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PurposeContingency studies within logistics and supply chain management have shown a need for longitudinal studies on fit. The purpose of this paper is to investigate the logistics strategy from a process of establishing fit perspective.Design/methodology/approachA large Swedish building contractor's logistics strategy process was analysed using a longitudinal single-case study for a period of 11 years (2008–2019).FindingsThe case study reveals three main constraints to logistics strategy implementation: a dominant purchasing organisation, a lack of incentives and diverging top-management priorities. This suggests that logistics strategy fit is not a conscious choice determined by contextual factors.Research limitations/implicationsEstablishing fit is a continuous cycle of regaining fit between the logistics context and logistics strategy components. Fit can be achieved by a change to the logistics context or to logistics strategy components.Practical implicationsLogistics managers may need to opt for satisfactory fit in view of the costs incurred by changing strategy versus the benefits to be gained from a higher degree of fit.Originality/valueThis paper adopts a longitudinal case design to study the fit between the logistics context and strategy, adding to the body of knowledge on organisational design and strategy in logistics and supply chain management.

This article presents a study of the main directions of banks' transformation on the example of the Russian Federation. The paper analyses the current situation in the banking sector and identifies key factors affecting its development. The study identifies key areas of transformation of the banking sector in Russia, such as strengthening digital presence, development of online banking and mobile platforms, improvement of customer experience and personalisation of services. The article also highlights the importance of changes in the organisational structure of banks aimed at increasing flexibility and adaptability to changes in the market. This includes revising business processes. The study also emphasises the importance of strategic management of the bank in a transformational environment. This includes developing a clear development strategy adapted to new challenges and opportunities, as well as effective risk management and ensuring the stability of financial performance. The paper concludes with practical recommendations for banks in Russia, focusing on the main areas of transformation. The implementation of these directions will allow banks to successfully adapt to the changing environment and ensure their competitiveness in the market.

Wendbaarheid is tegenwoordig een belangrijke eigenschap voor organisaties. Wat is de invloed van de keuze van organisatiestructuren op deze wendbaarheid, op korte en op lange termijn?

This paper offers with the reality that innovative and organizational structures are vital in shaping the futuristic sports of the organisation and shape in conjunction with lifestyle is intricately associated with the manner innovation is managed or implemented in any employer. This paper has dealt appreciably in know-how the two modes of governance that of natural and mechanistic and their interplaying role in shaping the closing progressive activity. The evaluation has been considerable consisting of papers from 1952 to 1997 with a concluding paragraph together with a brief summary, and a few discussions of the evaluation. From 1996 to 2010, a brand new trend to distinguish innovation has come, specifically elements like ‘exploitative innovations’; ‘exploratory improvements’; and so forth. are notably dealt with in innovation literature which in flip gives rise to new organisational structures. This paper has additionally included all papers published between 1995 and 2010 that dealt with these new categories and unexplored new dimensions of innovation.. This overview can be a reference for researchers within the location of organisational research., {"references":["1.\tEzzamel, M. Willey, S., Wilkinson, A. and Wilmott, H. (1986) 'Practises and practicalities in human resource management', Human Resources Management Journal, No. 2, pp.63–80.","2.\tMiller, D. and Friesen, P.H. (1983) 'Strategy making and environment: the third link', Strategic Management Journal, Vol. 4, pp.221–235.","3.\tUtterback, J.M. (1979) 'Environmental analysis and forecasting in strategic management', A New View of Business Policy and Planning, Little Brown & Co. Boston, MA.","4.\tOzsomer, A., Calantone, R.J. and Di Bonetto, A. (1997) 'A look into organizational and environmental factors', The Journal of Business and Industrial Marketing, Vol. 12, No. 6, Santa Barbara.","5.\tCollins, H.M. (1974) 'The TEA set: tacit knowledge and scientific networks', Social Studies, Vol. 4, pp.165–186.","6.\tMacdonald, S. (1998) Information for Innovation: Managing Change from an Information Perspective, Oxford University Press, Oxford.","7.\tBurt, R. (2004) 'Structural holes and good ideas', American Journal of Sociology, Vol. 110, Vol. 2, p.349.","8.\tMors, M-L. (2010) 'Innovation in a global consulting firm: when the problem is too much diversity', Strategic Management Journal, Forthcoming.","9.\t.Zaltman, G., Duncan, R. and Holbek, J. (1973) Innovations and Organizations, Wiley, New York, NY.","10.\tLeonard-Barton, D. (1985) 'Experts as negative opinion leaders in the diffusion of a technological innovation', Journal of Consumer Research, Vol. 11."]}

The widespread acceptance of digital transformation has brought the topic to the top of researchers’ and practitioners’ agendas. However, despite the anticipated benefits and opportunities, evidence suggests that many organisations still struggle to realise the results of successful digital transformation. The recent data from academic literature, consultancy firms and media reports indicate that, on average, between 70 and 80 per cent of digital transformation projects fail. According to the Boston Consulting Group, the figure for organisations in the public sector stands at 78 per cent. Among others, one of the reasons cited for this challenge is a phenomenon referred to as ‘IT alignment’—the appropriate and timely application of information technology (IT) in congruence with the overall organisational goals, internal organisational settings, and external environments. The recognition of the critical role IT alignment plays in digital transformation has triggered calls for studies investigating the relationship between the two constructs, in various organisational contexts. However, a closer look at the extant literature reveals that public organisations were not the focus of studies exploring IT alignment’s role in successful digital transformation. This paucity of knowledge needs to be addressed since the differences between private and public organisations influence the adoption of emerging technologies. Thus, scholars argue that our comprehension of the relationship between the two constructs, based on studies conducted in private organisations, might not apply to public organisations. To address this gap and respond to the calls for further research, this study investigated the role of IT alignment in the digital transformation of public organisations. In addition to two systematic literature reviews, the thesis presents the results of two case studies with two follow-up confirmatory surveys. The research question answered in this thesis is: “How can public organisations pursue IT alignment to enable successful digital transformation?” The main results of the study presented are the following. First, three roles of IT alignment for digital transformation in a public organisation are identified, i.e., enabling organisational agility, improving the value derived from IT investments, and enabling integration of digital technologies. Second, the organisational and managerial factors that influence IT alignment are revealed: i.e., organisational agility, organisational structure, organisational culture, leadership skills, digital metrics, HR management, stakeholder relationships, and external domain alignment. The study also ranked the relative degree of influence of the identified factors on IT alignment. Third, based on two systematic literature reviews and the analysis of interviews and survey data, the thesis proposed a framework with 19 actions that decision-makers could take to improve IT alignment, thereby enabling successful digital transformation. These 19 actions are linked to six IT alignment dimensions, which, in turn, are used for improving the degree of IT alignment. The findings of the study presented in this thesis have various research and practical implications. First, the study contributes to research on the relationships between various organisational and managerial factors, the six dimensions of IT alignment, and the success of digital transformation in public organisations. Second, the study contributes to practice, as leaders in the public sector can use the findings, especially the 19 actions, as they make the necessary organisation-wide adjustments to improve IT alignment. As the finds of the studies presented in the thesis indicate, public organisations can succeed in their digital transformation endeavours when they improve the degree of IT alignment. To this end, understanding the relative degree of influence of the identified factors and the order of priority of the proposed actions will be invaluable.

Purpose: The purpose of this dissertation is to explore the internationalisation process of beverage firms. Methodology/approach: The dissertation is a qualitative single case study. Data collected from the interview with the Head of Exports Markets of Sumol+Compal and socioeconomic studies are analysed to examine the impact of the sector’s sensitivities on their preferred internationalisation strategies. Findings: The findings suggest that the pace and entry modes are influenced by customer relationships and the existence of diasporas rather than physical distance. In addition, beverage firms are motivated by cost leadership to perform direct investment, after which they tend to shift from international strategy to transnational strategy by customising their product offering in their natural markets. Practical implications: As firms increasingly pursue international markets, knowing key factors that support the sustainability of their international business can help firm managers to approach foreign markets. Originality/value: While mainstream research into internationalisation is based largely on motives, barriers and patterns, the primary contribution of the dissertation is to introduce the role of business relations and the existence of diasporas to explain how foreign activities are conducted and optimised. Objetivo: O objetivo desta dissertação é explorar o processo de internacionalização das empresas de bebidas. Metodologia/abordagem: A dissertação trata-se de um estudo de caso que recorre ao método de investigação qualitativa. Os dados recolhidos a partir da entrevista com o Diretor de Mercados de Exportações na Sumol+Compal e de estudos estatísticos são analisados para examinar o impacto das sensibilidades do setor na seleção das estratégias de internacionalização. Resultados: Os resultados sugerem que o ritmo e modos de entrada são influenciados pelas parcerias estratégicas e a existência de diásporas nos mercados internacionais, ao invés da distância física. Além do mais, as empresas de bebidas são motivadas pela liderança de custo para realizar investimentos diretos estrangeiros, depois do qual tendem a mudar da estratégia internacional para estratégia transnacional ao personalizar a sua oferta de produtos nos seus mercados naturais. Implicações práticas: À medida que as empresas procuram cada vez mais mercados internacionais, saber dos fatores-chave que apoiam a sustentabilidade dos seus negócios estrangeiros pode auxiliar os gestores na abordagem aos respetivos mercados. Originalidade/valor: Ao passo que a maioria dos estudos sobre internacionalização se baseia em grande parte em motivações, barreiras e padrões, o principal contributo da dissertação encontra-se na introdução do papel das parcerias estratégicas e da existência de diásporas enquanto fontes de explicação da forma como os negócios estrangeiros são conduzidos e otimizados.

