Mellanchefer intar en allt mer central roll i organisationer vilket resulterar i ökat ansvar både operativt och strategiskt. Huruvida mellanchefer bör rekryteras internt eller externt är svårt att fastställa. Då arbetsmarknad och samhället kräver en ständig utveckling och förnyelse av organisationer bör ledning arbeta strategiskt med att främja en ständig utveckling. Syftet med denna studie blir därför att öka kunskapen om hur intern respektive extern rekrytering av mellanchefer kan påverka organisationers innovationsförmåga och hur mellanchefsrekrytering, ur en strategisk synvinkel, kan bidra till innovation.Vi har genomfört en kvalitativ analys med semistrukturerade intervjuer där respondenter med erfarenhet av chefsrekrytering i organisationer från tre olika branscher har deltagit. Branscherna som studerats är industribranschen, servicebranschen och detaljhandelsbranschen för att fastställa eventuella skillnader i synen på innovation och mellanchefens roll i strävan mot denna i de olika branscherna. Studien har en komparativ design med ett målstyrt urval. Totalt deltog sex respondenter i studien med sina berättelser och erfarenheter kring chefsrekrytering. I analysen har vi arbetat utifrån en abduktiv ansats inspirerat av ett hermeneutiskt perspektiv. Den teoretiska referensramen har utvecklats med hjälp av tidigare litteratur kring mellanchefsrekrytering, innovation samt intern och extern rekryteringens för- och nackdelar som sedan används som utgångspunkt för att kategorisera de textavsnitt som identifierades i respektive analys.Vår forskning om hur intern respektive extern rekrytering av mellanchefer kan påverka organisationers innovationsförmåga leder till resultatet att majoriteten av respondenterna förespråkar karriärsutveckling genom intern rekrytering. Detta skulle leda till ökad innovation i högre grad än den externa rekryteringen. Att värna om befintliga medarbetare och låta dem växa och utvecklas gynnar organisationens innovationsförmåga och anses vara en mer effektiv rekryteringsmetod i strävan efter innovation. Något avvikande från detta är resultatet från analysen av serviceorganisationen som är medvetna om fördelarna med intern karriärutveckling men anser att den externa rekryteringens fördelar ändå väger tyngre utifrån innovationssynpunkt. Detta då de utifrån innovationsperspektivet ser nyskapande som resultat av att rekrytera externa individer som bidrar med nya idéer och tankesätt. Vår forskning bidrar med att öka kunskapen om hur intern respektive extern rekrytering av mellanchefer kan påverka organisationers innovationsförmåga. / Middle managers today have an increasingly central role in business organizations resulting in increased responsibility both operationally and strategically. Whether it is advisable to recruit middle managers internally or externally is a debated topic and seemingly a situation driven decision. As the labor market and society requires a continuous development and innovation of organizations the management should work strategically to promote a continuous development. The purpose of this study is therefore to increase the knowledge of how internal and external recruitment of middle managers can affect organizations' ability to pursue innovation and how recruitment of middle managers, from a strategic point of view, can contribute to innovation.We have conducted a qualitative analysis of semi-structured interviews where respondents with experience of executive recruitment in organizations from three different sectors participated. The sectors studied were; the industrial sector, the service sector and the retail sector in order to determine the possible differences in views on innovation and the manager's role in pursuing this in their respective industries. The study has a comparative design with a purposive sampling. A total of six respondents were interviewed and their stories and experiences were included in this study. In the analysis, we have worked with an abductive approach inspired by a hermeneutic perspective. The theoretical framework has been developed by using previous literature on middle management recruitment and innovation and the internal and external recruitment advantages and disadvantages which later on have been used as the basis for structuring the text in the analysis.Our research of how the internal and external recruitment of middle managers can affect organizations' ability to pursue innovation leads to the result that most respondents advocate career development through internal recruitment. This would lead to greater innovation, to a greater extent than the external recruitment. Our results suggests that by retaining existing employees and allow for them to grow and develop, the organization promotes innovation and could be assumed to hold a more effective recruitment method in the pursuit of innovation. In contrast, the result of the analysis of the service organization shows that the respondents are well aware of the advantages of internal career development however despite these benefits they still debate that numerous advantages do prevail from an innovation perspective when recruiting middle managers externally. This due to, from an innovation perspective, the external recruitment would allow for the organization to host new objective individuals contributing with innovative ways of working and perhaps new sought after perspectives previously unknown to the organization. To summarize this study shall aim to contribute to an increased knowledge of how internal and external recruitment of middle managers affect organizations' ability to pursue innovation.This paper is written in Swedish.

