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Numrering	Referens	Omslagsbild	Hitta
1.	Adler, Niclas, et al. (författare) Bringing Business into Sociotechnical Theory and Practice 1998 Ingår i: Human Relations. - 0018-7267 .- 1741-282X. ; 51:3, s. 319-345 Tidskriftsartikel (refereegranskat)
2.	Ahl, Helene, 1958-, et al. (författare) Exploring the false promise of entrepreneurship through a postfeminist critique of the enterprise policy discourse in Sweden and the UK 2021 Ingår i: Human Relations. - : Sage Publications. - 0018-7267 .- 1741-282X. ; 74:1, s. 41-68 Tidskriftsartikel (refereegranskat)abstract Contemporary theories of neoliberalism and entrepreneurship are entwined; both hinge upon the use of agency within free markets to realize individual potential, enhance status and attain material rewards. Postfeminism, as a discrete but related discourse, suggests this context is conducive to encouraging women to draw upon their agency, skills and personal profile to enhance achievements and returns. We draw from these related, but discrete discourses, when critically analysing how postfeminist assumptions shape Swedish and UK government policies aimed at expanding women’s entrepreneurship. Despite differing historical antecedents regarding state engagement with equality and welfare regimes, we illustrate how postfeminist assumptions have infiltrated policy initiatives in both cases. This infiltration has, we suggest, suppressed criticisms that in a context of persistent structural discrimination, lack of welfare benefits and contrived aspirational role models, entrepreneurship constitutes a poor career choice for many women. Consequently, we challenge the value of contemporary policy initiatives encouraging more women to enter entrepreneurship.
3.	Alvesson, Mats, et al. (författare) Critical leadership studies: The case for critical performativity 2012 Ingår i: Human Relations. - : SAGE Publications. - 0018-7267 .- 1741-282X. ; 65:3, s. 367-390 Tidskriftsartikel (refereegranskat)abstract Existing accounts of leadership are underpinned by two dominant approaches: functionalist studies, which have tried to identify correlations between variables associated with leadership; and interpretive studies, which have tried to trace out the meaning-making process associated with leadership. Eschewing these approaches, we turn to an emerging strand of literature that develops a critical approach to leadership. This literature draws our attention to the dialectics of control and resistance and the ideological aspect of leadership. However, it largely posits a negative critique of leadership. We think this is legitimate and important, but extend this agenda. We posit a performative critique of leadership that emphasizes tactics of circumspect care, progressive pragmatism and searching for present potentialities. We use these tactics to sketch out a practice of deliberated leadership that involves collective reflection on when, what kind and if leadership is appropriate.
4.	Alvesson, Mats, et al. (författare) Decolonializing discourse: Critical reflections on organizational discourse analysis 2011 Ingår i: Human Relations. - : SAGE Publications. - 0018-7267 .- 1741-282X. ; 64:9, s. 1121-1146 Tidskriftsartikel (refereegranskat)abstract Organizational discourse has emerged as a large research field and references to discourse are numerous. As with all dominating approaches problematizations of assumptions are important. This article, partly a follow up of the authors' frequently cited 2000 Human Relations article, provides a critical and perhaps provocative overview of some of the more recent work and tendencies within the field. It is argued that discourse continues to be used in vague and all-embracing ways, where the constitutive effects of discourse are taken for granted rather than problematized and explored. The article identifies three particular problems prevalent in the current organizational discourse literature: reductionism, overpacking, and colonization and suggests three analytical strategies to overcome these problems: counter-balancing concepts - aiming to avoid seeing 'everything' as discourse - relativizing muscularity - being more open about discourse's constitutive effects - and disconnecting discourse and Discourse through much more disciplined use of discourse vocabulary.
5.	Alvesson, Mats (författare) Gender relations and identity: Masculinities and femininities at work in an advertising agency 1998 Ingår i: Human Relations. - : SAGE Publications. - 0018-7267 .- 1741-282X. ; 51:8, s. 969-1005 Tidskriftsartikel (refereegranskat)abstract The paper explores gender relations and gender identity, based upon an ethnography of a Swedish advertising agency. The organization is of special interest as it has a strong gender division of labor, where men hold all senior posts, at the same time as creative advertising work seems to have much more similarity with what gender studies describe as "femininity" rather than with forms of "masculinity." The paper discusses how gender is constructed in an organizational context. Emphasis on workplace sexuality is related to identity work of men in response to the highly ambiguous and contested context of advertising work. Tendencies toward the "femininization" of the work and client relationships put some strain on (gender) identity for men, triggering a structuring of gender relations and interaction at the workplace to restore feelings of masculinity. The paper problematizes ideas of masculinities and femininities and argues for a rethinking of their roles in nonbureaucratic organizations. Also assumptions about a close connection between domination of masculinity and of males are critically discussed.
6.	Alvesson, Mats (författare) ‘Is it worth doing this or is it better to commit suicide?’ : On ethical clearance at a university Ingår i: Human Relations. - 0018-7267. Tidskriftsartikel (refereegranskat)abstract The article examines the formal process of ‘ethical clearance’ for social science research at a large university and illuminates how it functions to undermine its stated purpose. We find that rather than promoting ethical standards, the bureaucratic process creates negative and cynical attitudes and game playing. For almost all participants, the entire procedure is counterproductive and experienced as absurd, creating a boomerang effect. The findings reveal how a specific rationalization effort leads to widespread experiences of irrationality, where detailed and strict organization merges with experiences of the bizarre. The article develops concepts capturing the experience and resulting organizational type: ‘orbizzarization’ and ‘absurdocracy’. These concepts enrich our understanding of toxic/irrational organizations, including Kafkaesque organizations.
7.	Alvesson, Mats (författare) Knowledge work : Ambiguity, image and identity 2001 Ingår i: Human Relations. - : SAGE Publications. - 0018-7267 .- 1741-282X. ; 54:7, s. 863-886 Tidskriftsartikel (refereegranskat)abstract This article takes a sceptical view of the functionalist understanding of the nature and significance of ‘knowledge’ in so-called knowledge- intensive companies. The article emphasizes the slipperiness of the concept of knowledge, the ambiguity of knowledge, its role in what is constructed as knowledge work and the evaluation of work outcomes. Given this ambiguity, the management of rhetoric, image and social processes appears crucial in organizations of this kind. Difficulties in demonstrating competence and performance - as well as the significance of producing the right impression - make work identity difficult to secure. However, this is a key element in doing knowledge work. Successful rhetoric, image production and orchestration of social interactions call for the regulation of employee identities.
