BazEkon - Biblioteka Główna Uniwersytetu Ekonomicznego w Krakowie

BazEkon home page

Meny główne

Sułkowski Łukasz (Jagiellonian University in Crakow, Poland), Dziedzic Justyna (University of Social Sciences, Lodz, Poland)
Scientist Organizational Identity - the Diversity of Perspectives
Journal of Intercultural Management, 2020, vol. 12, nr 4, s. 29-48, rys., bibliogr. 38 poz.
Słowa kluczowe
Tożsamość przedsiębiorstwa, Motywacje, Nauczyciele akademiccy
Enterprise identity, Motivation, Academic teachers
Klasyfikacja JEL: M12, M14, O15
Objective: The purpose of this article is to show the diversity of possibilities for interpreting identities in the context of the academic profession by showing the different dimensions of participation in the academic community and personality transformations associated with the capture of certain attitudes and behaviors of the scientists.
Methodology: The article is based on a critical analysis of the literature dealing with the sense of organizational identity in the scientific context. We expanded the characteristics associated with this issue to the recognitions arising from the complexity of participating in the life of science on many levels. The work provides an overview of the research approaches of potential detectable factors shaping the investigator's personality in organizational terms. Provided a theoretical background on scientist identity in an organizational context in this paper provides the directions of the research that brings diagnosis in management sciences.
Findings: Scientist organizational identity is the concept that provides a few interpretational directions that can be explored in the management context. The empirical views on this subject provide two levels of meaning. On the first level, it raises questions about individual needs related, on the one hand, to the factors of participation in this profession's life, like prestige, carrier, and power. On the other hand, the second level's meaning is connected with the scientist's personality and compatible with his professional choices like scientific orientation on life choices and creative disposition of high professionalism. The multi-mentality of participation, both physical, emotional, and life academism discourse, brings many recognitions of the concept of scientific organizational identity.
Value Added: Attention has been paid to the critical discourse on the theory of an organization's influence on its scientific members' identity. Also, an indication of the role of these processes in the power and hierarchy context. In the other context, we try to understand the role of individual human dispositions and professional socialization processes in the academic profession.
Recommendations: Scientists' organizational identity is an interesting direction to explore, that brings many reflections about the influence that brings the academic profession area to scientific senses of being. These processes also influence factors like bureaucracy, hierarchy, career politics, evaluation processes, and academic organizational narratives. (original abstract)
Pełny tekst
  1. Albert, S., & Whetten, D. A. (2004). Organizational Identity. In M.J. Hatch, M. Schultz, Organisational Identity. A Reader. Oxford University Press.
  2. Bascom, W. R. (1948). Ponapean prestige economy. Southwestern Journal of Anthropology, 4(2), 211-21.
  3. Bhaduri, S. (2013). Scientists' Motivation to Innovate, Catch Up and Collaborate A transdisciplinary perspective. In. U. Hilpert (Ed.), Handbook of Politics and Technology (pp. 396-408). Abingdon: Routledge.
  4. Brown, R. (2016). Prestige in Academic Life: Excellence and Exclusion. Times Higher Education, 46, 22-64.
  5. Bruton, S. V., Medlin, M., Brown, M., & Sacco, D. F. (2020). Personal Motivations and Systemic Incentives: Scientists on Questionable Research Practices. Science and Engineering Ethics, 26(3), 531-547.
  6. Büyükgöze, H., & Gün, F. (2017). Building the Professional Identity of Research Assistants: A Phenomenological Research. Kuram Ve Uygulamada Egitim Bilimleri, 17,1 237-63.
  7. Burris, V. (2004). The Academic Caste System: Prestige Hierarchies in Ph.D. Exchange Networks. American Sociological Review, 69(2), 239-64.
  8. Child, J., Rodrigues, S. B., Dooley, K. J., & Tsoukasaridimos, H. (2011). How Organizations Engage with External Complexity: A Political Action Perspective. Organization Studies, 32(6), 803-24.
  9. Cianciolo, A. T., Mitzelfelt, J., Ghareeb, A., Zahid, M. F., Akbar, R., & Ghias, K. (2020). Physician-scientist or Basic Scientist? Exploring the Nature of Clinicians' Research Engagement. Advances in Health Sciences Education: Theory and Practice, 25, August.