Abductive reasoning is the process of finding a best explanation for a set of observations. In many abductive problems, like medical diagnosis, scientific discovery, debugging or troubleshooting, an amount of information far beyond the capacity limits of working memory (WM) must be processed. Although WM plays a central role in theories of human cognition, theories of abductive reasoning do not specify WM processes during the generation of explanations. On the basis of a computational model of abductive reasoning and of theories of text comprehension a mechanism is proposed that reduces WM load during abductive reasoning. The computational model views abductive reasoning as the sequential comprehension and integration of observations into a situation model that represents the current best explanation for the observations. The proposed WM mechanism assumes that the situation model is only partly kept in WM, whereas other pieces are stored in long-term memory. These long-term representation part can be reliably accessed through retrieval structures to reinstatiate information in WM during abductive reasoning. It is assumed that unexplained observations are actively maintained in WM until an explanation for them could be generated. Thereafter their representation is lost from WM. But these explained observations can be recalled from long-term memory via their integration into the situation model. This mechanism makes predictions about the availability of the mental representation of explained and unexplained observations. These predictions were tested in four experiments, using different memory tests for observations. In Experiments 1 and 2 a recognition test was used, in Experiment 3 an implicit menory test was used and in Experiment 4 the participants had to perform an unexpected recall after task interruption. The results show that unexplained observations are accessed faster than explained ones during abductive reasoning. This confirms the mechanism's assumption that unexplained observations are kept in WM and explained ones not. But explained observations seem not to be represented in long-term memory. Rather, it seems that observations are rapidly forgotten afer they are explained. Different possible reasons for this pattern of result are discussed.

L’objectif de cette thèse est de proposer une nouvelle méthode de construction de modèles métaboliques dans le contexte de la génomique comparée. Nous avons développé un outil, ab-pantograph, permettant l’inférence de modèles métabolique se basant sur la logique abductive. Pour ce faire, nous avons introduit une représentation logique de modèles métaboliques minimaux enzymatiques, puis à partir d’un modèle métabolique dit de référence, nous avons dérivé un modèle minimal enzymatique explicite accompagné d’association de gènes. Enfin, en couplant ce modèle métabolique au génome d’un organisme cible, nous inférons par abduction un modèle enzymatique pour cet organisme cible accompagné d’un ensemble d’associations de gènes, modèle que l’on veut congruent à celui que l’on aurait pu obtenir en ayant toutes les informations pour l’organisme cible.L’outil proposé, ab-pantograph, a été développé en utilisant la programmation logique par contraintes et Hyprolog. / The objective of this thesis is to propose a new method of constructing metabolic models in the context of comparative genomics. We have developed a tool, abpantograph, allowing the inference of metabolic models based on the Abductive logic. To do this, we have introduced a logical representation of minimal enzymatic metabolic models and from a metabolic model called reference, we derived an explicit enzymatic minimal model accompanied by gene association. Finally, by coupling this metabolic modele with the genome of a target organism, we infer abductively a model enzyme for this target organism accompanied by a set of gene associations, pattern one wants congruent to that which is could have obtained by having all the information to the target organism. The proposed tool, ab-pantograph, has been developed using constraint logic programming and Hyprolog.

