Background: Understanding the process of strategy change offers a unique insight into the functioning of an enterprise. While well-researched in the context of Western private firms, this process has attracted relatively little attention in state-owned Chinese enterprises. A research on this topic is particularly pertinent today, when many Chinese state-owned enterprises have attracted attention of international investors and the Covid-19 pandemic situation has created unprecedented challenges for daily operations of enterprises.  Purpose: In order to understand the process strategy change, this research has focused on the elements of the strategy change process and the role of institutional pressures in it on an example of China Eastern airline: a state-owned listed enterprise in China.  Method: This is a qualitative case study based on 7 semi-structured interviews with the employees of China Eastern Airlines. A thematic analysis is used for analyzation of the primary data. Findings/Conclusion: This research has confirmed the presence of concurrent processes of planned and emergent strategy change processes and the impactful role of normative and coercive pressures in the processes of change. Several deviations from the previous theories of strategy change were detected and attributed to the differences in national and organizational culture. The findings of this research confirm the general similarity of the process of strategy change during and outside crisis and highlight the potential cultural differences in strategy change in Western and Chinese firm.

The Covid-19 pandemic has made a major impact on organizations around the world since the outburst at the beginning of 2020. This has led the organization to let their employees work remotely from home. This situation has brought challenges for the employees which in turn have been forced to adapt to a new working environment. The uncertainty of the event may impact employee motivation. is to construct a model of not yet linked theoretical understandings that supports a simulation of potential future outcomes. Specifically, this paper draws a link between current understandings of employee motivation, employees’ adaptability to change. In order to simulate the current situation of the Covid-19 pandemic, this paper invites the notion of time and uncertainty into the equation. This to be able to demonstrate and understand how a new phenomenon can affect employees' motivation when they work from home for an extended period. The model proposes time as a non-self-healing process that instead risks impairing motivation if (a) self-regulatory activities are supporting the current motivation, and/or (b) the employee denies the change. In other words, there is no indication that the old saying 'time heals all wounds' fits in this context. In addition, the model indicates that the uncertainties derived from unexpected events drive employee's individual restraining forces. This paper contributes to the existing literature on employee motivation which previously lacked a framework for how motivation can be affected through unexpected change and extended work from home. This framework can also be used for future research where it will benefit from empirical data to further strengthen or develop the model.

The main topic of this thesis is investigation of partner preferences and sexual behavior of female-to-male transsexuals. Number of previous studies showed that on average several partner preferences differ between men and women, and our goal was to determine if these preferences vary in female-to-male transsexuals during the process of sex change. The process of sex change includes intensive exposures to external levels of sex hormones, psychological therapy, and the transformation of their social role and overall life changes. Based on reviewe of the the scientific literature dealing with transsexuality, partner preferences and the potential impact of hormone therapy on sexually dimorphic traits, we developed a questionnaire focusing on partner preference and behavior. We obtained data from 36 heterosexual men transsexual female -to -male (i.e., sexual orientation focused on women) who were divided into three groups according to whether they were prior hormonal therapy (N = 11), whether have already started hormone therapy sex but not yet surgical change ( N = 11) and whether they were already after hormonal and surgical gender conversion (N = 14). In addition, we obtained data from 16 heterosexual non-transsexual men as a control group. Based on my previous bachelor research and literature...

