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The purpose of this paper is to describe the collective exploration, process and knowledge production made in a learning study about solution chemistry.

Secondary school teachers conducted a learning study with variation theory as a guiding principle, supervised by a researcher. The relationship between teaching and learning was analyzed and evaluated in a learning study cycle of three lessons.

Critical aspects when teaching solution chemistry were identified, as well as enacted patterns of variation that significantly improved students’ learning. Examples of critical aspects were the particulate character of matter, especially the feature of “empty space” between particles, the connection between macroscopic phenomenon and sub‐microscopic explanations and the difference between answers with everyday language and scientific language.

The paper suggests that teachers in a learning study can produce new knowledge as well as use earlier research results when creating teaching activities that can improve their own practical work and students’ learning.

The study represents an example of research with the aim to improve teachers’ practice by generating knowledge in connection with teachers’ professional tasks.

This study aims to describe and evaluate the impact of a participatory age-management intervention on the knowledge, awareness and engagement of line managers and their HR partners from six health-care organizations in Sweden.

The learning workshops consisted of lectures, discussions, feedback and exchange of experiences with colleagues and invited experts. A total of 19 participants were interviewed six months after the final workshop, and qualitative thematic analysis was used to analyze the transcribed interviews.

The intervention design produced promising results in improving line managers’ and HR partners’ knowledge and increasing awareness and engagement. On some occasions, the participants also initiated changes in organizational policies and practices. However, the intervention primarily became a personal learning experience as participants lacked resources and mandates to initiate change in their daily work. To stimulate engagement and change at the organizational level, the authors believe that an intervention must receive support from higher managers, be anchored at the workplace and be aligned with the organization’s goals; moreover, participants must be provided with sufficient resources and mandates to coordinate the implementation of age-management strategies.

Prolonged working life policies and skill shortages are affecting organizations and societies, and for many employers, there are strong reasons for developing strategies to attract, recruit and retain older workers.

This study offers lessons and guidance for future workplace interventions to attract, recruit and retain older workers.

Less than eight years remain to achieve the Sustainable Development Goals (SDGs). Numerous authors underlined the importance of language in achieving the SDGs; however, its role in the process remains overlooked. This paper aims to investigate the sustainability understanding among Tanzanian students and graduates, their translation approaches and the awareness of people living outside of universities regarding sustainability and the SDGs. The importance of including language in implementing the SDGs is highlighted, and further research regarding local languages to enhance sustainability awareness is suggested.

This study builds upon an extensive review of the current language of instruction conundrum present in many African countries and embeds the SDGs in this complex situation. Using a Tanzanian University as a case study, a questionnaire was administered to Tanzanian students and graduates, and follow-up interviews were conducted.

Findings suggest that Tanzanian higher education students and graduates are knowledgeable about both sustainability and the SDGs, with most of them integrating at least one goal into their respective research. However, in the interviews conducted, interviewees stated that in their experience, only a minority of people outside of universities are aware of both concepts. The findings indicate that the aim of target 4.7 and, ultimately, the pledge to leave no one behind remain void when African languages continue to be neglected.

A case study is characterized by a lack of generalizability. Findings from this study should, therefore, be transferred cautiously to other African countries and universities. Furthermore, university students and graduates represent highly educated participants, which does not allow deductions to other parts of society.

The authors are not aware of other studies investigating the views of Tanzanian students and graduates regarding sustainability and language and how they handle emerging translation challenges in their research. Furthermore, to the best of the authors’ knowledge, this research is the first to highlight the importance of language in achieving target 4.7 of the SDGs and, ultimately, the pledge to leave no one behind. It, therefore, represents a valuable contribution to the scientific body of knowledge regarding education for sustainable development and language.

