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Limiting the use of antibiotics in food animals is a cornerstone of contemporary EU policy. Despite that marketing of antibiotics for growth promotion and nutrition has been banned since 2006, the use is still high and varied. This paper aims to investigate the forces behind the different usage patterns in Italy, with one of the EU’s most extensive use of antibiotics in animals, versus Sweden, with the union’s most restricted use, including how these usage patterns are related to EU and national policies.

The industrial network approach/the 4R resources interaction model is adopted to investigate the major forces behind the different antibiotic usage patterns. Furthermore, the study relies on the notion of three main characteristics related to the use of a resource activated in several user settings (Håkansson and Waluszewski, 2008, pp. 20–22). The paper investigates the Swedish and the Italian using settings, with a minimised, respectively, extensive usage of antibiotics. The study is exploratory in nature and based on qualitative data collected through a combination of primary and secondary sources.

The paper underlines the importance of integrating forces for policy to succeed in attempts to reduce the use of a particular resource. It reveals that Sweden’s radically reduced use was based on great awareness, close interactions between animal-based food producers and policy – and that integrating forces were supported by an era of state-protected food production, with promising ability to distribute the cost of change. The Italian characteristics hindering the integration of forces mounting for reduced use were restricted awareness, top-down business and policy interactions – and a great awareness about the difficulties of distributing the cost of change.

The study deals with the analysis of forces affecting the different usage of antibiotics within two EU settings. The investigation, based on the industrial network approach’s notion of connectivity of economic resources, that is, of exchange having a content and substance beyond discrete transactions, reveals how indirect related contextual forces, neglected by policy, have an important influence on the ability to achieve change, in this case of antibiotics usage patterns.

The construction industry has been investigating “where Henry Ford is in the industry system.” Given that listed construction enterprises are the backbone of the promotion of the high-quality development of the industry, their research and innovation are of considerable importance. This study aims to comprehensively assess the research and development (R&D) status quo and trends within various types of construction enterprises in order to identify effective strategies to enhance R&D efficiency in the construction industry.

Based on the data won from annual reports and the CSMAR database for the period 2016–2020, this study examines 104 listed construction enterprises in China. By applying both the data envelopment analysis (DEA) method and the Malmquist productivity index, this research compares and analyzes the static and dynamic differences in R&D efficiency across different types of construction enterprises.

Results suggest that the magnitude of change in the Malmquist decomposition index of 104 listed construction enterprises gradually narrowed, but the comprehensive technological level remained relatively low. Although state-owned enterprises had an advantage in scale efficiency, meaning they could maximize output with given inputs, their technological progress efficiency, also known as the degree of technological innovation, was significantly lower than that of private enterprises. As one finding, state-owned enterprises in comparison with private enterprises experience significant R&D inefficiency. It represents the main cause of their low degree of technological innovation and efficiency.

This study assesses the R&D efficiency of listed construction enterprises in China from the perspective of different market segments, state-owned and private enterprises and suggests approaches to improve strategies for various corporate types. Thus, the study’s new findings contribute to addressing the challenge of low R&D levels in the construction industry in the fields of engineering, construction and architectural management.

The purpose of this study is to develop a model of a starting situation for relationship initiation in turbulent business networks.

The study is designed as an extreme single case study that takes its point of departure in a company’s bankruptcy in the Swedish automotive industry.

This study illustrates how a new business relationship can start from a resource combination previously controlled by one actor (i.e. a single company) in a turbulent business network, thereby bringing nuances to the common understanding that new relationships start in stable business networks where resource combinations are developed between actors in established business relationships.

Previous studies have stated that the development of a mutual orientation between actors leads to the formation of a business relationship. The business relationship then leads to resource adaptations between the two companies. The developed model, however, illustrates that this pattern can be reversed in situations of turbulence. Hence, previously adapted resources might lead to the formations of a business relationship. Based on this observation, the authors argue that there are reasons to question if previous models of business relationship initiation and development in business networks are adequately equipped for analysis in turbulent business networks.

This paper aims to address third actor introductions to interaction episodes aiming at fast-forwarding the continuous development of business relationships of new firms.

The study is qualitative, collecting data from 30 interviews from 28 informants associated with creation of new ventures and business network development in the context of a novel type of third actor called venture builder. Venture builders are privately owned organizations devoted to new firm creation in a factory-like mode, collaborating with individual entrepreneurs.

The findings suggest that interaction episodes, central to the development of new relationships, may be triggered by introductions managed by third actors using different types of involvement depending on the location and focus of the potential relationship. A framework is presented including four types of introductions to interaction episodes, aiming at saving time by removing the perceived distance between new firms and their counterparts in the initiation of business relationships. The framework describes four types of introductions of interaction episodes: Managed, Advised, Facilitated and Monitored.

Triggers and introductions of interaction episodes for new firms has previously been sparsely addressed. This paper presents how third actor involvement, by the introductions of interaction episodes with internal and external counterparts is managed with an aim of fast-forwarding relationship development.

Organizational diversity training is designed to enhance employees' skills and competencies regarding diversity and its management. The question of its effectiveness, and the conditions under which it thrives, remains a matter of debate. Unlike previous studies that have predominantly focused on the perspective of training participants, this study shifts the lens to the viewpoints of diversity training providers in Germany – a country where the formal requirement for diversity management was implemented relatively recently. The primary objective is to ascertain the critical factors influencing training effectiveness from the providers' perspective.