Politiska påtryckningar kräver offentliga verksamheters effektivisering, vilket har lett många kommuner till att påbörja införandet av effektivitetshöjande, IT-stödda automatiseringslösningar inom sina respektive socialtjänster. Initiativen medför dock ofrånkomliga organisationsförändringar, vilka ställer krav på god förändringsledning för att undvika förändringsmotstånd - något som tidigare uppvisats i samband med initiativen. Förändringsarbeten inom offentlig verksamhet har dessutom beskrivits ställa extra hårda krav på förändringsledarna, i och med hur de behöver navigera de många intressenter som tenderar att finnas inblandade. Genom en abduktiv forskningsansats, innefattande tio semistrukturerade intervjuer med förändringsledare som för närvarande arbetar med att automatisera arbetsprocesser inom socialtjänsten, identifieras bakomliggande intressen och viljor - värdeideal - med inverkan på automatiseringsinititativen. Därtill analyseras hur förändringsledare inom den offentliga sektorn utformar aktiviteter för att hantera dessa skilda viljor. Resultaten visar att tre av totalt fyra möjliga värdeideal går att identifiera i samband med initiativen: effektivitets-, service-, och professionalismidealet. Även om inget regelrätt förändringsmotstånd rapporteras, beskrivs dock en rädsla för hur den förändrade arbetsrollen ska påverka förändringsmottagarna - och vad det innebär för ansvarsutkrävande. Förändringsledarna hanterar idealen och nämnd rädsla genom att prioritera förändringsmottagarnas tidiga inblandning i förändringsarbetet, samt genom att lägga stor vikt vid kommunikativa insatser. Teoretiska och praktiska bidrag diskuteras. / Political pressures force organizations in the public sector to increase their efficiency, causing many municipalities to initiate projects involving IT-enabled automation of work processes in their local social services. In order to avoid resistance, the organizational changes caused by the projects need to be handled with great care by their respective change agents. The public sector is notorious for being particularly difficult to successfully lead through organizational change, due to the large number of stakeholders with power to affect the change, holding competing interests and wills - known as value positions. The study sets out to find which value positions are present in the ongoing automation projects currently being carried out in the municipalities’ social services, and how the change agents work with them. Using abductive reasoning, and with the help of ten semi-structured interviews with change agents who currently are involved in automation projects, the study’s findings show that three out of four value positions can be identified in the types of projects mentioned: the efficiency-, service- and professionalism ideal. The change agents work with the value positions by prioritizing the engagement and involvement of the change recipients from start, creating a sense of joint ownership of the change. Besides prioritizing engagement and involvement, communication efforts are held up to be of major importance. Implications for theory, practice and future research are presented.

The purpose of this study is to explore the engagement in an innovation ecosystem for knowledge co-creation. It aims at exploring the various aspects of ecosystems, innovation, and knowledge which can drive or hinder actors to engage in collaboration in an innovation ecosystem. A single case study was selected as a research strategy (The OSMaaS project), as it provided us the opportunity to analyze an innovation ecosystem with specific characteristics that few has considered before. Semi-structured interview was used as data collectiontechnique since this interview method offered us the required flexibility to explore in depth theindividual experiences lived during the process of evaluating whether to engage or not to the OSMaaS project. Consequently, a hybrid approach of thematic analysis was selected as methodfor data analysis as it allowed us to interact with the interviewees or the empirical world, theconcepts regarding innovation and ecosystems or theory, and the OSMaaS project or the case study. The findings show that aspects of ecosystems, innovation and Knowledge co-creation aspects such as co-opetition, ecosystem governance and structure, proximity, relative advantage, compatibility, complexity, trialability, observability, competitive advantage, and product development contain factors driving and hindering actors’ engagement in aninnovation ecosystem. These factors are explained within this study and show what have droveand hindered actors to engage in the OSMaaS project.

Integration of a cyber system and communication systems with the traditional power grid has enabled better monitoring and control of the smart grid making it more reliable and resilient. This empowers the system operators to make informed decisions as a result of better system visibility. The grid has moved from a completely air-gapped structure to a well-connected network. However, this remote-control capability to control distributed physical components in a distribution system can be exploited by adversaries with malicious intent to disrupt the power supply to the customers. Therefore, while taking advantage of the cyber-physical posture in the smart grid for improved controllability, there is a critical need for cybersecurity research to protect the critical power infrastructure from cyberattacks. While the literature regarding cybersecurity in distribution systems has focused on detecting and mitigating the cyberattack impact on the physical system, there has been limited effort towards a preventive approach