The effects of transformational leadership on the outcomes of specific change initiatives are not well understood. Conversely, organizational change studies have examined leader behaviors during specific change implementations yet have failed to link these to broader leadership theories. In this study, the authors investigate the relationship between transformational and change leadership and followers' commitment to a particular change initiative as a function of the personal impact of the changes. Transformational leadership was found to be more strongly related to followers' change commitment than change-specific leadership practices, especially when the change had significant personal impact. For leaders who were not viewed as transformational, good change-management practices were found to be associated with higher levels of change commitment.

Organizations are concerned with the impact organizational change can have on both individuals' response to the change itself and their ongoing relationship with the organization. This study investigated how organizational changes in 32 different organizations (public and private) affected individuals' commitment to the specific change and their broader commitment to the organization. The results indicate that both types of commitment may be best understood in terms of a 3‐way interaction between the overall favorableness (positive/negative) of the change for the work unit members, the extent of the change in the work unit, and the impact of the change on the individual's job. In addition, the fairness of the change process was found to interact with the effects of work unit change on organizational commitment. The implications of these results for future research and practice are discussed.

Organizational behavior literature has not typically viewed person-environment (P-E) fit as an outcome of change. Whereas the study of antecedents to employees' fit with their work environment has largely been restricted to the selection and socialization of newcomers, this study examines individuals' perceptions of changes in P-E fit in relation to organizational changes occurring in 34 different organizational work units. Results suggest that the relationships between organizational change and perceived changes in fit are best understood as interactions between the characteristics of the change process, the extent of change, and individual differences. Both age and mastery orientation related to perceived changes in P-E fit through interactions with aspects of the change process.

The extent to which attitudes toward organizational changes may be affected by contextual (other changes going on) and personal (self-efficacy) factors was investigated with a multilevel design involving 25 different changes. Even after aspects of the change itself were controlled, the interaction between the context and the individual difference explained significant variance in attitudes toward those specific changes. The positive relationship between self-efficacy and commitment to the change was stronger as the amount of simultaneous and overlapping change in the surroundings increased. The implications for research and practice are discussed.

Abstract:Despite the claim that blockchain will revolutionise business and redefine logistics, existing research so far is limited concerning frameworks that categorise blockchain application potentials and their implications. In particular, academic literature in transport and logistics to date has not sufficiently distinguished between blockchain adoption ('what to adopt') and the identification of the right business opportunity ('where to start'). In response, this paper (1) uses Rogers' (2003) 'attributes of innovation framework' to identify potential blockchain applications and (2) presents a framework explicating four transformation phases to subsequently categorise the identified areas of application according to their effects on organisational structures and processes. Using academic and practitioner literature, we classify possible applications for adoption and provide a framework to identify blockchain opportunities in the logistics industry, thereby helping managers to systematically assess where to start building organisational capabilities in order to successfully adopt and deploy blockchain-based technology.

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The purpose of this paper is to investigate the characteristics of corporate social responsibility (CSR) practice in Swedish small and medium-sized enterprises (SMEs). A case study approach is used to investigate the CSR perception, motivation, and activities of two Swedish SMEs. This paper indicates that two Swedish SMEs studied adopt a profitseeking rather than a profit-sacrificing CSR approach. Furthermore, the paper argues that the perception, the motivation, and part of the CSR activities are well incorporated in the decision to engage in CSR. However, the Swedish SMEs in our case studies are often limited in communicating their CSR activities due to a lack of resources and management skills. This communication gap between intended and actual communication drives the overall CSR impact on business performance from marginal to non-existent. As a result, looking at the overall business impact, a meant-to-be profit-seeking strategy is actually turned into a profit-sacrificing activity.According to the Organisation for Economic Co-operation and Development (OECD) (2005), SMEs account for over 95% of in manufacturing and service industries in OECD countries. SMEs are considered to be a main job creator, 90K.-H. Lee et al.The owner-managers in SMEs focus on 'sticking to business' (Dem collective) rather than undertaking CSR activities. SMEs are pursuing CSR activities only when they include a business benefit and value for the company. In other 94 K.-H. Lee et al.