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Changing organizations is difficult. In this article, we analyze how sensemaking that follows the initiation of change projects relies on the interplay of prospective and retrospective aspects, and we elucidate how organization members’ frames develop over time based on this interplay. Our data, 38 in-depth interviews with nursing and medical staff held at four different points in time, reveal how expectations impact the dynamics of meaning construction in change processes. Our findings demonstrate that the frames through which actors make sense of change initiatives develop continuously, although the expectations embedded in them are ‘sticky’ to some extent. The degree of ‘stickiness’ depends on expectations that are formed through initial prospective sensemaking, as these expectations influence actors’ tolerance regarding dissonant cues. Change initiatives fail when this tolerance becomes exhausted. Our study contributes to theory on sensemaking and change by elaborating on the undertheorized role of prospective sensemaking during change processes.

By examining trends in intra-organizational and inter-organizational job transition probabilities among professional and managerial employees in Germany, we test the applicability of mainstream career theory to a specific context and challenge its implied change assumption. Drawing on data from the German Socio-Economic Panel (GSOEP), we apply linear probability models to show the influence of time, economic cycle and age on the probability of job transitions between 1984 and 2010. Results indicate a slight negative trend in the frequency of job transitions during the analyzed time span, owing to a pronounced decrease in intra-organizational transitions, which is only partly offset by a comparatively weaker positive trend towards increased inter-organizational transitions. The latter is strongly influenced by fluctuations in the economic cycle. Finally, the probability of job transitions keeps declining steadily through the course of one's working life. In contrast to inter-organizational transitions, however, this age effect for intra-organizational transitions has decreased over time.

Traditional recruiting activities are marked by information asymmetry and organisational information control, leading to uncertainty among applicants about employer attractiveness. New technologies profoundly change the picture. Recruiting websites provide more thorough, yet controlled information; online employer reviews offer employee-generated information mostly out of organisational control. While this diminishes information asymmetry, applicants have to handle incongruent information. It remains largely unclear how so-called 'mixed signals' affect employer attractiveness and how applicants interpret them. To address the issue, we developed an integrated theoretical framework based on signalling and convention theory to better understand how applicants interpret and evaluate signals about employers. We then conducted a mixed-method study to examine how congruent and mixed signals influence perceived employer attractiveness. Our results show that while congruent signals increase employer attractiveness and mixed-signal situations reduce it, distinct evaluative patterns emerge when potential

Background: Older patients (≧65 years) are exposed to more harm resulting from adverse events in hospitals than younger patients. Theoretical considerations and empirical findings suggest that safety culture is the key to improving the quality of health care. Objective: To describe the development of a German-language instrument for assessing patient safety culture (PSC) and its reliability and validity; to verify criterion validity by means of a cross-sectional analysis of the impact of PSC on clinical quality that compares acute geriatric units with a sample from intensive care, surgery and trauma surgery departments, and to report variations in the PSC profile between these groups. Methodology: Using a review of existing safety culture surveys, multidimensional scaling procedures and expert interviews, we tested the content and convergent validity of a 158-item questionnaire completed by 508 physicians and nurses from 31 acute geriatric units and 7 comparison departments. Criterion validity was verified by various regression models with a self-reported measure of adverse events. Differences in PSC profiles were analyzed using a one-factorial ANOVA and regression models. Results: We identified 7 constructs of PSC and demonstrated substantial convergent and criterion validity. In the acute geriatric units, higher levels of ‘management commitment to patient safety’ and lower levels of ‘error fatalism’ were associated with a reduced incidence of medical errors. In the comparison group, only the variable ‘active learning from mistakes’ was relevant for safety performance. Our results also indicate that acute geriatric units display higher standards than the comparison group in all the aspects of patient safety examined. Conclusion: It is possible to measure salient features of PSC using a valid and reliable survey. Some aspects of PSC are more closely related to safety events than others. In acute geriatric units, patient safety appears to be influenced mainly by management’s determination of how things are done whereas improvement of the system itself in a more incremental manner is required in the other high-risk ward types.