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Abstract Background Champions are integral across research in cancer, yet studies exploring their roles are limited and have produced mixed results. The current review examines and synthesizes descriptions of how champions emerged and the types of activities they most often performed. By examining evidence from across the translational research continuum, this scoping review aims to characterize the role of champions and strategies that facilitate their involvement in the implementation of cancer care interventions in both clinical and community-based settings. Methods This scoping review was designed and implemented in compliance with PRISMA-ScR. The review focused on peer-reviewed articles in English-language journals. We searched five databases: PubMed (including MEDLINE), Scopus (including EMBASE), CINAHL, PsycINFO, and the Cochrane Library. Articles published from 1971 to 2022 were included. Two members of the team reviewed in duplicate each article and then a single member of the team extracted the data in Covidence, with a second member comparing the extraction to the original article. Qualitative and quantitative data were extracted and then synthesized. These data were used to summarize core champion activities and implementation strategies and to characterize barriers and facilitators to using champions in research. Results A total of 74 articles were included in the review. The qualitative synthesis highlighted facilitators and barriers to the effective use of champions. Facilitators included consideration of an individual’s characteristics when identifying champions, time spent planning for the specific responsibilities of champions, working within a supportive environment, and identifying champions embedded in the target setting. Major barriers included constrained time, low self-efficacy among champions, inadequate training, high turnover rates of champions, and a lack of buy-in from organizational leadership toward the intervention. Champions also were mostly assigned their roles, had varied core activities, and used complementary strategies to empower their target populations. Champions’ most frequent core activities include facilitation, outreach/promotion, and recruitment of participants into studies. Conclusions Champions were used in research of many cancer types and often serve similar roles regardless of where they are located within the translational research process. Despite their critical role, evidence is lacking on the impact of champions specifically on outcomes of many of the research studies that include them. Future research is needed to understand the nuances of champion-driven approaches across diverse cancer care settings.

Background: Champions are integral across research in cancer, yet studies exploring their roles are limited and have produced mixed results. The current review examines and synthesizes descriptions of how champions emerged and the types of activities they most often performed. By examining evidence from across the translational research continuum, this scoping review aims to characterize the role of champions and strategies that facilitate their involvement in the implementation of cancer care interventions in both clinical and community-based settings. Methods: This scoping review was designed and implemented in compliance with PRISMA-ScR. The review focused on peer-reviewed articles in English-language journals. We searched five databases: PubMed (including MEDLINE), Scopus (including EMBASE), CINAHL, PsycINFO, and the Cochrane Library. Articles published from 1971 to 2022 were included. Two members of the team reviewed in duplicate each article and then a single member of the team extracted the data in Covidence, with a second member comparing the extraction to the original article. Qualitative and quantitative data were extracted and then synthesized. These data were used to summarize core champion activities and implementation strategies and to characterize barriers and facilitators to using champions in research. Results: A total of 74 articles were included in the review. The qualitative synthesis highlighted facilitators and barriers to the effective use of champions. Facilitators included consideration of an individual's characteristics when identifying champions, time spent planning for the specific responsibilities of champions, working within a supportive environment, and identifying champions embedded in the target setting. Major barriers included constrained time, low self-efficacy among champions, inadequate training, high turnover rates of champions, and a lack of buy-in from organizational leadership toward the intervention. Champions also were mostly assigned their roles, had varied core activities, and used complementary strategies to empower their target populations. Champions' most frequent core activities include facilitation, outreach/promotion, and recruitment of participants into studies. Conclusions: Champions were used in research of many cancer types and often serve similar roles regardless of where they are located within the translational research process. Despite their critical role, evidence is lacking on the impact of champions specifically on outcomes of many of the research studies that include them. Future research is needed to understand the nuances of champion-driven approaches across diverse cancer care settings. [ABSTRACT FROM AUTHOR]

