This article analyses actor relationships in Transit Oriented Development (TOD) planning in order to better understand the preconditions necessary for planning processes to result in TOD in lower density contexts, in suburbs, or small cities. Empirically, the analysis builds on a comparative case study of TOD planning projects. The focus in the analytical work is on understanding how market conditions in lower density contexts influence the conditions for TOD planning projects, and how this feeds through to planning processes. The overall conclusion is that we should not expect that planning processes in small cities with low to medium densities of populations and activities differ much from those in more ‘classic’ highly urban TOD locations. Market conditions had an impact on planning processes, but once in the planning stage conditions for implementation depended more on the ability to handle competing interests and less on market conditions. In terms of policy recommendations, it is important for actors to develop a joint vision of the built environment of the site in question that channels organizations’ individual actions in a joint direction. The ability to achieve such a joint vision for the design of the site in question may be more important in small towns than in more ‘typical’ TOD contexts in denser urban areas. This is because all enablers need to work together in a positive way in such location – which may be marginal from a market point of view – for the development to be able to go ahead.

Over the last 20 years systematic quality work has become the main tool for developing Swedish schools (Håkansson & Adolfson, 2022). According to the Education Act (2010:800), quality work – at the local educational authority level as well as in the schools themselves – should be conducted in a systematic and continuous way, with respect to planning, follow-up, analyses, and actions taken to develop education. By continuous assessments and evaluations, the goal of the systematic quality work is to identify and address issues that need improvement for students to achieve the educational goals (Swedish National Agency for Education, 2012a). A review of the literature reveals the problematic aspects of evaluation practices and quality management, such as the risk to focus on what is measurable rather than what is desirable as well as the diverse definitions of quality (Lundström, 2015). However, what the local quality systems consist of, how they have been designed, and what practices and perceptions of quality they entail is less understood.

Previous research has primarily focused on individual schools’ quality work (Håkansson, 2013; Jarl, et al., 2017) , while less attention has been paid to the way the local educational authorities conduct systematic quality work. Thus, the aim of this study is to fill this knowledge gap by investigating how the ideas of systematic quality work in the Swedish Education Act's requirements are interpreted, translated, and materialized at the local education authority level.

The following research questions will guide our study:

1. How do local educational authorities interpret and translate the systematic quality work regulations and requirements in the Education Act?

2. How do these interpretations och translations materialize in the local quality work practices?

Theoretically we approach the phenomena of systematic quality management within the Swedish school sector from an organizing (Czarniawska, 2014) and practice-oriented perspective (Gherardi, 2019; Nicolini, 2009; 2012). These theoretical perspectives provide us a framework to analyse how the institutionalized ideas (as mental images that are well spread within the society) of systematic quality management - through authorities, policies, regulations, and quality models - are translated and materialized (Czarniawska & Joerges, 1996) into the local quality work organization and practices. The latter refers to the practices of doing and saying something related to the ideas of systematic quality management in different social contexts and time (Gherardi, 2019; Nicolini, 2009; 2012). Although the national guidelines involve the entire school system, these are interpreted, translated, and materialized by actors operating in a local context, which means that quality is understood in different ways and that the systematic quality work is conducted in different ways. An organizational perspective also includes aspects related to the tensions that arise when different interests and logics collide (for example between political, administrative, and professional interests and logics; see Czarniawska, 2014).

Methodology, Methods, Research Instruments or Sources UsedIn this project five Swedish municipalities have participated in a study of what systematic quality work means at a local education authority level and what practices materialize from the national regulations. At the heart of the study is the recognition that quality systems are locally designed to meet the national requirements, thereby allowing diverse interpretations and translations to occur.

The local education authorities can be understood as mediators, partly between state and municipal control, partly between needs and agendas at different levels in the chain of command. This understanding also characterizes the design of the study. The empirical data has been collected through three complementary methods: document studies, observations, and interviews. The document studies consist of analysing different central documents, e.g., quality reports, provided by the local education authorities covering the past two years. We have also observed meetings related to the systematic quality work (so called “quality-dialogues”). Besides the local education authorities, the key actors in these meetings were the principals, assistant principals, and teacher representatives of the school being followed up. 

The interviews were conducted with key persons in five different local Swedish education authorities individually by the authors. The duration of the interviews was approximately one hour, and they were conducted either face-to-face, via Zoom, or telephone. The interviews were based on an interview guide including questions about the participants’ role, their experiences, and activities in relation to the systematic quality work, the expected and actual effects, as well as challenges and potential for improvement of systematic quality work. The interviews were recorded with informed consent and were later transcribed verbatim.

All the research material described above is now gathered and will be analysed during the Spring 2023. As a tool for data analyses, we will apply Bacchi´s (2012) method “What is the problem represented to be?”.

Conclusions, Expected Outcomes or FindingsEqual education for all is includes three fundamental aspects: equal access to education, equal quality of education and the compensatory nature of education (Swedish National Agency for Education, 2012b). All students should receive an equivalent education, regardless of the area they live in, the socio-economic conditions they come from, or their functional variations. But study after study shows that Swedish students' schooling is not equal, and that who you are and where you live play a decisive role in the quality of the education you receive. Many of the last decade's school policy reforms and targeted initiatives have had as their overarching goal to address this lack of equality, so far with few concrete results. In order to break this trend, there has been an increasing focus on the local educational authorities’ responsibility for the individual school's shortcomings, quality, and development. Furthermore, lack of equality is a problem within rather than between different local educational authorities. Although there is paucity of research, the limited results show that schools are often isolated with their problems and that there is a lack of supportive structures and a functional systematic quality work (Jarl, et al., 2017; Swedish Schools Inspectorate, 2021).

The paper will present results from the ongoing study, results that we believe will have relevance both in the Swedish, Nordic and in a wider European context. Through our investigation we will contribute knowledge regarding how the National Educational Act's requirements for systematic quality work are interpreted, translated, and materialized at the local level, and how this in turn shapes, promotes or hinders the quality work of individual schools.

The fulfillment of the UN Sustainable Development Goals (SDGs) is very much an issue about resources: How are resources articulated, created, and utilized? What is considered a resource, what exists in abundance, what is scarce, and when does something cease to be a resource? In our contribution, we address these issues with a focus on seaweed. By analyzing stories from environmental planners and ecopreneurs about seaweed, we demonstrate the phenomenon called resourcification — the social process that makes something a resource. From the stories, we illustrate the contexts of the resourcification and de-resourcification of seaweed. This allows us to show how resources, such as seaweed, are socially produced and become part of life. To conclude, we suggest that resourcification provides a provisional sustainability storyline suitable for working toward the SDGs in the Anthropocene.

