Perceived external prestige (PEP) is a well-known concept oriented towards describing the way members of a certain organization interpret and assess their organisational reputation. Such perception can significantly affect employees’ identification and loyalty to the organisation as well as their job satisfaction and work performance. According to the social identification theory, people define themselves and others with respect to their belonging to a particular group or organization, and their basic motive is a personal need for self-respect and a sense of pride. Employees’ perception of being members of an important, reputable and significant organisation contributes to the feeling of self-respect, which increases their individual social value and status. According to literature, there are only few objections to the concept of PEP, mainly those related to the determination of its structure and, with it, to its management. Although there is a growing literature on PEP, it is still not clear whether PEP is a one-dimensional or a multidimensional construct. If PEP is a multidimensional concept, it is important to specify its key components, in order to enhance the management of favourable organizational prestige in a real work environment. The purpose of this paper was to determine the structure of PEP and important sources of information, based on which, employees value the prestige of their organisation. Qualitative research was conducted, comprising nine semi-structured interviews with communication experts working for a multinational organisation operating in several European countries. The results of this paper indicate that PEP is a multidimensional construct, with several components, important for its creation and management. Those components can be

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感知外部声望（PEP）的关键决定因素–定性研究方法

感知外部信誉（PEP）是一个众所周知的概念，旨在描述某个组织的成员解释和评估其组织声誉的方式。这种看法会严重影响员工对组织的认同感和忠诚度，以及他们的工作满意度和工作绩效。根据社会认同理论，人们根据属于某个特定团体或组织的身份来定义自己和他人，而他们的基本动机是个人对自尊和自豪感的需求。员工认为自己是重要，声誉卓著和重要组织的成员会增强自尊感，从而提高他们的个人社会价值和地位。根据文献，对PEP的概念只有很少的反对意见，主要与确定其结构以及与其管理有关的方面。尽管关于PEP的文献越来越多，但仍不清楚PEP是一维结构还是多维结构。如果PEP是一个多维概念，则重要的是指定其关键组件，以增强在实际工作环境中对良好组织信誉的管理。本文的目的是确定PEP的结构和重要的信息来源，在此基础上，员工重视组织的声望。进行了定性研究，包括对在欧洲多个国家开展业务的跨国组织工作的传播专家进行的九次半结构化访谈。本文的结果表明，PEP是多维结构，具有几个组成部分，对于其创建和管理很重要。这些组件可以是