... the impact of such crises can be predominantly negative, rapid adjustments during this time can also yield positive change that can support organizational response to crisis, if managed well. Using insights from organizational learning and organizational change theory, the aim of this study was to understand...

...Louise Fransson; Marie Lydell Purpose This study aims to describe the managers' experiences of promoting employees' health and work environment from a salutogenic perspective during an organizational change. Design/methodology/approach Ten managers going through an organizational change...

... that are associated with organizational change. The authors evaluated short- and long-term effects of an eight-week mindfulness-based intervention in a company setting, which was going through reorganization. Design/methodology/approach Forty managers (42.5% males), mean age 54.53 (SD 5.13), were randomized...

...Wafa Boulagouas; Rachid Chaib; Mebarek Djebabra Purpose Improvements to health and safety at work constantly involve organizational changes (OCs). However, the OC initiatives often fail at achieving their intended goals despite efforts to draw knowledge from various disciplines, such as sociology...

... research to conceptualise obesogenic environments (Swinburn et al., 1999). The framework suggests the factors contributing to the obesogenicity of certain environments can be classified into one of four different types: Workplace health Workplace wellness Organizational change Health...

...Anniken Fossland Grønstad Purpose The purpose of this paper is to review the literature on the relationship between organizational change and sickness absence and to map and describe the prevailing “trends” in the field. In particular, the paper focuses on the indirect links between change...

...Paola Spagnoli; Cristian Balducci Purpose Organizational change eliciting negative outcomes might play a role in the development of workplace bullying. The purpose of this paper is to examine the direct and the interaction effect of two particular negative outcomes of organizational change...

... effective in engaging employees over a long period of time, ideally 12+ months. Self‐report scales dominated evaluations (21 different scales; range 1‐7 per study) but this strategy is challenged by impacts of organizational change and staff turnover on response rates. Comparison with a non‐intervention...