Objective: To understand the motivations of champions who worked to bring about system and practice change that supported routine screening for intimate partner violence (IPV) in two rural emergency departments (EDs). Introduction: Practice changes are required to achieve routine and effective identification and response to IPV. Nurses play a significant role in affecting such practice change. This paper identifies the motivations of champions in the ED setting who successfully brought about such change. Setting: The EDs of two Level 5 tertiary hospitals within a rural Local Health District (LHD) of New South Wales, Australia. Participants: Twenty‐three individuals who identified as champions and worked to introduce routine IPV screening in two rural hospital EDs. Design: Qualitative longitudinal semi‐structured interviews employing a process of constant comparison and an interpretive framework to analyse data thematically. Interviews were carried out between June and August 2017 and again between July and August 2019. Results: Over the period of the study, routine screening was established, and screening rates steadily increased from a low baseline to a significantly higher rate. Three aspects of champion motivation emerged from the analysis: formation of an identity as a champion, making a difference to a significant social justice issue and providing quality and community‐relevant care. Conclusions: This study is the first study to report on champions and their motivation as they supported IPV practice change in the ED. The findings highlight the capacity for innovation in rural health services, with important implications for other settings looking to translate similar programs. Understanding motivating factors may assist in improved utilisation and support for champions. This is vital if champions are to bring about required practice change within their service and ensure the needs of individuals experiencing IPV are effectively met. [ABSTRACT FROM AUTHOR]

Academic departments have been highlighted as key targets to sustainably transform the learning environments of postsecondary science, technology, engineering, and mathematics (STEM) courses in the United States. Despite STEM department chairs playing a critical role in shaping their unit, few studies have characterized how chairs view the teaching culture within their department and how cultural features influence instructional change. This study addressed this gap by applying the four-frames model for organizational change to analyze interviews conducted with 14 STEM department chairs at one researchintensive institution in the United States. The department chairs identified several challenges to supporting and advancing teaching culture. These challenges were mostly related to the structures and symbols frames and included an institutional emphasis on research over teaching, inadequate methods to evaluate effective teaching, and weak teaching feedback mechanisms available to faculty. The chairs also described how they leverage their power to affect people and thereby influence the teaching culture. For example, they strategically position teaching as an important aspect of the departmental culture during hiring processes and elevate certain groups of faculty who have demonstrated interest and efficacy in teaching. This study contributes to the literature by providing a rich description of the teaching culture in STEM departments at a research-intensive institution from the perspective of department chairs. This unique focus on department chairs helps identify opportunities for instructional reforms that are grounded in the reality of the departmental environment and provides a framework for considering how change might occur in STEM departments at researchintensive institutions. The opportunities identified emphasize the importance for department chairs to consider and leverage all four frames to enact instructional change. [ABSTRACT FROM AUTHOR]

This exploratory study is about the question of how teachers perceived how their experience with honors education have promoted innovations in their regular education. In this study, we interviewed teachers from four universities of applied sciences about this question. Interviews were conducted in 2019 and 2020, which resulted in 11 cases of innovation in regular programs inspired by experiences with honors education. A first part of this study showed how structural honors characteristics were important in this transfer structural characteristics (Van Eijl, Weerheijm & Pilot, 2023). The research question of the second part focusses on the role of the honors teacher in the innovations. The method of cross-case analysis was chosen. Based on an analysis of the interview data, the results were summarized and illustrated with quotes from the interviews. These innovations are at the level of a single module but also at the level of an entire undergraduate program. Experiences with honors education are frequently mentioned by the teachers as a motivation to work on the innovation of their regular education. These teachers rated the positive effect of honors education for their innovations in regular education as (very) stimulating. In these innovation, the teachers see themselves as "linking-pin", intrinsic motivated to actively transferring experiences from honors programs to innovations in regular programs. According to these teachers honors programs have an interesting innovation potential for regular programs.

The study explores how internal coaches working in the HE sector manage the interplay of individual change and organisational change, and the implications for undertaking a change agency role during the coaching process. It is a qualitative study using constructivist grounded theory. The context for the research is Higher Education institutions operating internal coaching and mentoring services. The research offers a conceptual framework for how internal coaching supports organisational change, integrating three models constructed from the findings: the wayfaring organisational change model, the coach as change mediator model, and the coaching fulcrum model.

