Organizational listening is critical in times of change, especially for organizations that must meet diverse stakeholder interests. Organizations’ views on who they are—whether they are altruistic or self-oriented entities—may shape organizational listening practices in meaningful ways. To explore the undertheorized topic of organizational listening, we conducted a mixed-method sequential explanatory study. Drawing on survey and interview data from 122 U.S. nonprofits, we found an organization’s utilitarian identity for economic value creation is only related to practical motivation to engage in listening, whereas a normative identity for social mission is related to listening motivation, information analysis, and information integration. In addition, we found that organizational listening fully mediates the relationship between organizational identity and organizational change potential and implementation, indicating positive change would most likely occur through soliciting and incorporating stakeholder inputs. These results contribute to theorizing organizational listening and suggest implications for navigating multiple identities in organizational change processes.

中文翻译：

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通过组织倾听驾驭多重身份以实现积极变革

在变革时期，组织倾听至关重要，特别是对于必须满足不同利益相关者利益的组织而言。组织对自己是谁的看法——无论他们是利他的还是自我导向的实体——可能会以有意义的方式塑造组织的倾听实践。为了探索组织倾听这个尚未理论化的话题，我们进行了一项混合方法序贯解释性研究。通过对美国 122 个非营利组织的调查和访谈数据，我们发现组织对于经济价值创造的功利性认同仅与参与倾听的实际动机相关，而对于社会使命的规范性认同则与倾听动机、信息分析和信息获取相关。一体化。此外，我们发现组织倾听充分调节了组织身份与组织变革潜力和实施之间的关系，表明积极的变革很可能通过征求和纳入利益相关者的意见而发生。这些结果有助于理论化组织倾听，并为在组织变革过程中驾驭多重身份提供启示。