Gute und verantwortungsvolle Unternehmensführung wird heute mehr denn je gefordert, nicht zuletzt bedingt durch die jüngste Finanzkrise und verschiedene Skandale. Neue Gesetze und Verhaltensvorschriften finden Eingang in verschiedene Branchen. Die Auswirkungen dieses Wandels sind auch im Rechtsmarkt spürbar, welchem in der Literatur und in Fachkreisen grosse Veränderungen prophezeit wird. Gute Unternehmensführung ist auch in Anwaltskanzleien von immer grösserer Bedeutung. Was jedoch unter anwaltskanzleispezifischer Corporate Governance zu verstehen ist und was ihre Besonderheiten sind, ist kaum oder überhaupt nicht bekannt. Bestehende Corporate-Governance-Grundsätze können nicht auf Anwaltskanzleien ausgedehnt werden, ohne den branchenspezifischen Nuancen und verschiedenen Einflussfaktoren, wie beispielsweise dem Partnermodell sowie den berufs- und standesrechtlichen Vorschriften, Rechnung zu tragen. Ein «one size fits all»-Ansatz guter Unternehmensführung existiert nicht, was die Relevanz des Verständnisses anwaltskanzleispezifischer Corporate Governance begründet und weshalb die bekannten Corporate-Governance-Themenfelder situativ auf die besonderen Gegebenheiten anzupassen sind. Vor diesem Hintergrund wird in der vorliegenden Forschungsarbeit die anwaltskanzleispezifische Corporate Governance analysiert und untersucht, wie verschiedene Corporate-Governance-Prinzipien in der Praxis umgesetzt werden. Dabei werden sämtliche Arten hinsichtlich Rechtsform und Kanzleigrösse von Schweizer Anwaltskanzleien berücksichtigt. Als Ergebnis dieser Forschungsarbeit besteht erstmalig ein verlässlicher Status quo sowie ein vertieftes Verständnis über Organisations- und Führungsstrukturen in Schweizer Anwaltskanzleien. Auf dieser Grundlage werden sieben Implikationen für die Ausgestaltung zentraler Corporate-Governance-Handlungsfelder in Schweizer Anwaltskanzleien abgeleitet, auf Implikationen für den Gesetzgeber hingewiesen und der weitere Forschungsbedarf aufgezeigt. Mit präventiven und branchenspezifischen Mechanismen und selbstverpflichtenden Massnahmen in Richtung einer guten Corporate Governance werden Anwaltskanzleien künftig in der Lage sein, kompromittierende, schlimmstenfalls existenzbedrohende, Skandale zu vermeiden, die Reputation der eigenen Kanzlei sowie der gesamten Branche zu schützen, die Attraktivität als Arbeitgeber zu steigern sowie die externe Auferlegung verpflichtender Corporate-Governance-Richtlinien für Anwaltskanzleien zu vermeiden., Good and responsible corporate governance is required today more than ever, not lastly due to the recent financial crisis and various scandals. New laws and codes of conduct are finding their way into various industries. The impact of this change is also concerning the legal market, which in literature and expert circles is predicted to undergo major changes. Good corporate governance is in the same vein of increasing importance in law firms. However, what can be considered law firm-specific corporate governance and what constitutes its special characteristics is hardly known, if at all. Existing corporate governance principles cannot be extended to law firms without considering the industry-specific nuances and various influencing factors, such as the partner model, and professional- and code of conduct regulations. A «one size fits all» approach to good corporate governance does not exist, which justifies the relevance of understanding law firm-specific corporate governance and why the known corporate governance topics need be adapted to the specific circumstances of the particular situation. Bearing this in mind, this research project analyses law firm-specific corporate governance and examines how various corporate governance principles are implemented in practice. All types in terms of legal form and size of Swiss law firms are considered. As a result of this research, a reliable status quo as well as a deeper understanding of organisational and leadership structures in Swiss law firms is available for the first time. On this basis, seven implications for the design of key corporate governance action areas in Swiss law firms are derived, implications for the legislator are indicated and the need for further research is outlined. With preventive and sector-specific mechanisms and self-imposed measures in the direction of good corporate governance, law firms will henceforth be in a position to avoid compromising scandals which in the worst case could threaten their existence protect the reputation of their own firm as well as that of the entire industry, increase their attractiveness as employers and avoid the external imposition of mandatory corporate governance guidelines on law firms.

The author describes the application of the transactional analysis model of Sailship Success (Hay, 2017) within a functional analysis case study in a Fintech company based in Bulgaria but with locations in several other countries. Details are given of the way in which the consultancy project was established, its objectives and the methods that were used. Although the design and results of a questionnaire are also described, the focus is on how the Sailship Success was introduced as a metaphor during interviews with managers, leading to identification of significantly different perspectives about whether the organisation was more like a peaceful ship or one going into battle. Other issues highlighted included there being no clear idea of the intended destination of the ship, a lack of awareness of potential threats such as competitors, and lack of any consciousness of being a part of a fleet of companies.

Voting and decision making in FIFA was in 2011 shifted from the executive committee to the FIFA congress with the aim to reduce risk of corrupt vote mobilisation in these elections. A key rationale behind this decision was that it would not be financially feasible to bribe a majority of the congress. However, the network structure with asymmetries of influence can still be susceptible to corruption. The aim of this study is therefore to analyse the potential susceptibility of the organisation structure to a grand vote-rigging corruption scheme of FIFA World Cup host elections by means of a social network analysis approach. Based on a theoretical notion of vote mobilisation and inter-organisational networks, the organisational structure is evaluated to identify potential susceptibility to corruption. Two possible regimes were analysed, the centrally controlled and horizontally controlled, based on structural cohesion, embeddedness, network centralisation and correlation between actor centrality distributions. Findings do not suggest a susceptibility to a centrally controlled, but to a horizontally controlled vote-rigging corruption scheme. After the social network analysis was conducted, the holders of five out of eleven of the identified vulnerable positions in the network have been charged with allegations of corruption. This is a strong indicator of the validity of the method to assess the structural susceptibility to corruption.

Many firms have started Industry 4.0 (I4.0) initiatives in recent years, without having a sound understanding of the effects generated by the technologies introduction. This research provides indications of what to expect from the implementation of two key technologies for I4.0: big data analytics and manufacturing execution systems. The study explores the relationships between these technologies’ implementation and a set of performance effects. Additionally, it analyses the influence of the organisational structure. A set of hypotheses derived from literature builds the basis for the quantitative analysis of an industry survey with 116 participants from German-speaking countries. The results show that these technologies have distinct, partially unexpected, performance effects. Furthermore, this research provides evidence that the organisational structure of technology implementation plays no significant role in the attainment of higher technology implementation levels.

Since the Chinese Communist Party’s (CCP) Central Military Commission launched a major reorganization of the entire People’s Liberation Army (PLA) in early 2016, the PLA Air Force (PLAAF) has followed up with its own reforms at all levels. In February 2016, the changes entailed ‘above the neck’ reforms at PLAAF Headquarters and reduced the number of Military Region Air Force Headquarters from 7 to 5, renaming them Theatre Command Air Forces. Changes in 2017 focused on ‘below the neck’ reforms by creating a ‘base-brigade’ structure by reforming several command posts into bases; abolishing fighter, fighter-bomber, and ground attack aircraft air divisions; replacing air regiments with brigades; as well as changing the name of its former 15th Airborne Corps to Airborne Corps. Whilst the PLA leadership has moved ahead with pushing the PLAAF towards becoming a modern air force with enhanced aerial power alongside greater interoperability with the other PLA services, the reconstitution of its organizations has nevertheless led to a fallout due to policy changes concerning its rank-and-file.