for detecting cyberattacks. With this in mind, this dissertation focuses on developing intelligent solutions to detect cyberattacks in the cyber layer of the distribution grid and prevent the attack from impacting the physical grid. There has been a particular emphasis on the impact of coordinated attacks and the design of proactive defense to detect the attacker's intent to predict the attack trajectory. The vulnerability assessment of the cyber-physical system in this work identifies the key areas in the system that are prone to cyberattacks and failure to detect attacks timely can lead to cascading outages. A comprehensive cyber-physical system is developed to deploy different intrusion detection solutions and quantify the effect of proactive detection in the cyber layer. The attack detection approach is driven by artificial intelligence to learn attack patterns for effective attack path prediction in both a fully observable and partially observable distribution system. The role of effective communication technology in attack detection is also realized through detailed modeling of 5G and latency requirements are validated. / Doctor of Philosophy / The traditional power grid was designed to supply electricity from the utility side to the customers. This grid model has shifted from a one-directional supply of power to a bi-directional one where customers with generation capacity can provide power to the grid. This is possible through bi-directional data flow which ensures the complete power system observability and allows the utility to monitor and control distributed power components remotely. This connectivity depends on the cyber system and efficient communication for ensuring stable and reliable system operations. However, this also makes the grid vulnerable to cyberattacks as the traditional air-gapped grid has evolved into a highly connected network, thus increasing the attack surface for attackers. They might pose the capability to intrude on the network by exploiting network vulnerability, move laterally through different aspects of the network, and cause operational disruption. The type of disruption can be minor voltage fluctuations or even widespread power outages depending on the ultimate malicious attack goal of such adversaries. Therefore, cybersecurity measures for protecting critical power infrastructure are extremely important to ensure smooth system operations. There has been recent research effort for detecting such attacks, isolating the attacked parts in the grid, and mitigating the impact of the attack, however, instead of a passive response there is a need for a preventive or proactive detection mechanism. This can ensure capturing the attack at the cyber layer before intruders can impact the physical grid. This is the primary motivation to design an intrusion detection system that can detect different coordinated attacks (where different attacks are related and directed towards a specific goal) and can predict the attack path. This dissertation focuses on first identifying the vulnerabilities in the distribution system and a comprehensive cyber-physical system is developed. Different detection algorithms are developed to detect cyberattacks in the distribution grid and have the intelligence to learn the attack patterns to successfully predict the attack path. Additionally, the effectiveness of advanced communication such as 5G is also tested for different system operations in the distribution system.

Denna studie behandlar begreppet mångfald på arbetsplatsen i en svensk kontext. Begreppet har diskuterats i Sverige sedan slutet av 1990-talet, men det råder fortfarande en förvirring kring vad mångfald på arbetsplatsen innebär och vilken påverkan det har på enskilda organisationer. Vidare förknippas begreppet i Sverige med en hög grad av statlig inblandning, som på senare år fokuserats på att påverka organisationer i riktning mot en multikulturell modell. Dock hävdas att det finns liten erfarenhet i av den multikulturella modellen i den svenska praktiken. De företag som arbetar med mångfald gör det ofta inte integrativt, utan mer av ekonomiska skäl för att lättare kunna söka externt kapital.Syftet med studien är att utreda vilka perspektiv av mångfald som finns i olika svenska organisationer och hur dessa skiljer sig från, eller liknar, den multikulturella modell som förespråkas av samhällsdiskursen. Med hjälp av institutionell teori som referensram diskuteras sedan resultatet för att kunna förklara varför eventuella diskrepanser i diskursen kring mångfald på arbetsplatsen mellan olika nivåer i samhället uppstår. Kvalitativ analys av diskurser över flera nivåer av samhället genomförs utifrån en tvärsnittsdesign med urval av offentliga dokument såsom hemsidor, policydokument hållbarhetsredovisningar och årsredovisningar hos relevanta institutionella arrangemang i ett makroperspektiv, de allra största svenska företagen och ett slumpvis genererat urval av stora svenska företag i ett mikroperspektiv. Totalt analyseras 70 företag och sex institutionella arrangemang. Vi arbetar utifrån en abduktiv ansats där analysen inledningsvis görs med hjälp av en referensram kring mångfaldsperspektiv som senare utvecklas vid adderandet av institutionell teori och i ljuset av våra resultat.Vi finner att tre perspektiv på mångfald; förstärka homogenitet, det färgblinda perspektivet och rättviseperspektivet kan sägas vara institutionaliserade i den svenska kontexten med en stark fokusering på könsdimensionen av mångfald. Accessperspektivet och integration-lärandeperspektivet kan vi inte säga är institutionaliserade i den svenska kontexten. Istället kan de sägas vara på modet. De institutionella arrangemang