L’innovazione didattica rientra tra le azioni che i sistemi di Higher Education sono chiamati ad implementare per continuare a svolgere il ruolo di agenzie che guidano il cambiamento. È un’iniziativa che all’Università di Padova ormai da circa otto anni è declinata in percorsi diversi, uno dei quali è il percorso per change agent (CA), i quali hanno la funzione di generare cambiamento all’interno dei loro contesti. La finalità di questa ricerca, a carattere qualitativo, è di conoscere quali cambiamenti hanno sperimentato i docenti coinvolti sia nei processi di insegnamento/apprendimento sia come CA nei loro dipartimenti di afferenza. I risultati mostrano che ci sia stato un cambiamento significativo in termini di prospettive e pratica didattica, ma ulteriori sforzi sono da compiere per svolgere una funzione efficace come CA.

Academic departments have been highlighted as key targets to sustainably transform the learning environments of postsecondary science, technology, engineering, and mathematics (STEM) courses in the United States. Despite STEM department chairs playing a critical role in shaping their unit, few studies have characterized how chairs view the teaching culture within their department and how cultural features influence instructional change. This study addressed this gap by applying the four-frames model for organizational change to analyze interviews conducted with 14 STEM department chairs at one research-intensive institution in the United States. The department chairs identified several challenges to supporting and advancing teaching culture. These challenges were mostly related to the structures and symbols frames and included an institutional emphasis on research over teaching, inadequate methods to evaluate effective teaching, and weak teaching feedback mechanisms available to faculty. The chairs also described how they leverage their power to affect people and thereby influence the teaching culture. For example, they strategically position teaching as an important aspect of the departmental culture during hiring processes and elevate certain groups of faculty who have demonstrated interest and efficacy in teaching. This study contributes to the literature by providing a rich description of the teaching culture in STEM departments at a research-intensive institution from the perspective of department chairs. This unique focus on department chairs helps identify opportunities for instructional reforms that are grounded in the reality of the departmental environment and provides a framework for considering how change might occur in STEM departments at research-intensive institutions. The opportunities identified emphasize the importance for department chairs to consider and leverage all four frames to enact instructional change.

Organizational change (OC) initiatives require effective human resource management practices (HRMPs). This review analyzes recent research on the role of HRMPs in OC, focusing on major trends and differences between Western and non-Western contexts. A Preferred Reporting Items for Systematic Review and Meta-Analysis (PRISMA)-guided search using Scopus and Google Scholar identified 26 relevant studies. The key findings showed the varied and crucial roles that HRMPs play in communicating change goals, engaging employees, and collaborating with stakeholders. In particular, hard OC involving actions such as downsizing warrants responsive HRMPs. Although some practices transfer well across settings, implementing HRMPs in non-Western environments requires adaptation to local cultural and religious norms. The predominant focus on Western contexts underscores the need for more research in understudied regions, such as the Middle East and North Africa. The limitations of this review include potential biases in the source studies and the exclusion of nonindexed literature. We conclude by calling for an expanded investigation into evidence-based HRMPs and the complex dynamics between HRMPs and diverse types of OC across different organizational and national settings.

A change agent is a person equipped to transform their environment meaningfully. This qualitative survey study examined the extent to which graduates of residency-based teacher education programs act as change agents across different stages of a career. The qualitative survey study used convenience sampling to gather data from 23 alumni of a full-year, graduate, residency-based teacher education program. Participants responded to questions aligned with the National Board for Professional Teaching Standards to determine how the residency program prepared graduates to be agents of change in their learning communities. Qualitative data was analyzed using a constant comparative method. Results indicated that alumni become agents of change, but this level of professionalism takes more than ten years to develop. [ABSTRACT FROM AUTHOR]