En los medios de comunicación ha emergido en los últimos años, un departamento denominado de branded content, clave en la búsqueda de nuevos modelos de negocio. Esta búsqueda de renovadas fuentes de financiación se ha producido como resultado de la digitalización y los cambios en el consumo de medios. Esta novedosa forma de involucrar a las marcas a través de un contenido de calidad requiere de profesionales que respondan a esta hibridación entre el mundo editorial y el publicitario. En esta investigación de corte cualitativo se define, a través de entrevistas a directivos de los principales medios españoles, la estructura orgánica y funcional de estos departamentos, así como la metodología de trabajo empleada y su relación con la redacción y otros departamentos. Las conclusiones retratan la disparidad de perfiles involucrados y sus competencias profesionales, donde se prioriza la búsqueda de talento por parte de los responsables de los departamentos de branded content. La aportación de este trabajo es representar, por primera vez, el organigrama tipo y los flujos de trabajo de estos departamentos con una clara intención de transferencia práctica, puesto que los entrevistados afirman desconocer cómo otros medios están resolviendo dilemas propios de la formación reciente de estas estructuras. A crucial element in the search for new media business models has emerged in recent years in the shape of branded content departments. A search for renewed sources of funding has become necessary as a result of digitisation and changes in media consumption. The new way of engaging brands through quality content requires professionals who can cope with this hybridisation between the editorial and advertising worlds. Through interviews with executives from the main Spanish media, this qualitative research defines the organisational and functional structure of these departments, as well as the working methods they use and their relationship with the newsroom and other departments. The conclusions show the diverse range of profiles and professional skills are involved, as branded content department managers prioritise the search for talent. The contribution of this study is to represent, for the first time, the typical organisational chart and workflows of these departments. The aim is that others should be able to use these models in their own practice, as the interviewees say that they do not know how other media are resolving the dilemmas inherent in the recent formation of these structures.

Byggsektorn står för 35 procent av allt genererat avfall i Sverige och en stor del av Sveriges inhemska utsläpp av växthusgaser. Bygg- och fastighetsbranschen har därför ett ansvar för att bidra till en mer hållbar utveckling. Bland annat genom att jobba för hållbara städer och samhällen samt en mer hållbar konsumtion och produktion, vilket är det 11:e respektive 12:e globala målet för hållbar utveckling. Ett förfarande för att uppnå målen är att ställa om från en linjär till en cirkulär ekonomi, där återbruk är en bidragande faktor. Det har därför varit relevant att undersöka hur en kommersiell fastighetsägare kan lyckas med återbruk i lokalanpassningar, eftersom vägen dit inte är självklar. Examensarbetet har begränsats till att identifiera en organisationsstruktur med ett förslag till en förvaltnings- och projektorganisation för att hantera återbruk vid lokalanpassningar samt en affärsmodell. I organisationsstrukturen läggs fokus på samverkan mellan alla involverade parter i en lokalanpassning. Övergången från ett linjärt till ett cirkulärt arbetssätt där flertalet arbetsroller är involverade från ett tidigt skede aktualiseras. I projektorganisationen krävs nya kompetenser och samarbetspartners i form av inventerings- och återbrukskonsult och leverantör av tjänsterna lager och logistik, vilka förslagsvis läggs ut på externa parter. Internt kan fastighetsägare engagera en hållbarhetskoordinator med strategiskt och operativt ansvar för förändringen till mer återbruk. In-house miljösamordnare kan anlitas med ansvar för informationsinsamling och kunskapsspridning. Vidare ska det säkerställas att projektledaren har huvudansvaret för att återbruk tillämpas i lokalanpassningar, men med god hjälp från andra kompetenser vilket åstadkoms genom samverkan. Affärsmodellen tydliggör det värdeerbjudande och de nyckelaktiviteter som en kommersiell fastighetsägare implementerar i deras verksamhet genom återbruk i hyresgästanpassningar. Förändringen möjliggör att fastighetsägare kan erbjuda cirkulära och hållbara lokaler till sina kunder. Samtidigt behöver fastighetsbolag skapa och implementera arbetsprocesser för att möjliggöra återbruk vid lokalanpassningar. Bland annat rekommenderas fastighetsägare att genomföra återbruksinventeringar, bygga modulärt, vara aktiv på andrahandsmarknaden och bidra till ett cirkulärt beteende hos kunder, samarbetspartners och internt i bolaget. Omställningen till återbruk och inkorporerande av de nya arbetsrutinerna kan åstadkommas genom följande steg:1) Utbilda kunden och bolaget internt2) Inventera fastighetsbeståndet, sätta tydliga mål och bestämma en plan3) Göra investeringar för långsiktig lönsamhet4) Samarbetspartners och digitala verktyg5) Etablera processer inom bolaget6) Förankra förändringen The building sector is accountable for 35 per cent of all generated waste in Sweden and a considerable part of Sweden’s domestic pollution of greenhouse gases. The building and real estate sector is therefore compelled to contribute to a more sustainable development. The industry can, among other things, work for sustainable cities and communities in addition to a more sustainable consumption and production, which are the 11th and 12th global targets for sustainable development. The transformation from a linear to a circular economy, where reuse is a contributing factor, is one way to achieve these goals. It has therefore been relevant to investigate how a real estate owner can succeed with reuse in adaptions of commercial properties. The dissertation has been limited to identify an organisational structure with a suggestion to a property management and project organisation to handle reuse in property adaptions in addition to a business model. In the organisational structure, partnering between all involved parties in a project has been emphasized. The transition from a linear to a circular approach, where most employees are involved from an early stage, is made relevant. New outsourced collaborators in the form of inventory and reuse consultants and suppliers of the services storage and logistic are required. In-house, property owners can engage sustainability coordinators with a strategic and operational responsibility for the change to more reuse. Internal environmental coordinators can be employed with responsibility for data collection and disseminating knowledge. Furthermore, it should be ensured that the project manager has the main responsibility for the task that reuse constitutes. Reuse should, however, be carried out with considerable support from other the capabilities in the project which is achieved through partnering. The business model highlights the value and key activities that commercial property owners achieve and implement in their operations through reuse in tenant adaptions. The change enables real estate owners to offer circular and sustainable facilities to their clients. Simultaneously, property owners must create and implement processes to validate reuse in their operations. Among other things, real estate companies are recommended to carry out reuse inventories, modular building, participating on the second-hand market and contribute to a more circular behaviour with clients, partners and in-house in the company. The transition to reuse and incorporation of the new routines can be achieved through the following steps:1) Educate the client and the company in-house2) Take stock of the property portfolio, formulate specific goals and determine a plan3) Make investments for long-term profit4) Collaborators and digital tools5) Establish processes within the company6) Refreezing the change

This thesis paper set out to investigate the research puzzle of why some nonviolent conflicts lead to democratisation while others do not, as well as what explains this variation. A time series, cross-case comparison between the Arab Spring revolutions of Tunisia and Egypt was conducted exploring the link between organisational structure of prominent organisations participating in the movement and the success or failure of the countries’ later democratisation efforts. The hypothesis formulated claims that formal organisational structures are more likely to lead to successful democratisation. After the empirical material was collected, the results of the analysis lead to the conclusion that there is a link between organisational structure and successful or failed democratisation via the mediating variables of clear leadership and the presence of durable organisations. Afterwards, the limitations of the study are discussed. To strengthen the existing body of literature, potential avenues for future research are presented.

Background: Organisation of patients' trajectories is a critical element of nursing practice. However, nursing practice is mainly expressed in terms of direct patient care, while the practices through which care is organised have received little attention, are poorly acknowledged and lack formal recognition. Aim: To examine the management of care trajectories as provided by homecare nurses. Design: We conducted focus group interviews with 29 Danish homecare nurses. The analysis drew on the evidence based and theoretically informed framework care trajectory management. Care trajectory management is conceptualised as comprising of three organisational components: (1) Trajectory awareness, (2) Trajectory working knowledge and (3) Trajectory articulation. Findings: The organising work of homecare nursing is both complex and unpredictable requiring advanced organisational, collaborative and clinical competences to secure concerted actions in alignment with the needs of the individual patient. Without having any formal obligation homecare nurses took on the responsibility for the coordination of the different activities of the professional actors, and for securing concerted actions. Care trajectory management as provided by homecare nurses reflected a high degree of commitment for patients and illustrated that this type of organising work was driven by the values of the humanistic ethos of nursing. Conclusion: The study highlights the strength of the invisible and ongoing organising work of homecare nurses. Care trajectory management in homecare reflects the moral foundation of nursing. Consequently, the professional logic of nursing reflected as direct patient care alone is too narrow. We need to acknowledge the organising work of patients' trajectories as a core task equal to direct patient care. Our study highlights the need for articulating the organising work of homecare nurses and for presenting problematic organisational structures to policymakers and managers. If not, the important organisational work of homecare nurses is at the risk of remaining invisible.

