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This study considers transitive service triads, which consist of three dyads formed by three actors: supplier, logistics service provider and customer, who remain directly linked by one or more of the upstream and downstream flows of products, information and finances. This paper aims to explore the link between information governance, decentralized information technologies and supply chain self-organization, and their resulting impact on network performance in the transitive service triads.

Drawing upon the tenets of the theory of complex adaptive systems and supply chain practice view, this paper involves an empirical investigation that uses survey data gathered from transitive service triads in the European countries. The study uses partial least squares structural equation modeling to estimate the formative-reflective hierarchical component model and test the research hypotheses.

Information governance defines how supply chain information flows are controlled, accessed and used by a focal organization and its business partners. As empirically evidenced in this study, it can be depicted as a latent construct consisting of three distinct dimensions of information custody, information ownership and right to data access. Likewise, the study also indicates that supply chain self-organization, as a second-order construct, consists of three interactive self-organization actions undertaken by specific firms participating in the triadic arrangement. Supply chain self-organization is thus produced by firms that are reciprocally interrelated and interacting, having effects on one another. Furthermore, the study also highlights that information governance creates an environment for applying decentralized information technologies, which then positively affects supply chain self-organization. Finally, the research also empirically operationalizes the construct of network performance within the transitive service triads.

Although the results provide several major contributions to theory and implications for practitioners, the study still demonstrates some methodological constraints. Specifically, although the study uses a relatively large research sample of 350 transitive service triads, it still focuses only on a selected group of industries and is limited to investigating solely a particular type of service triads.

Given the increasing interest in investigating triads, this study examines how information governance and decentralized information technologies support supply chain self-organization to yield network performance in transitive service triads.

The purpose of this study was to establish whether self-organisation and its components matter for supply chain agility in the context of humanitarian relief operations in a developing country, Uganda.

This study adopted a cross-sectional design to collect data from a sample of 101 humanitarian organisations (HOs) that deliver relief to Bidi-Bidi refugee settlement in Uganda.

Based on the findings, self-organisation explains 56% of the variance in supply chain agility.

Since the study was cross-sectional, changes in the perception of the subject matter could not be established. Hence, a longitudinal approach was recommended for subsequent studies. Data was collected only from HOs that deliver relief services in Bidi-Bidi refugee settlement.

It is recommended that managers of HOs should ensure that their organisations have flexible, adaptive structures that can affect self-organisation during emergencies so as to increase the speed with which they respond to victims' needs.

This study generates significant empirical evidence on a less studied phenomenon in the humanitarian sector. It vividly highlights the effect of self-organisation on building supply chain agility.

To coordinate humanitarian organisations with different mandates that flock the scenes of disasters to save lives and respond to varied needs arising from the increased number of victims is not easy. Therefore, the level at which organisations self-organise, network and adapt to the dynamic operational environment may be related to inter-organisational coordination. The authors studied self-organisation, organisational networks and adaptability as important and often overlooked organisational factors hypothesised to be related to inter-organisational coordination in the context of humanitarian organisations.

The study’s sample consisted of 101 humanitarian organisations with 315 respondents. To decrease the problem of common method variance, the authors split the samples within each humanitarian organisation into two subsamples: one subsample was used for the measurement of self-organisation, organisational network and adaptability, while the other was for the measurement of inter-organisational coordination.

The partial least square structural equation modelling (PLS-SEM) analysis using SmartPLS 3.2.8 indicated that self-organisation is related to inter-organisational coordination. Organisational network and adaptability were found to be mediators for the relationship between self-organisation and inter-organisational coordination and all combined accounted for 57.8% variance in inter-organisational coordination.

The study was cross sectional, hence imposing a limitation on changes in perceptions over time. Perhaps, a longitudinal study in future is desirable. Data were collected only from humanitarian organisations that had delivered relief to refugees in the stated camps by 2018. Above all, this study considered self-organisation, adaptability and organisational networks in the explanation of inter-organisational coordination, although there are other factors that could still be explored.

A potential implication is that humanitarian organisations which need to coordinate with others in emergency situations may need to examine their ability to self-organise, network and adapt.

Social transformation is a function of active social entities that cannot work in isolation. Hence, for each to be able to make a contribution to meaningful social change, there is need to develop organisational networks with sister organisations so as to secure rare resources that facilitate change efforts coupled with the ability to reorganise themselves and adapt to changing environmental circumstances.

The paper examines (1) the extent to which self-organisation, adaptability and organisational networks influence inter-organisational coordination; (2) the mediating role of both adaptability and organisational networks between self-organisation and inter-organisational coordination in the context of humanitarian organisations against the backdrop of complex adaptive system (CAS) theory.

From a contingency perspective and by using the principles of self‐organization described by Morgan (1986), this essay relates the amount of variety in transactions and transformations to the requisite of self‐organization. Self‐organization is defined in terms of the local autonomy to make decisions on both the transactions to be realized and the way transformation processes are organized to achieve these transactions. Appropriate Human resource management (HRM) systems and policies can help to achieve the level of self‐organization aimed at. When the amount of variety in transactions is relatively low, an organization can easily standardize and control work processes. In this case, there is no need to develop self‐organization. The focus of HRM will be on standardization, behavioral control systems and the social needs of workers. In the case of a moderate level of variety in transactions, management may obtain responsiveness by creating self‐organizing teams which have the local autonomy to deal with variety in customer demand. HRM instruments can help these teams by supporting integrated management, the multifunctionality of workers, team development, and the introduction of a skill‐based assessment and reward system. When the amount of variety becomes high, it is more effective to assign responsibilities to individuals and to apply HRM practices aimed at the problemsolving capacity of workers and the commitment of workers to the organization.