8.	Alvesson, Mats, et al. (författare) Managers doing leadership: The extra-ordinarization of the mundane 2003 Ingår i: Human Relations. - : SAGE Publications. - 0018-7267 .- 1741-282X. ; 56:12, s. 1435-1459 Tidskriftsartikel (refereegranskat)abstract Based on a case study of managers in a large, international knowledge-intensive company this article suggests a rethinking of leadership, taking the mundane, almost trivial, aspects of what managers/leaders actually do seriously. In the study, the managers interviewed emphasized the importance of listening and informal chatting. Managers listening to subordinates are assumed to have various positive effects, e.g. people feel more respected, visible and less anonymous, and included in teamwork. Rather than certain acts being significant in themselves, it is their being done by managers that gives them a special, emotional value beyond their everyday significance. Leadership is conceptualized as the extra-ordinarization of the mundane.
9.	Alvesson, Mats, et al. (författare) Organizational discourse analysis - well done or too rare? A reply to our critics 2011 Ingår i: Human Relations. - : SAGE Publications. - 0018-7267 .- 1741-282X. ; 64:9, s. 1193-1202 Tidskriftsartikel (refereegranskat)abstract In this article we respond to Bargiela-Chiappini, Iedema and Mumby.We notice that there is considerable agreement concerning the state of the art of organizational discourse analysis, while also discussing the disagreements. We expand on some of the ontological issues inherent in our argument, further discuss the character of reductionism in organizational discourse analysis, the trappings of a priori assumptions, and, finally, argue that our critics themselves, perhaps inadvertently, tend to repeat the problematic moves we identified in our original article.
10.	Alvesson, Mats (författare) Self-doubters, strugglers, storytellers, surfers and others: Images of self-identities in organization studies 2010 Ingår i: Human Relations. - : SAGE Publications. - 0018-7267 .- 1741-282X. ; 63:2, s. 193-217 Tidskriftsartikel (refereegranskat)abstract This article provides an overview of the key images of identity in organizations found in the research literature. Image refers to the overall idea or conceptualization, capturing how researchers relate to - and shape - a phenomenon. Seven images are suggested: self-doubters, strugglers, surfers, storytellers, strategists, stencils and soldiers. These refer to how the individual is metaphorically understood in terms of identity, that is, how the researcher (research text) captures the individual producing a sense of self. The article aims to facilitate orientation - or encourage productive confusion - within the field, encourage reflexivity and sharpen analytic choices through awareness of options for how to conceptualize self-identity constructions.
11.	Alvesson, Mats, et al. (författare) The closing of critique, pluralism and reflexivity: A response to Hardy and Grant and some wider reflections 2013 Ingår i: Human Relations. - : SAGE Publications. - 0018-7267 .- 1741-282X. ; 66:10, s. 1353-1371 Tidskriftsartikel (refereegranskat)abstract This article is a follow-up of Alvesson and Karreman (2011a), which was in itself a follow-up of Alvesson and Karreman (2000), and a response to a critique of the former by Hardy and Grant (2012). The critique is addressed directly and the logic behind it investigated critically. The article also addresses wider concerns regarding the politics of research and publishing and the conditions of critique at the present time. The pressure and eagerness to get published lead to strong subspecialization and an inclination to build research approaches within which authors are inclined to reproduce shared assumptions and be unwelcome to critical explorations. The article points to the risk of assumption-challenging work being marginalized through the anticipation of critique leading to hostile reactions and specialized, politically motivated reviewers blocking the publication of far-reaching critique.
12.	Alvesson, Mats, et al. (författare) The hegemonic ambiguity of big concepts in organisation studies 2022 Ingår i: Human Relations. - : SAGE Publications. - 0018-7267 .- 1741-282X. ; 75:1, s. 58-86 Tidskriftsartikel (refereegranskat)abstract The use of concepts is a vital part of the research process. Many researchers overexploit popular concepts by adding more and more vague and poorly defined meanings to them, thereby making their boundaries unclear and the concepts increasingly unwieldy. We will refer to these types of concepts as hembigs – an acronym for hegemonic, ambiguous, big concepts. The article demonstrates the problem in three domains: leadership, strategy and institution. It suggests ways to mitigate the problems with dominant scientific concepts, overloaded with more or less incoherent meanings.
13.	Alvesson, Mats, et al. (författare) Varieties of discourse. On the study of organizations through discourse analysis 2000 Ingår i: Human Relations. - 0018-7267. ; 53:9, s. 1125-1149 Tidskriftsartikel (övrigt vetenskapligt/konstnärligt)
14.	Barinaga, Ester (författare) 'Cultural diversity' at work : 'National culture' as a discourse organizing an international project group 2007 Ingår i: Human Relations. - : SAGE Publications. - 0018-7267 .- 1741-282X. ; 60:2, s. 315-340 Tidskriftsartikel (refereegranskat)abstract Research to date concurs in maintaining that performance of nationally homogeneous workgroups differs if compared to heterogeneous ones. Yet, results are mixed on the relationship between cultural diversity and workgroup outcomes. The article argues that cultural differences are given explanatory authority, cultural diversity acquiring a positivist status, and group members being treated as 'dopes of their culture'. An alternative approach is to conceive 'cultural diversity' and 'national culture' as discursive resources used by group members in everyday group life. The author followed an international project group for over 17 months,observing how group members discussed and made sense of what went on. Findings suggest that the way members in international project groups use the 'national/cultural' discourse plays a crucial role in the organization of the project. More specifically, results demonstrate that group members shaped and developed their international project in important ways by using the discourses on 'national culture' and 'cultural diversity' to excuse confusion and misunderstanding, to position themselves vis-à-vis the group, to justify decisions and to give the group a raison d'être. Implications are drawn concerning the need for researchers to acknowledge actors' space for choice in group-life.