En los medios de comunicación ha emergido en los últimos años, un departamento denominado de branded content, clave en la búsqueda de nuevos modelos de negocio. Esta búsqueda de renovadas fuentes de financiación se ha producido como resultado de la digitalización y los cambios en el consumo de medios. Esta novedosa forma de involucrar a las marcas a través de un contenido de calidad requiere de profesionales que respondan a esta hibridación entre el mundo editorial y el publicitario. En esta investigación de corte cualitativo se define, a través de entrevistas a directivos de los principales medios españoles, la estructura orgánica y funcional de estos departamentos, así como la metodología de trabajo empleada y su relación con la redacción y otros departamentos. Las conclusiones retratan la disparidad de perfiles involucrados y sus competencias profesionales, donde se prioriza la búsqueda de talento por parte de los responsables de los departamentos de branded content. La aportación de este trabajo es representar, por primera vez, el organigrama tipo y los flujos de trabajo de estos departamentos con una clara intención de transferencia práctica, puesto que los entrevistados afirman desconocer cómo otros medios están resolviendo dilemas propios de la formación reciente de estas estructuras. A crucial element in the search for new media business models has emerged in recent years in the shape of branded content departments. A search for renewed sources of funding has become necessary as a result of digitisation and changes in media consumption. The new way of engaging brands through quality content requires professionals who can cope with this hybridisation between the editorial and advertising worlds. Through interviews with executives from the main Spanish media, this qualitative research defines the organisational and functional structure of these departments, as well as the working methods they use and their relationship with the newsroom and other departments. The conclusions show the diverse range of profiles and professional skills are involved, as branded content department managers prioritise the search for talent. The contribution of this study is to represent, for the first time, the typical organisational chart and workflows of these departments. The aim is that others should be able to use these models in their own practice, as the interviewees say that they do not know how other media are resolving the dilemmas inherent in the recent formation of these structures.

The research investigated the relationship between organizational structure and business growth in Nigeria is the manufacturing industry in Rivers State. In course of the research, two research questions were asked and two hypotheses were formulated and tested to ascertain the relationship between the two variables. The population of the study consisted of two hundred and fifty employees through which a sample size of 187 was drawn with the use of Taro Yamene formula. Data was collected through questionnaire distribution and review of the literature. Data analysis was done with the application of descriptive, mean and standard deviation statistical tools. Findings revealed that there is a significant relationship between organisational structure and business growth in the manufacturing industry in Rivers State. The study, therefore, concluded that manufacturing industries should as a matter of necessity consider the inclusion of six key elements required in designing an organisation’s structure to enable the achievement of business growth.

The organisational structure of the United Methodist church shares many features with the early catholic institutions. Increased institutionalisation, that is, authority connected with office, is the clearest sign of Early Catholicism. By the late first century, the titles of bishop (ἐπίσκοπος), elder (πρeσβύτeρος) and deacon (διάκονος) denoted specific leadership and service functions in the church. This study stresses the ethical qualifications and diaconal duties of these office bearers, applying it to the duties and responsibilities of United Methodist pastors, district superintendents, bishops and laity. It is argued that candidates for ordination should be aware of their calling to the divine ministry and their calling should be authenticated and recognised without a test of authenticity by the Church. In the Early Catholicism period, qualified leadership was established to preserve faith and combat false teaching. This must also be the case in the United Methodist Church.

Background: The productivity of healthcare institutions is impacted by the nursing workforce and plays a vital role in the provision of effective and efficient patient care. Knowledge management plays a vital role in nursing practice. This study seeks to extend the frontier of knowledge by addressing the paucity of literature on knowledge management in nursing care delivery in Nigeria. Objectives: The study empirically identified crucial knowledge management enablers from extant literature and investigated their influence on patient care in clinical nursing. Method: A cross-sectional survey design using a stratified sampling method was employed. A self-administered questionnaire was used to collect quantitative data from 196 registered nurses in a selected teaching hospital in South West Nigeria. A total of 186 valid responses were analysed using structural equation modelling (SEM). Result: The result of this study indicated that there is a direct and significant relationship between information technology (IT) and patient care. Organisational structure and organisational culture did not directly affect patient care. However, together with IT support, the knowledge management enablers were found to significantly affect patient care in clinical nursing. Conclusion: There is a need for nursing management to develop a flexible organisational structure and knowledge friendly culture including the implementation of functional technical infrastructure, to leverage knowledge management effectiveness in patient care in teaching hospitals in order to facilitate and strengthen service delivery by nurses.

This article addresses ways in which the scaling strategies of two Dutch non-profit organisations (NPOs) impact their pathways to social enterprise development. The NPOs under investigation seek to address the intertwined issues of hunger, food waste and environmental protection. Comparing and contrasting the two cases, the article discusses the strategies conducive to social enterprise development and the obstacles encountered. Underlying this analysis is a mixed embeddedness perspective which revolves around organisational structure in tandem with institutional pressures affecting the outcome of scaling strategies. So doing, this article makes a contribution to the burgeoning literature on impact scaling, in particular the significance of scaling strategies in the transition of NPOs to social enterprise.

Scholars have contributed much to identifying general factors that may hinder women from assuming leadership at the workplace, such as sex differences in attitudes and behaviours, a lack of masculine characteristics, or gender stereotypes that characterise women as high on communal traits (i.e., warm, sensitive), but low on agentic traits (i.e., competitive, dominant). Nevertheless, we know little about the micro (verbal behaviour during meetings) and macro (organisational structure) factors that impact whether women emerge as leaders. Therefore, across four chapters, the present dissertation looks at the behavioural (micro) processes underlying a lower leader emergence and endorsement of women (Chapters 2 and 3), and organisational structure (macro) that impacts the intention of women to apply to leadership roles (Chapters 4 and 5).

Scholars have contributed much to identifying general factors that may hinder women from assuming leadership at the workplace, such as sex differences in attitudes and behaviours, a lack of masculine characteristics, or gender stereotypes that characterise women as high on communal traits (i.e., warm, sensitive), but low on agentic traits (i.e., competitive, dominant). Nevertheless, we know little about the micro (verbal behaviour during meetings) and macro (organisational structure) factors that impact whether women emerge as leaders. Therefore, across four chapters, the present dissertation looks at the behavioural (micro) processes underlying a lower leader emergence and endorsement of women (Chapters 2 and 3), and organisational structure (macro) that impacts the intention of women to apply to leadership roles (Chapters 4 and 5).

Purpose: Globalisation and the increased complexity of organisations create the need for alternative leadership approaches that can harness the collective intellectual capital that exists within the dispersed employees of organisations. Design/methodology/approach: This qualitative study explored how shared leadership can be facilitated in internationally dispersed non-formal teams through increased team connectedness, leader humility, empowering leadership, participative leadership and quality leader-member exchanges. The study explored the perspectives of 12 purposively sampled internationally dispersed team members, who represented three different functional nonformal teams. Findings/results: As dispersion of teams increases, some traditional leadership approaches become less effective. Shared leadership, however, has greater effects on team performance when team dispersion increases. Practical implications: The study offers a theoretical framework of leadership in internationally dispersed non-formal teams, which serves as a basis for future empirical research. It provides leaders of teams and organisations, as well as human resource practitioners with guidance on how to achieve the benefits of shared leadership of teams in this context. Participants represented nine nationalities, dispersed across eight countries, on four continents. Originality/value: Studies into shared leadership have increased over the past decade; however, the antecedents that facilitate shared leadership are still not exhaustive, and the majority of studies have been in co-located and formal teams. This study provides insight into how non-formal leaders can facilitate the emergence of shared leadership in the context of dispersed, non-formal teams.

The paper aims to investigate the relationship between organisational structure and strategy implementation in oil marketing companies. The study attempts to ascertain the perceptions of the employees regarding the impact of organisational structure on strategy implementation using four organisational variables: hierarchical levels, organisational communication, decision making structures and organisational culture. Based on a sample of 148 respondents working in Kenyan oil marketing companies, the study found that hierarchical levels, organisational communication, decision making structures and organisational culture have a certain influence on strategy implementation. By considering the influence of communication, decision-making, and organisational culture, this study attempts to explore the ways in which organisational structure influences strategy implementation in Kenyan oil marketing companies.

This article analyses Finnish in-house translators’ experiences regarding physical location and organisational position. We examine how translators are positioned in the organisational structure of their workplace; where they are physically situated; and how satisfied they are in these respects. We also study whether the statutory status of Swedish as an official language is reflected in the results as compared to other languages translated in-house. The data come from a 2018 survey with 185 respondents. The analysis combines quantitative and qualitative methods. The results indicate that organisational position and physical location are intertwined. The respondents mostly work in the same location as their organisational unit and find their position optimal. Satisfaction with position was particularly high with translators placed within a communication related unit. The results show variety in whether the respondents prefer working close to other translators or to internal commissioners or other experts. The degree of telecommuting varies, with some in-house translators working entirely from home. The results for Swedish are in line with overall results for government translators. Lastly, we suggest further enquiry into topics such as office plans vs. job satisfaction, the motivations behind telecommuting, and links between translator status and agency and organisational position.