Bystanders can affect workplace bullying by engaging in active or passive behaviours. However, there is a knowledge gapregarding how perceived work environment factors relate to bystander behaviour. The study aim was to investigate how job demands, and job resources are associated with bystander behaviour in workplace bullying. An online questionnaire wasdistributed to a sample of health care workers at two time points. Longitudinal data were obtained from 1144 respondents. Cross-lagged panel models were used to investigate associations between job demands, job resources, and bystander behaviours over time. The results showed that social support was positively related to active behaviours, whereas influence at work was negatively related to both active and passive behaviours. Perceived illegitimate tasks were negatively related to active and positively related to passive behaviours, whereas emotional demands had an unanticipated opposite pattern of relationships. The findings provide new information about how factors in the organisational and social work environment are associated with active and passive bystander behaviours in workplace bullying. Specifically, the results expand current understanding of workplace bullying by relating bystander behaviour to the organisational context.

Så kan klimatomställning, hållbarhet och innovativ teknik öka publika arenors intäkter:

Exponentiell teknikutveckling, krav på konkreta och verksamma klimatåtgärder och en hållbar mänsklig livsstil, förändrar förutsättningar för hur besöksberoende verksamheter drivs och utvecklas. Behovet av att anpassa och förnya en arenas upplevelser samt var och hur dessa kan konsumeras, sker i snabb takt.  I en sextio sidor lång Framtidsstudie tecknas förutsättningarna för den publika arenans utveckling och digitala affärsmöjligheter. Dels som skådebana för upplevelser på plats, dels som virtuell estrad där inget är omöjligt eller avstånd inte har någon betydelse. Studien är framtagen av företaget AAKERMOUNT i samverkan med Universitetslektor Sven Packmohr vid Malmö Universitet och innehåller omvärldsbeskrivning, genomförande processer, en fallstudie med tillhörande framtids-scenarier, samt slutsatser och åtgärdsförslag.

För information eller beställning av studie; kontakta Anders Åkerberg på AAKERMOUNT; anders@aakermount.com För ytterligare information kontakta Sven Packmohr på Malmö Universitet; sven.packmohr@mau.se

This chapter discusses why identity is important in relation to human resource development. We develop our notion of identity through discussing the concepts narrative and living story in relation to a theory of reality construction. This theory of reality construction consists of facts, logic, values and communication. We argue that balancing narrative forces and living stories are crucial for integrating the dimensions into a consistent reality that works for people. We draw the implications in relation to managing HRD and organisational change in general.

The Emerald Handbook of Authentic Leadership is a ground-breaking interdisciplinary collection, opening the black box of leadership authenticity to advance understanding of theory and practice. It presents a wide-ranging, diverse source of new concepts, theories, insights, applications to advance thinking and practice in leadership and leadership authenticity.

The first publication of its kind, the contributors – leading scholars, researchers, business and NGO leaders, policy makers – explore differing, contrasting perspectives on the evolving, fluid subject of authentic leadership. The thematic sections examine ‘The Search for Authenticity from Theory to Practice’, ‘The Search for Authenticity from Practice to Theory’, and ‘Developing Authentic Leadership Values, Understanding and Practice’.

The Emerald Handbook of Authentic Leadership is a quest for interdisciplinary insights arising out of theory and practice. It is intended for a wide readership interested in leadership and leadership authenticity in the contemporary world.

This chapter proposes a material-performative storytelling approach to authentic leadership based on Hannah Arendt's notion of action as storytelling and Butler's rework of Arendt's notion as an embodied and material performance. The author argues that stories are expressions of authenticity to the extent that they disclose who people are and create what Arendt called a ‘space of appearance’. He conjectures that authenticity is enacted when people have the ability and commitment to create stories and inscribe themselves in history. Jørgensen concludes that authenticity implies new leadership practices enacted in the spaces between institutions and organisations to deal with societal challenges and suggests that innovative new models are necessary to address these challenges.

This paper constructs an ethics of managing by reading Latour’s notion of Gaia with Arendt’s notion of storytelling. Gaia implies reframing the ethical foundation for making stories as well as it has ontological consequences for how we perceive stories. We suggest reframing storytelling into storymaking. This concept attunes to how storymaking is part of making life that becomes through, relies on, and is answerable to multiple other lives: human as well as nonhuman. Second, storymaking allows depicting managers’ imagination of themselves and what they do in the complex webs of relations that managers are part of. We put storymaking to work in discussing the processes of translation that occur when new managers transition from management education for sustainability to work life. Our re-storying of their stories attunes to their ethical compass and how they enact it into being. We attune to the tensions involved in building a stable foundation for their storymaking and the compromises they make in coping with fleeting and, at times, chaotic organizational realities. Attuning to how organizations make life and affect the conditions of caring for life is important for judging organizational action. Second, storymaking allows understanding of managing as a process that involves making stories about life spiritually and materially, thereby stabilizing life amid chaos. 

Organizational storytelling has been taught for many years in many different places as part of organizational development, organizational change, organizational learning, and business ethics. There has not been any comprehensive framework that addresses sustainability in organizations and so this book develops a new ethics of sustainability for management and organizations. A terrestrial ethics of storymaking is proposed, which responds to Latour’s claim that the Terrestrial has become a new decisive political actor in politics. The Terrestrial is born from Gaia, a metaphor for a new look on life on Earth. Gaia situates life in the thin layer of matter that is the surface of the Earth. It entails the view that nature is a process that humans are part of. Storymaking is constructed from Arendt’s political philosophy, which is rooted ontologically in the principle of natality: rebirth of life. The term ‘storymaking’ is developed from Arendt’s understanding of storytelling as political action to emphasize not only that stories are spatial, embodied and material practices that are tied to a specific time and space but also that technology is an important dimension in making stories. Stories are thus human practices that apart from meaning making and politics involve the use and manipulation of material and objects, and which are crucial for how a human world is shaped. This human world is furthermore shaped by the rhythms of life embedded in the complex landscapes that humans move through. Storymaking is developed through rethinking the links between the central categories of labor, work, action, and thinking in Arendt’s writings. Implications for business ethics are drawn out and a comprehensive ethics framework is constructed that connects the biological and physical with the social, economic, and political regarding how organizations work. Finally, a storymaking philosophy of management is constructed, making this book especially relevant to researchers, academics, managers, and students in the fields of business ethics, management studies, leadership, organizational studies, and international business. 

