Influencing Organizational Identification During Major Change: A Communication- Based Perspective
提出组织认同概念能为变革管理提供新见解，引入“认同转变”概念，分析管理者如何通过沟通策略引导员工在变革中经历去认同和再认同过程，并辅以两个实证案例。
This article argues that the concept of organizational identification can provide new and valuable insights into the dynamics of organizational change and its management. It introduces the notion of shift in identification, which consists of dis- and re-identification states that organizational members experience during change, and proposes a framework for the study of the communication-based influence strategies used by management to induce such shifts. The article introduces the concept of confluence, which involves providing some sense of self-consistency to members during change. Two empirical examples illustrating the influence strategies used by management are analyzed. Implications to the wider discourses on language, identification and change are addressed.