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While a range of studies have been undertaken on role efficacy (RE) and managerial effectiveness (ME), understanding of the link between RE and ME in the extant literature remains underdeveloped and, in particular, there is a need to develop appreciation of the phenomenon in varying (national and cultural) contexts. The purpose of this paper is to advance the understanding of ME by considering the relationship between RE and ME in the Indian context. In tandem with this focus, the study considers the parallel underlying dynamic and influence of social cognitive frameworks and adaptive self-regulation mechanisms.

The study employs a quantitative methodology and follows a correlational design. A survey questionnaire was employed sequentially (the independent variable was measured at time 1 and the dependent variable was measure at time 2) in order to collect data from 294 Indian managers. Structural equation modeling was used to ascertain the validity of measures and multiple hierarchical regression analysis was conducted to test the study hypotheses.

The results of the study identify that RE dimensions, i.e. role making, role centering and role linkage were significantly and positively related to ME and these findings are particularly important in relation to the transforming cultures of Indian work and organizational environments. These findings advance the understanding of social cognitive theory and adaptive self-regulation processes in relation to RE and ME.

The empirical results of this study suggest that RE-related components may be used as means to boost employee effectiveness.

The study identifies a significant role for RE in relation to beneficial outcomes for ME. These findings contribute to the field of social cognitive mechanisms by establishing positive relationships in domain link efficacy, i.e. RE and ME.

This article describes the development of a measure of role conflict. Role conflict was conceptualized as consisting of four dimensions: intrasender, intersender, interrotle, and person‐role conflict respectively. Study 1 (N = 65), which was conducted to pilot test the 96 item questionnaire (reduced from 224 items after expert rating), resulted in the reduction of the questionnaire to 43 items with three interpretable dimensions. Study 2 (N = 100) was carried out to examine the construct validity of the scale and confirm the factor structure. There was convergence with the findings of Study 1. Cronbach alpha for each subscale was adequate, and evidence of concurrent, convergent, and discriminant validities was found. Study 3 (N = 242) attempted to provide some normative data for the measure, in addition to carrying out a confirmatory factor analysis (CFA) using LISREL. The findings of Study 2 were almost duplicated, and the CFA results lent greater support to a three‐factor structure of role conflict.

The paper aims to propose and validate a process-based model to enhance managerial effectiveness among micro, small and medium enterprises (MSMEs). It has been observed that business uncertainties and inadequate financial resources that MSME entrepreneurs and managers face require them to constantly engage in strong self-awareness and self-regulating behavior to enhance the efficacy in their roles and, henceforth, their role performance effectiveness.

The approach for data collection was based on the clustering of MSMEs belonging to the clusters machine tool, pump manufacturing, foundry, textile and auto-component clusters in India. The respondents to the study were MSME entrepreneurs and managers who oversee and manage multiple functions like operations, quality, marketing, sales, supply chain management, procurement, personnel and administration and general administration.

The self-efficacy of entrepreneurial managers of MSMEs is observed to play an integral role in enhancing the efficacy of their roles, thus highlighting the use of a process-based perspective while dealing with constant resource constraints and excessive dynamism in their business contexts. The ability to handle multiple tasks effectively and resilience to manage challenges enhances their role-making process, which is significant in achieving and sustaining goal-oriented behavior among MSME entrepreneurs and managers.

This paper would serve as an effective model for entrepreneurs and managers to enhance their efficacy in the individual and interdependent role context, which would help achieve their individual and organizational goals. The model emphasizes a process-based perspective that thrusts the need to relate to the organizational context, enhancing individual confidence for goal-related behavior and fulfilling their role-related expectations.

This paper presents a model of enhancing managerial effectiveness that discusses self-efficacy as antecedent behavior. Here, personal and environmental factors aid cognition to one’s capability to construct reality, self-regulate, encode information and engage in effective managerial action.

The purpose of this paper is to present two models of human cognition. The first narrow model concentrates on the mind as an information-processing apparatus, and interactions with information as altering thought structures and filling gaps in knowledge. A second model incorporates elements of unconsciousness, embodiment and affect. The selection of one model over the other, often done tacitly, has consequences for subsequent models of information seeking and use.

A close reading of embodied engagements with pornography guided by existential phenomenology.

The paper develops a phenomenology of information seeking, centered primarily around the work of Merleau-Ponty, to justify a more expansive concept of cognition. The authors demonstrate the roles of affect and embodiment in document assessment and use, with a prolonged example in the realm of browsing pornography.

Models of information seeking and use need to account for diverse kinds of human-document interaction, to include documents such as music, film and comics that engage the emotions or are perceived through a broader band of sensory experience to include visual and auditory components. The authors consider how those human-document engagements form virtual communities based on the similarity of their members’ affective and embodied responses, which in turn inform the arrangements, through algorithms, of the relations of documents to each other. Less instrumental forms of information seeking and use – ones that incorporate elements of embodiment and affect – are characterized as esthetic experiences, following the definition of the esthetic provided by Dewey. Ultimately the authors consider, given the ubiquity of information seeking and its rhythm in everyday life, whether we can meaningfully characterize information seeking as a distinct human process.

