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In this paper, we discussed relations between drivers' cognition and the dynamics of traffic conditions. When we take into account drivers' cognition, many types of psychological impedance to behavioral change could be accounted for, including cognitive conservatism and habitual decision making. Based on psychological theories with respect to these impedance to behavioral change, we elucidated the process of changes in traffic conditions that might be induced by changes in road-network structure. As a result of the discussion, we concluded that traffic conditions are unlikely change as much as predicted by theories that assume a simple, and sometimes unique, relation between a traffic condition and a road-network structure, e.g., theories that assume user equilibrium.

Change drivers are events, activities, or behaviors that facilitate the individual adoption of change initiatives and the implementation of organizational change. The purpose of this paper is an exploratory study of whether gender differences exist for change drivers.

This paper involves a three‐year study of an organizational change in the banking industry, and uses survey and interview data.

Data show that the mean perceived significance of change drivers to the understanding and adoption of change initiatives by male and female employees is similar and does not vary at a statistically significant level. Statistically significant gender differences do exist in terms of the relationship between change drivers and employees' reported individual adoption of change initiatives. Qualitative data from the interviews support those quantitative findings, showing gender differences in how change drivers are perceived; differences in change‐related vision, leadership, communication and positive outcomes as drivers are discussed.

This is an exploratory study and needs to be replicated with other organizational changes in a variety of industries with varied employee demographics and differences in change leadership gender.

Change drivers are a form of resource allocation. Better understanding of gender differences in terms of the perception of and significance of change drivers to individual employees' understanding and adoption of change initiatives can result in more effective allocation of resources by change leaders.

Very limited prior research explores gender or other demographic differences for change drivers. This research provides an empirical study of gender and change drivers and extends prior research on change drivers and the change process.

The purposes of this paper are to: first, identify the critical drivers for and hindrances to enterprise risk management (ERM) implementation in Singapore-based Chinese construction firms (CCFs); second, interpret the critical drivers and hindrances in tandem with organizational change theories; and third, provide possible strategies to strengthen the drivers and overcome the hindrances.

A questionnaire survey was conducted and responses were received from 35 experienced managers in CCFs operating in Singapore.

A total of 13 drivers and 25 hindrances with significant influence were identified. Of them, “improved decision-making” was the top driver, while “insufficient resources (e.g. time, money, people, etc.)” was the most influential hindrance.

As the survey was performed with the Singapore-based CCFs, there may be geographical limitation on the identification of the critical drivers for and hindrances to ERM implementation. The sample size was still small, despite a relatively high response rate.

Specific strategies were identified to strengthen the drivers for ERM implementation and overcome the hindrances to ERM implementation.

This study present the theoretical rational behind the critical drivers for and hindrances to ERM implementation. As few studies have attempted to investigate ERM in construction firms, this study contributes to the literature through interpreting ERM implementation from an organizational change perspective. The identification of the drivers and hindrances and the managerial implications provide practitioners and academics with valuable information as well as a clear understanding of how to consolidate ERM programs and overcome the hindrances.