15.	Bergström, Ola, 1968, et al. (författare) Organizational discourse and subjective: Subjectification during processes of recruitment 2006 Ingår i: Human Relations. - : SAGE Publications. - 0018-7267 .- 1741-282X. ; 59:3, s. 351-377 Tidskriftsartikel (refereegranskat)abstract This article seeks to contribute to the debate on the relationship between organizational discourses and subjectivity, revolving around whether organizational discourses determine individual subjectivity and the extent to which there is room for human agency. It does so by providing empirical illustrations of how organizational discourses constitute subjectivity during processes of recruitment in a large American consultancy firm operating in Sweden. The analysis illustrates how interviewers, by various discursive moves, initiate, support, control and follow up candidates’ decision to join the company, as if it was an independent choice to join. Findings suggest that to the extent that subjectification takes place during the recruitment process it is dependent on the candidate’s use and acceptance of organizational discourses as expressions of their own motives for working at the company. These findings have implications for the understanding of the relationship between organizational discourses and individual subjectivity and how subjectification processes may be studied in other practices and organizations. It argues that subjectification is an effect of the interaction between human agency and organizational discourses rather than in the determination of one to the other. Any attempt to analyse the impact of organizational discourse on individual subjectivity must take into account the possibility that subjects actively take part in their own self-construction and that this construction is produced in social interaction.
16.	Butler, Nick, et al. (författare) No funny business : Precarious work and emotional labour in stand-up comedy 2018 Ingår i: Human Relations. - : SAGE Publications. - 0018-7267 .- 1741-282X. ; 71:12, s. 1666-1686 Tidskriftsartikel (refereegranskat)abstract Freelance creative work is a labour of love where opportunities for self-expression are combined with exploitative working conditions. This article explores this dynamic by showing how a group of freelance creative labourers navigate employment while coping with the pressures associated with economic precarity. Drawing on semi-structured interviews, we argue that full-time stand-up comedians engage in 'pecuniary' forms of emotion management in an occupational field where social networks and professional relationships play a prominent role. First, comedians project an image of positivity to demonstrate a willingness to work for little or no pay in order to curry favour with comedy club promoters. Second, comedians suppress feelings of anxiety and frustration that arise from financial insecurity in order to keep their relationships with promoters on an even keel - even when the rate of pay and promptness of remuneration fall below acceptable standards. Our study thus has implications for other creative sectors in which precarity is the norm, since it suggests that emotional labour is a resource not only for engaging with customers and clients but also for engaging with multiple employers, negotiating pay and dealing with conditions of insecurity in freelance settings - often with unintended, paradoxical, results.
17.	Cannings, Kathleen, et al. (författare) The effects of gender role congruence and statistical discrimination on managerial advancement 1997 Ingår i: HUMAN RELATIONS. - : PLENUM PUBL CORP. - 0018-7267. ; 50:10, s. 1305-1328 Tidskriftsartikel (refereegranskat)abstract This paper makes the argument that the managerial advancement process is different for women and men. Men in management who choose to participate more fully in family labor experience gender role congruence pressures and are penalized in the workplace. Wo
18.	Carroll, Brigid, et al. (författare) Resistance and struggle in leadership development 2014 Ingår i: Human Relations. - : SAGE Publications. - 0018-7267 .- 1741-282X. ; 67:11, s. 1413-1436 Tidskriftsartikel (refereegranskat)abstract That leadership development is a contested terrain, like any organizational terrain, can scarcely be considered a new idea, yet research into the intricacies of resistance in this context is very much in its infancy. This article takes recent critical scholarship on resistance as its starting point to explore the interdependencies of power, resistance and struggle in a leadership development environment. Drawing on extensive online interactions collected from an 18-month, cross-sector programme with emergent leaders, this article asks whether the different stakeholders in leadership development could benefit from a more open exploration of power and resistance. Such dynamics offer new insights into the relationship between participants and facilitators and raise a series of alternative questions, challenges and strategies for leadership development.
19.	Case, P., et al. (författare) Aesthetics, performativity and resistance in the narratives of a computer programming community 2006 Ingår i: Human Relations. - : SAGE Publications. - 0018-7267 .- 1741-282X. ; 59:6, s. 753-782 Tidskriftsartikel (refereegranskat)abstract This article reports on an empirical study of a computer programmer community, focusing on online exchanges in which participants discuss the aesthetics of coding. Naturalistic data were collected during a 12-month period of non-participant observation of the software community in question. The authors estimate that approximately 200 participants are represented in the main dataset. Narrative data are presented under two interpretative rubrics: 'programmer performatives' and 'commercial performativity'. We seek to demonstrate that there is the online equivalent of a great deal of intricate 'face work' that programmers do in their narrative exchanges. In expressing and conforming to a 'hacker ethic', programmer narratives simultaneously evince technical, ethical and aesthetic motives. There is frequent articulation of resistance and subversive intent expressed toward representatives of employers and employing organizations. Software engineers are acutely aware of the facets of organizational control and demands for performativity that they feel compromise their artistic endeavours. Programmers make sense of their condition ideologically both through their practical pursuit of coding ideals and by espousing a hacker ethic that legitimates their passionate engagement with coding tasks.
20.	Chandler, John, et al. (författare) Stressing academe : the wear and tear of the new public management 2002 Ingår i: Human Relations. - : SAGE Publications. - 0018-7267 .- 1741-282X. ; 55:9, s. 1051-1069 Tidskriftsartikel (refereegranskat)abstract In recent years academic commentators have born witness to the emergence of what has been called a New Public Management, or NPM, evident in a number of countries around the world. While the literature has sought to document its appearance and attempt to assess its impact, this article considers an aspect of the NPM which has been little explored: the human cost associated with its introduction. In examining higher education in England, one of the countries where the NPM is thought to have been embraced at least relatively enthusiastically, the article explores research on the experiences and reactions of those working in academe to recent attempts to change working practices through an analysis of the stresses and strains experienced by those subjected to the processes of managerialism. In drawing on published sources and the authors' own empirical work it is argued that the NPM, not least in intensifying the labour of academics as intellectual workers, has provoked a range of responses which include collusion, resentment and resistance. The consequences of the NPM, it is argued, include blaming of the victim and diverting attention away from processes of control and the action of human agents who initiate stressful conditions of work by implementing the NPM in particularly harsh ways. It is further contended that attempts to encroach on professional autonomy, and operationalize the NPM in English universities in harsh ways, are being mediated by those subjected to the changes who are seeking to preserve elements of collegiality.
