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This study seeks to postulate a theory of psychohistory as a “think‐piece”. It develops from some earlier theoretical work on sociohistory that can model cultures that are large‐scale (e.g. societies) over the long term or small scale (e.g. corporations) over the short term. Sociohistory, as developed by Yolles and Frieden, provides a new theory to explore the possibilities of tracking and explaining social and cultural change. It offers entry to the development of a theory of psychohistory that explores the psychological basis for decision making and social action and interaction, and connects with both Jung's propositions on psychological profiling and with the popular Myers‐Briggs instruments of personality testing.

Sociohistory was developed by coupling three theoretical frameworks: the knowledge cybernetics of Maurice Yolles, the mathematical approach in extreme physical information (EPI) of Roy Frieden, and the sociocultural dynamics of Pitrin Sorokin. Knowledge cybernetics creates the vehicle for the exploration of the sociocultural dynamics that reflects the theoretical structures of Sorokin, and uses EPI as a way of fine tuning one's understanding of the qualitative and quantitative dynamics uncovered. The basic fractal nature of knowledge cybernetics is be used to extend the theory of sociohistory from sociocultural dynamics to psychosocial dynamics. Elaborating on the fractal nature of the approach, an indicative theory of psychohistory is formulated.

The theoretical basis for sociohistory is outlined and extended from sociocultural to psychosocial dynamics, and it is shown how the methodological approach can then be extended to the development of psychohistory. An agenda for further sociohistorical and psychohistorical research is also developed in this process.

Sociocultural dynamics is extended to the promise of being able to deal with social dynamics within a cultural setting. The postulated theory of psychohistory both explores social dynamics in psychological terms and is linked to the potential for developing a new personality inventory.

Only a few concepts in the service literature are as pervasive yet as undertheorized as is the concept of the actor. With a growing interest toward value creation as a systemic and institutionally guided phenomenon, there is a particular need for a more robust conceptualization of humans as actors that adopts a processual, as opposed to a static, view. The purpose of this paper is to build such processual conceptualization to advance service-dominant (S-D) logic, in particular, and service research, in general.

The paper is conceptual and extends S-D logic's institutionally constituted account of the actor by drawing from identity theory and social constructionism.

The paper develops a processual conceptualization of the human actor that explicates four social processes explaining the dynamics between two identity concepts—social and personal identity—and institutional arrangements. The resulting framework reveals how humans are simultaneously constituted by institutions and able to perform their roles in varying, even institution-changing, ways.

By introducing new insights from identity theory and social constructionism, this paper reconciles the dualism in S-D logic's current description of actors, as well as posits the understanding of identity dynamics and the processual nature of actors as central in many service-related phenomena.

This paper is among the few that explicitly theorize about the nature of human actors in S-D logic and the service literature.

This study aims to build on social capital theory (SCT) and its dimensions by examining the role of social capital in the public procurement process and by identifying related contingencies that may influence procurement performance.

A systematic literature review and a thematic analysis regarding social capital in procurement are conducted. The antecedent–behaviour–consequence (ABC) model is used for illuminating linkages between social capital, contingencies and procurement performance.

The dimensions of social capital are investigated in the procurement process; however, the extent of social capital role can vary between the phases of the process. It is concluded that the contingencies of social dynamics are linked with social capital and may influence the outcomes and performance of the procurement process.

Social capital can ease interactions between public buyers and private suppliers by contributing to effective tendering, improving social interaction in negotiations and balancing rigidity in contract management, supporting the interests of both parties. The provided framework helps decision makers to comprehend the social dynamics in public procurement.

Improving social dynamics and solutions in public procurement.

This study extends social capital research in the field of public procurement and creates a framework connecting social capital and prevailing contingency factors to procurement process performance.

The purpose of this paper is to introduce the concept of work group diversity dynamics as a novel approach for studying diverse work groups. The authors profile the dynamic processes within diverse work-groups and provide an overview of main objectives.

The paper draws on years of accumulated diversity research to cast a temporal and dynamic lens on the processes taking place within diverse work groups. After outlining the state of the art in work group diversity research, the definition, overall framework and profile of work group diversity dynamics is offered.

The paper argues that by adopting a temporal and dynamic perspective for studying diverse work groups, one can shift focus from the traditional perspective of “what is diversity” to “what happens within diverse work groups”. The paper disentangles the activities taking place within diverse work groups, defines the actual team processes and finally highlights how these processes might be affected by time and dynamism.

After almost 30 years of diversity research the mechanisms and processes through which diversity is translated into individual and organizational outcomes are not yet sufficiently understood and studied. This paper highlights a temporal and dynamic perspective for studying work group diversity, a view that is yet uncharted in diversity literature.

The purpose of this paper is to adapt concepts from resiliency theory to understand the conditions under which social enterprises may remain true to form and purpose or are likely to change their character. This leads us to consider issues of governance, economic incentives associated with different organizational forms of social enterprise and the effects of the financial environment, the role of organizational slack and the influence of organizational leadership on the dynamics of social enterprises. Three case studies of organizations in the USA are analyzed to illustrate the application of resiliency theory to the stability of social enterprises. The fact that all forms of social enterprise must reconcile the tensions of social purpose and market raises important questions about the dynamics of these enterprises.

Theory and case study analysis.

Governance, financial incentive structure, organizational slack and leadership influence the stability of social enterprises.

First application of resiliency theory to the analysis of social enterprise stability.

Based on an experience, the paper aims to describe how group dynamics can play out in a traditional classroom setting and reflect on how the author worked with these dynamics from a systems psychodynamic perspective.

