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1 – 10 of over 137000Reviews the role of the clinical director in the NHS, based on datacollected in a qualitative research study. Utilizes role theory toinvite insight into a relatively new but…
Abstract
Reviews the role of the clinical director in the NHS, based on data collected in a qualitative research study. Utilizes role theory to invite insight into a relatively new but important managerial role. Suggests that effectiveness in the role may be measured by the extent to which managers are able to meet the expectations of their role set, and also that the overall effectiveness of the clinical direction may be the extent to which he or she is able to influence, adapt, modify or change these role expectations.
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Helen Edwards and Helen Chapman
Part 1 of this paper explored the premise that a role predicament of caring exists within family caregiving relationships. It was argued that dysfunctional patterns of…
Abstract
Part 1 of this paper explored the premise that a role predicament of caring exists within family caregiving relationships. It was argued that dysfunctional patterns of communication develop in family caregiving relationships not only in response to stereotypical expectations about older people but also in response to stereotypical expectations of both caregiver and carereceiver concerning their role in the caregiving relationship. The argument was grounded in data contained within a large comprehensive study of older people and their family caregivers. This paper builds on the earlier contention and holds that more productive and effective forms of communication and caregiving relationships can be promoted through modification of role expectations and behaviours. The Health Promoting Communication Model is introduced and proposed as an appropriate framework for guiding both prevention and intervention strategies for health promoting communication in family caregiving.
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Virpi Ala-Heikkilä and Marko Järvenpää
This study aims to take a step toward integrating research regarding the image, role and identity of management accountants by understanding how employersâ perceptions of the…
Abstract
Purpose
This study aims to take a step toward integrating research regarding the image, role and identity of management accountants by understanding how employersâ perceptions of the ideal management accountant image differ from operational managersâ perceived role expectations, how management accountants perceive their identity and how those factors shape management accountantsâ understanding of who they are and want to be.
Design/methodology/approach
A qualitative design draws upon the case companyâs 100 job advertisements and 31 semi-structured interviews with management accountants and operational managers. Those data are entwined with role theory and its core concepts of expectations and identities and also early recruitment-related theoretical aspects such as image and employer branding.
Findings
The findings reveal how employersâ perceptions of the ideal image and operational managersâ role expectations shape and influence the identity of management accountants. However, management accountants distance themselves from a brand image and role expectations. They experience identity conflict between their current and desired identity, the perception of not being able to perform the currently desired role. Although this study presents some possible reasons and explanations, such as employer branding for the misalignment and discrepancy between perceptions of employer (image), expectations of operational managers (role) and management accountantsâ self-conception of the role (identity), this study argues that the identity of a management accountant results from organizational aspects of image and role and individual aspects of identity.
Research limitations/implications
Image and external role expectations can challenge identity construction and also serve as a source of conflict and frustration; thus, a more comprehensive approach to studying the identity of management accountants is necessary to understand what contributes to the fragility of their identity.
Practical implications
The results provide an understanding of the dynamics of the image, role and identity to support management accountants and employers and to further address the suggested dissonance and ambiguities.
Originality/value
This study contributes by showing how the dynamics and connections between the image, role and identity influence the identity construction of management accountants. Moreover, this study shows how overpromising as a part of employer branding might not reflect the reality experienced by management accountants but may cause frustration and threaten the management accountantsâ identity.
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Yvette Taminiau and Stefan Heusinkveld
Tenders are generally considered important in auditing research and practice, and are associated with significant difficulties for the auditing profession, as well as for…
Abstract
Purpose
Tenders are generally considered important in auditing research and practice, and are associated with significant difficulties for the auditing profession, as well as for individual auditors in the context of client relationships. The purpose of this paper is to explore the way auditors respond to complex client expectations related to the audit tendering process.
Design/methodology/approach
Using a role-theory perspective, the authors analyzed 75 client evaluations of auditors, along with in-depth interviews with high-level auditors.
Findings
The authors present a theoretical framework of audit tenders that identifies different formal and informal practices auditors may employ in response to evolving client expectations that arise throughout different phases of the tendering process, and elucidate relevant conditions that may enable or impede these practices.
Research limitations/implications
First, the study reveals that, in the context of auditor-client relationships, expectations cannot be considered stable, but may vary significantly throughout the tendering process. Second, the study indicates that auditors are not only determined by the formal tendering procedures, but are also influenced by their level of agency.
Practical implications
The framework has practical value by providing individual auditors guidance in managing their client relationships and, further, top management guidance for creating favorable conditions for auditors to meet client needs.
Originality/value
The findings provide a deeper and more nuanced understanding of the autonomy auditors have in responding to the contemporary pressures exerted on them.
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The aim of this study is to explore the nature of the expectations of operations managers (OMs) and the enacted roles of management accountants (MAs) and to understand how MAs…
Abstract
Purpose
The aim of this study is to explore the nature of the expectations of operations managers (OMs) and the enacted roles of management accountants (MAs) and to understand how MAs construct roles around these expectations.