som vi kan koppla till den svenska staten påverkar svenska organisationer genom tvingande institutionellt tryck till att anamma de institutionaliserande perspektiven. Det finns även en ambition till att regeringen skall agera förebild för mångfaldsarbete genom företag med statligt ägande. Dock sträcker sig texter från dessa institutionella arrangemang inte längre än till det färgblinda perspektivet och rättviseperspektivet. Istället finner vi de flesta uttrycken för accessperspektivet och integration-lärandeperspektivet, där vi även återfinner den multikulturella modellen, framför allt i diskursen som utgörs av texter hos de största svenska företagen. Studien bidrar, genom adderandet av institutionell teori, till en ny, mer pluralistisk syn på mångfaldsperspektiv än vad tidigare litteratur har illustrerat. / This study is addressing the concept of workplace diversity in the Swedish context. The concept has been discussed in Sweden since the late 1990´s, but still there are confusions about what workplace diversity really is, and what impact it has on particular organizations. Further, the concept is in the Swedish context associated with a high degree of governmental involvement which, as of late, has been focused on influencing organizations toward a multicultural model. However, some argue that there is little experience of a multicultural model in the Swedish practice. Those companies that work with diversity do so mostly out of economic reasons, in search of external capital and not in an integrative way.The purpose of this study is to investigate which perspectives on diversity there are in different Swedish organizations and how these can resemble, or differ from, the multicultural model that is advocated by the societal discourse. By means of institutional theory as a reference, the results are then discussed to explain why possible discrepancies in the discourse around workplace diversity between different levels of society may arise. Qualitative analysis of discourses throughout several levels of society is conducted with a cross-sectional design with a sample of public documents such as websites, policy documents, sustainability reports and annual accounts from relevant institutional arrangements in a macro-perspective, and in a micro-perspective; from the largest Swedish companies and a random sample of large, Swedish companies. A total of 70 companies and six institutional arrangements are analyzed. We have an abductive approach, where the analysis is initially conducted by means of a frame of reference around perspectives on diversity, which is further developed with the addition of institutional theory in light of our findings.We find that three perspectives on diversity; reinforcing homogeneity, the color-blind perspective and the fairness perspective can be said to be institutionalized in the Swedish context, with a strong focus on the gender dimension of diversity. The perspectives of access and integration-learning cannot be said to be institutionalized in the Swedish context, but can instead be seen as fashionable. The institutional arrangements we can associate with the Swedish government influence Swedish organizations by means of coercive institutional pressure to adapt to the institutionalized perspectives. There is also an ambition to act as a role model concerning diversity management through companies owned by the State. However, the texts we analyze deriving from these institutional arrangements stretch no further than to the color-blind perspective and the fairness perspective. Instead, we find the most expressions for the access perspective and the integration-learning perspective, where we also find the multicultural model, in the discourse consisting of texts deriving from the largest Swedish companies. The study contributes, by the addition of institutional theory, to a more pluralistic way of describing the perspectives on diversity, than illustrated by previous literature.The thesis is written in Swedish.

Designing and developing complex engineering systems is a collaborative effort. In Model-Based Systems Engineering (MBSE), this collaboration is supported through the use of formal, computer-interpretable models, allowing stakeholders to address concerns using well-defined modeling languages. However, because concerns cannot be separated completely, implicit relationships and dependencies among the various models describing a system are unavoidable. Given that models are typically co-evolved and only weakly integrated, inconsistencies in the agglomeration of the information and knowledge encoded in the various models are frequently observed. The challenge is to identify such inconsistencies in an automated fashion. In this research, a probabilistic (Bayesian) approach to abductive reasoning about the existence of specific types of inconsistencies and, in the process, semantic overlaps (relationships and dependencies) in sets of heterogeneous models is presented. A prior belief about the manifestation of a particular type of inconsistency is updated with evidence, which is collected by extracting specific features from the models by means of pattern matching. Inference results are then utilized to improve future predictions by means of automated learning. The effectiveness and efficiency of the approach is evaluated through a theoretical complexity analysis of the underlying algorithms, and through application to a case study. Insights gained from the experiments conducted, as well as the results from a comparison to the state-of-the-art have demonstrated that the proposed method is a significant improvement over the status quo of inconsistency identification in MBSE.