This study evaluated women's perceptions of barriers to accessing the top positions in organisations' leadership in Kenya. The study had 3 specific objectives: to determine the women leaders' perceptions of the barriers to accessing top organisational leadership in Kenya; to establish how much support women leaders get in their attempt to access top organisational leadership in Kenya; to investigate the barriers women leaders face in their attempt to access top organisational leadership positions in Kenya. The research was a descriptive study preferred because it provides a comprehensive and accurate picture of the study subjects and to describe the inherent relationships, patterns, and trends demonstrated by the data analysed. The study findings were: women progression to top offices has not been easy, for example over 55% of the female Deputy Principals had stagnated for over 10 years in the same position without promotion. According to the study, about 22% of the respondents blamed patriarchy and gender stereotypes for their lack of promotion. Finally, the study found that family roles remains critical for the respondents. For example, 44% feared that promotion may result being sent far from home, while 39% did not apply for promotions due to family roles. [ABSTRACT FROM AUTHOR]

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Copyright of Form@re is the property of Firenze University Press and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

In the last years, scholars and practitioners have carried out a reflection about the social, economic, and political role of social economy organizations in advancing sustainability transformations. Social economy organizations need a cultural journey of self-perception and awareness raising regarding their identity as change agents for sustainability to become even more a vehicle for social transformation. In other words, sustainability competences, mobilized by social economy organizations, need to be made explicit, strengthened and brought to the awareness of the organizations, through lifelong learning. In response to this problem, the paper discusses, through an ethnographic study, the case of Proforma, a social enterprise in the Mugello Area (Tuscany, Italy). The practices, values, the mindset and associated competences that characterize the enterprise’s work in promoting sustainability initiatives, locally, are outlined. Tensions between embodying sustainability values and performing sustainability initiatives are highlighted. Capacity building per la sostenibilità nelle organizzazioni dell’economia sociale. Negli ultimi anni è stata portata avanti una ri-lettura del ruolo sociale, economico e politico rappresentato dalle organizzazioni dell’economia sociale in quanto attori costruttivi di una società sostenibile. Le organizzazioni dell’economia sociale hanno bisogno di un percorso culturale di auto-percezione e presa di consapevolezza della propria identità come agente di cambiamento per la sostenibilità e veicolo di trasformazione sociale. In altre parole, le competenze in materia di sostenibilità, agite dall’Economia Sociale, hanno bisogno di essere esplicitate, rafforzate e portate a consapevolezza delle organizzazioni, attraverso adeguate azioni di formazione continua. In risposta a questo problema, il presente articolo discute, attraverso uno studio etnografico, il caso di Proforma, un’impresa sociale del Mugello, delineando le pratiche, ma anche i valori, la mentalità e le associate competenze che caratterizzano il lavoro dell’impresa nel sostenere iniziative di sostenibilità a livello locale. La sfida di incarnare valori di sostenibilità e agire per la sostenibilità è evidenziata.

Brands have recently begun to take a brand activism strategy through which they align themselves with a sociopolitical cause to increase their relevance and strengthen customer relationships. This paper brings together three streams of research: narrative transportation theory, narratology, and narrative comprehension, in order to propose how brands can increase their potential to be brand-activism change agents in the context of their sociopolitical stance. We define brand activism change agents as the brand's potential to further their aligned cause through the fortification of an engaged customer base. However, this can be a risky strategy, and brands often alienate a significant part of their existing market. We propose a theoretical model to explain how brands can minimize alienation of their existing audience (stakeholders and especially customers) and increase overall support and brand activism impact. [ABSTRACT FROM AUTHOR]

The issue of effective human resource (HR) roles performance and the effectiveness of HR operations at Bangladeshi private banking sector has grown in importance over the past few decades. The scholarly literature, however, largely lacks the empirical research examining the impact of four HR roles on HRM effectiveness. The prime objective of the current research includes testing the causal relationships between four HR roles (employee champion, strategic partner, change agent, and administrative expert) and HRM effectiveness. Data was gathered from the first-line managers employed in the private commercial banks in Bangladesh (n = 210). The hypothesized model was examined utilizing partial least squares structural equation modelling, or PLS-SEM. The findings showed that the roles of employee champion, strategic partner, change agent, and administrative expert had a positive and significant impact on HRM effectiveness. The implications regarding the findings are explained and recommendations for further research are also proposed. [ABSTRACT FROM AUTHOR]

