組織認定回答了「我們是誰?」的問題,並以此區辨與其他組織的不同。面對組織目標與功能的多元、日益複雜和持續改變的組織環境,多重的組織認定可能才是組織的真實現象。目前既有的實證研究雖讓我們對組織認定的相關概念有所了解,但對於組織認定的實質內涵尤其是多重的組織認定,仍有尚未釐清之處。本研究藉由質化研究取向,以國立歷史博物館為研究個案,藉開放式問卷與深度訪談兩階段的研究設計,進行資料蒐集。實證資料的歸納發現,組織認定的內涵至少包含正當性、獨特性、功能性三個組織認定類別,此三個認定類別具有自組織本質、策略至活動,從上至下的階層關係,對組織認定的發展各自產生不同的作用,同時也呈現從內隱至外顯的特性。依據研究結果,以七個命題釐清並補強了既有對組織認定的概念,並從階層性的角度理解多重組織認定的內涵,以及提出多重組織認定發展的理論。
Organizational identity answers the question of “Who are we?”, and distinguishes the differences from others. Facing a multi-functional, complex, and ever-changing environment, multiple organizational identities may better describe the organizational reality. Scholars start to notice that organizations can have multiple identities, however, the connotation of multiple organizational identities still need to be clarified. Using Taiwan’s National Museum of History as a case study, an open-ended questionnaire and nine semi-structural interviews were conducted in two phases. The results of empirical data indicate that the concept of organizational identity has at least three categories in terms of legitimacy, distinctiveness, and functionality, which relate to the essence, the strategy, and the routine activities of an organization in different levels, from implicitly to explicitly. Based on the findings, seven propositions were proposed to clarify the connotation of multiple organizational identities and its developing process.