The circumstances for the emergence of new ideas in organizational theory have previously been explored from several viewpoints. Researchers trace the origins of new ideas to previous literature or compare ideas across continents and countries. The author takes another point of departure. Following Merton (1957, 1963), she focuses on “multiple discoveries” in science, studying the independent, simultaneous (re-)discovery of certain aspects of institutional theory in organizational theory. Specifically, she follows the circumstances under which two pairs of researchers proffered similar explanations for the phenomena they encountered (Jönsson & Lundin, 1977; Meyer & Rowan, 1977). Without ever having met, they suggested an analogous way of understanding the concept of organizing, though their research used different frames of reference and field material and was published in different outlets. The author’s analysis of the circumstances surrounding the two papers led her to explore elements in the emergence of new ideas: the Zeitgeist – the spirit of the times – international networks, and collegial work. When these factors are in play, physical meetings do not seem to be required, but scholars must be involved in networks in which their colleagues provide judgment and advice.

I historically compare changes in institutional frameworks creating academic positions linked to temporary employment by analyzing university employment statistics in Chile, Colombia, Germany, and the USA. I find that temporary academic positions were institutionalized through the creation of previously inexistent academic categories called a contrata in Chile, de cátedra in Colombia, “junior professor” without tenure in Germany and “postdoc” in the USA; used in higher education and employment laws since 1989, 1992, 2002, and 1974, respectively. Under institutional frameworks demanding the maximization of students and research, universities have increasingly contracted academics through temporary contracts under rationales that differ between regions. In Colombia and Chile, public university leaders and owners of private universities contract such teaching positions to expand student numbers through lowering costs. In Germany and the USA, employment insecurity is mostly driven by temporary scientific positions under a main rationale of scientific expansion. The share of temporary positions has increased exponentially in Colombia and Germany in recent decades, whereas in the USA there has only been an increase since 2012. Moreover, in Chile, the share of permanent positions has decreased since 2012. The common trend is one of isomorphism of vertical academic structures sharing a pyramidal form, with a wide base of academics working under conditions of contractual insecurity. Such trends follow a rationale for maximization of student numbers as well as administration, and scientific production that is in tension with prioritizing wellbeing and improvement of academics’ working conditions. Yet, in these environments, the institution of tenure in the USA and recent Chilean regulations on accreditation represent mechanisms counteracting precarious employment.

The purpose of this paper is to explore what characterizes cyberbullying when it is performed in digital space and in an increasingly boundary blurred working life context.

Cyberbullying is explored through the lens of Erving Goffman’s theories on everyday life interaction and social media scholars understanding of social life on the internet today. The empirical material for the study is grounded in eight in-depth interviews with individuals who have been subjected to cyberbullying behavior in their professional life. The interview data were analyzed by means of thematic analysis.

Three key themes were identified: spatial interconnectedness, colliding identities and the role of the audience. The empirical data indicate that in order to understand cyberbullying in working life, it is necessary to consider the specific context that emerges with social network sites and blogs. Moreover, this study shows how social network sites tend to blur boundaries between the private and the professional for the targeted individual.

Cyberbullying in working life is a relatively under-researched area. Most existing research on cyberbullying follows the tradition of face-to-face bullying by addressing the phenomenon with quantitative methods. Given the limited potential of this approach to uncover new and unique features, this study makes an important contribution by exploring cyberbullying with a qualitative approach that provides in-depth understanding of the new situations that emerge when bullying is performed online.

The purpose of this paper is to explore how capability gaps can be identified and how they can be dealt with in aircraft technology transfers in future offset deals.

The study is based on lessons learned as identified from three case studies of technology transfers from Saab, a Swedish aircraft manufacturing company to South Africa, the Czech Republic, and India.

The capability gap between sender and receiver has to be dealt with on two levels: on an organizational level; and on an individual level. It is proposed that the disseminative capacity constitutes the ability to assess the capability gap between the sender and receiver, and to convert this assessment to adaptations of the product and production process to include in an industrialization process. On the individual level, the capability-raising activities were connected to employees’ knowledge, personal development plans for the transfer of explicit knowledge, as well as on-the-job training to facilitate the exchange of tacit knowledge.

The research is based on case studies from one company. Therefore, it is necessary to confirm the proposed propositions through new case studies in other contexts as well as through survey-based research.