This article explores how women in top leader positions navigate between the two contradictory cultures of masculinity and femininity and, in particular, if and how these positionings and negotiations develop over time. Drawing on working-life biographical interviews with women on the top of organizational hierarchies within the crisis management systems in the Nordic countries, the article illustrates women top leaders relating to norms of masculinity and femininity, demonstrating how these have shaped their roles as top leaders, and how these have shifted along their careers. It shows how, in the beginning of their careers, women in organizations marked by cultures of masculinity conform to these gendered norms, while in their roles as top leaders, they do gender differently and assume roles as change agents. The findings suggest that processes of navigation between organizational cultures of masculinity and societal cultures of femininity can be better understood when individual experiences are situated within their gendered social and cultural expectations. [ABSTRACT FROM AUTHOR]

As the major business environment changes, there is a growing need for management innovation to strengthen the organisation. Large enterprises such as GE, which promoted Six Sigma, and Toyota, which installed innovative production systems using the Kanban method, have rooted management innovation in their corporate cultures. However, although there are precedent cases limited to some high-tech ventures, the actual state of management innovation in low-tech small- and medium-sized enterprises (SMEs) is not well understood. Therefore, we investigated the SMEs in Japan's relatively low-tech industrial areas using structural equation modelling. This study found that collaboration with customers is an important antecedent factor for management innovation. Moreover, management innovation mediates the relationship between the collaboration with customers and technological innovation activities and between the former and firm performance. The explanatory power of management innovation on firm performance is weak. This paper provides deep insights into the role of management innovation in SMEs. [ABSTRACT FROM AUTHOR]

Abstract Background Many institutional and departmentally focused change efforts have sought to improve teaching in STEM through the promotion of evidence-based instructional practices (EBIPs). Even with these efforts, EBIPs have not become the predominant mode of teaching in many STEM departments. To better understand institutional change efforts and the barriers to EBIP implementation, we developed the Cooperative Adoption Factors Instrument (CAFI) to probe faculty member characteristics beyond demographic attributes at the individual level. The CAFI probes multiple constructs related to institutional change including perceptions of the degree of mutual advantage of taking an action (strategic complements), trust and interconnectedness among colleagues (interdependence), and institutional attitudes toward teaching (climate). Results From data collected across five STEM fields at three large public research universities, we show that the CAFI has evidence of internal structure validity based on exploratory and confirmatory factor analysis. The scales have low correlations with each other and show significant variation among our sampled universities as demonstrated by ANOVA. We further demonstrate a relationship between the strategic complements and climate factors with EBIP adoption through use of a regression analysis. In addition to these factors, we also find that indegree, a measure of opinion leadership, correlates with EBIP adoption. Conclusions The CAFI uses the CACAO model of change to link the intended outcome of EBIP adoption with perception of EBIPs as mutually reinforcing (strategic complements), perception of faculty having their fates intertwined (interdependence), and perception of institutional readiness for change (climate). Our work has established that the CAFI is sensitive enough to pick up on differences between three relatively similar institutions and captures significant relationships with EBIP adoption. Our results suggest that the CAFI is likely to be a suitable tool to probe institutional change efforts, both for change agents who wish to characterize the local conditions on their respective campuses to support effective planning for a change initiative and for researchers who seek to follow the progression of a change initiative. While these initial findings are very promising, we also recommend that CAFI be administered in different types of institutions to examine the degree to which the observed relationships hold true across contexts.