HR är ett yrkesfält som avser en verksamhets personalförvaltning, men har sedan det uppkom varit tvetydigt och under ständig utveckling. Många av de studier som bedrivits kring fältet har till följd av detta fokuserat på att fastställa vad HR är och vad dess funktion bör vara. Forskning har fokuserat på att finna universella svar, men det saknas studier som låter dessa frågor besvaras utifrån en specifik organisationskontext. Vidare finns även en brist på empirinära studier inom HR-fältet. Genom detta samt den tvetydighet och föränderliga bakgrund HR-fältet präglas av, har vi identifierat HR-funktionen som vagt inramad inom forskningen. Utifrån detta är studiens syfte att bidra med praktiknära kunskap om hur HR-arbetet sker i praktiken.Vi har genomfört en kvalitativ studie med en jämförande design. Baserat på ett teoretiskt urval inkluderades, genom semistrukturerade intervjuer, totalt tre företag med fristående HR-avdelning. I Varje företag intervjuades en HR-ansvarig respektive tre avdelningschefer. Analysen har tagit form utifrån en abduktiv ansats föranledd av ett hermeneutiskt perspektiv. Den teoretiska modell som tillämpades i analysen utvecklades via tidigare forskning och användes i syfte att belysa eventuella motsättningar i respondenternas synsätt avseende HR.Vår studie har lett till en slutsats om att HR som funktion inte bör fastställas i specifika termer, utan att vikten ligger i att skapa en för organisationen intern samstämmighet gällande HR’s roll och sedan kommunicera det till organisationens medlemmar. Detta för att främja enhetliga förväntningar kring funktionen och således minimera missriktad kritik. I samtliga företag framträder främst dualistisk HRM, genom vilken både mjuk och hård HRM återfinns. Till skillnad från en stor del av tidigare forskning som bedrivits inom fältet, inriktar sig denna studie på att undersöka HR praktiknära i sitt specifika sammanhang. Således bidrar studien till en djupare förståelse för hur HR-arbetet sker i praktiken givet en viss kontext. / HRM, human resource management, is a profession concerning, as its name indicates, managing the human resources of an organization. Ever since emerging, it has been ambiguous and constantly evolving. Many of the studies conducted in the field has therefore focused on identifying what HR is and what its function should be. Research has focused on finding universal answers, but there are few studies that allow these questions to be answered on the basis of a specific organizational context. Furthermore, there is also a lack of empirical studies in the field of HR. Through this, as well as through the ambiguity and changing background the field of HR is characterized by, we have, in research, identified the HR function as vaguely framed. Based on this, the purpose of the study is to contribute with practice oriented knowledge about how HR work is managed in practice.We have conducted a qualitative study, on which we have applied a comparative design. Based on a theoretical sample, three corporations with an independent HR department were included in the study through semi-structured interviews. In every corporation a HR manager and three department heads were interviewed. The analysis has been shaped by an abductive approach, inspired by a hermeneutic perspective. The theoretical model used in the analysis, was developed on the basis of previous research and served purpose to help emphasize, possibly opposing, differences in the interviewees views, regarding HR.The findings of this study has led to conclusions that HR as a function should not be determined in specific terms. However, the importance is to create an internal consistency regarding the role of HR and then to communicate this throughout the organization. This, in order to promote consistent expectations of the function and thus minimize misguided criticism. In all the corporations, dualistic HRM was the most appearing approach, in which both soft and hard HRM exist. Opposed to the majority of previous presented research of the field, this study focus on exploring HR-practice in its specific context, thus it contributes to a deeper understanding the practice of the field. This paper is written in Swedish.

Background: Psychological perfectionism, from a clinical perspective, started to be a topic of interest for cognitive behavioural clinicians at the beginning of the 1950s. Whilst many studies have identified perfectionism as a pivotal motivator in different conditions of neurosis, the exact nature of its interactions remains unclear. In the research community there is still a debate as to whether there is such a thing as good perfectionism, and there remains no consensual theory of psychopathological perfectionism. Aims: The aim of the study was to investigate why the nature of the phenomena remains a contentious issue, and to develop a robust theory of psychopathological perfectionism, within a cognitive behavioural framework, which will find general acceptance. From the literature review this appears to be the first qualitative study to develop such a theory. Method: Substantive grounded theory was developed within a framework of methodical hermeneutics which, it is argued, is capable of generating formative theory. 20 volunteers who came forward in response to advertisements became participants in semi-structured interviews using a post classic qualitative methodology, from which emerging data became the basis of categories leading to the development of the theory, and functions of the phenomena. Results and Conclusions: The study sets out reasons why there remains an impasse amongst researchers and clinicians about the condition of psychopathological perfectionism. A parsimonious theory of pathological perfectionism has been developed, the constructs of which are just necessary and sufficient to describe the condition. The developed theory makes a contribution to theories proposed prior to 1990 and to contemporary research. However as with all theories it is necessarily provisional, so that its usefulness is in need of further research and development. Psychopathological perfectionism has only two constructs, namely a demand to achieve perfectionism in at least one idiosyncratic sphere, which is in response to a core schema of conditional worth. A number of symptoms or functions of psychopathological perfectionism have also been identified, and there are suggestions as to how the condition develops and is maintained to the detriment of the sufferer. The study synthesizes over fifty years of theory and research into the phenomena. The developed theory and its symptoms or functions have important implications for clinical interventions, training, and for further psychological and psychosocial research. These implications are discussed.