21.	Christopher, Wickert, et al. (författare) Towards a Progressive Understanding of Performativity in Critical Management Studies. 2015 Ingår i: Human Relations. - : SAGE Publications. - 0018-7267 .- 1741-282X. ; 68:1, s. 107-130 Tidskriftsartikel (refereegranskat)abstract A central debate in critical management studies (CMS) revolves around the concern that critical research has rather little influence on what managers do in practice. We argue that this is partly because CMS research often focuses on criticizing antagonistically, rather than engaging with managers. In light of this, we seek to re-interpret the anti-performative stance of CMS by focusing on how researchers understand, conceptualize and make use of the performative effects of language. Drawing on the works of JL Austin and Judith Butler, we put forward the concept of progressive performativity, which requires critical researchers to stimulate the performative effects of language in order to induce incremental, rather than radical, changes in managerial behaviour. The research framework we propose comprises two interrelated processes: (i) the strategy of micro-engagement, which allows critical researchers to identify and ‘ally’ with internal activists among managers, and to support their role as internal agents of change; and (ii) ‘reflexive conscientization’ − that is, a dialogic process between researchers and researched that aims to gradually raise the critical consciousness of actors in order to provide spaces in which new practices can be ‘talked into existence’ through the performative effects of language
22.	Contu, Alessia, et al. (författare) Against learning 2003 Ingår i: Human Relations. - London : Sage Publications. - 0018-7267 .- 1741-282X. ; 56:8, s. 931-952 Tidskriftsartikel (refereegranskat)abstract This article is a critique of the broad ensemble which we identify as 'learning discourse' and its pervasive ideological content which determines learning as a 'good thing for all.' We consider how the signifier 'learning' works as a nodal point which consists (legitimizes and sustains), yet glosses over, antagonistic and contradictory organizational and social practices. With our critique we endeavour to go beyond a simple rebuke or rebuttal. We, rather, point out the problematic nature of the truths engendered in 'making the social' and constituting the promise of a learning society whose ambit encompasses learning in general, the learning organization and the political economy of the 'knowledge economy.' By doing so we expose the political character of the learning discourse which, we argue, works as the surface of intelligibility pro-posing the reality of work, self-hood, citizenship and society. We antagonize its 'no alternative' trope by questioning the equivalence it creates between social inclusion, competitiveness, employability, empowerment and personal development. Our critique makes explicit how it is possible and why it is important, to be 'against learning.'
23.	Dackert, Ingrid, et al. (författare) Eliciting and analysing employees' expectations of a merger 2003 Ingår i: Human Relations. - : SAGE Publications. - 0018-7267 .- 1741-282X. ; 56:6, s. 705-725 Tidskriftsartikel (refereegranskat)abstract The merger of the head offices of two public service organizations in Sweden was used to examine differences in the meanings that employees attach to the organizations involved and their expectations of the new merged organization, nine months prior to the merger. A two-stage methodology was used, combining the repertory grid method with a survey questionnaire based on the elicited constructs. Predictions from a social constructivist perspective on culture and social identity theory were largely confirmed. The results showed that both groups expected one of them to be dominant after the merger. Members of this organization expected to change very little, while employees in the non-dominant group felt themselves to be threatened by the prospect of merger and this led them to emphasize their own distinctiveness. The findings suggest that the success of the integration process after a merger is critically dependent on how employees of merger partners perceive the culture of the organizations involved and the expectations they have of the new organization. The study has practical implications for how to manage the merger integration process.
24.	Einola, Katja, et al. (författare) A colleague named Max : A critical inquiry into affects when an anthropomorphised AI (ro)bot enters the workplace 2024 Ingår i: Human Relations. - : SAGE Publications. - 1741-282X .- 0018-7267. Tidskriftsartikel (refereegranskat)abstract We offer a critical inquiry into the faltering entry of an anthropomorphised AI (ro)bot, an algorithm without physical or visual form, into the workplace in a media consultancy company. While living a digital life in the virtual world, the ro(bot) was given a human name. We highlight the unexpected consequences the humanisation of an early form of artificial intelligence (AI) has on the affects circulating between people and the new technology and between members of different organisational groups. We argue that anthropomorphising technologies such as AI influences the affective life of organisations and amplifies existing discontent between organisational members, complicating the introduction of the technology. Focusing on human–AI interaction, our analysis reveals a rift between managers who are excited and hopeful about the future capabilities of AI and employees who are frustrated and angry about its present shortcomings. We conclude that collective affects play a central role in contemporary technology-driven organisations in which the role people play in relation to the avalanche of AI technologies is often neglected.
25.	Einola, Katja, et al. (författare) The making and unmaking of teams 2019 Ingår i: Human Relations. - : SAGE Publications. - 0018-7267 .- 1741-282X. ; 72:12, s. 1891-1919 Tidskriftsartikel (refereegranskat)abstract Contemporary expert organizations rely heavily on cross-border, often temporary teams typically working through virtual means of communication. While static aspects of teams are well researched, there have been considerably fewer studies on team dynamics and team processes. Existing process studies tend to take a cautious, entity-based approach, emphasizing team structure as much as (or even more than) processual aspects. This article represents a shift from studying teams as entities and structures changing over time to studying teams as an on-going process. Participants engage in teaming and thus in the continued making and sometimes unmaking of teams. We report on a study of three anatomically similar, self-managed teams performing the same set of complex tasks with radically different teaming processes. With more or less successful shared sensemaking, the team members collectively create (or fail to create) not only team task outputs but also the team itself.
26.	Eriksson-Zetterquist, Ulla, 1967, et al. (författare) When the good times are over: Professionals meet new technology 2009 Ingår i: Human Relations. - : SAGE Publications. - 0018-7267 .- 1741-282X. ; 62:8, s. 1145-1170 Tidskriftsartikel (refereegranskat)abstract Information and communication technologies play a key role in contemporary organizations. Supported by a longitudinal study of changes in purchasing practices, owing to the implementation of an e-business system at a large, global corporation, this article shows the interplay between the technology and the role of the users. We argue that the introduction of the e-business system increased the hierarchy and bureaucracy but also that the purchasers' professional identities and established work procedures were threatened by the technology being used. The results indicate how a technological artifact is by no means detached from the broader reformulating of managerial procedures and practices, instead reflecting and embodying some of the managerial virtues of predictability and hierarchy. Since technology is playing an increasingly key role in most industries and domains, it is also suggested that the intersection between technology and professions be examined in more detail.
