Abstract(s) :

(Anglais) Building a coherent identity helps hybrid organizations to better meet the sometimes conflicting requests of their wide range of stakeholders. However, due to tensions palpable in these organizational forms because of their contradictory organizational logics, staff members will tend to face identity conflicts. Therefore, understanding how organizational identification emerges in hybrid organizations appears to be of major importance. This paper suggests a framework incorporating key factors that may influence the process of organizational identification in such organizations, namely institutional logics, employees’ personal logics, organizational culture, human resource management (HRM) practices, employees’ identity, and organizational identity.