The article contributes to the discussion on the validity and ways of simplifying modern organisations. There is an increasing focus on simplifying organisations, especially their organisational structures. However, the environment of contemporary organisations is increasingly complex, dynamic and uncertain. Therefore, the postulate of simplicity seems to question Ashby’s law stating that one kind of variety must be balanced by a different kind of variety. To cope with the indicated discrepancy, it is assumed that the simplification of some elements of an organisation is only possible due to the excessive complexity of others. The paper aims to verify the concept of organisational simplexity developed by e Cunha and Rego, which postulates the fit between simple structural solutions, complex workforce and complex environment. However, organisational performance is a factor verifying the legitimacy of the fit. The literature study explored the contradiction inherent in the postulate on the simplification of modern organisations. The contingency theory provided a major framework for the study. The research hypothesis was developed and empirically verified. The empirical study targeted 1142 organisations operating in Poland and Switzerland, different by their industry, size and the form of ownership. To verify the hypothesis, a statistical analysis was carried out, and the multiple correspondence analysis (MCA) method was used. The main result of the critical literature analysis is the finding that theoretical indications for simplifying modern organisations are fragmented, mainly focused on simplifying selected elements of an organisation, not considering the contradiction inherent in the postulate of simplicity related to environmental features and not verified empirically. The notion of the simplexity has been adopted, and it treats the simplicity and complexity as interrelated issues conditioned by situational factors. According to the empirical research results, the fit has been revealed between the degree of structure simplicity, the workforce complexity and the environment features.

BackgroundLittle is known about PhD-prepared nurses employed at Nordic university hospitals, how they are organised, what their practices look like or what career pathway they have chosen.AimsThe purpose was to investigate and compare the prevalence of PhD-prepared nurses employed at university hospitals in the Nordic countries, to investigate what functions they fulfil and what research activities they undertake and to document how they describe their ideal work life.MethodsA descriptive cross-sectional study. An electronic questionnaire was sent to 245 PhD-prepared nurses working at a university hospital in one of six Nordic countries and 166 responses were achieved (response rate 67%). Descriptive analyses were performed using SPSS Statistics.ResultsThe study found notable differences among PhD-prepared nurses employed at university hospitals with respect to work function; organisational structure; satisfaction about time split between research and practice; and the mean scores of time spend on research, clinical practice and teaching, supervision and administration.ConclusionsIn order to succeed with capacity building among the nursing workforce, collaboration and networking with other researchers and close contact to clinical practice is important. The role of the hospital-based, PhD-prepared nurse needs to be better described and defined to ensure that evidence-based care is provided.

Understanding the impact of efficient utilization of firm resources and capabilities is important to achieve and sustain strategic performance. This paper examines firm resources, strategic analysis capability and the moderating role of organisational structure in the relationship between firm resources, strategic analysis capability and strategic performance. The study adopts a survey method to collect data from 105 employees on managerial levels of the four multinational firms operating in the mobile telecommunication sector in Nigeria. The results suggest that human resources, financial resources, strategic analysis capability has a positive and significant relationship with strategic performance. Additionally, organisational structure moderates the relationship between human resources, financial resources, strategic analysis capability and strategic performance. The authors concluded that by recognising the impact of organisational structure on human resources, financial resources and strategic analysis capability, managers/executives can significantly enhance strategic performance.

The studied born global firm Pandadoc applied effectual decision-making logic at the stage with the earliest employees. With the introduction of the first organisational structure at the early company's stage, pure effectual decision-making was replaced with combinatory decision-making logic (where combinations differed in different levels in the organisational structure), which largely remained stable in the early and late stage of the company. The decision-making logic at the top management's level (concurrent combination of causation and effectuation) remained fairly consistent in the transition from early to the late stage, which allowed Pandadoc to better lead creative teams, which require both causal and effectual decision-making in management style. Another logic Pandadoc applies is the recursive combination of causation and effectuation to conduct changes in the organisational structure to respond to the changing external or internal environment. The lower level of product management applied a concurrent combination of logics without changes from the early to late stage of the company. What notably changed at the late stage of the company, as opposed to the early stage, was the logic at the lowest level, the engineers’ level. The three types of early-stage logics (causal, effectual, planning effectuator), at the engineers' level, were narrowed down to only one, the planning effectuator logic, which, we argue, was made to achieve greater resource efficiency. This research, however, spotted a problem of lack of autonomy for creative people under the planning effectuator logic. Thus, this research suggests for born global firms managing creative teams to use two logic types at the engineers' level: the planning effectuator logic, and effectuation., Tirtoji gimusi globali įmonė „Pandadoc“ taikė efektyvią sprendimų priėmimo logiką etape su pirmaisiais darbuotojais. Ankstyvoje įmonės stadijoje įvedus pirmąją organizacinę struktūrą, grynas efektyvus sprendimų priėmimas buvo pakeistas kombinuota sprendimų priėmimo logika (kur skyrėsi deriniai skirtingais organizacinės struktūros lygiais), kuri kompanijos ankstyvuoju ir vėlyvuoju etapais iš esmės išliko stabili. Aukščiausiosios vadovybės sprendimų priėmimo logika (tuo pačiu priežastinių ryšių ir pasekmių derinys) perėjime nuo ankstyvosios prie vėlyvosios stadijos išliko gana nuosekli, o tai leido „Pandadoc“ geriau vadovauti kūrybinėms komandoms, kurioms reikalingas tiek priežastinis, tiek efektyvus sprendimų priėmimo valdymo stilius. Kita logika, kurią taiko „Pandadoc“, yra rekursyvus priežasčių ir pasekmių derinys organizacinės struktūros pokyčiams atlikti, reaguojant į besikeičiančią išorinę ar vidinę aplinką. Žemesniame produkto valdymo lygyje buvo taikomas kartu naudojamas logikos derinys nekintantis nuo ankstyvos iki vėlyvos įmonės stadijos. Vėlyvoje įmonės stadijoje, priešingai nei ankstyvojoje, pastebimai pasikeitė logika žemiausiu, inžineriniu lygiu. Inžinierinio lygmens trys ankstyvosios stadijos logikos tipai (priežastinis, efektinis, planavimo vykdytojas) buvo susiaurinti iki vieno: planavimo vykdytojo logika, kuri, kaip teigiama, buvo sukurta siekiant didesnio išteklių naudojimo efektyvumo. Tačiau šiame tyrime pastebėta kūrybingų žmonių savarankiškumo stokos problema pagal planavimo vykdytojo logiką. Taigi šis tyrimas siūlo gimusioms globalioms įmonėms, valdančioms kūrybines komandas, inžinerijos lygmenyje naudoti du logikos tipus: planavimo vykdytojo logiką ir vykdymą.

Purpose: Innovation implies change that causes disruption. Ambidexterity is required to balance disruption and change with the counter side, stability, to enhance efficiency. This study set out to understand how the leadership of an organisation can ensure a focus simultaneously an explore logic, required for innovation, and the exploit functions that are needed for efficiency. Design/methodology/approach: This research sought to shed new light on how leaders manage the structural changes required within an organisation to support ambidexterity. It fits into the inductive research approach. A qualitative, exploratory study through semi-structured interviews was completed to enhance the understanding of this understudied phenomenon. Findings/results: The research builds on the current understanding of ambidexterity, different operating models, integration mechanisms and possible organisational structure to enable simultaneously explore and exploit. Respondents were able to suggest how organisations can utilise the ambidexterity continuum as a vehicle to understand the current organisational change logic and required future strategy. Practical implications: Based on the research findings, a model was conceptualised, which included the leadership capabilities required to deal with both existing core business and new venture processes and structures, as well as the integration of these disparate elements. Originality/value: The literature is not clear as to how leaders engender the changes required within the structure of organisations to enable ambidexterity. The research provides a framework that describes how organisations can balance the explore and exploit functions concurrently, as well as leadership capabilities required to achieve this.

