiveness dimension of organizational identity more than would normally be expected. Also, there is an adaptational dimension to organizational identity at Feed Me Ventures Limited which allows it to adapt to different needs in the environment in order to survive and retain its core identity. This is similar to adaptive instability which is already established in the literature except that at Feed Me Ventures Limited, when new identity dimensions are adapted in reaction to the environment, these dimensions only serve to help the organization retain its core identity. Furthermore, the relationship between organizational identity claims and organizational identity understanding among organizational members revealed the existence of an organizational identity gap (OI gap). This refers to a situation where claims about “who we are” from senior management does not align with understanding of “who we are” by organizational members. Also interesting is that social constructionist views about organizational identity being developed through the interactions of organizational members is found to be true at Feed Me Ventures Limited where organizational members, in their social interactions, begin to form notions of “who we are” that are not derived from claims about “who we are” from management. This study concludes that it is important for organizational leaders to acknowledge environment variables, engage in organizational diagnosis to find OI gaps and consider further this concept of adaptation and how this might serve organizations in environments similar to Nigeria.