https://www.mdu.se/

There is growing consensus on the need to decouple economic growth from environmental degradation, with radical innovation playing a critical role in addressing environmental challenges. Green ventures are key drivers of such innovation, yet decision-makers lack systematic tools to identify ventures with transformative potential. This study advances computational foresight by integrating weak signal detection with venture-level performance analysis to identify promising green ventures and anticipate pathways of transformative green innovation. Using Crunchbase metadata, we identify strong and weak signals in green venture business descriptions (2013–2018) and link them to individual venture performance in 2019–2024. We further apply LDA topic modelling to examine how weak signals evolve into structured business opportunity domains. The results show that strong signals play a limited, context-specific role, primarily supporting early-stage funding, while weak signals exhibit heterogeneous and generally attenuated effects. Weak signals consolidate into distinct domains, with Sustainable Finance & ESG Platforms emerging as the most scalable pathway, whereas Green Mobility and Sustainable Consumption face greater commercialization challenges. Geographic variation further highlights differences in entrepreneurial ecosystem specialization and scaling dynamics.

Advancements in technology and digitalisation have paved the way for multidimensional possibilities in the availability, extraction, and implantation of data. Consequently, the application of big data in understanding the spectra of different fields of knowledge has been evolving. Entrepreneurship research is one such developing area. Within this field, research has called for the advancement and application of methodological approaches to understand entrepreneurial phenomena. This study attempts to respond to this call by addressing how big data can be applied to entrepreneurship research. Therefore, the use of big data analysis and analytics in entrepreneurship research was explored and several theoretical perspectives and methodological possibilities for applying big data to entrepreneurship research were investigated. Furthermore, benefits, challenges, and ethical considerations were considered with a focus on how to navigate these challenges and implement them. The study concludes with future directions for emerging technologies that can be adopted in entrepreneurship research. Finally, recommendations are offered to researchers on how to apply big data not only to collect information but also to analyse and present it in a meaningful way. 

This study bridges occupational health and innovation management by proposing  psychosocial safety climate (PSC) as a key precondition for employee-driven innovation(EDI). EDI emphasises employees’ unique potential to generate and implement innovative ideas, with conducive working conditions, particularly those supporting psychological health,being crucial. Using a mixed-method explanatory design, the research draws on survey data from 19 work teams (n = 317) and five in-depth interviews with managers to explore the relationship between PSC and EDI. Findings show that all four PSC domains; support and commitment, priority, communication, and involvement significantly influence EDI. The study highlights how PSC leadership and communication about worker welfare play a criticalrole, offering groundbreaking empirical evidence linking PSC and EDI.

The current research explores entrepreneurial passion and how it influences innovation by means of a detailed analysis of existing studies on this relationship. It conducts a systematic review using databases such as JSTOR, Scopus, and ISI Web of Science to identify 30 relevant studies researching the impact of entrepreneurial passion on innovation. The findings point to an expanding body of research indicating that entrepreneurial passion significantly fosters various facets of innovation such as explorative and exploitative innovation, radical and technological innovation, and innovation behaviour and capabilities. Further, the research highlights that entrepreneurial passion can consistently drive innovation, which fosters consistent economic growth, technological advancement, and sustainable development; however, our systematic review revealed a significant gap on this research topic. The current research gathers comprehensive insights into the topic and at the same time offers directions for prospective research that can expand the understanding of how entrepreneurial passion may further influence innovation.

In the evolving landscape of project management, the challenge of managing uncertainty is paramount, particularly in innovation and design projects where the unpredictable nature of activities often defies traditional project management methods. This study introduces a novel integration of game-based learning (GBL). The research explores how GBL can simulate real-world uncertainties and foster adaptive skills in managing the unforeseen variables characteristic of innovation projects. By engaging students in a master’s course, through game-based workshops, the study evaluates how these interactive experiences enhance their ability to navigate and manage project uncertainties effectively. Additionally, the paper examines the utility of the ISO56000-series in guiding these uncertain environments, exploring how it can be adapted to better support innovation-driven project management. Through this dual approach, the study aims to offer insights into blending structured project management frameworks with the flexible, exploratory nature required for successful innovation and design projects. The findings suggest that combining GBL with targeted standards can significantly mitigate uncertainty and enhance the innovative capacity within complex project environments.

