Ressources humaines

Diversity: Kein Mensch ist nur blond oder blauäugig

Interview - Inklusion und Vielfalt leben

Inklusion - Nationale Förderung für betriebliche Inklusion

Performing University space: Multiplicity, relationality, affect

Spaces with a temper. On atmospheres of education

Performing participation: reassembling a new museum

Entrepreneurship and process studies


Process studies put movement, change and flow first; to study processually is to consider the world as restless, something underway, becoming and perishing, without end. To understand firms processually is to accept but also – and this is harder perhaps – to absorb this fluidity, to treat a variable as just that, a variable. The resonance with entrepreneurship studies is obvious. If any field is alive to, and fully resonant with, a processual understanding of, for example, the creation of firms, it is entrepreneurship studies. This special issue is an attempt to consider the promise and potential of processual approaches to studying, researching and practising entrepreneurship. The articles in the issue attest to an increasing sensitivity to processual thinking. We argue that appreciating entrepreneurial phenomena processually opens up the field to an understanding of entrepreneurship as organizational creation – not simply the creation of new organizations but also experiments in new organizational form

The Relationships of I-deals with Customer Satisfaction: The Role of Age Diversity, Burnout and Commitment

The buffering effect of differentiated and collective-focused leadership for innovation in demographically diverse teams

The downside of workplace accommodations : Problems and conflicts during an individual change process: A qualitative analysis of the employees' perspective


Our study provides comprehensive insights into the experiences of workplace accommodation recipients and hereby highlights the idea that affected employees do not necessarily benefit from the accommodation. Building on organizational change and accommodations literature, we propose a theoretical framework of negative experiences during accommodation processes and apply it to qualitative data from interviews with accommodation recipients. Although problems associated with the health-related impairment are solved by the accommodation, affected employees often experience interpersonal problems and conflicts similar to those that typically occur during organizational change. Lacking social support as well as poor communication and information are frequently criticized. Moreover, discrimination, bullying, and maltreatment appear to be common during accommodation processes. The findings suggest that "well-meant is not always well-done" - in order to make accommodation processes more successful, we derive recommendations from organizational change literature and apply it to the accommodation context. Moreover, unique characteristics of the accommodation setting are emphasized and translated into practical implications.


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