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Research and experience show that evidence-based practice (EBP), i.e. using the best available knowledge in daily professional work, is difficult to achieve in social services. The purpose of this study is to understand the development of organizational EBP learning processes in daily work through workplace education for staff and managers of supported homes for people with cognitive disabilities. The authors examine how the EBP model and new knowledge are understood and made actionable in the workplace, applying theories of organizational learning.

The authors used empirical material collected from an EBP workplace education pilot in Sweden, as well as documents on national EBP implementation in Swedish social services. Before the pilot, a focus group interview was conducted with regional senior managers. Participating managers and staff were individually interviewed two to three years after the pilot.

The study illustrates how knowledge-based action emerged from education where EBP was interpreted, understood, reflected on, and tested, supported by codified EBP tools in the work context. The participants, when supervised, and when observing and questioning their own behaviors in practice, contributed to double-loop learning (DLL) processes. Codification of EBP knowledge into useful tools and socialization processes during education and workplace meetings was crucial in developing individual and group DLL and knowledge-based actions.

The bottom-up approach to EBP development and the adaptive contextual learning at the workplace gave new insights into organizational learning in social service workplaces.

This study aims to identify context-specific antecedents to schools’ absorptive capacity (AC) and to show how those can enact “a virtuous learning circle.”

The study uses a mixed method: an exploration based on semi-structured interviews with educational experts; the development of a measurement scale and a partial least squares structural equation modelling to test the impact of the antecedents.

The results yielded four empirically-grounded antecedents and their measurement scales, namely, prior knowledge, employees’ skills, educational projects and interactions with the environment (Studies one and two). All antecedents are significantly and positively related to AC processes (study three). Using the organizational learning theory perspective, the results have been interpreted as an AC “virtuous learning circle.”

With increasing pressures to adapt, a case of which was the COVID-19 pandemic, schools can greatly benefit from absorbing knowledge flows. This suggests the construction a favourable environment for AC. To this end, the individual (employees’ prior knowledge and skills), organizational (educational projects) and institutional level of managerial action (interactions with the environment) can be effective when create a recursive organizational learning circle. In addition, this study offers an expert-validated measurement scale for self-assessment of a school’s specific contingencies, and thus, for planning of punctual interventions to develop AC.

This study advances the existing body of knowledge management in the educational context by rigorously identifying and validating a scale for measuring the antecedents of AC and developing an interpretive approach to the AC “virtuous circle.”

This paper aims to identify the importance of individual variables in the corporate real estate (CRE) decision-making process.

Nine experts received a posed scenario of a changed business strategy requiring a CRE reduction in individual interviews. Based on their suggested response, a decision network was modelled for each expert using the causal network elicitation technique, incorporating the utilities for decision variables and importance weights for attributes and benefits. The decision model offers a graphical representation of decision-benefit links for the decisions CRE managers make in such a period of decline.

Perceived facilitators of CRE dynamic alignment were identified by calculating lift ratios on their perceived importance of the attributes they mentioned during the interviews as nodes in the network that link decisions to benefits. Facilitators included CRE metrics and workplace strategy, while capital expenditure and landlords inhibit alignment processes. The research provides more granular insight into the variables used in CRE decision-making and the factors that facilitate or inhibit the dynamic alignment process.

The research set a specific scenario for the experts to consider. That could be regarded as small but there was clear evidence of saturation of expert knowledge. Additional face-to-face interviews with the experts may have generated further details on the thought processes of the experts.

The research provides more granular insight into the variables used in CRE decision-making and the factors that facilitate or inhibit the dynamic alignment process. Thereby providing CRE decision-makers with key elements for a decision model.

The research technique, causal network elicitation technique, uses semi-structured interviews to create decision networks, which is a technique that has not been widely applied to CRE research. The research provides a granular view of what are important inhibitors or facilitators of dynamic alignment of CRE to business strategy.