27.	Essén, Anna (författare) Variability as a Source of Stability : Studying Routines in the Elderly Home Care setting 2008 Ingår i: Human Relations. - 0018-7267 .- 1741-282X. ; 61:11, s. 1617-1644 Tidskriftsartikel (refereegranskat)abstract Purpose - Looks at the work of care workers who support elderly people who remain in their own homes, examining the extent to which they follow the routines set out in the care plans and the extent to which they varied these. Design/methodology/approach - Presents case studies of two Swedish home-care providers, drawing on interviews with care managers and participant observation of visits of care workers to older people's homes. Assesses the reasons for the variation in the way that the care workers carried out their work and the impact of this variability on the overall quality of the service. Findings - Identifies the care plans as being sources of consistency and also variation as they could not cover all the situations that the care workers met when they visited the older people. Reports that the care workers were guided as much by what they feel was right in the individual circumstances as by the official care plans. Notes that this meant that care worker who were committed to their job offered more support than the care plan required whereas those who disliked the job offered less. Sees this as underlining the emotional-ethical dimension of this type of work and, consequently, the difficulty of predicting and controlling performance. Research limitations/ implications - Describes the research methods. Originality/value - Examines the factors that affect how routines are carried out.
28.	Essen, A (författare) Variability as a source of stability: Studying routines in the elderly home care setting 2008 Ingår i: HUMAN RELATIONS. - : SAGE Publications. - 0018-7267 .- 1741-282X. ; 61:11, s. 1617-1644 Tidskriftsartikel (övrigt vetenskapligt/konstnärligt)abstract While it is agreed that there can be a difference between the routine as inscribed in artefacts, the ostensive aspect of the routine and its performative aspect, little is known about the relationship between these parts of the routine. Further, while authors acknowledge that there is variability in routines as performed, the contemporary literature says less about the sources of this variability. Using empirical data from the Swedish community care setting, the present article explores the workings of and relationship between the different aspects of `the home-help delivery routine'. The article also explores the sources of variability in workers' execution of this routine in situ. The article provides rich illustrations of the differences between the routine as inscribed in artefacts, as `articulated patterns' and the workers' performance of the routine in specific situations. In contrast to the argument that alignment between these aspects contributes to stability in the routine, this article claims that divergences between them promote stability. The article highlights how factors in the local context, including exceptions created by technology, constitute sources of variability in the routine. It further shows how values in the contemporary society, adopted by individuals as emotional-ethical principles, shape individuals' performance of the routine and thereby generate variability in the routine. In general, the article underlines the importance of considering the cultural context in which the routine is situated, at micro- and macro-level, when analysing its operation. Indeed, factors beyond the routine influence individuals' conception of and execution of the routine.
29.	Fontana, Enrico, et al. (författare) Contesting corporate responsibility in the Bangladesh garment industry : The local factory owner perspective 2024 Ingår i: Human Relations. - : SAGE Publications. - 1741-282X .- 0018-7267. Tidskriftsartikel (refereegranskat)abstract In the developing economy of Bangladesh, local factory owners in the garment industry have felt great pressure to improve factory safety, but the costs for those improvements are not shared by the global apparel firms that wield immense influence over them. Consequently, we examine whether multi-stakeholder initiatives (MSIs), as vehicles of corporate social responsibility (CSR), offer platforms for democratic oversight or merely serve as new arenas to exercise corporate power. Given their role in connecting global and local contexts and their history of safety incidents, local factory owners possess a unique perspective on the impact and contested nature of CSR in global supply chains. This article presents a qualitative study of MSIs in the Bangladesh garment industry, particularly after the Rana Plaza collapse. Through interviews with local factory owners and executive managers, we explore the reasons behind their opposition to CSR as exercised by global apparel firms, and the contestation of those practices by their local business association. Our findings lead us to conclude that garment industry MSIs are unlikely to be effective without labor procurement practices that harmonize global and local interests to mitigate the competitive pressures on local factory owners.
30.	Frandsen, Sanne, et al. (författare) Who is responsible—and for what? An antenarrative perspective on organizational members’ crisis sensemaking of responsibility during a corporate scandal Ingår i: Human Relations. - 0018-7267. Tidskriftsartikel (refereegranskat)abstract We investigate organizational members’ crisis sensemaking and construction ofresponsibility at the peak of a corporate scandal. We focus on those organizationalmembers, who are not directly involved in the scandal but are still affected by it, as theyare questioned about their collective and moral responsibility for being members of anorganization that has engaged in wrongdoing. Our study is based on interviews with andobservations of frontline employees and their managers at Danske Bank, a bank involvedin a money laundering scandal of historical magnitude. We propose an antenarrativecrisis sensemaking framework that enables us to contribute to the literature on crisissensemaking in two significant ways. First, we advance existing knowledge on crisissensemaking by focusing on the less visible, unfinished, fragmented, and polyphonicsensemaking of organizational members during a corporate scandal. Second, wedemonstrate that organizational members at the peak of a scandal place responsibilityin different timespaces as they construct others’ and their own responsibility bothretrospectively and prospectively.
31.	Frandsen, Sanne, et al. (författare) Working with pride in the shadow of shame : Emotional dissonance and identity work during a corporate scandal Ingår i: Human Relations. - 0018-7267. Tidskriftsartikel (refereegranskat)abstract The relationship between emotions and identity work is well established, yet the dynamic between emotional dissonance and identity work remains under-researched in organizational studies. We explore this relationship in the context of organizational scandal, examining the required and experienced emotions of organizational members when ‘working in the shadow of shame’. Drawing on an in-depth ethnographic study of Danske Bank collected at the peak of its money-laundering scandal, the article makes two contributions to the emerging interest in the intertwined nature of emotions and identity in organizations. First, we challenge the literature on emotional dissonance by demonstrating that employees do not attempt to resolve or reduce their emotional dissonance, but instead sustain it. Second, we advance the literature on identity work by showing how emotional dissonance can be understood as a trigger and resource for strategic and preferred identity work to maintain a positive social identity and self-identity.
32.	Gjerde, Susann, et al. (författare) Sandwiched : Exploring role and identity of middle managers in the genuine middle 2020 Ingår i: Human Relations. - : SAGE Publications. - 0018-7267 .- 1741-282X. ; 73:1, s. 124-151 Tidskriftsartikel (refereegranskat)abstract This article explores middle managers in the professions from their position in the sandwiched middle. Based upon interviews with senior academics in management roles and their subordinates in UK business schools, we investigate this experienced middle through a metaphor that informs one particular subject position: to be an umbrella carrier. This position entails protecting subordinates from what is seen as unnecessary and/or damaging initiatives and information from top management above, in order to allow for good professional work to take place below. This form of countermanagement, which aims to weaken hierarchical pressure rather than enforce or uphold it, is informed by a stronger identification with the profession and subordinates below than with the leader role or the superiors above, and aids the middle managers in their identity work.
