How social enterprises manage their organizational identification: a theoretical framework of identity management approach through attraction, selection, and socialization

Abstract

Social enterprises, as a typical type of hybrid-identity organization, face identification tensions among members, arising from the divergent identities. Prior research has focused on how hybrid identities can be managed at the organizational level. However, the process through which identification emerges in hybrid-identity social enterprises remains relatively unexplored. This study addresses these gaps and aims to contribute to identity and identification theory. This research has taken a qualitative (case study) approach, with in-depth interviews and archival data from nine social enterprises in Taiwan. Our findings reveal three different types of responses to hybrid identities of social enterprises: synthesis, integration, and deletion. It is observed that different hybrid identities management and organizational identification management practices will lead to members’ identification and dis-identification. This research proposes an attraction-selection-socialization model, suggesting that, to foster identification, social enterprises need to manage their hybrid organizational identities and embed the new common identity into members’ daily work through attraction, selection, and socialization processes.

Keywords:

• Organizational identity
• organizational identification
• hybrid-identity organization
• social enterprise
• attraction
• selection
• socialization