Exploring the barriers of multi-stakeholder value co-creation – the museum context

IF 2.7 4区 管理学 Q2 MANAGEMENT
M. Najda-Janoszka, M. Sawczuk
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引用次数: 0

Abstract

PurposeThe study builds on the multi-stakeholder perspective and applies the DART model to frame and explore barriers to value co-creation in the museum context.Design/methodology/approachThe empirical research followed a multiple case study design, based on six cases selected in accordance with a maximum variation strategy. The analysis of the data gathered from multiple primary and secondary sources was guided by the qualitative content analysis approach and the pattern-matching technique for a multiple case study.FindingsThe findings reveal a largely convergent understanding of value co-creation that relates to the social integration of the intrinsic value of museums. The main barriers to value co-creation were identified at both organizational and personal levels, yet important context-bound differences were found regarding the scope and impact of those barriers across defined museum activity areas.Originality/valueThe study enriches literature and museum management by identifying and synthesizing barriers, offering insights for overcoming them through DART model modifications. These insights extend beyond museums, emphasizing stakeholder identification, recognizing activity-specific barriers, understanding interdependence and considering external factors like the pandemic. Managers can leverage this knowledge for informed decisions and interventions.
探索多方利益相关者价值共创的障碍——博物馆背景
目的本研究建立在多方利益相关者的视角之上,并应用DART模型来构建和探索博物馆背景下价值共同创造的障碍。设计/方法论/方法实证研究遵循多案例研究设计,基于根据最大变异策略选择的六个案例。对从多个主要和次要来源收集的数据的分析以定性内容分析方法和多个案例研究的模式匹配技术为指导。发现这些发现揭示了对价值共创的一种基本一致的理解,这种理解与博物馆内在价值的社会整合有关。在组织和个人层面上确定了价值共同创造的主要障碍,但在确定的博物馆活动领域中,发现了这些障碍的范围和影响方面的重要背景差异。独创性/价值该研究通过识别和综合障碍,丰富了文献和博物馆管理,为通过DART模型修改克服障碍提供了见解。这些见解超越了博物馆,强调利益相关者的识别,识别特定活动的障碍,理解相互依存关系,并考虑疫情等外部因素。管理者可以利用这些知识做出明智的决策和干预措施。
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来源期刊
CiteScore
5.80
自引率
3.60%
发文量
50
期刊介绍: ■Adapting strategic planning to the need for change ■Leadership research ■Responsibility for change implementation and follow-through ■The psychology of change and its effect on the workforce ■TQM - will it work in your organization? Successful organizations respond intelligently to factors which precipitate change. Economic climates, political trends, changes in consumer demands, management policy or structure, employment levels and financial resources - all these elements are constantly at play to ensure that organizations clinging on to static structures will ultimately lose out. But change is a dynamic and alarming thing - this journal addresses how to manage it positively.
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