This paper illuminates how teachers are influenced by age, gender and sexuality in teaching about sex and relationships. In this analysis grounded in feminist theory, age, gender and sexuality are considered to be enacted as doings. Six interviews with teachers working with sexuality education in K-12 schools in Sweden were chosen from of a larger body of material consisting of 21 interviews with professionals engaged in school-based sexuality education. The six interviewees were selected because they explicitly addressed how teachers’ age, gender and/or sexuality come to matter in the classroom. Findings show how male and female teachers organise their teaching in relation to normative expectations of age, gender and sexuality. In sexuality education, the diverse life-courses of (hetero)sexual women offer a wide range of pedagogic possibilities for female teachers to address issues of sexuality, consent and relationships whereas male teachers are constrained to doing safe(r) forms of masculinity by directing attention away from their bodies and experiences. In understanding these results, I argue that the figure of the tant has been key in forming the pedagogic backdrop to Swedish sexuality education, hence embedding a normative ‘who’ in the ‘how’ to teach sexuality education.

Road freight competition is playing out in deregulated markets. The EU single market is a market with abundant responses in terms of haulier strategic actions. This chapter situates the crucial role of road haulier strategies in the logistics service supply chain and industrial supply chain to achieve sustainability. Competitive and sustainable transport depends on effective transport services, vehicles and transport infrastructure, and conditions that foster the development of transport and logistics services. By examining how four case firms develop competences and make use of available resources we develop insights into road haulier competition and its implications. The chapter contributes to understanding how road hauliers are part of logistics service chains as well as industrial supply chains and how the many links and relationships increase the magnitude and implications of hauliers’ performances.

This short essay does not seek to provide clear answers, but instead to further address the importance of building legitimacy in an educational domain. I do so by pondering the role of how we build academic progression of the domain in higher education and the potential that capitalization rate might have as a food for thought vis-à-vis building the sought-after legitimacy. 

Digital transformation (DT) in Higher Education Institutions (HEIs) affects the learning environment with digitally-enhanced teaching methods, student assistance, and administration processes. HEIs develop strategies to exploit the chances offered by DT. Our study investigates the connection between the strategic work of HEIs on DT and how students perceive the results of this work in their daily studies. We applied a case study design on a Swedish HEI to gather our results. Results show that students are somewhat positive about the strategic work but still perceive digitalization as a barrier to collaborating with peers and lecturers. Our research contributes to knowing if the time and effort spent on an HEI’s DT impact the student stakeholder group. By bringing forth ways of improvement, we generate new knowledge about DT processes in HEIs. Thus, we inspire educators and administrators in this industry by putting forward lessons learned and improvements.

The current article reports findings from a research project on partnership policing in Stockholm, Sweden, to investigate how partnership policing strategies translate into social action. Consideration is given to the ways in which police officers and city employees produce chains of administrative tasks as they navigate their institutional environment and strive to produce legitimacy for partnership policing. More broadly, the findings suggest that the inner mechanisms of a partnership approach to policing are shaped by the self-referential (Eigendynamik) character of administration. The article discusses implications for partnership policing and for the broader literature on policing.

The aim of this paper is to improve the knowledge of collaborative challenges when planning and implementing Bus Rapid Transit (BRT). Collaborative challenges are here understood as the barriers that may arise in BRT planning and implementation as a consequence of several formally independent actors, occasionally with different interests, participating in the planning. The results are based on an analysis of actor interactions in Swedish BRT projects. These projects are analysed in relation to the state of the art in the research field of collaborative approaches. The results show two main and interrelated collaborative challenges. The first category of challenges concerns difficulties for actors in creating a common understanding of what a BRT system is, the second category concerns details of bus priority measures, e.g. busways, priority at intersections, and how to handle and deal with conflicting interests when removing speed bumps or pedestrian and cycle crossings. In terms of policy is in the early stages of the planning processes. This can be generated by working practices and tools that facilitate agreements on how to handle different interests and trade-offs. BRT guidelines adapted to national transport policy, legal and organisational conditions could function as tools in assisting actor dialogue.

Research goals and why the work was worth doing

Over the past two decades, research has demonstrated that workplace incivility is a ubiquitous work environment issue, which can have deleterious consequences for both individuals and organizations (Schilpzand et al., 2016; Cortina et al., 2017). Workplace incivility refers to low-intensity rude behavior in the workplace (Andersson & Pearson, 1999). The effects of incivility can be far-reaching, as it may spread in the workplace (Foulk et al., 2016; Holm et al., 2021). 

One promising avenue to address incivility has been the use of civility interventions. Actively promoting civility in the workplace may reduce the risk for incivility, and increase civility and respect (Leiter et al., 2011; 2012). However, recent research has shown less consistent results of civility interventions when applied in other cultural contexts than North America (e.g., Sawada et al., 2021), or in other workplaces than hospitals (e.g., Grantham, 2019). More information is therefore needed on the effects of implementing civility interventions in the workplace, particularly exploring mechanisms and moderators in the intervention process. The aim of the present study is to test the effects of an intervention aimed to increase civility in Swedish workplaces.

Theoretical background

The present study is based on the principles developed in the Civility, Respect and Engagement in the Workplace (CREW) intervention (Osatuke et al., 2013).  CREW was developed by the United States Department of Veteran Affairs in 2005. CREW was a culture-based workplace intervention promoting civility in the workplace in the departments’ VA-hospitals, with documented successful outcomes (Osatuke et al., 2009). Two research studies tested the effect of the CREW intervention in hospitals in North America, showing both short- and long-term effects of the intervention on workplace behavior, attitudes, and absence (Leiter et al., 2011; 2012). However, little is still known about how civility interventions operate in other contexts than hospitals, and which mechanisms or boundary conditions that influence the impact of civility interventions.  