Design/methodology/approach
A qualitative design draws upon company documentation and 36 semi-structured interviews with MAs and OMs. The study uses role theory as a theoretical lens with its core concepts of role expectations, role conflict and role ambiguity. The design draws from role theoryâs original development and testing to pair particular roles of MAs with particular roles of OMs in operational settings.
Findings
The findings indicate that there are a number of different forms of OMsâ expectations giving rise to role conflicts and role ambiguity for the roles of MAs. OMsâ expectations were identified as conflicting expectations, ambiguous expectations, overloaded expectations and underloaded expectations. MAs construct roles in different ways around these OMsâ expectations, including prioritising the line function, competence deployment, non-accommodation and communication. Factors moderating OMsâ expectations are also identified, including characteristics of the OM and the role of the finance manager.
Research limitations/implications
The study is based on an in-depth investigation of a small number of roles of MAs paired with OMs, and no assurances can therefore be given regarding generalisability of the findings.
Practical implications
The results provide an understanding of the varied nature of expectations that OMs have of MAs and mechanisms through which MAs can address these expectations. It suggests ways in which both MAs and OMs in operational settings can reduce conflicts and ambiguities.
Originality/value
This paper provides an in-depth analysis of the expectations of OMs in relation to the roles of MAs and contributes to the literature on the roles of MAs using role theory. It shows how different forms of OMsâ expectations have related mechanisms used by MAs to navigate these expectations through role constructions.
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Connor Eichenauer and Ann Marie Ryan
Role congruity theory and gender stereotypes research suggests men are expected to engage in agentic behavior and women in communal behavior as leaders, and that role violation…
Abstract
Purpose
Role congruity theory and gender stereotypes research suggests men are expected to engage in agentic behavior and women in communal behavior as leaders, and that role violation results in backlash. However, extant gender and leadership research does not directly measure expectationsâbehavior incongruence. Further, researchers have only considered one condition of role incongruence â display of counter-role behavior â and have not considered the outcomes of failing to exhibit role-congruent behavior. Additionally, few studies have examined outcomes for male leaders who violate gender role prescriptions. The present study aims to address these shortcomings by conducting a novel empirical test of role congruity theory.
Design/Methodology/approach
This experimental study used polynomial regression to assess how followers evaluated leaders under conditions of incongruence between follower expectations for men and women leadersâ behavior and leadersâ actual behavior (i.e. exceeded and unmet expectations). Respondents read a fictional scenario describing a new male or female supervisor, rated their expectations for the leaderâs agentic and communal behavior, read manipulated vignettes describing the leaderâs subsequent behavior, rated their perceptions of these behaviors, and evaluated the leader.
Findings
Followers expected higher levels of communal behavior from the female than the male supervisor, but no differences were found in expectations for agentic behavior. Regardless of whether expectations were exceeded or unmet, supervisor gender did not moderate the effects of agentic or communal behavior expectationsâperceptions incongruence on leader evaluations in polynomial regression analyses (i.e. male and female supervisors were not evaluated differently when displaying counter-role behavior or failing to display role-congruent behavior).
Originality/value
In addition to providing a novel, direct test of role congruity theory, the study highlighted a double standard in gender role-congruent behavior expectations of men and women leaders. Results failed to support role congruity theory, which has implications for the future of theory in this domain.
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Daniel Örtqvist, Mateja Drnovsek and Joakim Wincent
The purpose of this study is to analyze entrepreneurs' coping strategies used to face stakeholders' expectations.
Abstract
Purpose
The purpose of this study is to analyze entrepreneurs' coping strategies used to face stakeholders' expectations.
Design/methodology/approach
The paper draws from the general management, role theory, and entrepreneurship literature to develop hypotheses that are tested by using hierarchical regression techniques on a sample of 183 Slovenian entrepreneurs. The paper develops and tests four coping strategies (structural role redefinition, personal role redefinition, reactive role behavior, and passive role behavior) to assess influence on new venture performance. The analysis examines moderating effects of entrepreneurs' perceived roleârelated stress.
Findings
Results reveal that coping strategies focused on reducing expectations and/or working harder to meet expectations positively affect new venture performance. However, entrepreneurs' focus on suppressing perceived expectations negatively influences new venture performance. Furthermore, entrepreneurs' roleârelated stress moderates the relationship between reactive role behavior and new venture performance.
Research limitations/implications
This study provides a better understanding of types of coping strategies available to entrepreneurs and practical consequences for new venture performance. It also explores why some entrepreneurs perform well and why some may quit early being an entrepreneur while others remain and prosper in their role. Possible study limitations are discussed due to sample characteristics and measurement.
Practical implications
The study results are relevant for practising and nascent entrepreneurs, support organizations, and policy makers since empirical evidence can be used in designing entrepreneurs' training and competencyâbuilding programs.
Originality/value
This study is among the first to illustrate effects on early entrepreneurial performance of coping strategies to meet stakeholders' expectations and, indirectly, entrepreneurs' ability to endure establishing a new venture.