33.	Gond, Jean-Pascal, et al. (författare) Mirroring and switching authoritative personae: A ventriloquial analysis of shareholder engagement on carbon emissions 2024 Ingår i: Human Relations. - : SAGE Publications. - 1741-282X .- 0018-7267. Tidskriftsartikel (refereegranskat)abstract We examine how the authority of investors to speak about climate change with corporations is established. Leveraging the ‘communication as constitutive of organisations’ (CCO) perspective, we analyse who speaks on behalf of whom (or what) in shareholder engagement on corporate carbon emissions. Based on access to private dialogues between an engager acting on behalf of a pool of investors with 20 utility corporations, we identify how three authoritative personae—that of diplomat, advocate, and coach—convey climate change concerns. We find that the mirroring of these authoritative personae by corporations may lead to deliberation, evasion, or rejection of the suggested courses of action. We theorise how relational authority is communicatively constituted in shareholder engagement through a process of mirroring and switching between authoritative personae. Our framework contributes to the study of CCO and relational authority by highlighting how meta-figures are used by external actors in an attempt to author appropriate corporate actions. We discuss the implications of our framework for the role of shareholder engagement in current attempts at greening financial capitalism.
34.	Hall, Angela, et al. (författare) Social Influence and the Invocation of Rights: The Effects of Accountability, Reputation, and Political Skill on Legal Claiming 2016 Ingår i: Human Relations. - : SAGE Publications. - 0018-7267 .- 1741-282X. ; 69:12, s. 2250-2273 Tidskriftsartikel (refereegranskat)abstract Issues relating to litigation and other forms of employee legal claiming are at the forefront of the practice of human resource management. However, organizational scholars have paid scant attention to this important aspect of organizational life. Underrepresented in this collective research have been investigations into how social influence variables impact the legal claiming process. We add to the understanding of legal claiming by evaluating how perceived levels of accountability, reputation and political skill affect individuals’ willingness to engage in contentious and non-contentious legal claiming. We also investigate the impact that social influence has on individuals’ advice to other potential claimants. This study employed a longitudinal design utilizing both scenarios and survey data collection. Results from our study partially support the conclusion that individuals are more risk-averse in their own legal claiming considerations than they are in the advice they offer to similarly-situated others. Furthermore, accountability, reputation and interpersonal influence (one aspect of political skill) were found to significantly influence the likelihood of legal claiming. The pattern of results indicates that social influence variables play a role in determining whether legal claiming will be pursued and what type of claiming will be chosen.
35.	Hultin, Lotta, et al. (författare) How practice makes sense in healthcare operations: Studying sensemaking as performative, material-discursive practice 2017 Ingår i: Human Relations. - : SAGE Publications (UK and US) / Springer Verlag (Germany). - 1741-282X .- 0018-7267. ; 70:5, s. 566-593 Tidskriftsartikel (refereegranskat)abstract This article aims to move sensemaking theory forward by exploring a post-humanist view of how sense is made in material-discursive practices. Answering recent calls for novel theoretical views on sensemaking, we adopt a relational ontology, assuming subject and object to be ontologically entangled, and viewing agency as a circulating flow through material-discursive practices. Employing this perspective, we study how sensemaking unfolds at the emergency ward of a Nordic university hospital. By working through the concepts of material-discursive practices, flow of agency and subject positions, we produce an account of sensemaking that decenters the human actor as the locus and source of sensemaking, and foregrounds the performativity of practices through which certain ways of acting become enacted as sensible. This allows us to propose an alternative to the traditional view of sensemaking as episodic, cognitive-discursive practices enacted within and between separate human actors. With this view, what makes sense is understood as a material-discursive practice and related subject positions, which owing to their specific positioning in the circulating flow of agency emerge as sensible. Consequently, every actor is not just making sense, but is also already being made sense of; positioning and being positioned in the flow of agency. © 2016, © The Author(s) 2016.
36.	Hultin, Lotta, et al. (författare) The decentered translation of management ideas: Attending to the conditioning flow of everyday work practices 2021 Ingår i: Human Relations. - : SAGE Publications (UK and US) / Springer Verlag (Germany). - 1741-282X .- 0018-7267. ; 74:4, s. 587-620 Tidskriftsartikel (refereegranskat)abstract Based on a study of Lean management practices at the Swedish Migration Board, we develop a novel theoretical understanding of the translation of management ideas. We show how translation, rather than being reduced to a network of human intentions and actions governing the transformation of organizational practices, can instead be understood as a historically contingent, situated flow of mundane everyday work practices through which social and material translators simultaneously become translated, conditioned to be and act in certain ways. We show how prior actor-centric accounts of translation of management ideas can be understood as performative consequences of a conceptual vocabulary inherited from Callon and Latour. Contrasting this, the non-actor-centric vocabulary of social anthropologist Tim Ingold allows us to background the intentional human actor and foreground the flow of mundane, situated practices. In adopting this vocabulary, we capture how the flow of practices conditions subjects and objects to become enacted as well as act, and develop an understanding of translation as occurring within, rather than distinct from, these practices. In essence, our novel view of translation emphasizes how management ideas are radically unstable, and subject to alteration through the flow of practices rather than as a result of deliberate implementation efforts.
37.	Johansson, Janet, Phil. Dr. 1973-, et al. (författare) The body, identity and genderin managerial athleticism 2017 Ingår i: Human Relations. - : SAGE Publications. - 0018-7267 .- 1741-282X. ; 70:9, s. 1141-1167 Tidskriftsartikel (refereegranskat)abstract We argue that the healthy, fit and athletic body plays an essential role in the way contemporary managerial identities are construed. Drawing on insights from Judith Butler, we study these bodily identities as a form of regulation in organizations. We identify the cultural basis of regulation, show how it operates through specific norms, and detail how it implies gender. Based on an empirical study of men and women in management who are passionate about their healthy and fit bodies and athletic lifestyles, we demonstrate how norms set by managerial athleticism – understood as a particular regulative regime – operate through three discursive practices: perfecting the body, advocating against non-fit bodies, and becoming a role model. We show how the norms operate in both explicit and abject fashion and how they are implied in masculine language and materialized in physical (athletic) bodies. We offer new insights on how bodily identity regulation occurs and elucidate the gendered complexity and contradictions inscribed in managerial athleticism.
