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The role of “change leaders” in initiating or sponsoring strategic change in organisations is often positively presented as the counter‐image of traditional managerial roles. Managers, and especially middle managers, are viewed as individuals lacking in the, apparently, proactive attributes of flexibility, risk‐taking and openness to new ideas essential for creating or managing change. However, there have been few attempts to clarify these counter‐images, or the extent to which the roles of leading and managing change may in fact be complementary. The research presented here uses a Delphi‐style panel of ten change agent experts to identify and rank the sets of “attributes” they perceive to characterise the roles of leading and managing change. The findings suggest that the attributes of the two roles are different, yet complementary. It is concluded that the distinction between “change leaders” and “change managers” may be useful in clarifying the nature of the relationship between leadership and management in processes of organisational change.

The purpose of this paper is to investigate how and to what extent the attributes of a new shopping centre entrant evolve during the first seven months of operation, and the implications this has for the incumbents. To capture the strategic relevance of those changes a consumer image tracking analytical tool is developed and applied.

Qualitative research followed by a longitudinal survey. Hypothesis testing approach and descriptive analysis.

The correlates between the magnitudes of shopping centre attribute perception variations, the level of self‐confidence in image evaluation, shopping centre frequency of visits, degree of the “halo effect”, shopping centre and store consumer's preferences are analysed. Only the self‐confidence and store preference did not evolve with the image magnitude changes as hypothesised.

The assessment of shopping centre image changes over time, as well as the factors underlying those changes help managers to plan strategy. Some monitoring procedures are proposed and their implications for both marketing and shopping centre operations are discussed.

By incorporating the time dimension, the true nature of image variation can only be captured if the identification of attributes, and the amount, intensity and direction of changes are obtained, measured and analysed together. The magnitude of image variation is more associated with a shopping centre than with its stores.

The literature on change is characterized by an opposite, dichotomist view on the subject. Many authors describe only one or some of these characteristics and attribute a normative value to it. When discussing one of these attributes they will make a deviating classification in the way in which change arises. Although types and attributes of change are largely studied in the change literature, there is no general agreement on the attributes that can best describe the different types of change. The purpose of this chapter is to try to consolidate the vast literature on the types and attributes of change in order to find a more homogeneous set of attributes.

From an extensive literature research on change articles and books from 1970 onward, eight dimensions of change attributes were found that are able to describe the characteristics of a change in a dynamic way.

In order to overcome the dichotomist view, organizational change is approached not as a process changing a system but as a system by itself. Although the borders between the change system and the system to be changed are not always easy to perceive, this view seems to create a richer picture on change. A systems approach allows to define the attributes of change in a holistic way that captures the always paradoxical state change is in.

The purpose of this paper is to track the changes of leadership attributes during the process of social development from 1998 to 2008 in China, and then to explore whether the significant events have potential impacts on the changes of leadership attributes during this time.

The authors conducted two studies through qualitative approach, based on data collected from Chinese official newspapers (People's Daily and Guangming Daily) covering 216 stories (90 stories in Study 1 and 126 stories in Study 2). The first study focuses on comparing the leadership attributes in 2008 with those in 1998 and 1988 presented in previous research to find out the changes. In the second study, the most significant events are selected during the period of 1998‐2008 and their effects on the changes of leadership attributes are examined.

The findings show that leadership attributes changed during the ten years and some new attributes are advocated in China. Furthermore, the changes of leadership attributes, especially for non‐business leaders, relate to the occurrence of significant events and reflect the changes of government policies.

Although some literature has explored leadership attributes in China, this study contributes to the extant research in two ways. First, it promotes the use of existing documents as data sources of longitudinal study to track the changes of leadership attributes. Second, it advances the line of inquiry of leadership attributes in China by concentrating on the factors driving those changes.

Most literature on workflow (WF) adaptation considered the control flow correctness like absence of dead lock, live-lock, etc. during adaptation. The data aspect of WF adaptation like data flow, database schema changes and their correctness are less studied. When the WF schema is modified, their data flow and the database schema changes. The existing approaches used for adapting these data changes in the underlying database schema are time consuming and/or affect the old data persistence. The purpose of this paper is to concern the dynamic adaptation of the WF schema and implementing its data changes in the existing database schema.

A conceptual framework developed to adapt on-the-fly, the concomitant data changes during WF adaptation. The framework consists a set of data schema compliance criteria (DSC) which identify the data changes that can be directly accommodated in the existing database schema. Data adaptation algorithm (DAA) is developed to handle the data changes that does not conform to the DSC in the existing database schema.

In this approach the existing database schema is dynamically evolved without re-creating it, after WF schema adaptation. Therefore the WF schema changes can be implemented on-the-fly without stopping the running system. It also ensures the persistence of old data residing in the existing database.

A novel approach developed to adapt the data changes in the existing database schema, without requiring recreation or migration the data. This automated consistency checking of data attribute changes in the database schema and implement them dynamically.

The purpose of this paper is to present a new method about dynamic decision problems with three-parameter grey numbers from other angle of view which not only aggregates the attribute values of alternatives of all the periods, but also excavates changes of attribute values about alternatives between the adjacent periods.

The authors adopt grey target method to calculate the distance between every alternative and the best, worst bull’s eye, the distance between change series and the best, worst change bull’s eye, then both distances can be aggregated to reflect information about two aspects.