Vertrauen ist ein zentrales Element im menschlichen Leben und in der zwischenmenschlichen Zusammenarbeit. So ist ein Zusammenleben ohne ein gewisses Maß an Vertrauen überhaupt nicht denkbar. Im alltäglichen Leben ist auch zu erfahren, dass der Aufbau von Vertrauen sehr viel Zeit, Kraft, Investition und Geduld erfordert, wogegen der Vertrauensverlust sich schlagartig einstellt und oft starke psychische und psychologische Belastungen zur Folge hat. Die Auswirkungen, mit denen ein Arbeitgeber bei Vertrauensverlust durch unmotivierte und unproduktive Mitarbeiter zu rechnen hat, können enormen wirtschaftlichen Schaden für das Unternehmen bedeuten und den Verlust eines Marktvorsprungs zur Folge haben. Aus diesem Grund erfährt das Konstrukt Vertrauen im betrieblichen Umfeld einen immer stärker werdenden Bedeutungszuwachs insbesondere vor dem Hintergrund von Wirtschaftskrisen, Fusionen, Produktionsverlagerungen, Kurzarbeit oder Arbeitsplatzverlust. Der Aufbau und die ständige Pflege einer vertrauensvollen Unternehmenskultur, deren Inhalt u.a. der konstruktive Umgang des Managements mit Ängsten und Emotionen der Mitarbeiter in Bezug auf bevorstehende Veränderungen ist, bildet die Basis für eine erfolgreiche Zusammenarbeit. Derzeit besteht aber in der Wissenschaft noch kein Konsens darüber, was Vertrauen ist, wie es gemessen, beurteilt und gezielt beeinflusst werden kann. Dieser Problemstellung ist der vorliegende Beitrag gewidmet. Mit Hilfe von Methoden der empirischen Sozialforschung wurde zum einen die Bedeutung von „professionellem“ Vertrauen in mehreren Unternehmen erhoben. Ein weiteres Ziel der Untersuchung war es, das Vorhandensein von vertrauensfördernden und -hemmenden Faktoren in und zwischen Unternehmen zu untersuchen und Rangfolgen bzgl. deren Bedeutung für die Mitarbeiter abzuleiten. Aus der Befragung und Analyse wurde des Weiteren ein Messinstrument zur Ausprägung von professionellem Vertrauen in Organisationen entwickelt. Die daraus gewonnenen Erkenntnisse weisen den Weg eine belastbare Vertrauenskultur im Unternehmen aufzubauen und nachhaltig zu erhalten.:1. Vertrauen als Voraussetzung für Innovationsfähigkeit 2. Vertrauen messen und beurteilen 3. Vertrauensfördernde und -hemmende Faktoren 4. Literatur

This study examined the hindering and helpful events that transgender and gender-nonconforming Ontarians experienced in therapy. To explore descriptive accounts of these experiences, we employed a systematic and rigorous investigation using the significant events framework and thematic analysis to interpret findings. Eleven participants underwent semi-structured interviews, providing rich accounts of their recent therapy experiences alongside their contexts and impacts. From these interview transcripts, we constructed eight major themes relevant to the research question: (1) Helpful and Hindering Relational Gestures; (2) Expectations about the Therapist’s Role; (3) Therapist’s Perception of Transness; (4) Topics in Therapy; (5) Significant Relational-Emotional Experiences; (6) Significant Event Impacts on the Client; (7) Client Processes in Understanding Significant Therapy Events; and (8) Contexts. Implications for therapeutic work are discussed.

Syftet med föreliggande studie är att redogöra för och analysera mekanismer i fenomenet lyssnande, och hur det kan påverka kommunikation, samverkan och tillit kontextualiserat i en offentlig organisations förändringsarbete. Denna undersökning kommer att baseras på fyra respondenters upplevelser och erfarenheter, och analyseras utifrån en abduktiv ansats med socialkonstruvistiskt synsätt. Informanter i studien är avgränsat till internt positionerade projektledare inom mottagande organisationen i Region Skåne. Uppsatsens teoretiska och empiriska undersökning visar att lyssnandet blir representerat som komplext och beroende på kontext. Lyssnandet framhålls som betydelsefull av att genom förståelselyssning kunna sortera och föra fram tydlig information genom etablerade nätverk. Lyssnandets betydelse för samverkan ses vidare kopplat till relationer och tillit. Sedermera visar fynden att lyssnandet i sin kontext kan ses som under framfart. Föreliggande studie öppnar upp för att framtida forskning kan undersöka lyssnandet betydelse i ett bredare spektrum vad gäller olika organisationer och kontexter, samt sätta fenomenet i relation till andra faktorer än vad den föreliggande studiens belyser. Exempelvis en longitudinell studie som studerar lyssnandet både i lugnare tider för att sedan se hur det utvecklas över tid när större förändringar sker. Vidare skulle en mer djupgående analys av fenomenets likheter och skillnader i relation till närliggande begrepp kunna tydligare synliggöra om lyssnandet har unika bidrag till forskningsområdet eller är redan införlivat i de mer etablerade begrepp och koncept som kommunikation, samverkan och tillit. / The purpose of the present study is to account for and analyze mechanisms in the phenomenon of listening, and how it can affect communication, collaboration, and trust contextually in a public organization's change work. This survey will be based on the experiences and experiences of four respondents and will be analyzed based on an abductive approach with a social constructivist approach. Informants in the study are limited to internally positioned project managers within the receiving organization in Region Skåne. The theoretical and empirical investigation of the thesis shows that listening is represented as complex and dependent on context. Listening is emphasized as important in being able to sort and present clear information through established networks through listening. The importance of listening for collaboration is further linked to relationships and trust. Subsequently, the findings show that listening in its context can be seen as progress. The present study opens up the possibility that future research may examine the importance of listening in a broader spectrum in terms of different organizations and contexts and put the phenomenon in relation to other factors than what the present study sheds light on. For example, a longitudinal study that studies listening both in calmer times and then sees how it develops over time when major changes occur. Furthermore, a more in-depth analysis of the phenomenon's similarities and differences in relation to related concepts could make it clearer whether listening has unique contributions to the research area or is already incorporated into the more established concepts and concepts such as communication, collaboration, and trust.