38.	Kallio, Kirsi-Mari, et al. (författare) Ethos at stake : performance management and academic work in universities 2016 Ingår i: Human Relations. - : Sage Publications. - 0018-7267 .- 1741-282X. ; 69:3, s. 685-709 Tidskriftsartikel (refereegranskat)abstract Higher education has been subject to substantial reforms as new forms of performance management are implemented in universities across the world. Extant research suggests that in many cases performance management systems have disrupted academic life. We complement this literature with an extensive mixed methods study of how the performance management system is understood by academics across universities and departments in Finland at a time when new management principles and practices are being forcefully introduced. While our survey results enabled us to map the generally critical and negative view that Finnish scholars have of performance management, the qualitative inquiry allowed us to disentangle how and why our respondents resent the ways and means of measuring their work, the assumptions that underlie the measurement, and the university ideal on which the performance management system is rooted. Most significantly, we highlight how the proliferation of performance management can be seen as a catalyst for changing the very ethos of what it is to be an academic and to do academic work.
39.	Kivinen, Nina H, et al. (författare) â€˜Brand workâ€™ : Constructing assemblages in gendered creative labour 2019 Ingår i: Human Relations. - : SAGE Publications. - 0018-7267 .- 1741-282X. ; 72:5, s. 910-931 Tidskriftsartikel (refereegranskat)abstract Recent work has highlighted how brands play an important role within organizational practice. To extend this discussion, we ask: how do gendered media brands come into being in an organization by connecting ideas, objects and people? This article challenges the assumption that brands simply reflect management norms by positioning the brand as an â€˜assemblageâ€™ of multiple connections and linkages, simultaneously shaping and being shaped by those that partake in its production. Employees engage in â€˜brand workâ€™; that is, the negotiation of the assemblages of the brand in situated and gendered practices. Brand work is explored here in the gendered creative labour of producing girlsâ€™ magazines. Two studies of pre-teen and teenage girlsâ€™ magazines in the UK and a Nordic country were analysed in relation to how multiple brand fragments were situated in gendered practices and power relations. Brand work offers an alternative, fragmented perspective to normative forms of control, introducing a simultaneous territorialization and deterritorialization process of stabilization and contestation of the assemblage.
40.	Kociatkiewicz, Jerzy, et al. (författare) The possibility of disalienated work : Being at home in alternative organizations 2021 Ingår i: Human Relations. - : Sage Publications. - 0018-7267 .- 1741-282X. ; 74:7, s. 933-957 Tidskriftsartikel (refereegranskat)abstract Work organizations have long employed various management techniques in order to maximize workers' engagement, which in itself implies that 'alienation' at work is common. One of the central descriptions of alienation in classic writings is the idea of not being 'at home' while at work. In this article, however, we explore its obverse, which we term 'disalienation' - a relationship to work based on assumptions concerning control and agency, aided by collective participatory mechanisms for identity construction and dialogical building of social relationships. We suggest that the concept and experience can be productively explored in the context of organizations which are owned and controlled by workers. Using ethnographic case studies from two Polish co-operatives, we discuss the potential characteristics of a disalienating relation to a work organization and suggest that co-operatives can provide a way for workers to be 'at home' while they are at work.
41.	Konrad, Alison M., et al. (författare) Asymmetrical demography effects on psychological climate for gender diversity : differential effects of leader gender and work unit gender composition among Swedish doctors 2010 Ingår i: Human Relations. - : SAGE Publications. - 0018-7267 .- 1741-282X. ; 63:11, s. 1661-1685 Tidskriftsartikel (refereegranskat)abstract This research examined the association between gender composition of the work context and perceived reward and social outcomes for women and men. A nationally representative sample of 594 male and 430 female Swedish medical doctors responded to a survey asking them to report the gender composition of their medical unit, the gender of their immediate supervisors, and the gender of the head of their work organizations. Participants also responded to previously validated measures of perceived fairness, discrimination, organizational support, exclusion, and gender harassment. Findings indicated that: 1) women who worked in medical units with a larger percentage of men reported more gender harassment; 2) women who had a male supervisor reported less organizational support; and 3) women who worked in an organization with a male head reported more gender discrimination. For men, gender composition was unrelated to any of the outcome measures.
42.	Kärreman, Dan, et al. (författare) Resisting resistance: Counter-resistance, consent and compliance in a consultancy firm 2009 Ingår i: Human Relations. - : SAGE Publications. - 0018-7267 .- 1741-282X. ; 62:8, s. 1115-1144 Tidskriftsartikel (refereegranskat)abstract Consent, obedience and resistance can be seen as key concerns in management and organization. Why people comply is a crucial issue in the field. We address the theme within a specific area: management consultants in a big firm that places quite a lot of pressure on its personnel to be hardworking and predictable and to subordinate themselves to hierarchy, standards and tight production schedules. By studying how the discourses of Ambition and Autonomy clash and interact in a consultancy firm, we add and develop the concept of counter-resistance to expand our understanding of the dynamics of resistance. The idea is to show how the impulse to resist becomes countered and neutralized. The study offers insights into the deeper mechanisms and dynamics behind consent and shows the multidimensional character of resistance.
43.	Landau, Dana, et al. (författare) Multiple legitimacy narratives and planned organizational change 2014 Ingår i: Human Relations. - : SAGE Publications. - 0018-7267 .- 1741-282X. ; 67:11, s. 1321-1345 Tidskriftsartikel (refereegranskat)abstract This article explores the cultural narratives through which members of organizations define legitimacy during prolonged periods of change. We view legitimacy work as a cultural practice and interpretive process that takes the form of organizational narratives. We show how the shifting configurations of internal power relations shape both the choice and the meaning attached to the varied legitimacy narratives. We investigate the construction of legitimacy through a longitudinal case study based on participant observation of Gamma, a government Research and Development (R&D) organization, during a process of intense change. We provide theoretical insights into the construction and deconstruction of the legitimacy by analyzing the narratives in play during a process of planned change. We claim that legitimation narratives not only evolve in accordance with functional need or, in a sense, that older narratives give room to newer, more updated or relevant narratives, but also that multiple narratives are used by different organization actors alternately and interchangeably as part of internal contestation over legitimation of change.
44.	Larsson, Magnus, et al. (författare) Talking work in a bank: A study of organizing properties of leadership in work interactions 2013 Ingår i: Human Relations. - : SAGE Publications. - 0018-7267 .- 1741-282X. ; 66:8, s. 1101-1129 Tidskriftsartikel (refereegranskat)abstract Leadership is generally seen not only as an inspiring and motivating force but also as having important organizing properties. Despite this common assumption, the organizing properties of leadership have not yet been clarified sufficiently or demonstrated empirically. In this study, such organizing properties are revealed through a detailed analysis of one single work episode, drawn from an ethnographic study of leadership in a bank. Using conversation analysis, the study shows that leadership, understood as an interpersonal influence process, enables and facilitates organizing processes. As expected, this involves establishment of episodic closures, but also resistance to such. Further, the study shows important influence and organizing functions of situated collective identities-in-interaction, which render the involved individuals interdependent.