The church has a key role to play in addressing the chronic levels of grief and trauma experienced by the youth in South Africa. It has a biblical mandate to bring hope and healing and has a unique station within South African society that positions it to bring about real transformation. ‘Sinawe’ (Zulu for [we are with you]) is a programme developed by Scripture Union South Africa to equip local churches as change agents through a relational youth ministry model that engages trauma, grief and holistic needs, both physically and spiritually. This is an important first step for churches wanting to reach and minister to young people. The South African church has an important and legitimate role to play in the lives of young people. Research indicates that although the church is considered by local residents as an important community resource, it remains ineffectual in intentional community-based youth ministry that leverages significant opportunity. This research identifies the church as an important community change agent and encourages church leaders to step into the open gap to reach local young people while providing the methodology with which to do so. This research paper examines the current South African social context, outlines a theological mandate for church involvement and presents a methodology for a supportive and effective approach to community engagement in the lives of young people led by local churches. Interdisciplinary: The article is relevant to the following disciplines within theology; missiology, family and youth ministry and pastoral care. It also has interfaces with education and sociology.

In the modern era of global globalization, changes are accelerating and the development of new knowledge, ways of thinking, behavior and skills, as well as increasingly advanced technology, even in the current post-Covid-19 pandemic conditions, continues. advance. opportunities to introduce new Methods and new work arrangements to maintain accountability and productivity. The secondary data method used here as a data collection method is literature research on supporting journals or articles. Change agents are divided into two parts, namely: External-internal change agents try to integrate people inside and outside the organization by considering the strengths and weaknesses of internal and external change agents To start the change process, change agents offer new alternatives to existing problems, describes it correctly and Explains the importance of the problem to be solved and assures the customer, that they can solve the problem. [ABSTRACT FROM AUTHOR]

Culture change is common in healthcare organisations worldwide today, and change agents are key persons in the process of change. It is therefore of vital importance to deepen the knowledge about change agents’ experiences. The aim of the study was to illuminate meanings of being a change agent to improve home care services. Ten change agents were interviewed individually using open-ended questions. The interviews were analysed with phenomenological hermeneutics. The design of the study followed the COREQ guidelines. Three themes were revealed in the analysis: ‘Being confirmed by the opportunity to make quality improvements’; ‘Pushing oneself to transfer the message’; and ‘Being strengthened by achievements but wishing for better conditions’. In order to prepare co-workers, change agents need training before their mission begins and during the change process. [ABSTRACT FROM AUTHOR]

Introduction: Pharmacy practice is becoming increasingly patient-centric with the development of community pharmacy services. Their implementation appears to be affected by causal relationships and interdependencies of determinants. To address these determinants, change agents need to select, operationalise strategies, and measure their impact. However, there is little real-world guidance on efficiently selecting strategies tailored to determinants., Objectives: The aims of this study were to (1) explore the relationships between determinants and implementation strategies identified during the implementation of a Minor Ailment Service in Spanish community pharmacies and (2) develop a visual tool that links implementation strategies tailored to specific determinants for change agents to use during the facilitation process., Methods: The study employed a mixed methods approach within a three-year pragmatic type 3 hybrid effectiveness-implementation design. Data collection was facilitated by change agents, who utilised on-site and remote communication methods. The objectives of the change agents were to identify determinants, design and operationalise tailored implementation strategies. These data were documented and transformed into Sankey diagrams., Results: Ten change agents systematically documented 4236 determinant-strategy relationships in 92 pharmacies. The most common primary determinant domain they identified was "intervention characteristics" (n = 1843, 43.5 %). The most common secondary determinant domain was "characteristics of the individuals involved" (n = 3069, 72.5 %). The most common strategy category was "other" (n = 1808, 42.7 %). A Sankey diagram tool was developed to allow change agents to receive feedback on the effect of their strategies and select appropriate future implementation strategies., Conclusions: The findings of this study inform the development of future visual tools for assisting change agents during the facilitation process. Sankey diagrams act as a generic and real-time tool, which will reduce the complexity inherent to the facilitation activity. This will facilitate prospective implementation researchers to plan implementation interventions and train change agents more efficiently, thereby optimising the change management process., Competing Interests: Declarations of interest Emma L. Graham - Declarations of interest: none. Noelia Amador-Fernández - Declarations of interest: none. Shalom I. Benrimoj - Declarations of interest: none. Fernando Martínez-Martínez - Declarations of interest: none. Rubén Palomo-Llinares - Declarations of interest: none. Julia Sánchez-Tormo - Declarations of interest: none. Vicente J Baixauli-Fernández - Declarations of interest: none. Vicente Colomer-Molina - Declarations of interest: none. Elena Pérez-Hoyos - Declarations of interest: none. Miguel Ángel Gastelurrutia - Declarations of interest: none. Scott Cunningham - Declarations of interest: none. Victoria García-Cárdenas - Declarations of interest: none. The published material will be included as part of Emma L. Graham's PhD thesis., (Copyright © 2025 Elsevier Inc. All rights reserved.)

