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Abstract
In contrast to the main focus on market boundaries as spontaneous orders, this article investigates how and why market boundaries are ordered through organization. It proposes three elemental ordering processes – mutual adaptation, institutions, and organization – to conceptualize individual market boundary formation. Based on a longitudinal study of a financial market, the organization of both market demarcations and boundary constitution is analysed. It is illustrated how boundaries were subject to much organization and reorganization, to protect the market's legitimacy and function. Explanations for the use of market boundary organization suggestively stem from both boundary competition and complementarity – to replace or reinforce boundaries formed by other ordering processes, in order to direct market content.

Abstract
A key objective in explaining how creativity occurs and novelty is generated [may it be organized or not], is allowing for a mix of determinism and chance. One of the ways to create a disconnect between the creative act and the myriad factors bearing on it is by way of external jolts, disrupting not only routines and logics, but also structures of attention. The paper highlights the role of external disruption in novelty generation, and articulates a moderating mechanism of perceptual nature by drawing on the work of Foucault. As illustration, I discuss the "externalization" of artistic attention and the construction of counter-sites in late 19th century Western Europe by appropriating Japanese art to conceive of alternatives to academic art. I suggest that external disruptions are most consequential when they reinforce internal relational schisms.

Abstract
Many professions in the public sector, such as healthcare staff, social welfare officers and teachers are experiencing a heavier workload and an increasing number of work tasks of growing complexity. This study examines the policy tendency to introduce a stricter division of labour, by delegating lower status tasks professionals preform to assistants, as a key to reduce public sector workload. In contrast, the public sector has been subject to organisational reforms the past 20–30 years resulting in a reduced division of labour among professions. This article explores the reversibility of the division of labour within a local public sector context, and it demonstrates how different micro-level factors may promote or counteract changes in the division of labour at the workplace. A main contribution is the prospect to rethink the capacity of organisational work-related reforms in professional settings directed at processes of division of labour in local public organisations.

Abstract
In this paper two different approaches to social theory are presented, and then illustrated through an in-depth analysis of one study, The Dynamics of Bureaucracy (1955) by Peter M. Blau. The first of these two ideal types focuses on theory as a text, say Suicide by Durkheim or some journal article (theory as a text). According to this viewpoint, which is the conventional one, theory is seen as embodied and finalized in a text, not so different from a literary text. According to the second approach, which is more in the spirit of theorizing, theory is instead seen as a set of interconnected activities (theory as activities). According to this perspective, theory means to engage in a number of activities besides reading: you do research, including work with theoretical issues; you then try to formulate and write down a final version of the theory in an article or a book. A theory is always part of a large set of activities. The paper ends with a comparison of the two perspectives as well as an attempt to see what Blau's work can add to our understanding of theory as a practical and creative enterprise.

Abstract
Business Masculinity represents a distinctly English configuration of masculinity that was hegemonic in the City of London's banking and finance industry until recently. This work uses visual semiotic analysis, historical analysis and Bourdieusian concepts to show how Rothschild reproduced the aesthetics of Business Masculinity in the portrait A View from the Royal Exchange (1817) by using clothing and other symbolic cultural capital. To secure his trajectory, Rothschild needed to align his identity with Business Masculinity and thus Englishness – and disassociate himself from Jewish masculinity – in a culture of antisemitism, as well as deal with the repercussions arising from his alleged manipulation of information about the Battle of Waterloo (1815). In this context, the portrait played a significant part in Rothschild's public identity-management. Shortly after the portrait's publication, Rothschild was trusted with key information and opportunities which were conducive to his enterprise growing exponentially. It is suggested that the portrait played a hitherto underacknowledged part in Rothschild's trajectory, by disassociating Rothschild from Jewish masculinity and associating Rothschild with Business Masculinity.

Abstract
Firm platforms organize a market for selling Mittelstand firms in Germany. In doing so they face a challenge: to instill a market frame in a segment of the German economy that is known for its family embedding. This study examines the strategies firm platforms use to reframe ownership transfer from a gift passed on within the family to a commodity traded on a market. Building on a content analysis of the seven largest and most innovative firm platforms in Germany, this study reveals how firm platforms argue from within a gift exchange frame and shift its parameters in social, object, and time dimensions. This study makes a more general point by arguing that digital platforms function as cultural trailblazers in marketization. This study contributes to succession, digital platform, and marketization debates.

AbstractWe argue that lived spaces play a crucial role in influencing how people can or cannot enact their agency. Based on an interpretive ethnographic study of work in a large Sri Lankan tea plantation and drawing on the conceptual lenses of relational agency and social ecology, we explore how workers experience their ability to act agentically in relation to their social circumstances and examine the personal and social consequences. In doing so, we extend conceptualizations of relational agency as a dialectic of belonging and not belonging within a social ecology – an ongoing flow of intertwined activities and ways of being and relating to each other that create and reproduce social orders and forms of accountability.

Innovation in the private and public sectors has been the subject of a great deal of study, since it is central to the economic growth and effective governance of most organizations. Determining the changes needed in an organization is less difficult than determining how to make the changes work. This volume is the result of a three-year study that investigated the factors associated with the implementation of program changes in a nonprofit community welfare agency. The results of the research showed that a greater understanding of the implementation process was needed, both by the workers and administrators. In addition, factors other than "need" were determined to influence what action is taken to implement the recommendations. This book takes the results of the study and demonstrates how implementation can be successful in an organization. This work includes factors such as administration behavior and perception, its effect on board members, mobility orientation, job satisfaction, and the prediction of program change and will be of interest to management in both the private and non-profit sector as well as students of organizational sociology and psychology

The new annual series, Research on Emotion in Organizations, presents empirical and conceptual articles at the forefront of research in this intriguing new area. Ignored for much of the previous century, the study of emotion and its antecedents and consequences in organizations is currently generating a torrent of new research. Topics include the effects on organizational behavior of mood and affective events, emotional labor and its effects, emotional intelligence, emotion and leadership, and the causes and effects of anger in the workplace. Chapters, sourced in part from the biannual Interna