The purpose of this study is to examine how humanitarian organisation size affects inter-organisational coordination and further tested the mediating role of organisational innovativeness, self-organisation in the relationship between humanitarian organisation size and inter-organisational coordination among humanitarian organisations in Uganda.

The study is based on cross-sectional survey; data was collected from 101 humanitarian organisations. The analysis of the proposed hypotheses was done with the help of PLS-SEM using SmartPLS version 3.3.0 for professionals.

The results show that humanitarian organisation size significantly relates with inter-organisational coordination. In addition, self-organisation and organisational innovativeness play a complementary role between humanitarian organisation size and inter-organisational coordination.

The findings of this research provide useful insights into the role of humanitarian organisation size in boosting inter-organisational coordination in humanitarian relief delivery. High levels of self-organisation and organisational innovativeness not only improve inter-organisational coordination in humanitarian relief delivery but also enhance the transformation of humanitarian organisation size benefits into inter-organisational coordination.

This research is one of the few studies that investigated the effect of humanitarian organisation size and inter-organisational coordination. It also brings into the limelight the mediating role of self-organisation and organisational innovativeness between humanitarian organisation size and inter-organisational ordination in humanitarian relief delivery.

The understanding of competency development has changed to learning toward a higher degree of self-organization of the learning process. This shift leads to increased requirements on the communication processes of employees and superiors. It is postulated that the coordination between self-organization and external organization is deficient, so competency development activities often do not lead to the desired outcomes. An empirical study was undertaken in which a total of 106 companies were involved. The study investigated various expectations surrounding self-organization and external organization in large companies as opposed to SME, together with the conditions under which self-organization and external organization occur in these companies. The empirical study comes to the conclusion that large enterprises emphasize the central role of HR development for the innovation capacity of an organization more than SME. There are also different ways of combination of self- and external organization of competency development depending on the enterprise size. In contrast to the given assumption, it could not be identified that managers as HR developers can improve the success of competency development.

In order to deepen the understanding of self-organization, the purpose of the paper is to raise and analyze the state of the art in the area of innovation networks, particularly the characteristics of self-organizing, relying on the theory of complex systems to overcome any shortcomings.

The databases selected for the search were Web of Science and Scopus; the keywords searched in the titles of articles were innovation networks, complex systems, self-organization and self-organizing; the timeline of the search covers the period between 2000 and 2014 due to the presence of important studies in the field of networks starting in the early 2000s; only studies published in English were used; the articles selected were examined by first reading the titles, then the abstracts, and finally the texts in full.

The way the main constructs from the analytical perspective of innovation networks intersect with complex systems explains how self-organization is presented and how it can be allowed to occur within a view of expected benefits for the purposes of these networks.

The originality of the research lies in the questioning of the classical form of organizational management in innovation networks, essentially based on the concentration of hierarchical power.

The main purpose of this paper is to consider knowledge production as a social self‐organization process, to clarify ethical implications of such an approach, and to relate it to the thinking of Heinz von Foerster.

The method employed is the one of dialectical constructions, i.e. existing contradicting approaches on knowledge research are identified and classified and a constructive synthesis of these approaches is made.

Since Heinz von Foerster's pioneering work, information‐generating systems are considered to be self‐organizing systems. We see knowledge as only a particular kind of information: it is the manifestation of information in the social realm. Thus, the creation of social information is due to the self‐organization of social systems. Heinz von Foerster has given us some indications of how knowledge and self‐organization could be applied to society. In this paper, we try to sketch a position of our own while taking into consideration Heinz von Foerster's relevant ideas.

The research results in this paper imply that a knowledge‐based society can only survive if it is designed in a participatory and socially and ecologically sustainable way. Hence a practical implication is that participation and co‐operation need to be advanced in order to guarantee human development.

The innovative aspect of the paper is that it suggests that all social self‐organizing systems are knowledge‐producing systems and that considering knowledge as a co‐operative process implies responsibility for solving the global social problems. It combines knowledge research and systems thinking based on ideas on self‐organization by Heinz von Foerster in order to describe social systems.

Agile software development helps software producing organizations to respond to manifold challenges. While prior research focused on agility as a project or process phenomenon, the authors suggest that agility is an emergent phenomenon on the team level. The paper aims to discuss this issue.

Using the theory of complex adaptive systems (CASs), the study captures the multiple influencing levels of software development teams (SDTs) and their interplay with self-organization and emergence. The authors investigate three agile SDTs in different contextual environments that participate with four or more different roles each.

The results suggest self-organization as a central process when understanding team agility. While contextual factors often provide restriction on self-organization, they can help the team to enhance its autonomy.

The theoretical contributions result from the development and test of theory grounded propositions and the investigation of mature agile development teams.

The findings help practitioners to improve the cost-effectiveness ratio of their team’s operations.

The study provides empirical evidence for the emergence of team agility in agile SDTs. Using the lens of CAS, the study suggests the importance of the team’s autonomy.

Illustrate supported by Beer’s Viable System Model and four vignettes the relevance of self-organisation, recursive structures, self-reference and reflexivity in policy processes. The paper aims to discuss these issues.

First, the concepts of self-organisation, recursive structures, self-reference and reflexivity are briefly discussed to ground policy processes in good cybernetics. Then, with the support of four vignettes, the idea of good cybernetics in policy processes is illustrated.

The cybernetics of policy processes is often ignored.

If the purpose of this paper were to influence policy makers it would be necessary to further the empirical base of the four vignettes and clarify desirable forums to ground the relevance of self-organisation, recursive structures, self-reference and reflexivity in policy processes.

Beer’s recursive structures, self-reference and reflexivity have much to contribute to the betterment of policy processes and the amelioration of the unbearable social and organisational costs of many current policies.

The application of concepts such as self-organisation, recursive structures, self-reference and reflexivity adds to the understanding of policy processes.