Organizational Identity, Image, and Adaptive Instability
挑战了组织身份是核心、独特且持久的传统观点，认为身份与形象的相互作用使其具有流动性和不稳定性，而这种不稳定反而有助于组织适应变化，对理论和实践有启发意义。
Organizational identity usually is portrayed as that which is core, distinctive, and enduring about the character of an organization. We argue that because of the reciprocal interrelationships between identity and image, organizational identity, rather than enduring, is better viewed as a relatively fluid and unstable concept. We further argue that instead of destabilizing an organization, this instability in identity is actually adaptive in accomplishing change. The analysis leads to some provocative, but nonetheless constructive, implications for theory, research, and practice.