Design/Methodology/Approach/Intervention

The present study has a quasi-experimental waitlist-control design. Participating workplaces are assigned to one of two conditions, an intervention condition or waitlist. The intervention group participates in a series of monthly workshops during the period of September 2022 – January 2023. The workshops address topics such as workplace culture, with the aim to promote workplace civility and reduce the risk of workplace incivility. The waitlist serves as the control group. Pre- and post-surveys are conducted to investigate possible effects of the intervention on measures of workplace (in)civility, norms for civility, social work environment factors, as well as work-related well-being. 

Results (expected)

Baseline survey data have currently been gathered from about 200 individuals across 13 workplaces in a Swedish municipality. The intervention group is currently undergoing the workshop series. The follow up post-survey is planned for January of 2023. When post-measures have been completed, possible change in measures of workplace civility, norms for civility, and workplace incivility will be explored. Change in social work environment factors, as well as work-related well-being, will also be explored. The intervention is expected to result in increased civility and norms for civility, as well as reduced incivility over time. 

Limitations

Workplaces were not assigned to the intervention or control condition via cluster randomization. Instead, it was based on practical aspects such as feasibility and scheduling in the participating organizations. Moreover, the follow-up measure is carried out only a few weeks after completion of the final workshop. Possible effects on behavior or well-being may take longer time to develop. Lastly, the measures are self-reported by participants.

Conclusions – research and or practical implications/Originality/Value

Results from the post-measure surveys will be presented at the congress. The originality of the project lies in exploring the effects of an updated version of a civility intervention, in a context outside of hospital settings in North America. The study will also provide information about potential mechanisms and moderators involved in the intervention process. Practically, the knowledge that results from the study could be of use in future attempts to improve the social work environment in workplaces by working with the workplace culture.

Relevance to the Congress Theme

The study is relevant to several of the congress themes, e.g. 6. Group dynamics, 8. Organizational design and development, 15. Stress and dysfunction, and 18. Well-being.

Relevant UN SDGs

Goal 3. Good health and well-being

Goal 8. Decent work and economic growth

The purpose of the study was to explore employees’ appraisals and coping responses to workplace incivility in the foodservice industry. Five group interviews with foodservice workers were conducted. 13 different types of experienced or witnessed incivility were identified. Positive-benign, irrelevant, and negative appraisals were found, as well as four major coping themes. These were active, passive, and proactive coping as well as reappraisal, encompassing twelve forms of coping behaviors. Additionally, workplace incivility was described as a daily stressor which can be expressed as a part of the workplace culture in the foodservice industry.

BackgroundWorkplace bullying is widespread in the healthcare sector and the negative effects are well known. However, less attention has been paid to bystanders who witness bullying in the workplace. Bystanders can affect the bullying process by engaging in active, passive, or destructive behaviors. There is a need to study work-related and organizational consequences of witnessing bullying and bystander behaviors.ObjectiveThe aim was to explore how witnessed workplace bullying and bystander behaviors are associated with work-related and organizational consequences, such as perceived quality of care, work engagement, and turnover intentions, among healthcare workers over time.DesignLongitudinal design. An online questionnaire was administered twice over the course of six months.Setting(s)Employees in the healthcare sector in Sweden, such as physicians, nurses, and assistant nurses, responded to the questionnaire.Participants1144 participants provided longitudinal data.MethodsStructural equation modeling was used to explore the associations between witnessed bullying, bystander behavior, work-related and organizational factors over time.ResultsWitnessed workplace bullying (B = − 0.18, 95 % CI [− 0.23 to − 0.12]) and the bystander outsider role (B = − 0.24, 95 % CI [− 0.29 to − 0.19]) were statistically significantly related to a decrease in perceived quality of care. Work engagement was statistically significantly predicted by all three bystander roles over time; positively by the defender role (B = 0.11, 95 % CI [0.05–0.17]), and negatively by the outsider role (B = − 0.23, 95 % CI [− 0.29 to − 0.16]), and the assistant role (B = − 0.32, 95 % CI [− 0.41 to − 0.24]). The outsider role (B = 0.12, 95 % CI [0.02–0.22]), the assistant role (B = 0.17, 95 % CI [0.03–0.30]), and witnessed workplace bullying (B = 0.18, 95 % CI [0.08–0.29]), all positively predicted increased turnover intentions at a subsequent time point.ConclusionsIn addition to the direct negative impact workplace bullying has on those targeted by it, witnessing bullying and taking different bystander roles can have work-related and organizational consequences by influencing perceived care quality, employees' work engagement, and their intention to leave the organization.

This article examines the role of national screen agencies in the realisation of an equitable screen sector. Publicly funded screen agencies like Ffilm Cymru Wales, Screen Ireland, Det Danske Filminstitut (Danish Film Institute) and Hrvatski Audiovizualni Centar (Croatian Audiovisual Centre) directly shape the sector, both on screen and behind the camera. Using interviews with senior decision-makers within several European screen agencies, we critically analyse the logics and practices of these cultural intermediaries in relation to gender equality. We chart how the issue is mediated by screen agencies, including their (in)actions. Alongside formal measures, we observe some staff working in quotidian ways to deliver change through positively leveraging their relationships with the sector. Our research highlights that while most of sampled agencies advocate for gender equality, few recognise ethnicity, socioeconomics, disability or age in their larger policy frameworks, and therefore, questions of intersectionality are rarely addressed formally in institutional approaches. We conclude that for screen agencies to become effective intermediaries for equality, a paradigmatic shift in their logics and working practices would be required. However, this would only represent a first step as wider policy and industrial reform is necessary to redress the exclusionary frames of the screen sector.

This paper analyzes strategies that can be successfully pursued to implement measures to reduce car traffic in what has traditionally been a very car-centric planning praxis. Analytically, the paper use path dependency theory to provide an understanding of why certain types of measure are not implemented in cities on as widespread a basis as policy objectives may require, and to understand how transport planning path dependence in urban authorities might be changed. Empirically, the analysis builds on a comparative case study of transport and land use planning in Swedish cities. The most effective strategies do not appear to be radical policies leading to fast implementation of goals about sustainable transport, for example by implementing very car restrictive measures, even in the face of resistance from the public and from within the city administration. The results support an approach that from a strategy making perspective can be understood as an institutionalizing process by which internal organizational and external public support for car restrictive and potentially controversial measures are built. Implementation may be achieved by building new institutions within city administrations, where routines and norms gradually change so that car restraint measures gradually become part of the normal way of doing transport planning. This then starts to lock-in certain patterns of travel and make further car restraint measures more feasible and institutionalized as part of a standard menu of measures that cities use, and not something out of the order.

