Employees’ beliefs about technological change, their “digital mindsets,” are likely to influence their engagement in, or withdrawal from, their company’s digital transformation initiatives. Employees’ beliefs regarding the malleability of personal ability (fixed/growth mindset) and their beliefs about the availability of situational resources (zero-sum/expandable-sum mindset) influence the extent to which they see new technologies as providing opportunities for professional growth or as encroaching on their ability to display competency. This article examines the implications for managing digital transformation.

This paper explores what belonging is through the represented experience of people at work. Our aim is to investigate employees' interpretations of belonging at work and its interrelation with the material, aesthetic and emotional aspects associated to the where, the how, the when workplace is inhabited. Design/methodology/approach In line with the practice turn in social sciences, our study uses the visual method (snaplogs), which includes pictures and texts. Findings Belonging is situated in and integrated with social interactions, materiality, emotions and aesthetics. Belonging is about: 1) being part of something, 2) the process of becoming through constant mediation between material aspects and social components, 3) the process of experiencing boundaries and 4) the attempt to perform, engage and participate (and find spaces for shared practices) in a workplace. Together, they constitute the situatedness, the here and now, of experiences of belonging and the perceived interpretation of being one among equals across organizational boundaries. Research limitations Data were only collected at one point in time. We also relied on our own interpretations of pictures and texts and did not involve the informants in the analysis. Practical implications Being, becoming and belonging are comprised of material, social and affective dimensions. These dimensions should be addressed in order for employees to belong at work. Originality/value This study contributes to the belonging literature on perceived interpretations of what belonging is at work. The paper is also original in terms of the visual method used to grasp the practice representation of belonging experiences.

This study investigates the career success of international expatriate women in Norway. Norwegian and international women were compared on both objective and subjective career success. Participants were 125 Norwegian women and 168 international expatriate women who answered a 58 item questionnaire. Although Norwegian women achieved higher career success than the expatriate group, these effects disappeared for objective career success when expatriate women had a high level of education, high English language competency and motivation. Motivation, self focused conflict resolution and language competency were positively associated with subjective career success. Results suggest that although being foreign can be a disadvantage in Norway, expatriate women can overcome this liability through investment in education, language and motivation. Implications for international expatriate women are discussed.

Purpose-The purpose of the study is to empirically investigate the similarities and differences between dyads and four party groups in an integrative negotiation.Design/methodology/approach-Data are collected in a between subjects experiment. 182 participants completed a negotiation role play and questionnaire. Hypotheses are tested using ttests, MANOVAs and two multiple regression analyses.Findings-Results demonstrate that dyads do outperform groups on both the economic and subjective measures of outcomes. Sharing of priority information and the fixed pie bias was higher in groups than in dyads. For dyads the procedure used (considering more than one issue at a time) led to higher economic outcomes, and both procedure and problem solving were important for subjective outcomes. For four party negotiations, problem solving was significantly related to higher outcomes, on both economic and subjective outcomes, and procedure was moderately related to economic outcomes. Problem solving was significantly more important for the groups than for dyads on economic outcomes. Originality/value-An empirical investigation that groups underperform dyads in an integrative negotiation has not been conducted before. Research limitations/implications-

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