A persistent contradiction in inter-organisational collaborations (IOCs) is between individual actors' IOC identity and their other multiple identities, and the subsequent need to maintain a delicate balance between these opposing but mutually dependent identities. Using a paradox lens and individual actors as the unit of analysis, this ethnographic study defines the “identity paradox” often present in IOCs as the interaction between actors' professional, personal, team and organisational identities with an overall IOC identity. The case demonstrates that the identity paradox allows actors to maintain a balance between adhering to IOC, which offers stability, and adjusting to emergent needs, which enables innovative behaviour. The theorisation of the identity paradox reveals that the conditions that trigger each identity tension relate to the IOC tensions of cooperation and competition, rigidity and flexibility, trust and mistrust, and confrontation and dialogue. The findings offer contribution to IOC research and to management practice.

中文翻译：

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管理跨组织合作中的身份悖论

组织间合作 (IOC) 中的一个持续矛盾在于个体参与者的 IOC 身份与其其他多重身份之间，以及随后需要在这些对立但相互依赖的身份之间保持微妙的平衡。该民族志研究使用悖论镜头和个体参与者作为分析单位，将 IOC 中经常出现的“身份悖论”定义为参与者的专业、个人、团队和组织身份与整体 IOC 身份之间的相互作用。该案例表明，身份悖论使参与者能够在遵守 IOC（提供稳定性）和适应紧急需求（促进创新行为）之间保持平衡。身份悖论的理论化表明，引发每一种身份紧张的条件都与国际奥委会的合作与竞争、刚性与灵活性、信任与不信任、对抗与对话的紧张关系有关。这些发现为国际奥委会的研究和管理实践做出了贡献。