Sport has often had an important role in times of crisis, but the Covid-19 pandemic is another matter. Sport was heavily affected world-wide on all levels. In Sweden, gathering people for endurance events conflicted with the Covid-19 restrictions. Some events were cancelled, but many tried to adapt. What adaptation strategies to Covid-19 have Swedish event organizers used? What role have digital tools played in their adaptation? What economic impacts did these events experience? We argue that the challenges posed by Covid-19 have accelerated the digitization of endurance events and highlighted the tensions between commercial and non-commercial actors in sports due to the differences in financial structure and eligibility for economic support. We thereby contribute to the growing research on how sport events in general have been impacted by the Covid-19 pandemic, and specifically in the context of Sweden’s somewhat exceptional response to the pandemic.

The dream of workers prospering without bosses has long intrigued academics, practitioners, and politicians, particularly on the political left. Anarchists have always believed that it’s not just the state but all forms of authority that are coercive and pernicious, and that a libertarian alterna- tive would free workers and create a fundamentally better form of society. Although we can trace the origins of such leaderless forms of existence back to both ancient Chinese and Greek philosophers, they are more usually related to the works of William Godwin, Max Stirner, Proudhon, Bakunin, Kropotkin, Makhno, and the like. In terms of practice, their presence is less obvious, but they were important influencers on the 1871 Paris Commune, the mutiny at Kronstadt in 1921, and of course, in the Spanish Civil War (1936–1939). But our understanding of how we could organize work without managers is rather less colored by such events and often colored by other forms of romantic nostalgia.

So, while the theoretical attempt to distance organizational forms from the moral and ethical dilemmas of conventional hierarchies have continued over time, there are few substantive and scholarly accounts of what these forms might be—or why they might not prove viable. This collection is an attempt to address this lacuna and to establish whether peer-based alternatives to leader–follower hierarchies can work—the first part of the collection; or why they might or might not—the second part; or why they won’t work—the third part. A final chapter considers looking beyond all these debates.

The dream of workers prospering without bosses has long intrigued academics, practitioners, and politicians, particularly on the political left. Anarchists have always believed that it’s not just the state but all forms of authority that are coercive and pernicious, and that a libertarian alterna- tive would free workers and create a fundamentally better form of society. Although we can trace the origins of such leaderless forms of existence back to both ancient Chinese and Greek philosophers, they are more usually related to the works of William Godwin, Max Stirner, Proudhon, Bakunin, Kropotkin, Makhno, and the like. In terms of practice, their presence is less obvious, but they were important influencers on the 1871 Paris Commune, the mutiny at Kronstadt in 1921, and of course, in the Spanish Civil War (1936–1939). But our understanding of how we could organize work without managers is rather less colored by such events and often colored by other forms of romantic nostalgia.

So, while the theoretical attempt to distance organizational forms from the moral and ethical dilemmas of conventional hierarchies have continued over time, there are few substantive and scholarly accounts of what these forms might be—or why they might not prove viable. This collection is an attempt to address this lacuna and to establish whether peer-based alternatives to leader–follower hierarchies can work—the first part of the collection; or why they might or might not—the second part; or why they won’t work—the third part. A final chapter considers looking beyond all these debates.

Leadership education has become a billion-dollar business and is a popular field among researchers and students in universities. Multiple debates about what leadership is and how to perform it flourish. In a recent debate book, Anders Örtenblad (2018) has collected contributions that debate whether leadership should be a profession. Jørgensen and Svane (2018) argue that the answer is no to this question from the premises that leadership education would then be defined by the powerful and because it would entail an instrumentalization and standardization of leadership. Hertel and Fast (2018) suggest that leadership is connected to a certain way of being in a context. Therefore, they argue, that it is impossible to define universal principles of leadership. These arguments against turning leadership into a profession are grounded in the idea that leadership is a situated, relational and collective practice rather than a personal and a technical practice. Turning leadership into a profession implies the assumption that leadership emerges from the actions of superior individuals. These debates connect to our position regarding the central theme of the book, which is that we are for leaderless management. Using Hannah Arendt’s (1998) distinction between action and work, we develop a position within leaderless management, which we call leaderless leadership. This position is founded upon action and involves specifying the critical dimension of democratic participation in decisions that concern the whole organization. Arendt argues that action is where people become political among other people. It presumes the perception of a common space among them. Action is thus where people assume responsibility for a world they have in common with others (Arendt 1998, pp. 50–55). Action is etymologically associated with leading and is not only a natural part of the human condition, but also an obligation because it implies taking responsibility for the complex matters of the world.

Humanity is faced with another revolution now: “Industry 4.0”. In addition to economic elements, other dimensions of societal structures are also fundamentally reorganized by this novel revolution. As a natural consequence of this development, digital transformation became a substantial issue for business organizations, the crucial players of the economy in society. Several studies have investigated the antecedents, processes, and consequences associated with digitalization in organizations. However, the overwhelming majority of these studies discussed the issue from the perspective of white-collar employees, who are the decision-makers or decision developers. Thus, it could be suggested that there is a significant gap in digitalization literature about the views of blue-collar employees, who are bound by the consequences of the decisions by the white collars. Therefore, the current study aims to emphasize the “non-tackled” conditions of blue-collar workers during organizational digital transformation. Furthermore, only a few studies solidified (or warranted) their claims with a theoretical approach. Thus, the present study also aims to discuss whether the textures of Scandinavian Institutionalism and digital transformation are consistent to test Scandinavian Institutionalism as an alternative theoretical foundation for future studies that will search for an adequate theory to understand this phenomenon better. Finally, the current study also aims to recommend certain research avenues to combine the digital transformation of blue-collar employees and Scandinavian Institutionalism.

Jägersro is a horse racing track situated in Malmö, Sweden. A public body funded this organization to start its Machine Learning (ML) journey. Jägersro wants to use this opportunity to initiate its journey towards a digitally transformed organization. During its ML journey, the institution will face different barriers. This study aims to analyze the start of the organization’s journey. A sociomaterial perspective is applied during the analysis to generalize the findings. A project like this is an ideal start for a digital transformation as ML is a well-defined area. Results indicate a strong need for making implementation efforts visible and material to spark further development of a DT.

