Strategic Encounters in Innovation and Regulation: Healthcare Transformation in the Era of Digital Connectivity Comment on "What Managers Find Important for Implementation of Innovations in the Healthcare Sector - Practice Through Six Management Perspectives".

Healthcare innovations emerge and develop in institutionally dense selective environments. New projects and propositions in healthcare sectoral ecosystems can be understood as product-service compacts, that is, complex solutions that dynamically integrate tangible and intangible elements in close interaction with users' needs and the evolving regulatory context under uncertainty and ambiguity. We advance the concept of "strategic encounters" to encapsulate, capitalise and extend the contribution by Palm and Fischier's on the key enabling managerial factors for healthcare innovation implementation under conditions of imperfect foresight. We intertwine creative assemblages that shape the formation of knowledge-intensive activities at the operators' level with scope of sectoral level interventions to underscore how the opportunities and constraints can enhance innovation for the common good. We use the case of digital data health regulatory agendas as illustration. We argue that this broader perspective on healthcare transformation is theoretically pertinent and practically useful, for management and policy.

The impact of empowerment and technology on safety behavior: evidence from mining companies.

Major technological advances that are being introduced in the global mining industry have an impact on work and employee attitudes toward safety. The objective of this study was to analyze the impact of empowerment and technology on safety behavior. The research design was cross-sectional, and the sample was composed of 403 employees in mining companies. To measure safety behavior we used Neal, Griffin and Hart scales, and psychological empowerment was measured using the Spreitzer scale. The results indicated high levels of empowerment on safety behavior and medium levels of technology's promotion and prevention factors in the employees surveyed. Also, the study revealed that the meaning dimension of empowerment and the promotion technology factor positively affect safety behavior. A further contribution of the study is in the design of a scale to measure the impact of technology on safety behavior, as there are no known scales for this.

Stewardship as process: A paradox perspective.

Long-term stewardship is usually represented as a stable structural condition and portrayed as a source of competitive advantage to firms (including family businesses) that use it as a mode of governance. Less is known about how organizations engage with stewardship as a process. We embrace a process approach to report a case study about the unfolding of stewardship in a multi-business family group. We conclude that stewardship is a process marked by critical tensions and paradoxes; by exploring the nature of these we uncover further dimensions and responses to the paradoxes of stewardship.

Do the opportunities for learning and personal development lead to happiness? It depends on work-family conciliation.

The study shows how the perceptions of opportunities for learning and personal development predict five dimensions of affective well-being (AWB: pleasure, comfort, placidity, enthusiasm, and vigor), and how this relationship is moderated by the perceptions of work-family conciliation. A sample comprising 404 individuals was collected. The findings show the following: (1) both the perceptions of opportunities for learning and personal development and perceptions of work-family conciliation predict AWB, the happier individuals being those who have high perceptions on both variables; (2) both variables interact in predicting AWB, in such a way that perceptions of high opportunities for learning and personal development may not lead to higher AWB if work-family conciliation is low. Post hoc analysis also suggests that the relationship between the perceptions of opportunities for learning and personal development and AWB tends to be nonlinear for individuals with perceptions of low work-family conciliation.

Does the need to belong moderate the relationship between perceptions of spirit of camaraderie and employees' happiness?

The authors show how the perceptions of spirit of camaraderie explain 5 dimensions of employees' affective well-being and how this relationship is moderated by the employees' need to belong. The sample comprised 296 individuals working in 78 organizations. The authors found the following: (a) Perceptions of spirit of camaraderie predict unique variance of all affective well-being dimensions; (b) the need to belong moderates the relationship between perceptions of spirit of camaraderie and affective well-being in such a way that employees with a strong need to belong are more sensitive or reactive to perceptions of spirit of camaraderie; (c) among those with low need to belong, the relationship between perceptions of spirit of camaraderie and affective well-being is not linear in such a way that a "surplus" of spirit of camaraderie can be detrimental to their affective well-being.