The Oxford Handbook of Identities in Organizations最新文献

The Oxford Handbook of Identities in Organizations Pub Date : 2020-01-16 DOI: 10.1093/oxfordhb/9780198827115.013.18

Rosie Oswick, C. Oswick

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Gender Identity 性别认同

The Oxford Handbook of Identities in Organizations Pub Date : 2020-01-16 DOI: 10.1093/oxfordhb/9780198827115.013.47

M. Fotaki

{"title":"Gender Identity","authors":"M. Fotaki","doi":"10.1093/oxfordhb/9780198827115.013.47","DOIUrl":"https://doi.org/10.1093/oxfordhb/9780198827115.013.47","url":null,"abstract":"Identity is an important topic in organization and management scholarship. However, gender identity is often referred to only in passing, while in-depth theoretical engagement with the concept is rare. This is despite heated debates among feminists and polarizing discussions on gender and acceptable gender identities in many countries. Yet, given current conversations on the multiplicity and fuzziness of identities and identifications in work organizations, much can be gained from such engagement. This chapter considers these issues through a poststructuralist and psychoanalytic feminist lens inspired by the work of Judith Butler and Bracha Ettinger along with Rosi Braidotti and post-colonial feminists’ ideas, to develop relational identity of gender. Their conceptualization of identity as fluid, malleable, and defined in relation to the other, it is argued, may enrich our understanding of identities in organizations. The notion of gender identity as a provisional and unstable construct that unfolds relationally also has broader ethical and political implications for re-envisioning new modes of cohabitation on an equivalent basis. Such an approach might contribute to forging both a new politics of identity, and practical programmes that address organizational injustice and social inequalities.","PeriodicalId":432212,"journal":{"name":"The Oxford Handbook of Identities in Organizations","volume":"34 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2020-01-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"116914558","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

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Performed Identities 执行身份

The Oxford Handbook of Identities in Organizations Pub Date : 2020-01-16 DOI: 10.1093/oxfordhb/9780198827115.013.21

N. Beech, S. Broad

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Membership Categorization Analysis 隶属度分类分析

The Oxford Handbook of Identities in Organizations Pub Date : 2020-01-16 DOI: 10.1093/oxfordhb/9780198827115.013.55

A. Whittle, F. Mueller

{"title":"Membership Categorization Analysis","authors":"A. Whittle, F. Mueller","doi":"10.1093/oxfordhb/9780198827115.013.55","DOIUrl":"https://doi.org/10.1093/oxfordhb/9780198827115.013.55","url":null,"abstract":"This chapter’s analysis of a New York Times op-ed article reveals how moral reasoning was undertaken in relation to three identities: the identity of Trump as an incumbent of the role of President, the identity of the writer, and, third, the identity of the collective group of Senior Officials. The moral accountability of Trump was articulated through a set of category predicates normatively associated with Presidents and category predicates normatively associated with Republicans. To have an identity is to be cast into a ‘typification’ or social type with an associated set of expectations about one’s role, relationships, and responsibilities within a culture or social structure. The chapter argues that the ethnomethodological approach underpinning membership categorization analysis (MCA) asks ‘How is identity done, managed, achieved and negotiated in situ?’ Indeed, MCA asks how people draw on and use social identities, in talk or text, in getting their everyday business done. This way of approaching the study of identity is different to other approaches that start with theories of self, or discourse, or power. To conclude, MCA enables us to analyse how, when a social category is used, the person being described is also being judged according to the set of normative expectations associated with that category.","PeriodicalId":432212,"journal":{"name":"The Oxford Handbook of Identities in Organizations","volume":"44 3 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2020-01-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"131313749","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

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Agile Identities 敏捷的身份

The Oxford Handbook of Identities in Organizations Pub Date : 2020-01-16 DOI: 10.1093/oxfordhb/9780198827115.013.4

C. Coupland, S. Spedale

{"title":"Agile Identities","authors":"C. Coupland, S. Spedale","doi":"10.1093/oxfordhb/9780198827115.013.4","DOIUrl":"https://doi.org/10.1093/oxfordhb/9780198827115.013.4","url":null,"abstract":"Recent growth in interest in identities is linked to societal changes, including an unprecedented degree of freedom in the industrialized West (Bauman, 1988; Ritzer, 1999; Sennett, 1998). Choice suggests autonomy but it also burdens us with responsibility and anxiety. The aim of this chapter is to explore how the ‘capitalistic’ conception of freedom associated with agile identities affects life at work. Agility implies that individuals are able, indeed are deemed responsible for becoming—or failing to become—the ‘right’ type of employee/organization member. The notion of ‘agile identity’ proposed here, with its emphasis on the fragile obverse of the agility coin and its reminder that identity is not simply a linguistic phenomenon, but is fundamentally embodied, allows these tensions to be explored critically. The authors problematize the nature of current demands for agility at work, and invite reflection on issues of power and resistance. They ask, ‘How can the exploitative ideology of the new spirit of capitalism, surreptitiously operating through overtly benign and humanistic mantras such as “liberation management”, effectively be resisted?’ They suggest that the notion of identity—with its ambiguous and fluid character—has become the ideological prop of the new spirit of capitalism. Thus, scholars need to be vigilant in how they ‘talk’ about identity in scholarly debates and strive to articulate concepts that help understand the workplace while also supporting critique. ‘Agile identity’ is the authors’ contribution to these efforts.","PeriodicalId":432212,"journal":{"name":"The Oxford Handbook of Identities in Organizations","volume":"4 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2020-01-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"129877161","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

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Identities in Organizations 组织中的身份

The Oxford Handbook of Identities in Organizations Pub Date : 2020-01-16 DOI: 10.1093/oxfordhb/9780198827115.013.59

Andrew D. Brown

{"title":"Identities in Organizations","authors":"Andrew D. Brown","doi":"10.1093/oxfordhb/9780198827115.013.59","DOIUrl":"https://doi.org/10.1093/oxfordhb/9780198827115.013.59","url":null,"abstract":"Conceived as the meanings that individuals attach to their selves, a substantial stockpile of identities-related theorizing, accumulated across the arts, social sciences, and humanities over many decades, continues to nourish contemporary research on self-identities in organizations. Moreover, in times which are more reflexive, narcissistic, and liquid the identities of participants in organizations are increasingly less fixed, less secure, and less certain, making identities issues both more salient and more interesting. Particular attention has focused on processes of identity construction (often styled ‘identity work’), how, why, and when such processes occur, and their implications for organizing and individual, group, and organizational outcomes. Seemingly intractable debates centred on the nature of identities—their relative stability/fluidity, whether they are best regarded as coherent or fractured, positive (or not) and how they are fabricated within relations of power—combined with other conceptual issues, continue to invigorate the field, but have led also to some scepticism regarding the future potential of identities research. As the chapters in this handbook demonstrate, however, there are considerable grounds for optimism that identity, as root metaphor, nexus concept, and means to bridge levels of analysis, has significant generative utility for multiple streams of theorizing in organization and management studies.","PeriodicalId":432212,"journal":{"name":"The Oxford Handbook of Identities in Organizations","volume":"458 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2020-01-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"125824699","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0