Developments within digital technology are redefining how spectators will experience sport in the future. Combined with current crises, it creates new demands on how sports arenas can generate visitors to their events. An alternative can be virtual arenas. Therefore, this study aimed to understand the visitor’s expectations of a virtual arena and identify key factors that affected potential spectators’ intentions to visit a virtual arena. This qualitative study collected empirical data through focus groups. The Unified Theory of Acceptance and Use of Technology 2 (UTAUT 2) was used as a theoretical foundation for the analysis. This study results in an enhanced hypothetical model arguing for additional elements affecting a spectator’s intention to visit a virtual arena. Our research contributes to helping shape future research on and practical implementation of virtual arenas.

Detta kapitel beskriver två besläktade nyinstitutionella inriktningar: den normativa nyinstitutionalismen (March & Olsen 1984) och den globala nyinstitutionalismen (Meyer m.fl. 1997). Båda är varianter av sociologisk nyinstitutionalism och utgår från att individer och organisationer formas (socialiseras) av sin omgivning: individer av den organisation de arbetar inom, och organisationer av andra organisationer, som de jämför sig med.

Background: The aim of the present study is to explore whether (experienced and witnessed) workplace incivility is a risk factor for (experienced and witnessed) workplace bullying. An additional aim is to explore whether experienced workplace incivility is associated with psychological well-being above and beyond the influence of (experienced and witnessed) workplace bullying on well-being.

Methods: A survey was distributed via e-mail to a panel of Swedish engineers. The survey was administered at three time points over one year. In total, N = 1005 engineers responded to the survey. Of these, N = 341 responded to more than one survey, providing longitudinal data. N = 111 responded to all three surveys.

Results: The results showed that the likelihood of being targeted by workplace bullying was higher for those who had previously experienced incivility, even when taking previous bullying exposure into account. There was also partial support for a higher likelihood of witnessing bullying at a later time point for those that had previously witnessed incivility. Additionally, the results showed that experienced workplace incivility was negatively related to psychological well-being over time, even when controlling for previous levels of experienced and witnessed workplace bullying and well-being. However, this result was only found over one of the two time lags.

Conclusion: The findings of the present study suggests that workplace incivility can be a risk factor for future bullying. In addition, the findings suggest that experienced workplace incivility exerts a unique negative effect on psychological well-being, even when accounting for exposure to workplace bullying. 

Digital Transformation is a ubiquitous process envisioned to enhance operations, business models, and customer contact. Practically, barriers stand in the way of these enhancements. In a Master’s course on Business Informatics, a research-based learning design was used to research these barriers. Furthermore, the research-based learning design was expected to generate a positive student engagement, as the course had to be adopted to Covid-19 teaching policies. Results of the data generated throughout the course show a high explanation power of the applied barrier model as the adjusted R² is 0,648. In the evaluation of the course design, students perceive the effects of the research-based design on their understanding and their critical thinking as excellent.

Background and Aims

Workplace bullying is a severe global problem that affect individuals, organizations and society (e.g. Salin & Notelears, 2020). Studies have indicated that workplace bullying is more prevalent in health care than in other sectors. According to a recent systematic review of bullying among health care employees, up to one in four health care professionals are exposed to bullying regularly (Lever et al., 2018).

There has been a growing interest in the area of bystanders of workplace bullying (Coyne et al. 2017), but the role of the bystander, and research focusing on understanding the rationale for bystander behavior, remains an important area of investigation (Thompson et al., 2020). Specifically, additional research is needed in order to achieve a deeper understanding of the connection between the organizational context and bystanders’ behavior. Consequently, the aim of this study is to investigate how different organizational factors relate to bystanders’ behavior in a bullying situation.

In order to analyze the organizational context in relation to workplace bullying and bystanders’ behavior, the Job Demands-Resources theory (JD-R; Bakker & Demerouti, 2017), and the theory of Psychosocial Safety Climate (PSC; Dollard & Bakker, 2010) form the theoretical framework for the study.

Design/Methodology

The present study is a quantitative survey study conducted in the health care sector, with physicians, nurses and assistant nurses as participants. Longitudinal data have been collected through questionnaires at two occasions, about six months apart (N = 1144 responded at both t1 and t2). Demographic questions, as well as scales from the Copenhagen Psychosocial Questionnaire (COPSOQ II; Pejtersen et al., 2010), and measures of bystander behavior in response to witnessed bullying (Salmivalli et al., 1996; 2011), were included in the survey at both time points. Longitudinal structural equation modelling was conducted to investigate associations between psychosocial factors and bystander behavior over time.

Results

Results indicated that PSC was positively associated with bystanders’ reports of defending the victim. Social support from coworkers, social community at work and perceived illegitimate tasks predicted constructive, passive, and destructive bystander behaviors in expected directions. Conversely, influence, as well as quantitative and emotional demands were counterintuitively related to bystander behaviors over time.

Practical Implications

It is predicted that the health care sector will have a substantial need for staff in the future, while many of the current employees, especially nurses, leave their occupation. Providing a good work environment will be one of the key issues in order to attract, recruit and retain staff in the future. The study generates knowledge that creates opportunities for managers and organizations to work preventively, and increases their ability to understand and handle different types of bullying situations from both the victim’s and witnesses’ perspective.

Originality/Value

This study adds knowledge to the area of bystander behavior in the health care sector, by relating bystander behavior to the organizational context.

Rapporter, utredningar och forskning vittnar om förekomsten av diskriminering, trakasserier och hatbrott, marginalisering och stereotypisering i det svenska arbetslivet. Med några få undantag finns det dock förvånansvärt lite forskning om erfarenheter av intersektionella, subtila och vardagliga förtryckande maktutövningar i utbildningsinstitutioner och på arbetsplatser, hur dessa exkluderande maktutövningar påverkar de utsatta och hur de uttrycker sitt motstånd för att förändra sin arbetssituation. I en tid när Sverige har lärarbrist och skolor behöver minska risker för att verksamma lärare byter yrkesbanan är det viktigt att synliggöra personliga erfarenheter av subtilt förtryck i dagligt arbete (t.ex. i möten med vårdnadshavare, kollegor eller elever) liksom strategier för motstånd. Med ökade kunskap blir det möjligt att förbättra förutsättningarna för utveckling av inkluderande arbetsmiljöer och preventionsarbete.