Advancements in technology and digitalization have paved the way for

multidimensional possibilities in the availability, extraction, and implantation of data.

The application of big data in understanding the spectrums of different knowledge

fields has recently evolved. One of these knowledge fields is entrepreneurship

research. Within this field, research has called for the advancement and application of

methodological approaches to understand entrepreneurial phenomena. This study

attempts to respond to this call by addressing how big data can be applied to

entrepreneurship research. Therefore, this study aimed to explore using big data

analysis and analytics in entrepreneurship research. The study explores several

theoretical perspectives and methodological possibilities when applying big data for

entrepreneurship research. Further, benefits, challenges, and ethical considerations

were explored, where focus was placed on how to navigate these challenges and

implement the benefits. The research concludes with some future directions in the

emerging technologies that can be adopted in entrepreneurship research. Finally,

recommendations are offered to researchers on how to apply big data not only to

collect information but also to analyze and present it in a meaningful way.

PurposeThe current research investigates the managers' perception of teleworking and attempts to understand how the psychosocial safety climate and psychosocial job characteristics affect their levels of burnout and cognitive stress levels while teleworking.Design/methodology/approachThis study used a survey, collecting data via questionnaires from five distinct organizations. N = 161 responses from managers were analyzed using the confirmatory factor analysis and regression analysis.FindingsThe findings show that managers who telework do not experience numerous psychosocial stressors. This means that they experience less burnout and cognitive stress. However, results also show that managers benefit from working in an environment with a high psychosocial safety climate.Practical implicationsOur study highlights the need to address managers' working conditions and well-being in telework, given their unique challenges, by fostering a supportive psychosocial climate and providing resources to mitigate stress and burnout.Originality/valuePrevious studies have thoroughly examined the dynamics of telework employees, including the challenges they face and the strategies their immediate supervisors employ to foster a positive remote work environment. Such research has illuminated various stressors that these individuals may confront while teleworking. Despite this, scant attention has been paid to the experiences of managers themselves when they operate from home. The concept of psychosocial safety climate becomes crucial when considering managers grappling with high job demands, low control, and insufficient support from their own superiors and peers. This gap has prompted the present study to explore the unique experiences of managers in a teleworking context, particularly concerning cognitive stress and burnout.

 Employee-driven innovation involves all employees at all levels in improvement work in the organisation. Rather than only accessing the capabilities of research and development employees – the unique competence, insights and ideas of all staff can be activated. We use a longitudinal design to test the impact of leader training on third-level EDI as part of a psychosocial risk assessment process. Leaders are trained to listen to employees and work together to solve work environment problems. We found that idea generation and time to take a break to test new ideas increases after only six months, and this increase is sustained at 18 months compared to a control group. However, 'keenness to share ideas' and 'being listened to' were not significant compared to the control group. These findings and their implications for future research are discussed.

Syftet med denna rapport är att beskriva erfarenheterna hos individer som behöver arbeta hemifrån till följd av covid19 9. Rapporten är en del av ett AFA-finansierad forskningsprojekt som pågår till och med juni 2023.

En enkätstudie genomfördes i fem olika verksamheter våren 2021 och 2022. Denna rapport jämför 2022s resultat med referensvärden från innan pandemin samt där det finns skillnader mellan 2021 och 2022.

2022 svarade 432 respondenter. 64 var chefer och 13 var skyddsombud. Distansarbete minskade från 36–40 timmar i veckan 2021 till 16–20 timmar i veckan i april-maj 2022. Före pandemin var snittet 1–5 timmar i veckan.

• Psykosocialt säkerhetsklimat o De som arbetar hemifrån upplever att ledningen prioriterar deras psykisk hälsa och rapporterar ett gott psykosocialt säkerhetsklimat.