Abstract Background Efforts to achieve improved student outcomes in STEM are critically reliant on the success of reform efforts associated with teaching and learning. Reform efforts include the transformation of course-based practices, community values, and the institutional policies and structures associated with teaching and learning in higher education. Enacting change is a complex process that can be guided by change theories that describe how and why a desired change takes place. We analyzed the utility of a theory-based change model applied in a higher education setting. Our results provide guidance for change efforts at other institutions. Results Use of the CACAO model to guide the transformation of STEM instruction at a large public university resulted in changes to faculty teaching practices and department culture consistent with the vision defined for the project. Such changes varied across STEM departments in accordance with the emergent nature of project activities at the department level. Our application of the CACAO model demonstrates the importance of (1) creating a vision statement (statement of desired change or end-state); (2) attending to different levels of the organization (e.g., individuals, departments, and colleges); (3) working with change agents who are situated to be effective at different organizational levels; and (4) employing strategies to meet the needs and interests of faculty at different stages of adoption with respect to the desired change. Conclusion Our work, which demonstrates the utility of the CACAO model for change and captures its key elements in a matrix, provides a potential foundation for others considering how to frame and study change efforts. It reinforces the value of using change theories to inform change efforts and creates a structure that others can build on and modify, either by applying our CACAO matrix in their own setting or by using the matrix to identify elements that connect to other change theories. We contribute to the growing body of literature which seeks to understand how change theories can be useful and generalizable beyond a single project.

This paper contributes to an emerging discussion about transformative enterprises, which are increasingly seen as change agents in sustainability transformations. Some scholars have hitherto described them as pioneering enterprises that strive for fundamental changes towards sustainability at different scales. Economic geography has, however, so far glossed over a micro‐perspective on such enterprises. In this paper, we define transformative enterprises in detail by systematically identifying and elaborating their characteristics and actions. We ask: What operationalizable characteristics that refer to transformative enterprises are discussed in the literature? How can we define transformative enterprises? Starting from a comprehensive literature review, we identify nine key dimensions of transformative enterprises that we specify with a set of indicators, and we then synthesize our finding with a definition. With this contribution, we further develop the concept of transformative enterprise in economic geography and show how it complements current conceptualizations of firm‐level agency and system‐level agency. [ABSTRACT FROM AUTHOR]

Aim: To describe and synthesize evidence for champions of domestic violence practice improvement in health care and highlight implications for leadership and nurse management. Background: Globally, health care leaders have been tasked with improving service responses to domestic violence. Evidencing the role of champions, and how managers may harness champions in improving responses to domestic violence, is an important factor in successfully leading change in this field. Evaluation: A scoping review was conducted using four electronic databases (Proquest, PubMed, Medline and PsycINFO). Key issues: Eleven studies were included. Champion characteristics, roles, and factors influencing their impact were distilled. Barriers to the success of champions were identified as were four aspects of the champion role: mentor and expert advice; communication and engagement; strategic advocacy, coordination and project leadership; personal and emotional support. Conclusions: The review highlighted that champions involved in domestic violence project implementation have unique aspect to their role, along with characteristics reported in the broader champion literature. As an emerging field, there is evidence that domestic violence champions play an important role in mentoring and supporting health care workers to effectively change their practice. Implications for nursing management: Nurse managers and leaders need to understand the champion construct and the roles that champions enact to generate domestic violence and abuse system and practice change. Further research is required to provide guidance. [ABSTRACT FROM AUTHOR]