Introducción. Desde el Trabajo Social, con una perspectiva psicosocial, se investiga el acoso laboral (mobbing, acoso moral o acoso psicológico) en la estructura organizacional de los ayuntamientos españoles. Este punto de vista nos permite contemplar la realidad de las relaciones laborales desde una visión holística, integradora de los distintos aspectos que afectan al objeto de estudio. La prevalencia del acoso laboral en la Administración Pública española y los efectos nocivos de este problema justifican esta investigación. Dichos efectos se traducen tanto en problemas de salud para las personas afectadas como en la reducción de efectividad y productividad para las organizaciones. Se dispone de un importante volumen de datos empíricos sobre los antecedentes implicados en el proceso de acoso laboral. Sin embargo, no se han encontrado este tipo de investigaciones sobre los ayuntamientos. Existe un amplio acuerdo en las investigaciones psicosociales en señalar que factores como el poder y el liderazgo juegan un papel clave en el acoso en las relaciones laborales, considerando que el punto de partida está en el abuso de poder y, estrechamente ligado a él, determinados tipos de liderazgo. Por eso, este estudio ha analizado estos factores en la legislación actual. El objetivo es explorar sistemáticamente la configuración normativa de la estructura organizacional de los ayuntamientos, para analizar su relación con los factores involucrados en la aparición del acoso laboral, específicamente el poder y el liderazgo. Metodología. Para ello, la metodología utilizada es el Análisis de Contenido. Se analizan todas las normas que establecen la estructura organizacional del ayuntamiento, teniendo en cuenta todas las áreas en las que sus recursos humanos pueden verse afectados. Resultados. Los resultados muestran que la regulación actual de la estructura organizacional de los ayuntamientos no trata la prevención del acoso laboral en cuanto a los factores poder y liderazgo y que resulta compatible con la aparición del problema. Discusión. Se discuten las posibilidades de intervención eficaz contra el acoso en la actual estructura de la entidad. Conclusiones. Se concluye que, el tratamiento formal que se da a estos factores en la legislación que establece la organización y estructura de los ayuntamientos, permite la promoción del problema que se investiga. Introduction. A Social Work study was conducted from a psychosocial perspective, examining workplace harassment (mobbing, either moral or psychological) within the organisational structure of Spanish city councils. Such a point of view allowed us to reflect on the factual reality of labour relations adopting a holistic approach, and thus integrating the different aspects that affected the object of study. In addition, the prevalence of mobbing in the Spanish Public Administration and the harmful effects of this phenomenon justified the present study. Workplace mobbing effects eventually become inherent health problems. They affect the bullied and lower the effectiveness and productivity of their work in these local organisations. A significant volume of empirical data exists on the antecedents of workplace bullying. No studies, however, have hitherto been conducted on this topic in the context of the administrative offices of the local government. There is also a broad agreement in psychosocial research that factors such as power and leadership play critical roles in the emergence of harassment in labour relations: the starting point is considered to be power abuse and, closely linked to it, certain types of leadership misuse. Hence, this study analysed the factors mentioned above in Spain’s current legislation. The goal was to systematically explore the normative configuration of the organisational structure of municipalities and analyse its connection with the factors involved in the appearance of workplace bullying, specifically those linked to the exercise of power and leadership. Methodology. The methodology used was content analysis. The regulations establishing a city council’s organisational structure were analysed, considering all the human resources domains which could be potentially affected. Results. The results show that the current regulation of the organisational structure of city councils does not address the prevention of workplace bullying in terms of power or leadership factors, despite the latter being linked to the appearance of the problem. Discussion. The possibilities of effective intervention against mobbing in the entity’s current structure are discussed. Conclusions. To conclude, the formal treatment given to the factors exposed above within the legislation regulating the organisation and structure of city councils encourages mobbing.

The digitised world of today has led to the development of new organisational structures within companies, resulting in new leadership styles in digital firms. Furthermore, customers’ demand is constantly increasing, which results in the importance of delivering an experience to the customers to stay competitive in the market. Therefore, the purpose of this thesis is to investigate how leadership is applied in a successful e-commerce company with a Customer Experience focus. This thesis is conducted throughout a qualitative single case study of a successful e-commerce company focusing on customer experience(s). The empirical findings have been obtained through semi-structured interviews, which further have been analysed together with the given theories to gain an in-depth understanding to answer the research question (1) How does leadership manifest itself in an e-commerce company? Furthermore, the sub-question (a) Which leadership styles can be identified within the e-commerce company. The conclusion of this thesis presents the importance of having leadership connected to the corporate culture. This includes considering the culture in all decisions within the company and that leaders and employees live by the company’s values. This thesis presents leaders within the case company applying several attributes of different leadership styles. However, the primary leadership style that has been identified throughout all leaders is transformational leadership, including being a digital leader.

Som yrkesverksam inom sociala arbeten möter professionella tragiska människoöden och traumatiska berättelser. Utifrån återkommande exponering för dessa berättelser kan den yrkesverksamma i längden själv riskera drabbas av traumasymptom. Detta kallas för sekundär traumatisering, vilket i sin tur kan leda till utbrändhet och sjukskrivning. Studien undersöker hur chefer inom sociala verksamheter i Sverige anser att deras organisation kan förebygga sekundär traumatisering bland deras medarbetare. Studien utgår ifrån en kvalitativ, induktiv ansats där sju chefer från olika kommuner intervjuats genom semistrukturerade intervjuer. Intervjupersonerna valdes utifrån ett målinriktat, bekvämlighets- och snöbollsurval. I genomförd innehållsanalys framkom tre kategorier gällande hur sekundär traumatisering kan förebyggas: genom kunskap, en planerad organisationsstruktur samt via en öppen organisationskultur. Resultatet har sedan diskuterats utifrån tidigare forskning samt ur ett chefsperspektiv på krav-kontroll-stödmodellen. Studien konkluderar att chefer kan förebygga sekundär traumatisering. För det första genom att skapa en planerad organisationsstruktur, vilken möjliggör kontroll och stöd för medarbetarna. För det andra genom att uppmuntra en god organisationskultur som bidrar till högt socialt stöd. För det tredje genom att öka kunskapen om sekundär traumatisering, vilket fungerar som ett skydd gentemot sekundär traumatisering. Dessutom dras slutsatsen att cheferna kan använda krav-kontroll-stödmodellen som ett verktyg i sitt förebyggande arbete mot sekundär traumatisering. Professionals within social work encounter tragic human fates and traumatic stories. Due to recurring exposure of traumatic stories it is possible for professionals to risk suffering from trauma symptoms. This is called secondary traumatisation, which can result in burnout and sick leave. The thesis investigates how managers within the social sector in Sweden find that they can prevent secondary traumatisation among their employees. The study is based on a qualitative, inductive approach where interviews with seven managers from different municipalities where conducted. The interviewees were selected based on target sampling, convenience sampling, as well as snowball sampling. In the content analysis three categories regarding how secondary traumatisation can be prevented was discovered: through knowledge, a planned organisational structure and through an open organisational culture. The result has been discussed based on existing research as well as from a manager’s perspective on the demand-control-support model. The findings conclude that managers can prevent secondary traumatisation. Fist, by creating a planned organisational structure, which enable control and support for employees. Second, by encouraging a good organisational culture, which contribute to high social support. Third, employees receive a form of protection from secondary traumatisation by increasing knowledge about the subject. Furthermore, the findings also conclude that managers can use the demand-control-support model as a tool in preventing secondary traumatisation.

The way the structure of systems and programs are designed is very important. When working with smaller groups of systems, the chosen architecture does not affect the performance and efficiency greatly, but as these systems increase in size and complexity, the choice of architecture becomes a very important one. Problems that can arise when the complexity of software scales up are waiting for data accesses, long sequential executions and potential loss of data. There is no single, optimal software architecture, as there are countless different ways to design programs, but it is interesting to look at which architectures perform the best in terms of execution time when handling multiple bigger systems and large amounts of data. In this thesis, a case called "The Income Deduction" will be implemented in a monolithic and an event-driven architectural style and then be put through three different scenarios. The monolithic architecture was chosen due to its simplicity and popularity when constructing simpler programs and systems, while the event-driven architecture was chosen due to its theoretical benefits of removing sequential communicating between systems and thus reduce the time systems spend waiting for each other to respond. The main research question to answer is what the main benefits and drawbacks are when building larger systems with an event-driven architectural style. Additional research questions include how the architecture affects the organisation’s efficiency and cooperation between different teams, as well as how the security of data is handled. The two implementations where put through three different scenarios within the case, measuring execution time, number of HTTP requests sent, database accesses and events emitted. The results show that the event-driven architecture performed 9.4% slower in the first scenario and 0.5% slower in the second scenario. In the third scenario the event-driven architecture performed 49.0% faster than the monolithic implementation, finishing the scenario in less than half the amount of time. The monolithic implementation generally performed well in the simpler scenarios 1 and 2, where the systems had fewer integrations to each other. In these cases it is the preferred solution since it is easier to design and implement. The event-driven solution did perform much better in the more complex scenario 3, where a lot of systems and integrations were involved, since it could remove certain connections between systems. Lastly, this thesis also discusses the sustainability and ethics of the study, as well as the limitations of the research and potential future work. Strukturen som system och program designas efter är väldigt viktigt. När en arbetar med mindre grupper av system så kommer den valda arkitekturen inte att påverka prestandan mycket. Men när dessa system växter i storlek och komplexitet så kommer valet av arkitektur vara väldigt viktigt. Problem som kan uppstå när mjukvarukomplexiteten ökar är väntandet på dataaccesser, långa sekventiella exekveringar och potentiell förlust av data. Det finns ingen optimal mjukvaruarkitektur, det finns oräkneligt många sätt att designa program. Det är intressant att kolla på vilka arkitekturer som preseterar bäst sätt till exekveringstid när en hanterar ett flertal större system och stora mängder data. I den här avhandlingen kommer ett fall, kallat "Ingångsavdraget", att implementeras i en monolitisk och en event-driven arkitekturell stil och sedan köras igenom tre olika scenarion. Den monolitiska arkitekturen var vald på grund av dess enkelhet och populäritet vid utveckling av enklar program och system. Den event-drivna arkitekturen valdes på grund av vissa teoretiska fördelar, så som att kunna undvika sekventiell kommunikation mellan systemen och därmed reducera tiden som systemen väntar på svar från varandra. Den huvudsakliga forskningsfrågan som ska besvaras är vad de största fördelarna och nackdelarna är när man bygger större system med en event-driven arkitekturell stil. Andra forskningsfrågor inkludera hur arkitekturen påverkar effektiviteten hos en organisation och samarbetet mellan olika team, samt hur datasäkerheten hanteras. De två implementationerna sattes igång tre olika scenarion inom fallet, där exekveringstid, antal HTTP-anrop skickade, databasaccesser och event skickad mättes. Resultaten visar att den event-drivna arkitekturen presterade 9.4% långsamare i det första scenariot och 0.5% långsamare i det andra scenariot. I det tredje scenariot presterade den event-drivna lösningen 49.0% snabbare än den monolitiska lösningen och avslutade därmed scenariot under hälften av tiden. Den monolitiska implementationen presterade generellt väl under de simplare scenarion 1 och 2, där systemen hade färre integrationer till varandra. I dessa fallen så är den den föredragna lösningen eftersom det är lättare att designa och implementera. Den event-drivna lösningen presterade mycket bättre i det mer komplexa scenario 3, där många system och integrationer var inblandade, eftersom den kunde ta bort vissa kopplingar mellan system. Slutligen så diskuteras även hållbarhet och etik i studien, samt begränsningarna av forskningen och potentiellt framtida arbete.