Att den svenska forskningen om vuxna individers subjektiva reflektioner över erfarenheter av maktutövning som på olika sätt skapar exkludering och marginalisering på arbetsplatser är begränsad kan troligen förklara varför det teoretiska och analytiska redskapet mikroaggression inte används mer i Sverige, trots perspektivets ökade internationella genomslag. Eftersom studier av individers erfarenheter av mikroaggressioner och liknande maktutövningar ofta har undersökt en maktordning i taget är detta kapitels syfte att introducera hur teorier om mikroaggressioner och intersektionalitet kan berika varandra för att möjliggöra analyser av erfarenheter av subtila exkluderande maktutövningar i svenska utbildningsinstitutioner (högskola, vuxenutbildning, och grundskola), och för att visa på individernas motstånd. Genom att synliggöra de intervjuade utbildarnas (ett samlingsbegrepp för grundskolelärare, lärare inom vuxenutbildning och universitet och utbildningsutvecklare) erfarenheter av motstånd öppnar studien för en diskussion om möjliga vägar till mer inkluderande arbetsplatser. 

Digital Transformation is one of the megatrends to re-shape industries, non-profit sectors, higher education, and even societies. Digital technologies merge with physical production processes provoking changes in value creation processes. These changes may lead to positive effects such as more effectiveness, revised business models, and closer customer contact. However, there are also negative effects hindering the digital transformation journey. As many firms still struggle, it is essential to understand the barriers which slow down or even stop a digital transformation. Based on qualitative data from 525 respondents working in different sectors, we reevaluate and extend an existing model by using a triangulation approach. The result is a holistic socio-technical model of the barriers to digital transformation consisting of seven distinct dimensions. The model can serve as input for future research instruments. Firms can use it to reflect barriers in their digital transformation.

Higher education institutions (HEIs) are facing significant progress in their digitalization. Covid-19 is an external affordance in which digitalization helps to secure social distance. Internal affordances are requirements to enhance the students’ learning experience. We analyze students’ attitudes toward the digitalization of their HEI based on empirical data from two groups of students within the same study program during the pandemic. Before the pandemic, the first group started on-campus and was forced into online teaching. The second group started online. Our results show that students, to a high degree, perceive harm in their learning success. At the same time, they have trust in the HEI’s data handling. Generally, the group, which started online, shows a slightly higher negative perception. The differences between the two groups show a low to medium degree. Our work contributes to clarifying the impact of having to start studies online, which seems to be minor.

Inledning

Internationell forskning har under de senaste åren visat att ohövliga beteenden i arbetslivet är en tydlig källa till stress, knutet till negativa konsekvenser för både individer och organisationer (Schilpzand m fl., 2016). Ohövliga beteenden kan beskrivas som både avsiktliga och oavsiktliga lågintensiva negativa beteenden som bryter mot normer för respekt på arbetsplatsen (Andersson & Pearson, 1999), t ex nedlåtande kommentarer, att inte bli lyssnad till, eller ett nonchalant eller avfärdande bemötande från kollegor (Cortina m fl., 2013). Ohövlighet skiljer sig från grövre typer av kränkningar, som arbetsplatsmobbning, genom att det har en lägre intensitet, och att intentionen bakom beteendet är mer tvetydig (Leiter m fl., 2015).

Forskning har även visat att ohövliga beteenden är vanligt förekommande på den svenska arbetsmarknaden (Torkelson m fl., 2016). En svensk avhandling visade nyligen att vittnen till ohövliga beteenden har en ökad tendens att själv utöva ohövliga beteenden mot andra, och att ohövlighet kan knytas till arbetsplatsens kultur (Holm, 2021). Trots att ohövliga beteenden är vanligt förekommande och riskerar att spridas, har relativt få systematiska insatser utvecklats för att förebygga och motverka ohövliga beteenden i arbetslivet. Ett undantag är den amerikanska interventionsmodellen Civility, Respect and Engagement in the Workplace (CREW), som utvecklats specifikt för att främja hövlighet och respekt i bemötandet mellan kollegor inom den amerikanska sjukvården (Osatuke m fl., 2009; 2013). CREW har utvärderats i par studier, där insatsen visat på effekter som en ökad nivå av hövliga beteenden över tid, mindre ohövlighet, ökad tillit till ledningen, ökad arbetstillfredsställelse och mindre frånvaro (Osatuke m fl., 2009; Leiter m fl., 2011). Förändringen av rapporterad hövlighet visade även på en trend som fortsatte att utvecklas i positiv riktning ett år efter insatsen avslutats (Leiter m fl., 2012).

Det saknas däremot fortfarande kunskap om vilka faktorer (organisatoriskt och socialt) som leder till en positiv förändring, och hur effektiv insatsen är utanför sjukvården, såväl som i andra nationella kontexter. Det finns därför ett behov av att vidareutveckla interventionen, pröva den på den svenska arbetsmarknaden, och identifiera vilka faktorer som får metoden att fungera. Med bakgrund av detta pågår ett forskningsprojekt som syftar till att utveckla och implementera en hövlighetsinsats i ett antal olika organisationer, som präglas av olika förutsättningar, styrning, målbilder, och arbetsformer. Detta för att möjliggöra en utvärdering av insatsens gångbarhet i olika organisatoriska kontexter.

Syfte

Projektet har två huvudsakliga syften. Det första syftet är att utveckla och implementera en hövlighetsintervention, och undersöka om förändringen av beteenden och arbetsrelaterad hälsa påverkar, eller påverkas av, den organisatoriska och sociala arbetsmiljön. Projektet syftar även till att, utifrån interventionens resultat, sammanställa ett metodstöd med konkreta riktlinjer för hur organisationer kan arbeta preventivt mot kränkande särbehandling och ohälsa.

Metod

Insatsen kommer att genomföras som en workshopserie med arbetsgrupper under sex månaders tid, och jämföras med kontrollgrupper i samma verksamheter. Projektet tillämpar en väntliste-kontroll-design, vilket innebär att personer som ingår i kontrollgruppen också erbjuds möjlighet att delta i insatsen när insatsgruppen slutfört sin workshopserie. 

Insatsen består av diskussionsmoment under månadsvisa träffar med fokus på kommunikation och socialt klimat på arbetsplatsen. Insatsen tar utgångspunkt i individernas egna erfarenheter, där de är aktiva agenter i processen. Arbetsgrupperna bidrar därmed genom att identifiera vad de ser som hövligt, och sätter själva mål för hövlighet som utgår från gruppens delade upplevelser av vad hövlighet är (Osatuke m fl., 2009). 