Water resource professionals and others involved in managing water resources face increasingly complex challenges. Effective leadership development programs are needed to produce water leaders who can address these challenges. Leadership programs must be designed not simply to increase participants’ environmental and leadership knowledge but to develop in participants the requisite abilities and skills. This exploratory study determines the extent to which water-related leadership programs go beyond knowledge only, event-type workshops to determine what proportion are grounded in leadership theory, and employ developmental experiences with assessment, challenge, and support components. Results indicate that most water professionals and others seeking to develop 21^st century leadership abilities and skills to manage water resources are not getting the developmental experiences they need. Water-related leadership development programs must be grounded in evidence-based theory; provide assessment, challenge, and support; and offer a variety of developmental experiences and the opportunity to learn from experience. There is an urgent need for new or revised leadership development programs for those interested in water resource management.

This paper describes a collaborative curriculum project integrating 4 leadership programs at three academic levels. What emerged from this effort was a theoretical model understood as a boundary object that allows our diverse perspectives a space within which we can communicate, collaborate, and learn from each other.

This study aims to gain an understanding of success factors and barriers to public private collaboration in the context of zero emission neighbourhood.

Qualitative research method: narrative literature study.

On the basis of the identified success factors and barriers, a model with the following five interconnected themes is developed: (1) supportive public policy, (2) stakeholder management, (3) creation of a common ground for understanding, (4) knowledge sharing and learning and (5) uncertainty management.

The model can be further developed and tested. In-depth conceptual/empirical study on the five themes can shed more light on the topic.

This model is one of the several ways to understand, structure and simplify the reality (of public private collaboration in the context of zero emission neighbourhood). These five themes are arranged in the model in such a way to represent strategic, tactical and operational levels. This model can be useful to identify measures (steps, concrete actions, etc.) To address issues related to the five themes in a given organisational context. Focusing adequately on these five themes can contribute to successful public private collaboration in the context of zero emission neighbourhoods.

This study/model provides an overall, holistic approach to address/improve public private collaborative endeavours in the context of developing zero emission neighbourhoods.

The purpose of this paper is twofold: to identify and map contemporary research on advanced technology implementations for problem-solving purposes in the manufacturing industry, and to further understand the organizational learning possibilities of advanced technology problem-solving in the manufacturing industry.

This paper outlines a scoping review of contemporary research on the subject. The findings of the review are discussed in the light of theories of contradicting learning logics.

This paper shows that contemporary research on the subject is characterized by technological determinism and strong solution-focus. A discussion on the manufacturing industries’ contextual reasons for this in relation to contradicting learning logics shows that a Mode-2 problem-solving approach could facilitate further learning and expand knowledge on advanced technology problem-solving in the manufacturing industry. A research agenda with six propositions is provided.

The introduction of advanced technology implies complex effects on the manufacturing industry in general, while previous research shows a clear focus on technological aspects of this transformation. This paper provides value by providing novel knowledge on the relationship between advanced technology, problem-solving and organizational learning in the manufacturing industry.

This paper aims to present the results from a case study that investigated interorganizational learning in a buyer and seller relationship in the context of the maritime industry. This examination emphasized unraveling how the buyer and seller in the case study interacted and transferred knowledge when using a new business model that relied on servitization. Furthermore, this paper also addresses and discusses work practices, and the relationship between intra- and interorganizational learning.

A case study entailing the introduction of digital technology and a new business model into the maritime industry was used as an empirical example of interorganizational learning. The case study was conducted over a period of over one year and focused on a buyer of freight ships and a seller of servitized technology used on the ships. The organizations involved were the ships, the shipowner’s office and the ship engine supplier. The primary data acquisition methods comprised semi-structured interviews and observations.

The case identified interorganizational learning within the organizations at the individual, group and organizational levels, but only a few learning signs could be viewed as bidirectional interorganizational learning that can create knowledge and competitive advantages for the organizations. This is explained by the interorganizational learning context and the organizations’ motivation for learning at a strategic level.

This paper addresses an identified need for empirical studies on how interorganizational learning unfolds within organizations and connects to intraorganizational learning. Interorganizational learning studies often examine partnerships and joint ventures, in which partners have entered into these relationships with learning as a specific goal. By choosing a case in which interorganizational collaboration is anchored in operational matters, the study demonstrates the importance of motivation and agenda when entering into partnerships, concerning how inter- and intraorganizational learning develops within organizations. Furthermore, approaching these levels from an interrelated and practice-oriented perspective challenges established success criteria for interorganizational learning.