Der Beitrag thematisiert organisationale Merkmale und Prämissen, die Performanz im Sinne des doppelten Kompetenzprofils fördern. Es wird mit der These gearbeitet, dass die System- und Kulturkomponenten der Pädagogischen Hochschulen und die Art und Weise, wie sich die individuelle Kompetenz zeigt, interagieren. Herausforderungen an Expertenorganisationen berücksichtigend, wird für Bedingungen argumentiert, welche die «Doppelung» durch ein aktives Grenzmanagement zwischen den Hochschulpraxen sowie der Hochschul- und der Schulfeldpraxis fördern. Dies zeigt sich zum Beispiel in der Wertschätzung von sogenannten «Grenzspäherinnen» und «Grenzspähern», das heißt in einer organisationalen Kultur der «einladenden Gesten» und des grenzüberschreitenden Interesses. (DIPF/Orig.), This article focuses on organisational structures and conditions that promote performance in the enactment of the so-called «dual competency profile». The argumentation is based on the thesis that the structure as well as the culture of universities of teacher education have a significant impact on how individual competence manifests itself. Given the challenges that expert organisations are confronted with, it is active boundary management between the practice of higher education and professional practice that provides the basic condition for the development of such an academic profile. This boundary management can be performed by academics in the role of «boundary scouts», who are of great value to their institution, or through «inviting gestures» as part of an organisational culture that is interested in activities that go beyond its institutional boundaries.

Environmental uncertainty, social public events and increasing challenges has raised the urgency for the need to improve organisational resilience of construction projects, which is of great significance to the success and governance of construction projects. This study explores the organisational resilience factors that affect the success of construction projects based on a literature review and the actual situation and abstracts them into four explanatory variables: situation monitoring, organisational structure, organisational culture and participants. Through the crisp-set Qualitative Comparative Analysis (csQCA) method, 15 Chinese cases that meet the research conditions are compared and analysed, and two effective conditional configurations obtained. The results show that in the absence of timely monitoring of the changes in the situation, flexible organisational structure, cohesive organisational culture and participation of multiple subjects can promote the success of the construction project. The synergy of multiple participants can make up for the lack of organisational culture to a certain extent. Moreover, public participation and big data applications should be given full attention in the improvement of organisational resilience. This study can provide a basis for construction projects to reasonably match organisational resilience conditions to cope with crisis and challenges.

Ovaj rad bavi se istraživanjem te prikazuje različite organizacijske strukture, uspoređuje tradicionalne sa suvremenima i pojašnjava koji su to faktori koji utječu na postavljanje organizacijske strukture. U suvremenim tržišnim uvjetima susrećemo se s novim vrstama organizacijskih struktura koje koriste većina modernih i uspješnih tvrtki kao odgovor na tržišne izazove: nesigurnost i stalna promjenjivost okoline. U radu je prikazana organizacijska struktura vodećih multinacionalnih kompanija: Dr.Oetker, McDonalds i Amazon, a poseban osvrt se odnosi na organizacijsku strukturu The Coca Cola Company, te na samu organizacijsku strukturu Coca-Cola HBC Hrvatska. Potrebno je da korporacije budu povezanije kako bi u današnjem dinamičnom i kompleksnom okruženju opstale i bile uspješnije. This paper deals with research and presents different organizational structures, compares traditional with modern and explains what are the factors influencing the setting of organizational structure. In modern market conditions, we encounter new types of organizational structures used by most modern and successful companies in response to market challenges: uncertainty and the constant variability of the environment. The paper presents the organizational structure of leading multinational companies: Dr. Oetker, McDonalds and Amazon, and a special review refers to the organizational structure of The Coca Cola Company, and the organizational structure of Coca-Cola HBC Croatia. Corporations need to be more connected in order to survive and be more successful in today’s dynamic and complex environment.

Aim The aim of this qualitative research was to explore perceptions of organisational change related to the integration of nurse practitioners from key nursing stakeholders. Background The ongoing delivery of effective and efficient patient services is reliant upon the development and sustainability of nurse practitioner roles. Examination of the factors contributing to the underutilization of nurse practitioner roles is crucial to inform future management policies. A change management theory is used to reveal the complexity involved. Method Qualitative interviews were undertaken using a purposive sampling strategy of key stakeholders. Thematic analysis was undertaken and key themes were correlated to the theoretical framework. Results The results confirm the benefits of nurse practitioner roles, but suggest organisational structures and embedded professional cultures present barriers to full role optimization. Complicated policy processes are creating barriers to the integration of nurse practitioner roles. Conclusion The findings increase understanding of the links between strategic planning, human resource management, professional and organisational cultures, governance and politics in change management. Effective leadership drives the change process through the ability to align key components necessary for success. Sustainability of nurse practitioners relies on recognition of their full potential in the health care team. Implications for nursing management The results of this study highlight the importance of management and leadership in the promotion of advanced nursing skills and experience to better meet patient outcomes. The findings reinforce the potential of nurse practitioners to deliver patient centred, timely and efficient health care.

Summary Social workers’ occupational health has become a central theme in the psychosocial literature. This study aimed at exploring how specific job demands and psychological well-being are related to work engagement. A sample of 140 Italian social workers was analyzed in accordance with the job demands–resources model. Participants were asked to complete a written questionnaire containing several measurement scales. Findings Multiple regression analyses showed that social workers’ psychological well-being was positively related to work engagement. Moderation analyses also indicated that, when psychological well-being was high (vs. low), job demands were associated to higher levels of work engagement, thus highlighting the buffering role of psychological well-being as a specific personal resource. When job demands were high (vs. low), the psychological well-being appeared to be strongly related to lowest levels of work engagement, showing that high job demands could reduce the fostering role of psychological well-being on social workers’ work engagement. Applications While administration of job demands may often be difficult in social work contexts, managers should be encouraged, as part of a systemic approach to training, to promote specific measures for improving social workers’ psychological well-being as a personal resource for promoting work engagement.

Purpose The purpose of this paper is to identify, describe and evaluate the different ways in which formal collective change agency is structured in specialist units inside 25 diverse organisations. As such it is oriented towards a range of practitioners operating in HR, project management or with responsibility for delivering change in public and private sectors. Design/methodology/approach Using a qualitative design, exploratory interview and case study research was conducted in organisations across the UK public and private sectors to explore how different change agency units operate within organisational structures. Findings Four dominant types of internal change agency unit are identified, varying in terms of their change impact scope and degree of structural embeddedness in the organisation. These units are described as transformers, enforcers, specialists and independents and share key concerns with securing client credibility and added value, effective relationship management and the use of consulting tools. Their roles and the tensions they experience are outlined along with hybrid forms and dynamic shifts from one type to another. Research limitations/implications The study could be extended outside of the UK and conducted longitudinally to help identify outcomes more precisely in relation to context. Practical implications Each of the four types of change agency unit identified is shown to be suited to certain conditions and to present particular challenges for collective change agency and for specialist management occupations engaged in such work. The analysis could usefully inform organisation design decisions around internal change agency. Originality/value The authors extend debates around the nature of internal change agency which has typically focussed on comparisons with external change agents at the level of the individual. Developing the work of Caldwell (2003), the authors reveal how emergent, team-based or collective approaches to change agency can be formalised, rather than informal, and that structural considerations of change need to be considered along with traditional concerns with change management.