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Climate change poses significant risks to the food system, directly impacting food security and disproportionately affecting vulnerable populations. This study examines the critical role of local municipalities in planning for the effects of climate change on food systems through the case of the New River Valley, located in Southwestern Virginia. This study utilizes a qualitative participatory research design, including semi-structured interviews and focus groups with both food system and municipality stakeholders in the New River Valley region. Guided by Stroh's Systemic Change Process, the study seeks to advance climate adaptation planning in the region through the implementation of the first stage of the process, called "building a foundation for change." This stage involves identifying key stakeholders, getting them involved in the process, and establishing common ground. Through facilitation, stakeholders build capacity for systems thinking with a focus on collaboration. The findings of this study will inform the ongoing efforts of the Blacksburg Sustainability Department in planning for climate change transformation at a local level. This research is significant in that it addresses the gap in the literature around how municipalities are planning for climate resiliency in the food system, provides insight into the use of interviews and focus groups to bridge the creative tension gap in collaborative problem-solving through a systems thinking approach, and informs policy decisions made by local government. This study's findings have the potential to inform community-engaged efforts to plan for climate change while envisioning a more resilient and fair food system. / Master of Science in Life Sciences / In this study, researchers explore how climate change affects our food system and the steps local communities can take to address these challenges, with a focus on the New River Valley in Southwestern Virginia. By using interviews and group discussions with various stakeholders, including those involved in the food system and local government, we aim to enhance climate adaptation planning in the region. To achieve this, we focus on "building a foundation for change," which involves identifying key stakeholders, getting them involved, and finding common ground for collaboration. Through this approach, we promote systems thinking and cooperation among stakeholders. The insights from this research will be valuable for the Blacksburg Sustainability Department as they work towards climate change resiliency at the local level. This study addresses a gap in the existing literature by examining how municipalities plan for climate resilience in the food system. It also sheds light on the benefits of using interviews and group discussions to foster creative problem-solving through a systems thinking perspective. The findings of this study can contribute to community efforts in planning for climate change, with a vision for a more vibrant and equitable food system. Climate change impacts us all and understanding how local communities can respond and adapt is essential for a sustainable future.

