Abstract
Europe has a long history of programmes to develop the organization of work and promote workplace innovation. Nevertheless, questions concerning the potential of such programmes to act as agents of change and the possibility of change through programmes in general have remained the subject of scant research and discussion. This paper presents a framework for analysing the possibility of working life change supported by work organization development programmes. The paper builds new bridges between research on working life change, workplace innovations, work organization development programmes and neo-institutional theory, and draws implications for how to build better programmes based on such bridging.
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