In this study, we theorize humanness in organizations as a property of practice. We apply practice theory to examine how humanness becomes enacted in a business organization as people prioritize organizational and individual ends in their work activities. Our empirical case study examines the everyday interactions of development team members in an R&D organization of a large Nordic cooperative. Challenging the dominant individualist and structuralist approaches in humanness and human dignity studies, we identify and locate four different aspects of humanness in organizational practices. As a result, we show how the emergence of humanness is an ongoing process that transpires through two mechanisms: site shifting and reconciliation; that is, people shift between different sites of the social, consisting of different sets of practices with underlying disparate assumptions of humanness, which requires reconciliation. These findings provide a basis for an alternative theorizing of humanness in organizations.

在这项研究中，我们将组织中的人性理论化为实践的属性。我们应用实践理论来研究当人们在工作活动中优先考虑组织和个人目标时，人性在商业组织中是如何体现的。我们的实证案例研究考察了北欧大型合作社研发组织中开发团队成员的日常互动。挑战人性和人类尊严研究中占主导地位的个人主义和结构主义方法，我们在组织实践中识别并定位了人性的四个不同方面。因此，我们展示了人类的出现如何是一个持续的过程，通过两种机制发生：地点转移和和解；也就是说，人们在社会的不同场所之间流动，这些场所由不同的实践组成，而这些实践具有不同的人性假设，这需要调和。这些发现为组织中人性的替代理论提供了基础。