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To understand how collaborative work practices emerge and evolve throughout activities, the purpose of this paper is to comprehend the making of compromises from a process view. Compromises are here understood as constantly evolving throughout activities.

The author relies on the Actor-Network Theory to define two dynamics participating in the making of compromises: the translation and the association. These two dynamics are then illustrated with a case study about the development of a Human Resource Management device that took place in a bank in Luxembourg. From this case, the author focuses on the emergence of various compromises about the project’s purpose.

Based on the insights brought by the theoretical framework and case studies, compromise is understood as a temporary result of the translations and associations between humans and non-humans. Compromise is also anything that is shared by actors (meaning, categories, objectives, etc). that enables them to make their collective activity possible. This process view of compromises makes three contributions: it fully recognizes that compromise is not stable but situated in practices, it highlights the mediating role of compromises and it insists on the interrelation between compromises throughout the activity.

The matter of compromise has mainly been studied from a moral standpoint as a stable agreement, whatever the context. This article also provides an alternative approach to understanding compromise as situated in practices.

The purpose of this paper is to develop the concept of managerial controversy. This concept focusses on organizational disagreements in order to understand the emergence of organization, and also postulates that researchers can better understand organizational phenomena through the ruptures that occur in an organization's everyday activities.

While the concept of controversy was initially developed to understand the emergence of outputs, this paper develops the concept of managerial controversy in order to understand the emergence of ways of working.

The concept of managerial controversy demonstrates that the authors can improve the understanding of organization by focussing on the disagreements, the associations of heterogeneous elements, the mediators, and the traces left by actors, as well as by considering the viewpoints of these actors.

The concept of managerial controversy can be used as a framework for describing the development of organization over time. This concept is suitable for management and organization scholars interested by issues related to organization and organizing.

This paper offers an analytical framework for analyzing the emergence of organizational features from ruptures. Furthermore, the concept of managerial controversy extends to not only the literature of actor-network theory, but also to the literature related to organizing.

The purpose of this paper is to analyze the different roles and natures of objects in organizational process. Furthermore, the concept of the mediation object is developed to understand how the objects help to structure interactions and collective activities over time.

The paper employs data from a case study (the Pupitre Virtuel) in order to highlight and illustrate the relevance of a process analysis of the roles and natures of objects.

The paper demonstrates that the roles and natures of objects evolve over time through controversies and compromises. On one hand, the evolution of interactions drives the evolution of the roles and natures of objects. On the other, the evolution of objects help the actors to structure their interactions and activities.

The paper argues that, rather than a static analysis, human‐object interaction needs to be understood and observed through a process analysis, taking into account the evolution of objects and interactions. This paper shows that mediation objects can play three roles – as carriers of controversies, of compromises, and of prescriptions – and that it can appear in one of three aspects – interpretable, modifiable, and non‐interpretable/non‐modifiable.

Appropriation of information communication technology (ICT) drags tools and actors into a sociotechnical process. ICT, practices, and organizations are strongly modified. Only an interplay approach can reveal the complexity of relations between technology and work practices. The paper aims to focus on this.

From the structurational model of technologies and Actor Network Theory, the author's approach of ICT appropriation in organizations is based on structuration and translation dynamics.

Combining these two dynamics, the paper sheds light on the appropriation paths. Through an implementation of management tool in the teaching world for one year, it focuses on the emergence of appropriation dynamics of pedagogic software by the teachers. This approach shows that actors and ICT changed around compromises in the network.

The contribution of this paper is in the coupling of the structuration and translation dynamics of appropriation to identify the appropriation paths.

Professor Slawomir Magala is a full professor of Cross-Management at the Department of Organization and Personnel Management in Rotterdam School of Management (RSM), Erasmus University (RSM, 2015). His education stems from Poland, Germany and the USA, and has taught and conducted research in China, Egypt, Kazakhstan, Croatia, Estonia, the United Kingdom and Namibia. He is a former Chair for Cross-Cultural Management at RSM and has achieved many things, from being editor-in-chief of the Journal of Organizational Change Management (JOCM), to receiving the Erasmus Research Institute in Management (ERIM) Book Award (2010), for The Management of Meaning in Organizations (Routledge, 2009). It has received honors for being the best book in one of the domains of management research. It was selected by an academic committee, consisting of the Scientific Directors of CentER (Tilburg University), METEOR (University of Maastricht) and SOM (University of Groningen). All these research schools are accredited by the Royal Netherlands Academy of Arts and Sciences (KNAW). The paper aims to discuss this issue.

This is a review of Professor Slawomir Magala’s contributions as editor of Journal of Organizational Change Management.

Slawomir (Slawek) Magala will be known for many contributions to social, organizational, managerial research, and it will be remembered that he has created a great legacy in the field of cross-cultural competence and communication on processes of sense making in professional bureaucracies. He has authored and co-authored many publications including articles, books, professional publications, book contributions and other outputs, and is an established professor of cross-cultural management at the Department of Organization and Personnel Management in RSM, Erasmus University. He will be known for his work as editor of Qualitative Sociology Review, and one of the founding members of the Association for Cross-Cultural Competence in Management, not to mention the Journal of Organizational Change Management. Many of his articles have appeared regularly in leading refereed journals, such as the European Journal of International Management, Public Policy, Critical Perspectives on International Business and Human Resources Development International. His greatest legacy is in the field of cross-cultural management, but branches out to many other management studies.

The research is limited to his work in capacity of editor of Journal of Organizational Change Management.

This review provides a guide for positive role model of an excellent editorship of a journal.

Magala’s legacy acknowledges this research and its power to create numerous papers and attract a lot of attention (Flory and Magala, 2014). Because of these conferences, these empirical findings have led to disseminating the conference findings with JOCM (Flory and Magala, 2014). According to them, narrative research has become a respectable research method, but they also feel that it is still burdened with a lot of controversies on with difficulties linked to applying it across different disciplines (Flory and Magala, 2014).

The review covers the creative accomplishment of Professor Magala as editor.

The purpose of this paper is to examine what the authors can learn from organization studies of digital technologies and changes in public organizations, and to develop a research agenda that allows us to produce systematic knowledge about how work practices in the public sector change with digitization.

The paper is based on an analysis of the organizational studies literature on how digital technologies lead to changes in public sector organization. The literature comprises a wide range of different case studies, and they are analyzed with a specific focus on the insights they offer regarding bureaucracy, accountability and professionals.

The paper identifies various examples of how digital technologies change important aspects of public sector organizations relating to bureaucracy, accountability and professionals. It is a main finding that no systematic account exists in the organization literature of changes due to digitization specific to the public sector.

The knowledge produced by current and future research in this area is directly applicable for change management. To react productively on the digitization imperative, public managers need to deepen their knowledge of the organizational dimension of digitization.

The paper proposes an agenda for future research, which has the potential to produce both systematic and useful knowledge of how digitization changes central aspects of public sector organizations.