Social representations and the concept of organizational culture

Kummerow, Elizabeth; Innes, John

doi:10.1177/053901894033002007

Cited by 6 publications

(4 citation statements)

References 14 publications

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“…While the data were last collected in the surveyed organization in 2017, there is an opportunity to collect new data in the future and compare them with the past periods and already publicized results. However, since culture is historically based and results from group problem-solving (Kummerow & Neil, 2013; Williams et al, 1993), culture change should be analyzed only after a more extended period, when employee behavior has changed, and values stabilized. Therefore, we would probably only measure group opinion now, but it cannot be considered as culture itself (Trice & Beyer, 1993).…”

Section: Discussionmentioning

confidence: 99%

“…The objective lay in the record of the changes in the organizational culture that might have been caused by the changes in the internal and external environments of the organization in question in 10 years span. We used the time interval of 10 years because the culture is historically based (Kummerow & Neil, 2013). Therefore, it takes longer to identify the changes in culture if there are no significant changes in other areas of an organization.…”

Section: Methodsmentioning

confidence: 99%

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Is There a Possibility to Characterize an Organizational Culture by Its Selected Cultural Dimensions?

Copuš,

Madzík,

Šajgalíková

et al. 2023

Sage Open

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Many dimensional models of organizational cultures were developed decades ago, thus, in very different contexts. The world has become more complex, and such complexity can be identified in many aspects of everyday life, including working spheres. The objective of the study is to identify the changes in the perception of the complexity of characteristics of organizational cultures. Research is based on the Nine Factors Methodology aimed at the analysis of the motivational potential of organizational cultures and, based on the results, the analysis of the differences between/among selected subcultures. In the study, bivariant correlation analysis and factorial analysis with PCA extraction are used. The results show that the number of factors (dimensions) has lowered through the decades. While in 1999, nine factors of organizational culture were used to characterize it, in 2007, there were seven factors, and in 2017, only four factors which assumably led to the increase in their complexity. Even though the importance of existing dimensional models cannot be underestimated at present, the study indicates that the complexity of organizations and their organizational cultures results in more complex and interconnected individual dimensions than suggested initially. According to the study, when analyzing organizational cultures, a wider context must be considered, including relations between and among their dimensions because atomizing culture into individual dimensions provides an incomplete picture of the culture in question. At the same time, it is necessary to look at the organizations as heterogeneous units, which include several possible subcultures.

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Section: Discussionmentioning

confidence: 99%

Section: Methodsmentioning

confidence: 99%

Is There a Possibility to Characterize an Organizational Culture by Its Selected Cultural Dimensions?

Copuš,

Madzík,

Šajgalíková

et al. 2023

Sage Open

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show abstract

“…) It must be noted here that we are invoking a particular representation of the discipline and profession of psychology. The social representation or collective representation of a profession has been used in other contexts in order to demonstrate how representations can shape the adoption of change, for example in economics (Stark, Kogler, Gaisbauer, Sedmak & Kirchler, 2016), in management of organisations (Kummerow & Innes, 1994) and in the science of climate change (Moloney, Leviston, Lynam, Price, Stone-Jovicich & Blair, 2004). The social representation of a concept does not preclude the representation of that concept in other, individualistic, terms.…”

Section: The Representation Of Psychology and The Helping Professionsmentioning

confidence: 99%

Social representation of the profession of psychology and the application of artificial intelligence: European Union regulatory authority and the application of psychology as a paradigm for the future

Innes

Morrison

2022

ANZJES

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The digitisation of work affects thinking with respect to who will work, what work will entail and how governments will control change. The development of artificial intelligence (AI) is recognized as a threat and as a facilitator of change. The European Union leads in the development of regulatory power in the area. We examine these regulations and how they may affect the application of AI to work, especially with respect to psychology. Psychology is a profession universally conceived in the recent past to be immune from the predations of automation due to the level of cognitive and emotional skills believed to underly competence. The image or social representation of the discipline/profession plays a role in how the discipline is perceived and understood and how it is placed within the predicted matrix of jobs under threat. We demonstrate that psychology may not be immune in the context of a contemporary social representation. Regulatory practices in training and employment put psychology under threat as a “safe” profession. Europe has regulated and commodified the practice and training of psychology and hence has magnified the threat of replacement of those practices by AI. Governments and the professions need to be mindful of these consequences.

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“…with both representations and representing). Although similarities with the concept of organizational culture have been noted (Kummerow & Innes, 1994), there has been relatively little work using SRT to study professional knowledge systems within organizational contexts 1 . Police work, like many other public service domains, involves the translation of abstract principles, 'expert' knowledge and policy directives into interactions with lay people.…”

Section: Introductionmentioning

confidence: 99%

Police responses to diversity: A social representational study of rural British policing in a changing representational context

Morant

Edwards

2010

Community & Applied Soc Psy

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In the first decade of the 21st century, British policing faced two new challenges in how it responded to social diversity: As well as instituting reforms in response to a highly publicized report describing the British police as 'institutionally racist' (Macpherson, 1999), they faced challenges associated with rapid increases in numbers of immigrants into the UK. Studying social representations at such times of change allows access into processes, themes and value systems that may otherwise remain hidden. This paper uses social representations theory to explore interview accounts provided by regular police officers of interactions with members of minority groups. Empirically, we focus on an area of diversity policing that has received relatively little previous attention: Police work in a rural context that has recently played host to large numbers of migrant workers. Our analysis shows that interviews operate as a site of resistance in which respondents attempt to rework hegemonic representations of the police as prejudiced and to re-present themselves and their work as able to respond appropriately to diversity. Fairness as a defining characteristic of good police practice is a central representational theme that links identity construction processes to police work with minority groups. Recent immigrant groups are represented as both needing and deserving help to assimilate into British culture: Their lack of acculturation and language difficulties provide additional challenges to police work and to how this is judged as 'fair'. We discuss the broader origins and implications of police officers' understandings of fairness and the use of social representations theory to study representational fields within organizational settings.

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Social representations and the concept of organizational culture

Cited by 6 publications

References 14 publications

Is There a Possibility to Characterize an Organizational Culture by Its Selected Cultural Dimensions?

Is There a Possibility to Characterize an Organizational Culture by Its Selected Cultural Dimensions?

Social representation of the profession of psychology and the application of artificial intelligence: European Union regulatory authority and the application of psychology as a paradigm for the future

Police responses to diversity: A social representational study of rural British policing in a changing representational context

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