Jobs at call centers have received numerous negative undertones. Research has only highlighted the negative impact and dismal psychological consequences of call center jobs on their employees. The purpose of this paper is to investigate the possibilities of positive impact of call center jobs on their employees. The study hypothesizes that the employees working at the call centers with high self-worth (i.e. self-esteem) and high job worth (perceived worth of job (PWJ)) would perceive lesser work stress and have greater job satisfaction.

The study is based on data collected from 152 call-center employees through self-reporting questionnaire. Regression and mediation analysis was done to analyze the results.

Analysis revealed that those with high self-esteem and high PWJ experience less stress and higher job satisfaction. Stress partially mediates between PWJ and job satisfaction and between self-esteem and job satisfaction. Results confirm that call center jobs do not always create negative impact on the employees and have a positive side too. It is a significant finding for the call center industry which is presently facing high attrition.

The value of the present study lies in analyzing the importance of PWJ, which is a subjective perception. It is an imperative factor in generating positive or negative effect on the psychological well-being of the employee.

Higher education institutions (HEIs) should play a fundamental role in achieving the international 2030 sustainable development (SD) agenda. Quality education is the fourth of the sustainable development goals (SDGs), and one of the targets related to this is to ensure that by 2030 all learners acquire the knowledge and skills needed to promote SD. Therefore, the SDGs provide a motive for HEIs to integrate SD concepts into their day-to-day practices. This study aims to introduce a framework for HEIs’ sustainable development assessment. Such a framework guides HEIs and educational leaders to support their countries’ commitments to achieving the SDGs.

This paper presents the results of a case study analysis of the role and successful techniques of HEIs in achieving SD in three countries, namely, Germany, Japan and Egypt. Primary data was collected by semi-structured interviews with three Cairo University officials, while secondary data was collected by reviewing the universities' official websites, reports, publications and related papers. This study introduces a novel framework for HEIs' SD analysis and assessment, which guides HEIs and educational leaders to support SD to fulfill their countries' commitments to achieving the SDGs. This framework is based on the following five categories: strategic direction and institutional working practices, supporting students, supporting university staff competencies, supporting society's stakeholders and networking and sustainable campus. Consideration is given to the potential role of HEIs to support SD in each of these areas.

Cairo University could learn from the novel and pioneer practices of the Leuphana University of Lüneburg, and the University of Tokyo to fill in the gaps it has in different roles. It can also put more effort into adopting the suggested higher education programs of Egypt's Vision 2030.

This paper is limited to a case analysis comparing three countries, Germany, Japan and Egypt. Second, this study has not considered school education, which is equally essential in countries' SD.

HEIs can use the framework and the findings in this paper to evaluate their current roles in supporting SD, identify the gaps and take actions accordingly to address their weaknesses.

The paper compares three universities, one in each of the case study countries. It draws conclusions that identify ways in which the paper's framework and findings can guide SD practice in HEIs internationally, especially those in the developing world.

This paper explores managerial issues in call centres through two intensive case studies in UK organisations, supplemented by interviews with five operations managers in other call centres. The research explores key issues from the perspective of managers, team leaders, and customer‐service agents. Our findings show a growing professionalism among those working in call centres ‐ in keeping with the prominent role played by call centres in the market value chains of many organisations. Managers are under pressure to meet the potentially conflicting goals of customer service and efficiency in variable circumstances which cause the work load on call centres to alter significantly. In this environment, decisions on the use of technology, and on the roles, skills, and competencies of customer agents, are critical. So too are the ways in which human resource practices are employed in this relatively new and fast‐growing form of organisation.

The purpose of this paper is to investigate the prevalence and types of business school centers/institutes – their role in business school development, ability to overcome disciplinary and organizational boundaries, and encourage innovation in programs and curricula.

The primary methodology is literature review and empirical survey using web data. The approach is exploratory, and summary case studies are presented to illustrate center/institute roles.

Business school centers/institutes are widespread and diverse in mission and activity. There is little previous research in the field. A model for forces driving center formation is also presented.

Centers/institutes represent structural forms that can help implement strategies for change and innovation. This means administrators of business schools should consider centers/institutes as tools to strengthen strategic planning. The paper presents directions for further research.

The paper focuses on strategic planning by business school administrators, and reform and change in programs and curricula.

The paper takes a holistic view of the literature, provides a comprehensive survey of multiple types of center/institute, and links the roles of centers/institutes to strategic and structural change. It presents differences between US and international schools.

The purpose of this paper is to define the need to a center for improving and extending university and research libraries in Iran, and identifying capabilities and position of Iranian Research Institute for Science and Technology (Irandoc) for accepting possible roles.

This research was documentary with scoping review in which the scope of research defined with internal and external organizational documents, related research studies in National Information System (NATIS) and international successful organizations in this field.

Findings show that Irandoc can play roles in developing a standard, establishing experts and professional network, developing information and knowledge sharing process, facilitating access to the scholarly contents, leadership and change management, developing infrastructures for research data management, gathering information and statistics of these libraries and developing interlibrary collaborations in these libraries.

This research is one of the seldom research studies related to clarification of an organization' role and position in NATIS in universities and improving and also extending activities of university and research libraries in Iran.