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This paper makes a case for the investigation of organizational paradoxes through the analysis of documents. After having presented what paradoxes are and the methodological challenges of studying them, the paper turns to document research, with emphasis on its potential contribution to paradox research. More specifically, document research typically provides ready-to-code data in a nonintrusive manner, allowing for the potential longitudinal, multilevel and multivoice analysis of organizational paradoxes and their management, in practice. To illustrate this, the purpose of this paper is to explore exemplar research based on multiple approaches to the study of different paradoxes in/around various documents and sets a research agenda.

Exemplar research on paradoxes using organizational documents as central data are presented. This highlights the range of documents and analytical strategies that can be used to explore organizations’ discursive management of paradoxes, as well as the roles documents can play in organizational contexts marked by different types of paradoxes.

A research agenda is developed, formulated around the needs to study paradoxes within documents and around them; grasp the discursive strategies deployed in documents to deal with paradoxes and/or the action of documents in contexts marked by paradoxes; follow the organizational processes involving documents, paying special attention to the paradoxes surrounding the development, adoption and appropriation of documents; and compare paradoxes in documents and those around the documents’ mobilization.

Despite growing interest in organizational paradoxes, reflections on methodological approaches to exploring them remain scarce and alternative methods largely unexplored. This paper makes the following proposition: organizational documents (strategic plans, annual reports, policies, websites, etc.) can provide a valuable entry point to explore organizational paradoxes.

This paper aims to explore the experience of living with scars from self-injury; how people who self-injure (SI) make meaning of their scars and how these scars are a part of the identity construction process.

It is observed that 60 entries, from 25 online narrative blogs detailing the experience of living with self-injury scars, were analyzed using a contextualized thematic analysis informed by an embodied perspective.

The analysis generated two dominant themes: temporal aspects of identity; and social stigma and scars.

Far-reaching consequences of self-injury scars on the daily lives of people who SI was found. This included a person’s posture, clothing, choices of career, inclusion in family life, leisure activities and relationships; all of which have corollaries in emotional and psychological well-being. Scars were found to be self-narrative with particular salience given to how scars represented healing. Novel findings included the central role scars played in the resistance of self-injury stigma.

Guided by paradox theory, the study aims to significantly advance Sustainability in Higher Education Institutions (SHEI) scholarship and inform change agents’ (CAs) practices by uncovering the tensions underlying the challenges CAs face in embedding sustainability in their universities and learning about potential strategies to manage these tensions.

The authors conducted a multi-step, mix-methods study including interviews (n = 15), an online survey (n = 36) and focus groups (n = 29) with CAs from 17 of Austria’s 22 public universities. Participating CAs consisted of faculty, staff and administrators with leading roles in their Higher Education Institutions’ sustainability change processes.

Austrian SHEI CAs’ responses revealed 15 tensions at and between the individual, organizational and system level addressing academic, organizational and external stakeholder engagement aspects. Six tensions were selected for more in-depth exploration including elaboration of management strategies, building on CAs’ experiences. Results revealed examples of acceptance, separation and synthesis strategies.

Based on the exploratory nature of our study, the authors do not claim to have identified a comprehensive list of tensions underlying the challenges faced by SHEI CAs, nor of all potential management strategies.

Although this study focused exclusively on Austrian SHEI CAs, the challenges they shared were consistent with those in the literature and, thus, insights should also support the CAs’ efforts in other countries.

This study offers novel perspectives on how to manage the challenges to SHEI. To the best of the authors’ knowledge, it is the first to describe paradox theory-informed management strategies recommended by a heterogenous group of SHEI CAs to address the barriers they face in transforming their universities toward sustainability.

This paper aims to look at how organisational partnerships balance knowledge exploration and exploitation in contexts that are rife with paradoxes. It draws on paradox theory to examine the partnership’s response to the explore-exploit relationship.

A multiple interpretive case study was used to examine international partnerships in three African countries. These partnerships were between international (Northern-based) non-governmental organisations and local African non-governmental organisations.

The research finds that within the partnership, knowledge exploration and exploitation exist as a duality rather than a dualism. This is supported by the acceptance and confrontation of paradoxes of performing and belonging. However, macro-level paradoxes of organising linked to power, culture and epistemologies inhibit further effective confrontation of the explore-exploit paradox.

The findings can help managers working in international development organisations to understand how learning is enabled and constrained in partnership-based programmes.

The study provides a novel contribution to knowledge management by applying the paradox perspective to the explore-exploit relationship. This paper extends previous work by drawing on the levels and repertoires present in the paradox perspective to understand how knowledge exploration and exploitation can be mutually reinforcing and can exist as a duality.

This paper reviews the range of sensors used in electronic nose (e‐nose) systems to date. It outlines the operating principles and fabrication methods of each sensor type as well as the applications in which the different sensors have been utilised. It also outlines the advantages and disadvantages of each sensor for application in a cost‐effective low‐power handheld e‐nose system.

Accumulated evidence suggests that efforts at diversity management (DM) yield mixed results or even fail in terms of promoting workforce diversity. Previous scholarly attempts to explain the mixed results of DM initiatives provided only partial understanding. This study applies a paradox perspective to better understand the challenges of DM from the vantage point of diversity managers, who play a central role in the promotion and implementation of diversity initiatives.