This research draws upon case studies based on document analysis and qualitative interviews with diversity training providers across Germany.

The investigation reveals that the effectiveness of diversity training, as perceived by providers, hinges on several key factors: the organizational environment (including the widespread recognition of diversity issues and the presence of an organizational diversity framework), the attributes of diversity trainers (notably their personal familiarity with diversity) and the setting and design of the training (such as venue, duration and a blend of instructional approaches). A notable barrier to achieving effective training outcomes is the lack of supportive conditions within client companies, exemplified by limited training budgets, which impedes the accurate assessment of training effectiveness.

This study marks a novel contribution to the field by explicitly focusing on the perspective of diversity training providers in Germany. It provides new insights into the importance of the organizational context surrounding diversity education within the private sector.

The purpose of this paper is to examine curiosity as a distal predictor of knowledge sharing facilitated by informal learning. It also probes the boundary conditions imposed by ebullient supervision in the influence of curiosity on knowledge sharing.

The authors collected data through a two-wave survey of 349 knowledge workers in the IT sector and used structural equation modeling to analyze the data.

The results indicated a positive relationship between curiosity and knowledge sharing. In particular, informal learning was found to mediate the relationship between curiosity and knowledge sharing and ebullient supervision was identified as a significant condition that strengthens the effect of curiosity on informal learning.

Organizations can promote knowledge sharing by harnessing curiosity as an intrinsic motivator for employees to engage in informal learning. Moreover, the findings identified ebullient supervision as an extrinsic motivator within the work environment, suggesting its potential to enhance the impact of curiosity on knowledge sharing.

This paper broadens the limited literature on ebullient leadership by revealing how it strengthens the effects of curiosity and informal learning on knowledge sharing.

Taking the dialogic organizational development perspective, this study aims to investigate the framing processes when engaging in dialogue for strategy implementation and how these enable the evolution of implementation opportunities.

Through a qualitative exploratory study conducted in a large multinational, the authors analyse the dialogue and interactions among 25 dyads when identifying opportunities to contribute to strategy implementation. The data analysis relies on a process-coding approach and linkography, a valuable protocol analysis for identifying recursive interaction schemas in conversations.

The authors identify four main framing processes – shaping, unveiling, scattering and shifting – and provide a framework of how these processes affect individuals’ mental models through increasing the tangibility of opportunities or elevating them to new value hierarchies.

From a theoretical perspective, this study contributes to the strategy implementation and organizational development literature, providing a micro-perspective of how dialogue allows early knowledge structures to emerge and shape the development of opportunities for strategy implementation.

From a managerial perspective, the authors offer insights to trigger action and change in individuals to contribute to strategy when moving from formulation to implementation.

Rather than focusing on the structural control view of strategy implementation and the role of the top management team, this study considers strategy implementation as a practice and what it takes for organizational actors who do not take part in strategy formulation to enact and shape opportunities for strategy implementation through constructive dialogue.

Project-based temporary organizations, as an efficient organizational form for the execution of complex and innovative tasks, encounter challenges in fostering the effectiveness of inter-organizational cooperation within their temporary, uncertain, and dynamic nature. Although change-oriented organizational citizenship behaviors are recognized for promoting organizational relationships and performance in changing contexts, research in temporary organizational settings remains sparse. This study diverges from the majority concentrating on change-oriented behaviors on intra-organizational leader-employee relations and behaviors, aiming to propose a dynamic adaptive capacity of organizational leaders and explore how leadership capabilities and organizational climate shape their change-oriented organizational citizenship behaviors at inter-organizational level.

Developing a person-organization fit model tailored for complex and dynamic organizational settings, using survey data from 225 leaders with project cooperative experience and structural equation modeling for empirical analysis.

This study reveals the direct positive influences of organizational leaders’ dynamic adaptive capacity on their changed-oriented organizational citizenship behaviors. And, change self-efficacy, as a mediating psychological trait, enhances the positive relation between dynamic adaptive capacity and changed-oriented organizational citizenship behaviors. The findings also highlight person-organization interactions, where organizational justice, acting as a situational and moderating factor, has a positive yet disruptive effect on the relationship between dynamic adaptive capacity, change self-efficacy, and changed-oriented organizational citizenship behaviors.

This research enriches the mechanisms linking dynamic managerial capability in organizational leadership to citizenship behaviors at the micro-level, providing valuable insights for the management and development of temporary cross-organizational cooperation.

The purpose of this paper is to examine how working remotely relates to psychological distress and also how this relationship varies by gender, age and employment sector.

We examined 30 waves of longitudinal data (observations = 76,845 and respondents = 4,542) drawn from the Understanding America Study (UAS), a nationally representative panel collected during the period March 2020–October 2021, and analyzed the data using a negative binomial panel model.

The results show that both female and male workers who worked remotely during this time period experienced psychological distress. For workers aged 30–54 and those 55 years of age or above, and those who worked for nonprofit and private organizations, remote work was strongly related to psychological distress. Alternatively, remote work had no significant effect on psychological distress among younger and government workers.

The paper contributes to both research and practice related to flexible work arrangements by delving into the influence of remote work on a key employee well-being outcome, psychological distress, which has been understudied in research on human resource practices.