... management Organisational Change Organisational innovation Reward Today, it seems natural to ask what a company’s true assets are. The answer is certainly not money, even though it is often placed first, forgetting that an organisation would not exist without people (Korten, 1984 ; Schneider...

... 08 2026 06 08 2026 07 08 2026 © 2026 Emerald Publishing Limited 2026 Emerald Publishing Limited Licensed re-use rights only Field admissibility Organisational fields Institutional theory Diffusion Infrastructure Affordances Organisational change Strategy Power...

... Emerald Publishing Limited Licensed re-use rights only Person-environment fit ADKAR model Change readiness Talent management Emerging markets Ghana banking sector Adaptive talent Organisational change Organisational change and economic instability have intensified global concerns...

... tackles the three paradigms individually with a technology-centric focus, leaving managers without an integrated view of organisational change. This study fuses technological and organisational paradigm perspectives through an organisational-learning lens to explain how firms can orchestrate the shift...

... 2024 05 11 2024 14 11 2024 © 2024 Emerald Publishing Limited 2024 Emerald Publishing Limited Licensed re-use rights only Regenerative business models Change management Middle managers Sustainability Organisational change In 2017, Kate Raworth introduced her...

...Hidenori Sato; Kiyohiro Oki Purpose This study aims to investigate the consequences of middle managers’ sensegiving for organisational change in neglected workplaces, where middle managers are given insufficient resources because of receiving low attention from top management. Design...

... study. The study also contributes to research on the antecedents of change-oriented OCBs, and defines new measures of intentions to perform in specific working activities. Organisational citizenship behaviours Organisational change Self-regulatory focus The purpose of this paper...

... the current storyline and further validate the dominant ideology, are sought. Organisational change is always dynamic and involves the engagement of individuals with different histories and experiences of the organisation, and different ideologies coexisting within the organisation (Bolman and Deal, 2008...