This dynamic decision-making method not only aggregates the existing state of alternatives all of the stages, but also excavates the change information from vertical and horizontal direction, the decision result conforming to decision maker’s psychological behavior is obtained though adjusting the priority parameter.

The paper considers on change of alternative’s attribute values from one period to the next period, and the dynamic characteristic has been reflected adequately. The grey target decision-making method reflects the distance between alternative and bull’s eye, the comprehensive target distance between alternative and positive, worst bull’s eye about change series are separately provided. And the final target distance reflecting both existing state and change trend is constructed.

Apparel product attributes on which consumers place importance may change as a country's economy progresses. Built on Kano's theory, this paper seeks to categorize important apparel attributes in USA (developed country) and India (developing country) and compares the results to predict the pattern of change.

The research involved questionnaire surveys from a sample of 670 college students in two countries: the USA (335) and India (335). Data was collected from a Midwestern university in the USA and from colleges affiliated with a university in southern India.

The attributes assigned to Kano's categories of must‐be, performance, and attractive were found to be different by respondents from the USA and India. For example, “fitting” is classified as a must‐be category for US consumers while it belongs to performance category for Indian consumers. “Brand” was an indifferent category in the USA while it was classified as an attractive category for Indian consumers.

The findings provide US apparel companies with more definitive information on effective marketing strategies for the Indian market and similar developing countries. For example, companies seeking to do business in India must understand that important attributes for Indian consumers will change as the country progresses.

Though previous studies on consumer evaluation of apparel product attributes exist, they failed to examine how important attributes for consumers’ purchase decision changes. This study makes a new contribution to the discipline by providing means to anticipate future important attributes.

By conducting a longitudinal study, this study aims to investigate how the role of hotel attributes in destination competitiveness changed through the stages of pre-, amid and recovery from the crisis.

First, the latent Dirichlet allocation method was used to identify hotel attributes from 15,137 online reviews, and then a sentiment analysis was performed to determine tourist satisfaction with the subject attributes. Second, separate asymmetric impact competitor analyses were conducted for the three stages of the crisis, and their results were compared with understand how the role of the hotel attributes changed throughout the crisis.

The results revealed that the impacts of hotel attributes on tourist satisfaction and destination competitiveness differed significantly at each stage of the crisis.

This research expands the existing literature by offering valuable insights by elucidating the changing characteristics of hotel attributes at each crisis stage. The results extend the body of knowledge in destination management by providing evidence on the validity of asymmetric impact competitor analysis.

To fully understand the impact of a crisis (e.g. COVID-19) on destination competitiveness with a focus on the hotel sector, this research conducted a longitudinal study that covers three stages of the crisis (i.e. pre-, amid and post-crisis). Moreover, unlike previous studies, this research considers the asymmetric relationships between service attributes and overall tourist satisfaction, as well as competitors’ information.

The purpose of this study is to develop a more comprehensive framework that would provide better insight into the characteristics of organisational transformation (OT) of the public sector organisations in the e-government era. Despite the widespread opinion that successful implementation of information communication technology (ICT) is strongly correlated with the appropriate OT of the public sector, a critical analysis of the available literature within the field indicates that this important dimension of e-government development has been dealt with only partially. Accordingly, the paper attempts the following: to develop a more comprehensive framework for observing OT, to empirically explain the framework through analysis of three Slovenian e-government projects and to develop some general characteristics of ICT-induced OT in the public sector.

The development of the framework is based on an analysis of the available literature, whereas the explanation of such is based on a multiple-case study approach.

The paper contributes to a clearer understanding of what the main characteristics of OT in the e-government era are and how they should be observed.

The findings can help researchers to more accurately focus their attention on the most critical aspects of OT. The identified attributes can provide an important basis for future research, particularly from the methodological perspective.

The framework can help public managers to focus their attention on the most important attributes of ICT-induced OT to exploit ICT potentials more efficiently.

The paper attempts to demystify the concept of OT in the e-government field and place it in a more solid theoretical and empirically explained framework.

The purpose of this paper is to explore the role of person-organization (P-O) value congruence on employees’ coping with organizational change and to test the moderating effect of change event attributes vis-à-vis value congruence and coping strategies.

This paper uses a four-dimensional design to examine relationships between P-O value congruence and employees’ coping strategies. It discusses moderating effects of change attributes based on an elaboration likelihood model. The sample includes 242 employees from 34 organizations in China. Data are analyzed by a structural equation model, dominance analysis and hierarchical regression analysis.

This paper provides empirical evidence that the four dimensions of P-O value congruence have different impacts on employees’ coping strategies with change; and the effects are moderated by employees’ perceived scope of change.

Future research should collect data at different time points during change processes to better understand the influence of value congruence on coping processes. To generalize robustly beyond this case-study requires research across a larger number of individuals and organizations.

According to this paper, value congruence between employees and organizations could be better ensured by considering it as an important factor in the recruitment and selection processes, which is more effective in the long run. This is particularly pertinent for those organizations which experience frequent changes.

First, this paper considers the influences of stable organizational factors and attributes of change events on employees’ coping abilities; these are both ignored in previous studies. Second, it develops a four-dimensional coping with change structure and a two-dimensional measure of change attributes in a Chinese context which are reliable and can thus be employed in future studies.