Totalt planeras insatsen att genomföras i fem organisationer. Det rör sig om två större förvaltningar i Malmö stad som bedriver människobehandlande arbete, såväl som förskoleverksamheter, en organisation med kulturarbetare, och ett privat företag med tekniskt orienterat arbete. För att utvärdera insatsen genomförs enkäter före, direkt efter, och sex månader efter insatsen. Uppföljande intervjuer kommer även att genomföras med medverkande i insatsen. 

Resultat

Under våren 2022 genomförs en pilotstudie för att pröva ut det frågeformulär som planeras att användas i projektet. Pilotdata kommer att samlas in från ett bekvämlighetsurval av yrkesverksamma individer. Resultat kring frågeformulärets psykometriska egenskaper, såväl som samband mellan hövlighet/ohövlighet, normer kring hövlighet, och social arbetsmiljö kommer att presenteras. Initiala resultat från pilotstudien kring samband mellan hövlighet, ohövlighet, normer och den sociala arbetsmiljön förväntas generera viktig kunskap om vilka potentiella effekter insatsen kan komma att resultera i.

Finansiering

Projektet finansieras av AFA försäkring (dnr 210121).

Som ett av fem hypoteslabb i projektet ”Den (ut)forskande staden” kartlade projektet Datalabbet förutsättningarna för att samköra stora datamängder invånardata från Helsingborgs stads olika förvaltningar och bolag under åren 2020–2022. Labbet har utgått från hypotesen att genom avancerad analys av samkörda data, bland annat med hjälp av artificiell intelligens, kan kommunen bättre förstå invånarnas varierande och komplexa behov och ta fram värdeskapande offentliga tjänster som bättre kan tillgodose dessa behov och öka invånarnas livskvalitet.

Undersökningsmässigt har Datalabbet bestått av två delar: en del som undersökt förutsättningarna för delning av data från ett juridiskt perspektiv och en del som undersökt det utifrån ett användarperspektiv, som presenteras i det här kapitlet. Kapitlet bygger på resultat från en enkätstudie riktad till invånarna i Helsingborgs stad och deras inställning till kommunens hantering av invånardata och användning av datadriven teknologi. Inledningsvis beskrivs Datalabbets övergripande syfte och utmaningen med samkörning av invånardata. Därefter presenteras labbets upplägg och arbetsprocess med tyngdpunkt på användarperspektivet och enkätstudien. I efterföljande avsnitt presenteras resultat och analys av enkätundersökningen. Kapitlet avslutas med en sammanfattning inklusive rekommendationer till kommunen.

It has been highlighted how design engagement with the public sector risks being either irrelevant or instrumental to technocratic agendas due to a lack of understanding of the public sector’s nature. Based on the idea of public sector innovation as a matter of learning and adaptation for continuous improvement, this article looks at how participatory design approaches can be used to drive co-learning processes within the public sector, namely, collaborative learning processes about institutional aspects. It reflects on the authors’ engagement within a Swedish public organisation that relied on traditional design processes and co-learning processes. By analysing these processes, the article highlights how design as problem framing, by supporting collaborative reflexivity, can be a fruitful way to engage with institutional aspect.

The aim of this study was to compare perceptions of learning from the COVID-19 pandemic and beliefs in subsequent changes for the future, among care home and home care staff, in four European countries. A 29-item on-line questionnaire was designed in English and later translated into Swedish, Italian, and German on the impact of the pandemic on stress and anxiety. Anonymous data from care staff respondents was collected in four countries between 07.10.2020 and the 17.12.2020: Sweden (n = 212), Italy (n = 103), Germany (n = 120), and the United Kingdom (n = 167). While care staff in all countries reported learning in multiple areas of care practice, Italy reported the highest levels of learning and the most agreement that changes will occur in the future due to the pandemic. Conversely, care staff in Germany reported low levels of learning and reported the least agreement for change in the future. While the pandemic has strained care home and home care staff practices, our study indicates that much learning of new skills and knowledge has taken place within the workforce. Our study has demonstrated the potential of cross-border collaborations and experiences for enhancing knowledge acquisition in relation to societal challenges and needs. The results could be built upon to improve future health care and care service practices.

The German engineering sector is one of the most prominent industries in Germany in terms of revenues, the number of employees, and reputation for the “Made in Germany” brand. In this industry, digital transformation (DT) has become a significant trend. DT is more than optimizing internal processes by digital means. It entails the offer of digital services and products and the enhancement of customer experience. Complex barriers need to be overcome to drive this transformation forward. Therefore, our study analysis the organizational barriers to DT within the German engineering industry. We follow a quantitative approach to gain insight on organizational barriers by a comparison of digitalized and less digitalized enterprises and their DTs. Our research demonstrates that digitalized enterprises perceive lower degrees of certain barriers in leadership, culture, employees, and skills, which are essential parts in a socio-technical view. However, there are still barriers that digitalized enterprises are struggling with.

In Sweden, austerity politics and market reforms have resulted in a renegotiation of working conditions negatively impacting female-dominated public sector- and welfare state workers. A growing body of research locates the harshening conditions of nurses in a context of colliding logics between professions and professional authority, the specificities of interpersonal work, and public sector restructuring. Feminist scholars also tend to focus on the special character of care work in explaining nurses’ growing discontent under austerity. This article starts out from the position that the characteristics of care work are central in understanding care workers’ experiences, but the analysis also shows a more general conflict between labor and capital play out in care work. Based on a qualitative analysis interviews with 50 nurses, the article shows that this contradiction is expressed through conflicts over time, management and resources.

The ongoing process of digitalization and development of self-adaptive systems in manufacturing is announced as Industry 4.0. It hauls a fundamental change not only in production processes as the whole value chain of an enterprise is affected. Many practical approaches can be found which deal with the engineering aspects of Industry 4.0 technologies. A deeper discussion about the enterprise-wide use, integration and application is still missing. This paper examines the impact of the digital transformation on value chain processes. On the basis of a case study in cooperation with a German engineering company, we develop an overview of the actual integration state of Industry 4.0 into the value chain. Using the model of the value chain from Porter, we will show these impacts.