Teamwork is considered essential for effective Lean organisations. However, how and why are teams formed during a successful Lean transformation relative to changes in organisational structure? Constructs for variables and factors that influence formation of teams, during and after Lean transformation maturity, were identified. The research employed a purposively sampled case study with three questionnaires, focus groups, interviews and multiple linear regression. Self-directed teams become flow-line or cellular-work teams, supported by dedicated cross-functional teams led by first line managers who run manufacturing cells as small business units. Participation of cellular team members leads to ongoing commitment and continuous improvement within the team leading to restructuring of organisations for effective flow and pull. Cross-functional team activity and self-directed team activities are vital components for successful Lean transformations. Constructive, humble, and common-sense leadership is required for team formations. Future research could investigate literacy coupled with Lean transformations for South African organisations. Abbreviations: TPS: Toyota production system; JSE: Johannesburg stock exchange; SMED: single minute exchange of die; TW: Teamwork; PARTINV: Participation and Involvement; CELFM: Cellular Format – self-directed team activity; LHINT: Level of Horizontal Integration – cross-functional team activity; LOCDM: Locus of Decision-Making – by organisational level; TAG: Taguchi; CTR: Cycle Time Reduction; 5S: Five-S; TPM: Total Productive Maintenance; KAN: Kanban pull; VIS: Visibility; KAIZ: Kaizen; HOSHK: Hoshin Kanri; 7W: Seven wastes; PROB: Problem solving; STAND: Standard work; SPF: One Piece Flow; CM: Cellular Manufacturing; HEIJ: Heijunka; DISTVAL: Value per customer; VSM: Value Stream Mapping; POKJID: Mistake proofing; SMED: One digit exchange of die; POLDEP: Policy Deployment

This study, set in Nigeria, focused on the effect of organisational culture on employees' level of professionalism. This is against the backdrop of the appalling services rendered by the Nigerian public service. A mixed method strategy was adopted which revealed interesting insights from 479 senior officers within various government parastatals. Among others, evidence shows that there is a connection between professionalism and organisational behaviour which was revealed when leadership effect, staff conformation, impact of religion and cultural beliefs of individuals were placed against organisational behaviour and employees‟ professionalism. Focus group discussions also established that there is a strong relationship amongst these variables. Interestingly, the disparity in salaries owing to a reform programme that was instituted brought about the lackadaisical approach to service delivery in the public sector. There is also a sense of disgruntlement recorded against arbitrary job placements and other job conditions. Essentially, to facilitate a productive public service we suggest among others the need to hold dearly the interests of the new generation of workers who have sought to take up careers in public service.

Prior studies confirming the favourable outcome of IT alignment in enabling organisations to achieve organisational agility which, in turn, is reflected in improved organisational performance, has been debated among IS researchers. The phenomenon ‘alignment-agility paradox’, referring to the unintended outcome of IT alignment resulting in organisational rigidity, has surfaced in the literature following the contradictory findings of empirical studies. However, researchers argue that the relationship between IT alignment and organisational agility is the function of contextual organisational factors—both internal organisational factors as well as external environment. Since most IT alignment studies are conducted in developed countries focusing on commercial and private organisations, this study is poised to investigate the relationship between the two constructs within the context of public organisations in two developing countries.

Background: Turbulent socioeconomic contexts coupled with volatile political environments pose a serious survival threat to business organisations. Complex operational environment of this dimension most often resists application of conventional management theories and practices. Organisational managers are therefore constantly challenged to adopt contingency strategies that will not only keep their organisations afloat, but also entrench competitive advantage that could effectively sustain operations. Aim: To update Burns and Stalker’s theory on structure and business environments. Setting: The dynamics of the Zimbabwe’s economy has assumed an extraordinary proportion of complexity due to intractable political instability and hostile economic environment. Methods: Using a survey research design and employing quantitative research strategy, this article examines the underlining propositions that defined the seminal work of Burns and Stalker regarding strategy adoption by organisations in a dynamic operating environment. Primary data was collected from 189 randomly selected managers in 350 manufacturing firms operating in Zimbabwe using a structured questionnaire. Data were analysed using structural equation modelling. Results: The major finding of the present study suggests that firms adopt a hybrid structure when confronted with an unstable operating environment. Conclusion: The finding is inconsistent with that of Burns and Stalker, who concluded that firms adopt organic structure in an unstable operating environment. While Burns and Stalker’s study was conducted in a relatively stable socioeconomic context, the present study was conducted in an operating environment that is characterised by turbulent socioeconomic and political instability. These environmental divergences could have influenced the outcome of both studies.

The role of armed groups has emerged as an essential topic of discussion in the areas of international humanitarian law and international human rights law. This increase in attention has been motivated by the increase in the number of non-international armed conflicts during the past decades and the necessity to address the multiple legal challenges that armed groups pose. In particular, there is considerable uncertainty regarding the framework of responsibility for armed groups in international law. While much has been written regarding their international (primary) obligations, the possibility of a responsibility framework for armed groups under international law has been underexplored. Consequently, the overall aim of this research is to enquire how the principles of international responsibility could be developed and adjusted to account for armed groups as collective entities. This general aim has been divided into three specific objectives. First, the thesis seeks to analyse the concept of responsibility in international law and assess the legal and practical reasons in favour of the development of such a regime for armed groups. Second, it examines the viability of the establishment of a responsibility regime for armed groups based on rules of attribution. Third, the research explores the possible legal consequences of responsibility applicable to armed groups with a particular focus on the obligation to provide reparations to victims.This study has served to clarify the uncertainties regarding whether armed groups could be held responsible for violations of international humanitarian law as collectivities and which consequences might derive from such responsibility.

The role of armed groups has emerged as an essential topic of discussion in the areas of international humanitarian law and international human rights law. This increase in attention has been motivated by the increase in the number of non-international armed conflicts during the past decades and the necessity to address the multiple legal challenges that armed groups pose. In particular, there is considerable uncertainty regarding the framework of responsibility for armed groups in international law. While much has been written regarding their international (primary) obligations, the possibility of a responsibility framework for armed groups under international law has been underexplored. Consequently, the overall aim of this research is to enquire how the principles of international responsibility could be developed and adjusted to account for armed groups as collective entities. This general aim has been divided into three specific objectives. First, the thesis seeks to analyse the concept of responsibility in international law and assess the legal and practical reasons in favour of the development of such a regime for armed groups. Second, it examines the viability of the establishment of a responsibility regime for armed groups based on rules of attribution. Third, the research explores the possible legal consequences of responsibility applicable to armed groups with a particular focus on the obligation to provide reparations to victims.This study has served to clarify the uncertainties regarding whether armed groups could be held responsible for violations of international humanitarian law as collectivities and which consequences might derive from such responsibility.

The role of armed groups has emerged as an essential topic of discussion in the areas of international humanitarian law and international human rights law. This increase in attention has been motivated by the increase in the number of non-international armed conflicts during the past decades and the necessity to address the multiple legal challenges that armed groups pose. In particular, there is considerable uncertainty regarding the framework of responsibility for armed groups in international law. While much has been written regarding their international (primary) obligations, the possibility of a responsibility framework for armed groups under international law has been underexplored. Consequently, the overall aim of this research is to enquire how the principles of international responsibility could be developed and adjusted to account for armed groups as collective entities. This general aim has been divided into three specific objectives. First, the thesis seeks to analyse the concept of responsibility in international law and assess the legal and practical reasons in favour of the development of such a regime for armed groups. Second, it examines the viability of the establishment of a responsibility regime for armed groups based on rules of attribution. Third, the research explores the possible legal consequences of responsibility applicable to armed groups with a particular focus on the obligation to provide reparations to victims.This study has served to clarify the uncertainties regarding whether armed groups could be held responsible for violations of international humanitarian law as collectivities and which consequences might derive from such responsibility.

DSpace ist eine Open-Source-Software, auf der weltweit circa 45% der Open-Access-Repositorien basieren (Quelle: opendoar.org, 15.10.2019). Im Jahr 2018 gründeten 25 akademische Institutionen in Deutschland das DSpace-Konsortium Deutschland mit dem Ziel, die Entwicklung von DSpace zu stärken und sich Einfluss auf die Entwicklung von DSpace zu sichern, die für sie strategische Bedeutung hat. Die Hintergründe zu dieser Gründung, die Ziele des Konsortiums und seiner Mitglieder sowie die Bedeutung von Open-Source-Software für nachhaltige Forschungsdateninfrastrukturen werden in diesem Artikel beleuchtet.