• Krav i arbetet o Deltagarna rapporterar bättre arbetstempo, likvärdig kvantitative krav och sämre känslomässiga krav än innan pandemin. o Känslomässiga krav är sämre 2022 än 2021.

• Arbetsorganisering och innehåll o Inflytande är bättre och utvecklingsmöjligheter och mening i arbetet är likvärdiga referensvärden innan pandemin. o Ingen förändring mellan 2021 och 2022.

• Relationer och ledarskap o Ledarskapskvalitet är bättre än referensvärden innan pandemin. Rollkonflikt, socialt stöd från kollegor, förutsägbarhet och social gemenskap i arbetet är likvärdiga. Rolltydlighet och erkännande är sämre än referensvärden innan pandemin.o Socialt stöd från överordnad är sämre 2022.

• Samspel mellan arbete och individ o Arbetsengagemang, oro för arbetslöshet och oro för förändrade förhållanden och kvalitet i arbetet är likvärdiga. Konflikt mellan privatliv och arbete har inget referensvärde men resultaten visar arbete påverkar privatliv mer än det omvända. o Tillfredsställelse med arbete är sämre 2022 i jämförelse med förra året.

• Socialt kapital o Organisatorisk rättvisa är på likvärdig nivå som innan pandemin och vertikal tillit är sämre. o Vertikal tillit är sämre 2022.

• Psykisk hälsao Inom psykisk hälsa finns det referensvärden för utmattning. Nivån på utmattning är lägre än referensvärden innan pandemin. o Det finns inga värden för isolation innan pandemin men det vi ser är att isolation har minskat från 352021, till 20 vid den andra mätningen våren 2022 (0=inte alls och 100=hela tiden). Detta är en förändring från 2021 till 2022 i isolation.

• Fysisk hälsa o På en skala av 0 till 100 (0=inte alls och 100=hela tiden) är snittnivån för samtliga deltagarna 24 för ryggvärk, 34 för muskelvärk i axlar, nacke, händer och armbågar och 32 för huvudvärk och ögonbesvär. Det finns inga referensvärden från innan pandemin. o Värk i axlar och nacken är marginellt högre 2022 och huvudvärk och ryggvärk är marginellt lägre. 3 Stillasittande och självskattad hälsa o Stillasittande: Folkhälsomyndigheten rekommenderar att man rör på sig några minuter varje halvtimme. Av de tillfrågade sitter 4% mindre än 1 timme i sträck under en vanlig arbetsdag. Resten sitter längre. 33% sitter 4h eller mer i sträck och 42% 2-4h i sträck. Här finns det inga referensvärden men en jämförelse med 2021 visar att stillasittande generellt sett ökar. Andelen som sitter mindre än 1h i sträck ha minskat från 6% till 4%.o Självskattad hälsa är sämre 2022. 2021 var självskattad hälsa 62 på en skala av 0 (mycket dåligt) till 100 (utmärkt). 2022, rapporterade deltagarna en nivå på 52.

Arbetsprestationo Arbetsprestation saknar referensvärden från innan pandemin. o Deltagarna rapporterade att sin arbetsmiljö och hälsa påverkade sin arbetsprestation i en ”mycket liten grad”. Resultaten är väldigt likt resultaten från 2021. o De flesta rapporterade att sin hälsa och arbetsmiljö vid distansarbete påverkade sin arbetsprestation ”i en liten grad” eller ”delvis” (0=inte alls och 5=I mycket hög grad). Resultaten är väldigt likt resultaten från 2021.o Ingen förändring i arbetsprestation skedde när tiden av arbete som utförts hemifrån minskade från 36–40 timmar i veckan våren 2021, till 16–20 timmar i veckan våren 2022.

Sjuknärvaroo Sjuknärvaro saknar referensvärden från innan pandemin. o 51% rapporterade att de var borta pga. sjukdom mellan 1–15 dagar och 7% rapporterade mer än 15 dagars sjukfrånvaro. o Virtuell sjuknärvaro ökade från 51% 2021 till 69% 2022. o De vanligaste anledningarna till att respondenterna arbetar trots sjukdom är att ingen annan kan göra jobbet och för att inte belasta kollegorna