I en global ekonomi med ökade krav på konkurrenskraft och effektivitet är implementeringen av Lean-verktyg, såsom 5S, avgörande för att förbättra verksamhetens operationella prestanda. Trots detta uppstår ofta utmaningar vid implementering som kan påverka metodens framgång och effektivitet, särskilt när mänskliga aspekter försummas. Studien adresserar detta forskningsgap genom att undersöka engagemangets betydelse vid implementering av 5S inom processindustrin. Syftet med studien var att kartlägga hur mänskliga aspekter påverkar implementeringen av 5S inom processindustrin samt ge förslag på förbättringsåtgärder för att stärka engagemanget vid förändringsprocesser. Studien använde ett vetenskapligt angreppssätt med en tydlig problemformulering och ett klart definierat syfte. En fallstudie av ett företag, vilka är aktiva inom processindustrin, valdes på grund av dess pågående implementering av 5S. Data samlades in både kvalitativt och kvantitativt genom semistrukturerade intervjuer med ledningen för 5S-arbetet och enkätundersökningar med operatörerna. Reliabiliteten säkerställdes genom standardisering av datainsamlingsmetoderna, medan validiteten förstärktes genom datatriangulering och forskartriangulering. Etiska aspekter hanterades enligt Vetenskapsrådets riktlinjer, vilket inkluderade informationskrav, samtyckeskrav, konfidentialitetskrav och nyttjandekrav. Fallstudieprotokoll och systematisk datainsamling användes för att stärka studiens trovärdighet och generaliserbarhet. Studiens resultat visar att stöd från både ledning och organisation är avgörande för att öka engagemanget. Operatörernas upplevelser av rättvisa, återkoppling och belöningssystem identifieras som centrala drivkrafter för att främja ett hållbart engagemang. Många operatörer och tjänstemän kände sig inte involverade i beslutsprocesserna, vilket skapade motstånd mot 5S-initiativet. Informella ledare identifierades som avgörande för att påverka teamens inställning och engagemang. Studien betonar även vikten av tydlig kommunikation, ledarskap och delaktighet i förändringsprocesser för en framgångsrik implementering av 5S. Slutsatsen av studien betonar att en framgångsrik implementering av 5S kräver ett holistiskt synsätt där både tekniska och mänskliga aspekter beaktas. Identifierade nyckelfaktorer för att stärka engagemanget inkluderar organisationens- och ledningens stöd, konstruktiv återkoppling, motivering och delaktighet samt säkerställande av tydlig och konsekvent kommunikation. Genom att adressera dessa aspekter kan företag i processindustrin, inte bara förbättra sin operationella prestanda, utan även öka medarbetarnöjdheten och nå framgång vid förändringsarbeten. / In a global economy with increasing demands for competitiveness and efficiency, the implementation of Lean tools, such as 5S, is crucial for enhancing operational performance. Despite this, challenges often arise during implementation, which can affect the method's success and efficiency, particularly when human aspects are neglected. This study addresses this research gap by examining the significance of engagement during the implementation of 5S in the process industry. The purpose of the study was to map how human aspects influence the implementation of 5S in the process industry and to propose improvement measures to strengthen engagement during change processes. The study employed a scientific approach with a clear problem formulation and a well-defined purpose. A case study of a company, which is active in the process industry, was selected due to its ongoing implementation of 5S. Data were collected both qualitatively and quantitatively through semi-structured interviews with the management of the 5S initiative and surveys with operators. Reliability was ensured through the standardization of data collection methods, while validity was enhanced through data triangulation and researcher triangulation. Ethical aspects were handled according to the guidelines of the Swedish Research Council, including requirements for information, consent, confidentiality, and usage. Case study protocols and systematic data collection were used to strengthen the study's credibility and generalizability. The study's results show that support from both management and the organization is crucial for increasing engagement. Operators' perceptions of fairness, feedback, and reward systems are identified as central drivers for promoting sustainable engagement. Many operators and officials felt uninvolved in decision-making processes, which created resistance to the 5S initiative. Informal leaders were identified as crucial for influencing teams' attitudes and engagement. The study also emphasizes the importance of clear communication, leadership, and participation in change processes for a successful implementation of 5S. The conclusion of the study emphasizes that a successful implementation of 5S requires a holistic approach that considers both technical and human aspects. Identified key factors for strengthening engagement include support from the organization and management, constructive feedback, motivation and participation, and ensuring clear and consistent communication. By addressing these aspects, companies in the process industry, not only improve their operational performance but also increase employee satisfaction and achieve success in change initiatives.

The reason for the study is that IT-enabled organizational change processes such as information system implementations have high costs and disappointing results. Studies to identify causes of the mentioned failures are mainly based on a variance approach. This study applies another approach which is not yet performed in this field of research and affects several themes. Based on a process approach data is compared with ideal-process theories to identify the generative mechanisms causing the unfolding of the process. Thus, the study identifies a recipe and not the ingredients.