45.	Levay, Charlotta (författare) Obesity in organizational context 2014 Ingår i: Human Relations. - : SAGE Publications. - 0018-7267 .- 1741-282X. ; 67:5, s. 565-585 Forskningsöversikt (refereegranskat)abstract This article argues that obesity is an overlooked topic that deserves to be investigated in organizational studies, in line with the recent interest in embodiment. Obesity plays a pervasive role in everyday organizational life as a source of discrimination, legitimization of power differentials and widespread anxiety even for the non-obese. Obesity is also a thoroughly organized phenomenon. It is increasingly construed as a medical and societal problem and the target of massive efforts to curb the 'obesity epidemic'. These include workplace health initiatives that offer opportunities for empirical access to otherwise elusive phenomena related to obesity. To substantiate its claims, the article relates research from several fields, notably critical obesity research and empirical studies of embodiment in organizations. It points at intriguing combinations of ubiquitous social influence and failed campaigns, of subjugation and resistance, and of prejudice and critical reflection. Finally, the article indicates directions for future research, which could fruitfully apply and further develop the late-Foucauldian themes of governmentality and technologies of the self.
46.	Lindberg, Ola, 1979-, et al. (författare) Competence in professional practice : a practice theory analysis of police and doctors 2015 Ingår i: Human Relations. - : Sage Publications. - 0018-7267 .- 1741-282X. ; 68:4, s. 561-582 Tidskriftsartikel (refereegranskat)abstract This article outlines a theoretical understanding of competence as the inferred potential for desirable activity within a professional practice. By employing the concept of ‘teleoaffective structure’ as developed in Schatzki’s practice theory, our study investigates how notions of competent and excellent professionals are defined in two separate practices in which highly qualified professionals share formal qualifications. The study is comparative and based on a total of 39 interviews carried out in the Swedish National Police Counter-Terrorist Unit (police) and with recruiters of medical interns (doctors) in Swedish healthcare. Results indicate that, despite obvious differences between the professional groups in the study, some remarkable similarities are apparent in what are regarded as high levels of competence. Surprisingly, technical expertise was downplayed as an indicator of high levels of competence in both practices. The professional groups emphasized flexibility, drive/ambition and social competence, as well as the ability to balance between being highly capable and being humble before others, including other groups of professionals as characteristics of excellence. Based on the results, the authors discuss a ‘logic of excellence’ that can be used to describe mechanisms of competence differentiation in professional practices from a practice theory perspective.
47.	Lindgren, Monica, 1959-, et al. (författare) Thrilled by the discourse, suffering through the experience : Emotions in project-based work 2014 Ingår i: Human Relations. - : SAGE Publications. - 0018-7267 .- 1741-282X. ; 67:11, s. 1383-1412 Tidskriftsartikel (refereegranskat)abstract In this article, we study emotional processes associated with the project management discourse. Employing a constructionist approach where emotions are experienced within an ordering discursive context, the study identifies four distinct emotional processes associated with the invocation of the project management discourse in daily work practices. From a study of theatre and opera house employees, we suggest that the project management discourse tends to normalize feelings of rigidity and weariness in project-based work, while emphasizing projects as extraordinary settings creating thrill and excitement. Moreover, we argue that this discourse is invoked in ways that lead individuals to internalize emotional states related to chaos and anxiety, while ascribing feelings of certainty and confidence to external organizational norms and procedures. The study highlights how employees construct project-based work as a promise of exciting adventures experienced under conditions of rational control, but also how the negative and suppressed aspects of project-based work are constructed as inevitable and to be endured. Through these emotional processes, the project management discourse is sustained and reinforced.
48.	Löwstedt, Jan, 1955- (författare) Organizing frameworks in emerging organizations : A cognitive approach to the analysis of change 1993 Ingår i: Human Relations. - 0018-7267 .- 1741-282X. ; 46:4, s. 501-526- Tidskriftsartikel (refereegranskat)
49.	MacKenzie, Robert, Professor, et al. (författare) Strategic, episodic and truncated orientations to planning in post-redundancy career transitions 2024 Ingår i: Human Relations. - : Sage Publications. - 0018-7267 .- 1741-282X. Tidskriftsartikel (refereegranskat)abstract This article examines different orientations to planning in the context of the post-redundancy transition of workers in the Swedish steel industry. The aim of the article is to extend our understanding of the role of planning in careers transitions. Drawing on careers transitions theories, the article explores the qualitative experience of the journey between a redundancy event and the employment situation several years later. Within the careers literature planning is regarded as important to transitions, yet there is a tendency to present planning as an ongoing and lifelong process. By going beyond the prevalent focus within the career literature on managerial, professional or creative industries workers, the article raises the question of whether highly agential, ongoing, lifelong approaches to planning apply to everyone. Data are based on working-life biographical interviews conducted several years after redundancy. The findings show that although some participants resembled assumptions within the careers literature, there are key variations relating to ongoing planning, reflecting differences in the expectations of agency and perceptions of structural constraint. The analysis identifies three orientations to planning – strategic, episodic and truncated – and explores these in relation to both post-redundancy transition outcomes and, crucially, the experience of the transition journey.
50.	Mork, Bjorn E., et al. (författare) Changing practice through boundary organizing : 2012 Ingår i: Human Relations. - : SAGE Publications. - 0018-7267 .- 1741-282X. ; 65:2, s. 263-288 Tidskriftsartikel (refereegranskat)abstract This article contributes to our understanding of practices in innovating organizations. Previous studies have demonstrated how breakthroughs in knowledge may fail to be translated into practices if they are not aligned with existing practices, or if they cut across established boundaries and power structures. By drawing upon an ethnographic study of a medical R&D department that has been highly successful in developing new medical practices, this article investigates how such challenges can be overcome. To date, much of the literature has focused on coordination across single, well-defined boundaries. We here extend this focus and introduce the notion of 'boundary organizing' to analyse highly political and contingent processes of innovation and change within and across different practices. We add to existing literature by highlighting how the handling of multiple boundaries, the indirect effects of boundary work, the negotiation of mutual benefits and interests, and mutual adaptation are key aspects of boundary organizing.

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