In-depth interviews with diversity managers in large business organizations in Israel explored practitioners' conceptions of the challenges underlying the implementation of diversity initiatives. A grounded theory approach was utilized.

The findings reveal the emergence of paradox: diversity initiatives generate organizational tensions that undermine their success and hence amplify the need for further diversity interventions. Three distinct paradoxes are identified: necessary change vs desire for stability; bureaucratic control vs flexible procedures; and long-term business gains vs short-term losses. Diversity managers utilize two opposing strategies to contend with these paradoxes.

This study does not represent voices of diverse employees or of top executives. The data focused on mid-level practitioners' descriptions of DM challenges and their methods of contending with them.

The findings shed light on an effective strategy of contending with paradox. Recognizing paradox and navigating it properly may greatly advance the success of costly DM change interventions. Implications are suggested regarding the academic education and training of DM practitioners.

Based on the paradox framework, which offers a novel vantage point for understanding the challenges of implementing DM, the findings contribute to the scholarly understanding of the limited success of DM interventions.

Third-party logistics (3PL) companies have experienced an explosion of volume during coronavirus disease 2019 (COVID-19). Special tiers have been introduced to provide differentiated levels of service to the customers. However, such changes in an organization reveal and intensify tensions known as paradoxes. The purpose of this research is to identify what paradoxes emerged or have become more salient specifically due to COVID-19 in 3PLs' ground operations and how they are dealt with by ground operation managers.

This is a qualitative study conducted in two phases. Phase one utilizes a questionnaire approach to identify the paradoxes within the 3PLs operating in the USA. Phase two, conducted six months after phase one, follows an in-depth one-on-one interview approach. NVivo 12 is employed to analyze the interview data.

The results show that new paradoxes did in fact emerge due to the COVID-19 and are mostly related to the performing paradox category. Findings from in-depth interviews show that the 3PL managers focus on keeping safety as priority to manage COVID-19 related paradoxes, along with modifying operational plans, improving communication, investing in training, optimizing hub network, introducing modified/new methods and adapting modified human resource policies.

This paper is among the first known to identify paradoxes within the 3PL operations during the COVID-19 and provides insights into how these paradoxes are dealt with at mid-management level. Findings of this study provide foundations for the development of a theoretical framework on handling paradoxes within 3PLs.

The highly uncertain and turbulent environments nowadays intensify the paradoxical effects of supply base concentration (SBC) on improving cost efficiency while increasing idiosyncratic risk (IR). Digitalization is regarded as a remedy for this paradox, yet digitization's potentially curative effect has not been empirically tested. Leveraging the lenses of paradox theory and information processing theory (IPT), this study explores how two distinct dimensions of digitalization, i.e. digitalization intensity (DI) and digitalization breadth (DB), reconcile the paradoxical effects of SBC.

Using a panel dataset of 1,238 Chinese manufacturing firms in the period of 2012–2020, this study utilizes fixed-effects regression models to test the proposed hypotheses.

The authors discover that SBC enhances a firm's cost efficiency but induces greater IR. More importantly, there is evidence that DI restrains the amplifying effect of SBC on IR. However, DB weakens the enhancing effect of SBC on cost efficiency and aggravates the SBC's exacerbating effect on IR.

This study advances the understanding of the paradoxical effects of SBC on cost efficiency and IR from a paradox theory perspective. More importantly, to the best of the authors' knowledge, the authors' study is the first to untangle the differential roles of DI and DB in reconciling the paradox of SBC. This study also provides practitioners with nuanced insights into how the practitioners should use appropriate tactics to deploy digital technologies effectively.

This study introduces and tests strategic diversity as a mechanism for examining the strategy/structure fit in multinational corporations (MNCs). Strategic diversity is operationalized based on Galbraith and Kazanjian's (1986) framework that used a modified value‐added chain and center of gravity concept to explain diversity as a measure of the firm's movement from and around its original center of gravity. The results indicate that strategic diversity is a valid predictor of MNC organizational structure and may be more relevant for issues of strategy/structure fit in firms with international interests than the traditional measures of diversification. Future research in this area must consider the implications of strategic diversity for issues of strategy/structure fit by examining the effect of strategic diversity on both specific measures of strategy implementation and broad measures of overall economic performance.

The purpose of this paper is to examine multi-stakeholder cooperatives (MSCs), a relatively new and understudied type of cooperative, by focusing on the impact of a new member status: the “supporting member.” Supporting members are included in the ownership structure, participate in the decision-making process and contribute to the share capital without being formally defined as users of the cooperative’s services, an important disruption to the traditional cooperative venture.

This paper is based on a qualitative study using in-depth interviews with 30 members (i.e. founders, managers, board members and employees) of 14 MSCs located in the Canadian province of Québec.

This study suggests that including supporting members in the cooperative venture impacts the three core features of cooperatives, which are traditionally user-owned, user-controlled and user-benefiting. Despite supporting members’ positive contributions to an MSC’s development and success, the inclusion of such members generates management challenges and organizational paradoxes.

The inclusion of supporting members allows MSCs to become an experiment in “stakeholder democracy” and a space of negotiation between organizations, citizens and institutions, as MSCs represent and embody some of the community’s needs and desires.

This study constitutes an original contribution to paradox literature, as it describes the specific upward and downward spirals related to the inclusion of supporting members, highlights innovative responses to these paradoxes and extends understandings of cooperatives as hybrid organizations entangled in bundles of paradoxes.