  10. Cobern, W., & Loving, C. (2001). Defining "Science" in a Multicultural World: Implications for Science Education. Science Education, 85, 55-56.
  11. Grinev, A. V. (2005). The Tlingit Indians in Russian America, 1741-1867. Trans. R. L.Bland & K. G. Solovjova. Lincoln, NE: University of Nebraska Press.
  12. Harding, S. (1998). Is Science Multicultural?. Bloomington: Indiana University Press.
  13. Herskovits, M. J. (1948). Man and his works: The science of cultural anthropology. New York: A.A. Knopf.
  14. Iyer, U. J., & Kamalanabhan, T. J. (2006). Achievement motivation and performance of scientists in research and development organizations. Journal of Scientific & Industrial Research, 65, March, 187-194.
  15. Johnson, B. B., & Dieckmann, N. F. (2019). Americans' views of scientists' motivations for scientific work. Public Understanding of Science, Sage Journals, 2-20.
  16. Kligyte, V., Marcy, R., Waples, E., Sevier, S., Godfrey, E., Mumford, M., & Hougen, D. (2008). Application of a Sensemaking Approach to Ethics Training in the Physical Sciences and Engineering. Science and Engineering Ethics, 14(2), 251-278.
  17. Kwiek, M. (2019). Economics of Academic Prestige. Quantitative Inclusion of the Best Journals in the Field of Higher Education Research. Science and Higher Education, 01 December, 1-2, 53-54.
  18. Lam, A. (2015). Academic Scientists and Knowledge Commercialization: Self-Determination and Diverse Motivations. Switzerland: Springer International Publishing.
  19. Leith, P., & Vanclay, F. (2015). Translating Science to Benefit Diverse Publics: Engagement Pathways for Linking Climate Risk, Uncertainty, and Agricultural Identities. Science, Technology & Human Values, 40(6), 939-964.
  20. Margulies, W. (1977). Make the most of your corporate identity. Harward Bussines Review, July-August.
  21. Martineau, P. (1958). The personality of the retail store. Harvard Business Review, January/ February.
  22. Martin-Rios, C. (2016). Sensemaking of Organizational Innovation and Change in Public Research Organizations. International Journal of Organizational Analysis 24(3), 516-31.
  23. Mead, G.H. (1975). Mind, personality, society, Warsaw: PWN.
  24. Myung-Hui, K., Suk Bong, C., & Seung-Wan, K. (2017).Women Scientists' Workplace and Parenting Role Identities: A Polynomial Analysis of Congruence. Social Behavior and Personality: An International Journal, 45(1), 29-38.
  25. Nunnally, S. C. (2019). The National Conference of Black Political Scientists (NCOBPS): Organizational Empowerment Through Signaling and Valuing Women and Diversity During #MeToo, 22, March.
  26. Ommering, B. W. C, van Blankenstein, F. M., Wijnen-Meijer, M., van Diepen, M., & Dekker, F. W. (2019). Fostering the physician-scientist workforce: a prospective cohort study to investigate the effect of undergraduate medical students' motivation for research on actual research involvement. BMJ Open, 20 July, 9(7).
  27. Pekdoğan, S. (2019). I Can Draw a Scientist Whom I Imagined. NeuroQuantology 17(3), 1-8.
  28. Ryan, J. C. (2014). The Work Motivation of Research Scientists and Its Effect on Research Performance. R&D Management, 44(4), 355-69.
  29. Shore, C., & Wright, S. (2015). Audit Culture Revisited. Rankings, Ratings, and the Reassembling of Society. Current Anthropology, 56(3), 421-444.
  30. Stallings, D., Iyer, S. K., & Hernandez, R. (2013). National Diversity Equity Workshop-Focus on Gender Identity and Orientation in Chemistry Faculties. ACS Symposium Series, 2018, 12(77), 51-77.
  31. Tajfel, H., & Turner, J. (1979). An Integrative Theory of Intergroup Conflict. In W.G. Austin, & S. Worchel, The Social Psychology of Intergroup Relations. Oxford: Oxford University Press.
  32. Tan, M., Herberg, J. S., Samarasekera, D., & Chen, Zhi Xiong (2020). Understanding factors that motivate research performance and career longevity of science, technology, engineering and mathematics postgraduates. Asia Pacific Scholar, 01 January, Vol. 5(1), 25-45.
  33. Turney, J. (1996). Public Understanding of Science. The Lancet (British Edition) 347.9008, 1087-090
  34. Sułkowski, Ł. (2008). Czy warto zajmować się kulturą organizacyjną. Zarządzanie Zasobami Ludzkimi, 6, 9-25.
  35. Sułkowski, Ł. (2012). Cultural management processes. Warsaw: Diffin.
  36. Sułkowski, Ł. (2013a). Kultura jakości w zarządzaniu, czyli pomiędzy tożsamością a kulturą organizacyjną. Przedsiębiorczość i Zarządzanie, XIV, 8, II, 25-37.
  37. Sułkowski, Ł. (2013b). Transformacje kulturowe współczesnych uczelni wyższych. Przedsiębiorczość i Zarządzanie. XIV, 12, I, 23-31.
  38. Sułkowski, Ł. (2014). Który model uniwersytetu?. Przegląd Socjologiczny, 63(3), 67-70.
Cytowane przez
Udostępnij na Facebooku Udostępnij na Twitterze Udostępnij na Google+ Udostępnij na Pinterest Udostępnij na LinkedIn Wyślij znajomemu