The paper focusses on the context of offset and reports on actual experiences from a capability perspective of technology transfers within the aircraft manufacturing area. It proposes a structured way of identifying and bridging the capability gap within such transfers.

The aim of this paper is to investigate the development of the quality movement in Sweden since the mid-20th century. The authors are convinced that a summary of the Swedish quality journey so far will offer important lessons for further quality improvements in Sweden and elsewhere.

The authors study how the quality movement has been included in the industrial agenda and how it has been adopted in student curricula and in research. The authors have a focus on how business leaders have learnt, adopted, adapted and innovated with respect to quality development. often in collaboration with academia.

Although the quality movement has fit well with the Swedish culture and that successful corporate leaders have successfully used the specific cultural characteristics there is still a lot to be learnt with respect to the public sector, where the ideas from the quality movement have problem to overcome institutional barriers.

The study is limited to the Swedish context.

There is a serious need to revitalize the public sector by getting leaders and politicians to understand the need for systematic quality improvement.

If future Swedish achievements with respect to healthcare and other social welfare elements are to once again become world-class, the public sector needs to be open-minded and collaborate with the industrial sector and academia to find cost-effective strategies for making quality improvements. However, the private sector must also be alert not to be overtaken by some highly active Asian countries.

Swedish large companies have been very successful in applying quality leadership – however, in the public sector, this has not been the case. Suggestions for improvement are made.

The purpose of this paper is to analyse the influence of regulations, perceptions, and promotions on the emergence of an innovation system for wood‐framed multi‐storey buildings in Germany, Sweden and the United Kingdom (UK).

This descriptive paper made a qualitative analysis of information collected mainly from secondary sources such as reports, newspapers, journal publications, conference proceedings and general internet search.

Results showed that the conditions for market growth of multi‐storey construction seemed to be the most favourable in Sweden followed by the UK and Germany. The regulations are stringent in Germany, followed by the UK and Sweden. In all countries, the construction professionals seemed to have negative perceptions regarding engineering properties of wood. Similar negative perceptions exist among the general public in Germany and the UK, but not in Sweden. The wood construction promotional activities in Germany and the UK are directed to all types of houses, while in Sweden multi‐storey buildings are targeted.

An important implication of this paper was that it highlighted the usefulness of cross‐country surveys at the European level, in order to better understand observed differences in the adoption of innovative systems. However, there might be shortcomings in the comparability of the information across the countries analysed because it was difficult to make an objective assessment of the claims made in some of the information sources. Also, there was varying and limited information about the survey methodologies used in some of the reviewed studies.

The study showed that market intervention is needed to promote radical or really new innovations such as wood construction. The variations in the promotional measures undertaken partly explained the variations in growth of wood construction system in the three countries.

The paper applied a theoretical framework on technology transition to analyse emergence of wood construction system in Germany, Sweden and the UK. The framework can be applied to analyse the development of wood construction system in other countries also.

In recent years, theory and research have been increasingly devoted to understanding organizational behavior in cross-cultural and global contexts, with particular attention being paid to the appropriateness of various human resources management (HRM) practices because practices that may be effective within one cultural context may not be effective in other cultural contexts. This chapter argues that a multi-level perspective is needed to explain the interplay between HRM practices and employee responses across cultural contexts. Specifically, the multi-level framework developed in this chapter elucidates the importance of fit between HRM practices, individual values, organizational values, and societal values. Societal values play a key role in the adoption of HRM practices, and the effectiveness of these HRM practices will depend largely on “fit” or alignment with the values of the societal culture in which the organization is operating. HRM practices also shape the collective responses of employees through organizational climate at the organizational level and through psychological climate at the individual level. For positive employee attitudes and responses to emerge, the climate created by the HRM practices must be aligned with societal and individual values. Building on these notions, the strength of the societal culture in which the organization is operating serves as a mechanism that links relationships between climate, value fit, and attitudes across levels of analysis. The chapter concludes with some recommendations for future research and implications for practice.