Background: Many institutional and departmentally focused change efforts have sought to improve teaching in STEM through the promotion of evidence-based instructional practices (EBIPs). Even with these efforts, EBIPs have not become the predominant mode of teaching in many STEM departments. To better understand institutional change efforts and the barriers to EBIP implementation, we developed the Cooperative Adoption Factors Instrument (CAFI) to probe faculty member characteristics beyond demographic attributes at the individual level. The CAFI probes multiple constructs related to institutional change including perceptions of the degree of mutual advantage of taking an action (strategic complements), trust and interconnectedness among colleagues (interdependence), and institutional attitudes toward teaching (climate). Results: From data collected across five STEM fields at three large public research universities, we show that the CAFI has evidence of internal structure validity based on exploratory and confirmatory factor analysis. The scales have low correlations with each other and show significant variation among our sampled universities as demonstrated by ANOVA. We further demonstrate a relationship between the strategic complements and climate factors with EBIP adoption through use of a regression analysis. In addition to these factors, we also find that indegree, a measure of opinion leadership, correlates with EBIP adoption. Conclusions: The CAFI uses the CACAO model of change to link the intended outcome of EBIP adoption with perception of EBIPs as mutually reinforcing (strategic complements), perception of faculty having their fates intertwined (interdependence), and perception of institutional readiness for change (climate). Our work has established that the CAFI is sensitive enough to pick up on differences between three relatively similar institutions and captures significant relationships with EBIP adoption. Our results suggest that the CAFI is likely to be a suitable tool to probe institutional change efforts, both for change agents who wish to characterize the local conditions on their respective campuses to support effective planning for a change initiative and for researchers who seek to follow the progression of a change initiative. While these initial findings are very promising, we also recommend that CAFI be administered in different types of institutions to examine the degree to which the observed relationships hold true across contexts. [ABSTRACT FROM AUTHOR]

Copyright of Revue Francophone de Recherche en Ergotherapie is the property of Communaute Pour l Avancement de la Recherche Appliquee Francophone en Ergotherapie and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Abstract Background Physical activity recommendations are reached by only a small part of the population. A common problem is that research findings on public health-related topics such as physical activity promotion are oftentimes not translated into practice. The involvement of relevant stakeholders, such as change agents (role models, decision-makers, and/or knowledge mediators), is a common strategy to implement physical activity recommendations in specific settings, as they have the necessary knowledge of contextual factors. However, dissemination and implementation of physical activity recommendations are often prevented by focusing exclusively on the health sector and by underestimating the individual perceptions and needs of change agents. Therefore, the purpose of this study was to address the problem of how physical activity recommendations can be translated into practice through comprehensive consideration of the situation and context of change agents from various sectors of society at different administrative levels. This allows for deriving recommendations for action on how a national dissemination strategy of physical activity recommendations should be designed. Methods Qualitative expert interviews were conducted with change agents from different sectors of society and administrative levels in Germany (N = 21). Case selection took place via a sampling plan. The interviews were recorded, transcribed verbatim, and analysed by two trained researchers using qualitative content analysis. Results The change agents’ perceived relevance of physical activity and physical activity promotion and their knowledge of physical activity recommendations varied across different sectors. Nine themes were identified covering the change agents’ needs for the implementation of physical activity recommendations: strengthening of political will and cooperation, availability of public space for physical activity, change in awareness and health education, professional qualification, financial incentives, development of physical activity-promoting programmes and structures, provision of resources, bridging the theory–practice gap, and knowledge of physical activity recommendations. Conclusions This exploratory study contributes to the development of an evidence-based dissemination strategy of physical activity recommendations involving change agents from various sectors. Cross-sectoral needs and obstacles were identified indicating gaps that have to be addressed. Future research should choose practice-oriented approaches to develop dissemination strategies that are adapted to the needs of local contexts.