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Yuanyuan Liu, Li Zhao, Pingqing Liu and Zheng Yang
Drawing upon the creativity interaction theory and expectation-identity perspective, the purpose of this paper is to construct a chain mediation model of the influence of…
Abstract
Purpose
Drawing upon the creativity interaction theory and expectation-identity perspective, the purpose of this paper is to construct a chain mediation model of the influence of workplace status on individual creativity from the perspective of expectation identity and to explore the moderating effect of prosocial motivation in this model.
Design/methodology/approach
This study reached 529 employees from 35 enterprises as the investigation objects and used structural equation model and hierarchical regression for data analysis. Data on workplace status, prosocial motivation, creativity expectations and creativity role identity were collected at Time Point T1, and individual creativity was collected at time point T2 (one month later).
Findings
The results reveal that: workplace status has a significantly positive effect on creativity; creativity performance expectations and creativity role identity have partial mediating effect in the relationship between workplace status and creativity, respectively; creativity performance expectations and creativity role identity play a chain double mediation role in the relationship between workplace status and creativity; and prosocial motivation moderates the relationship between workplace status and creativity and further moderates the chain double mediation effect of creativity performance expectations and creativity role identity.
Originality/value
In existing studies, conclusions about the relationship between workplace status and individual creativity could be divided into three viewpoints: positive, negative and U-shaped. These inconsistent findings on the relationship between workplace status and creativity imply that the relationship is complex and not fully elucidated. This may be attributed to the fact that workplace status is influenced by cultural factors and research objects. This study reinterprets the relationship between workplace status and individual creativity through the lens of creativity interaction theory and demonstrates the significance of employee workplace status in the Chinese context.
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Randal S. Franz and Henry L. Petersen
The purpose of this paper is to explain people's divergent perceptions of companies' corporate social responsibility (CSR) activities in order to help organizations strategically…
Abstract
Purpose
The purpose of this paper is to explain people's divergent perceptions of companies' corporate social responsibility (CSR) activities in order to help organizations strategically manage their global responsibilities.
Design/methodology/approach
Combining institutional theory and roleâtheory, the authors examine how people's expectations for the role of business (RoB) in society define the standard by which corporate activities are judged. Where conformity to institutional models confers âlegitimacyâ and compliance to social scripts constitutes âappropriateâ behavior, the authors contend that congruence with RoB expectations is what defines corporate responsibility. This research utilized a quasiâexperimental method to explore the effects of stakeholder status and individuals' RoB expectations on their assessments of CSR activities.
Findings
Significant differences were found between stakeholder groups on all but one of the CSR activities scales. Of substantially more impact, subjects' RoB expectations were found to significantly shape their assessment on all CSR activities scales. A factor analysis of the RoB items identified five dimensions to the role business plays in society, which together define a holistic model for global responsibility.
Research limitations/implications
Subjects were recruited by convenience and randomly assigned to the four experimental conditions, so they are not representative of the general population. Future research would benefit from crossâcultural, longitudinal and qualitative explorations into people's RoB expectations.
Practical implications
The five RoB components provide managers with a tool to strategically manage a multiâdimensional portfolio of corporate CSR activities.
Originality/value
This research applies roleâtheory concepts to the study of CSR, thereby introducing some emergent, situational, negotiated and idiosyncratic dynamics to our understanding of global responsibility.
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Richard D. Cotton and Yan Shen
The purpose of this paper is to identify key developmental relationships for careerâspanning success and to examine relational models and support expectations associated with…
Abstract
Purpose
The purpose of this paper is to identify key developmental relationships for careerâspanning success and to examine relational models and support expectations associated with these relationships. The paper creates propositions associating developerâprotĂ©gĂ© schema congruence and incongruence to relevant outcome variables.
Design/methodology/approach
Study 1 employed qualitative coding of developers identified in 77 hall of famer induction speeches and Study 2 used a crossâindustry survey of 425 respondents to assess the relational model and support expectations associated with the seven most highlyâcited developer roles from Study 1.
Findings
Study 1 identified these highlyâcited developer roles as a CEO, manager, work teammate, friend, spouse, parent, and unmet hero/idol. Study 2 described the expected relational models associated with these roles and found significant differences in the relational model and support expectations associated across roles.
Research limitations/implications
While study 1 focused on a primarily male sample using retrospective data, it generalized and extended previous research on key developer roles for extraordinary career achievement. Based on the key findings from study 1, study 2 surveyed respondents regarding developer role expectations rather than expectations of particular developerâprotĂ©gĂ© relationships.
Practical implications
These findings identify how and with whom protĂ©gĂ©s should consider initiating and fostering key developmental relationships to enhance their networks while broadening and deepening organizations' understanding of the importance of their members having a variety of organizational and nonâorganizational developers.
Originality/value
These findings challenge the notion that developerâprotĂ©gĂ© relationships fit a âone size fits allâ reciprocal exchange motif as it is the first study to explore expectations associated with key developer relationships using relational models theory.
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