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Accelerationist thinking needs an organizational lens to progress. This paper explores how family firms cope with growth pressure.

Five case studies of French family multinationals, including semi-directive interviews conducted with senior, middle managers and operational employees showed how these allegedly “human-oriented organizations” have handled growth.

Four organizational change initiatives were undertaken: (1) the transition from a functional structure to a matrix model, (2) the formalization of a corporate value system, (3) the centralization of an information and communication system and (4) the involvement of external consultants. Further analyses suggested an empowerment-control tension. In line with previous critical work on business empowerment practices, these organizational initiatives conceal a control reinforcement. This translates into internalization of repression, among family director, manager, and operational employees, both at headquarters and subsidiaries. Thus, one is misguided if turning to family firms to escape from becoming both subject and driver of control as they are submitted to the same market pressures as others, pressure condemned by accelerationists.

Accelerationism thinking aims at a post-capitalist era and is a fertile ground for collective reflection, which should feedback the family organization with a brighter future. The family firm can only acknowledge this compelling phenomenon and fulfill its role of society stakeholder raised to a higher level.

Family businesses, themselves, roll out their own repressive mechanisms due to the market system. This paper connects two literature studies: family business growth and accelerationism thinking.

The purpose of this paper is to develop and present a research model on various emotional intelligence (EI) constructs which have been found to influence job performance in the prior literature.

In addition to leadership and EI, the constructs are clustered under different categories: self-awareness includes self-confidence, emotional self-awareness and accurate self-assessment; self-management includes self-control, adaptability, conscientiousness, trustworthiness and optimism; social awareness includes empathy, organizational awareness and service orientation; and social skills groups’ communication, change catalyst, developing others and self-monitoring.

The paper proposes 17 hypotheses concerning significant relationships between these constructs and job performance.

The paper proposes a new approach toward studying the impact of various constructs of EI on job performance in Saudi banking sector.

This study examines 117 verbs associated with 2,872 learning objectives, and 377 questions taken from 24 textbooks across the accounting curriculum. To determine the level of cognitive ability associated with the individual learning objectives I analyzed the verbs based upon Bloom's Taxonomy. To reach across the accounting curriculum I chose texts from Financial Accounting, Intermediate Financial Accounting, Advanced Financial Accounting, Managerial Accounting, Cost Accounting, and Auditing. Results of the analysis found that the authors used verbs at the lower learning levels of the cognitive domain. The verbs used by the author teams depend upon individual preference rather a specific segment of the cognitive domain. In addition, as the student progresses through the accounting curriculum some topics in upper level textbooks use learning objectives at the same level as in introductory level textbooks.

In order to effectively serve diverse communities, an organization must first create an internal culture of empathy and acceptance. An organizational read can be an opportunity to create this culture as well as create times, spaces, and experiences to transfer knowledge and build community beyond an organization on a topic of importance that has an impact on the communities it serves. The University of Tennessee Libraries' 2019 organizational read program featured Robin DiAngelo's book White Fragility: Why It's So Hard for White People to Talk About Racism, which helped create diversity conversations to enable personal changes that facilitated more effective engagement. This chapter provides an overview of the Libraries' organizational read, including its structure and evaluation, and discusses the success of the program in building community engagement and outreach. Examples are shared regarding how the program has impacted the Libraries' outreach efforts to three new communities, as well as details for future iterations and plans for the program to continue to expand beyond the Libraries. Ideas are provided for adapting the program to other types of communities that want to build bridges for change.

The purpose of this paper is to show how an application of the qualitative diary method reveals the gendered organisation.

The paper draws on the author's experience of her own design and implementation of the diary method, using qualitative diaries, dialogues and interviews. The application is known as the “diary project” and is carried out in a case‐study organisation in which the researcher is addressing wider questions about gender, change and organisation.

The outcomes show how the diary project methodology is effective for learning about gender norms and practices embedded in organisational culture. Reflections on the interface between the personal and the professional, the formal and the informal, emotion, sexuality and power, hierarchies and difference, draw out significant organisational phenomena which shape advantage and disadvantage and unequal access and control.

The diary project methodology is about the organisation in the present. To study gender embedded in the organisation requires the organisational researcher to also work with other research methods, to achieve a deep understanding.

The experience of the diary project is that it offers organisational researchers and change practitioners a methodology for study and intervention.

The paper is of use to readers looking for a participatory organisational research methodology to examine the gendered organisation. Findings highlight the value of the diary project methodology for a deep analysis of organisation.

The purpose of this paper is to conceptualise the relationship between novels and organizational change and to introduce this special issue of the Journal of Organizational Change Management.

The themes of the special issue are discussed and each paper is introduced.

The relationship between novels and organizational change is a complex, iterative one that should be understood in its historical, political, economic and cultural context. If so understood, novels can enhance our understanding of organizational processes.

Although literature and representation in general have been discussed in studies of organization and management before, the specific literary form of the novel has not been theorised in relation to the question of novelty and organizational change.

Reading the works of Charles Bukowski is a male, and by extension, masculine activity, and as such it can make a female reader feel as if she is trespassing into some male preserve. Arguably, in entering many organisations, women experience similar feelings. The purpose of this paper is to offer an account of the process of reading Charles Bukowski's novel Post Office as a woman.

In order to evoke her response to the text of Post Office and to reclaim her feminine identity in the face of Bukowski's masculinist project, the author adopts a multilayered, art‐based methodological approach using Bukowski's text as well as her own, Bukowski's biographer's, texts of a number of theorists of research methodology, visual illustrations and notes.

Through the original use of arts‐based methodology, the paper offers insights into the embodied, situated experience of reading Post Office, and gives an account of the author's reflections on organisational sexism, brutality and escape in the novel.

Drawing the attention to the multilayered interweavings of novel, author, organisation, analyst and discipline, the paper moves us beyond a representational reading of Post Office to consider the materiality of the text within the productive assemblage of organisational theory.

Numerous business books have become popular (in terms of sales in the US) in the 1980s. Assuming that there is value in them for organisational managers, one issue to be addressed is how management development programmes can best incorporate these materials. The pros and cons of reading popular business books are summarised, a series of alternative pedagogical designs and the underlying assumptions they must adapt to are presented, a set of contingency factors for differentiating among the designs is proposed, and a set of operational suggestions to guide the use of these books is offered. A rough typology for classifying business books is suggested and guidelines are provided for discussion of the books.