The experience involved teaching a two-day module on group dynamics to a class of 35 mature students enrolled in a business school. The author tried to create a space to understand and work with here-and-now dynamics as the module progressed.

Frustration grew among the students regarding the time spent on discussion and reflection. The group was split in two, with one subgroup opening up to experiencing and reflecting on the dynamics, whereas the other subgroup grew more frustrated and demanded that the author take up his authority. Apart from attempting to work with the dynamics, the author introduced relevant concepts and theories that could help to understand the dynamics. The group was characterized by an emotional climate of dependency while students projected hitherto unexplored frustrations onto the lecturer. Although the conditions for experiential learning were far from optimal, the group did experience group dynamics and did engage in reviewing their experiences. Learning did take place, although the depth varied among individuals.

Reflections are provided on the (im)possibilities of learning about group dynamics at business schools. Suggestions are given how to create conditions for experiential learning in management education.

Constant question in determination of a social system state is how to obtain a sufficient quantity of information with a small enough, manageable indicator set.

The concept is developed in a thorough analysis of strengths and weaknesses of existing approaches, and in thorough contrasting the proposed solutions with these.

The social free energy and social entropy overcome the gap between the meta‐theoretically founded quantities and indicators related to social system state description. The social free energy measures the totality of resources used for social system preservation during changes in environment. The social entropy measures the number of different realisations of a particular state.

Combination of social free energy and social entropy is on the one hand a set of quantities easily determinable from available data, and on the other hand a set of indicators intuitively connected with social system states. We relate the system social free energy and levels of organisation and adaptation. From these measures we derive the measure of social system adaptation.

The use of social free energy in describing the social system states adds a significant value in forming the small set of representative indicators. It is of importance for all researchers; theoreticians and practitioners.

Develop an integrated model to analyze conflicts at work and apply it to a case study. The core of the conceptual model is constituted by the interpersonal relationships modalities using the Palo Alto school theorization (symmetrical and complementary relations framework in people's relative positioning). This model also articulates inside this interpersonal relationships structure five other dimensions: Perception processes, Life dynamics, Habitus from Bourdieu and developed by Lahire, psychosociological processes and sociological factors (including cultural ones). We apply this model to the case study of a Community center in a French city where a serious conflict happens with the final consequence of the closure of the center.

In-depth case study by long conversations (more than interviews) with the main protagonists of the Community center and of the conflict. These talks have been completed by secondary sources and extended review of newspaper articles.

Our model revels to be pertinent to enlighten the multiple dimensions of the conflict. In particular, we show that the dynamics of interpersonal relationships is central in the conflict development and is embedded in multiple psychosociological processes (perceptions processes with deep perceptive divergences between people, personal construction of Social Identity by protagonists, group thinking, active minority construction, etc.). The sociological factors, as well of personal habitus, have an effect but are not determinants of people's behavior. People are partially conscious of the occurring phenomena but cannot be considered as omniscient, purely strategic actors.

1-Application of the conceptual model is applied only on one case study. 2-More attention should be given to prospective dimension of stories and storying (antenarrative).

The case analysis based on our reactional model of conflicts leads to point out several mistakes in the management of the considered organization and more precisely in the management of the conflictual relationships. Change of level 2 has been misconducted by the top manager of the Community center and we show which alternative decisions could have been made in order to avoid the burst of the conflict. More general conflict management methods can be deduced from our analysis.

Articulation of these different concepts in an integrated model has never been previously made neither applied in a case study.

Democratic therapeutic communities (TCs), use a “flattened hierarchy” model whereby staff and clients are considered to have an equal voice, sharing administrative and some therapeutic responsibility. Using the sociological framework of interaction ritual chain theory, the purpose of this paper is to explain how TC client members negotiated and enforced community expectations through an analysis of power within everyday interactions outside of structured therapy.

The study used narrative ethnography, consisting of participant observation with two democratic communities, narrative interviews with 21 client members, and semi-structured interviews with seven staff members.

The findings indicate social interactions could empower clients to recognise their personal agency and to support one another. However, these dynamics could be destructive when members were excluded or marginalised. Some clients used their interactions at times to consolidate power amongst dominant members.

It is argued that the flattened hierarchy approach theoretically guiding TC principles does not operate as a flattened model in practice. Rather, a fluid hierarchy, whereby clients shift and change social positions, seems more suited to explaining how the power structure worked within the communities, including amongst the client group. Recognising the hierarchy as “fluid” may open dialogues within TCs as to whether, and how, members experience exclusion.

Explorations of power have not specifically focused on power dynamics between clients. Moreover, this is one of the first papers to look at power dynamics outside of structured therapy.

This study aims to explore the patterns and transformational dynamics of the executive–interpreter network in the innovation processes of small- and medium-sized enterprises in hospitality.

Grounded in social network theory and adopting a case-based approach, this study features a multi-case design focusing on three Chinese boutique hotels. Data were collected through Web page and document reviews, participant observations and semistructured interviews.

Results capture how executive–interpreter network dynamics contribute to innovation in small- and medium-sized hotels. Key factors in social networks (e.g. size, scope and strength) shift throughout innovation. This study presents a design-driven approach as a means of innovation. Findings also delineate the network development conditions under which innovation dynamically occurs in boutique hotels.

Practical implications center on how network dynamics help small- and medium-sized hotels innovate more effectively. These insights can assist hotel operators and prospective market entrants in improving their hotels’ performance and competitiveness.

This study blends social network theory with a design-driven approach to explore innovation mechanisms in small- and medium-sized hotels. It offers empirical evidence for practitioners regarding design-driven innovation. Findings enrich the body of knowledge on both design-driven innovation theory and hospitality innovation.