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The development of teacher leadership is closely intertwined with the transformation of teacher roles. However, few studies have investigated how this concept, first developed in North America, is affected by teachers' role identities (RIs) in an Asian context. To this end, this study aimed to examine the effects of teachers' perceived role expectations (PREs) and RIs on their leadership behaviour. The sage teacher, professional teacher and labourer teacher framework was used for analysis, and 498 junior high school teachers in Taiwan participated in a survey. Structural equation modelling and bootstrap analysis were employed to analyse the data. The results showed that teachers' PREs as professional and sage teachers were more significant than for labourer teachers. Their RIs also presented the same pattern. Moreover, although teacher leadership is closely related to the development of teacher professionalism, of the three types of teacher roles, only the PRE and RI of the sage teacher can significantly motivate teachers to lead in direct and indirect ways. [ABSTRACT FROM AUTHOR]

Objective: The goal was to examine (a) whether fathers' role‐level and status‐level identity salience are associated with father involvement (engagement, affection, responsibility) following divorce and (b) whether barriers to father involvement (coparenting relationship, divorce decree dissatisfaction) moderate associations between identity and involvement. Background: Father identity has been established as a predictor of father involvement. However, little is known about the effects of role‐level identity domains (caregiver identity, provider identity). Also, contextual factors may interfere with or support the enactment of father identities. Method: Fathers from a southeastern state (n = 116) who had experienced divorce within the past 3 months were included. Hierarchical regression was used to examine direct associations and moderation effects among key indicators. Results: Fathers' identity status salience was positively associated with engagement. Caregiving role salience was positively associated with responsibility. Provider role salience was positively associated with affection when coparenting cooperation was high and negatively associated with both affection and responsibility when coparenting cooperation was low. Conclusion: Findings suggest the importance of both the general father identity and role‐level identities to father involvement shortly following divorce. Coparenting cooperation may be an important mechanism for fostering involvement, especially for fathers who more strongly identify as financial providers. [ABSTRACT FROM AUTHOR]

The Role Prioritization Model (RPM; Haines & Stroessner, 2019) proposes that evaluations of gender-incongruent behavior depend on the degree to which actions imply prioritization of earning versus childrearing responsibilities. When behavior indicates prioritization of gender-atypical roles (a family focus for men and a professional focus for women), they will be judged as poor representatives of their gender and low on gender-stereotypical traits (i.e., men as competent and women as warm). Four experiments examined these hypotheses focusing on fathers' perceived prioritization of family versus earning responsibilities. Study 1 verified that men and women are expected to prioritize breadwinning and caregiving roles, respectively, and that subtle context cues (i.e., whether men care for a child on a workday or weekend) affect the perceived prioritization of roles. Studies 2 and 3 demonstrated that gender role incongruency (fathers caring for young children) produces a competence penalty when the context suggests prioritizing family over work (i.e., when men are described as caring for a child on a workday). In contrast, judgments of men are enhanced when the context suggests that expected prioritization is met (i.e., when men are described as caring for a child on the weekend). Study 4 showed that this penalty was attenuated by cues suggesting that men balance work and family responsibilities. These results are considered in terms of perceived role prioritization and consequences of gender incongruent behavior for men and women. [ABSTRACT FROM AUTHOR]

Child Language Brokering (CLB) refers to the mediation and translation activities performed by bi/multilingual children and adolescents for their peers, family members, and/or other people belonging to their linguistic community who may not be proficient enough to communicate in the societal language. Since child language brokers engage in interpreted communicative events and implement communicative strategies, one interesting but also controversial area of CLB is the communicative role children play and the expectations of other parties about that role. In this paper we examine frequent communication strategies implemented by a child language broker and study if/how they meet the other parties' expectations. Specifically, two child language brokering strategies are examined: replacement of a monolingual interlocutor and summarizing of the monolingual interlocutors' statements. We also discuss child language brokers' roles and their alignment with adults' expectations, an innovative focus that merits deeper discussion. [ABSTRACT FROM AUTHOR]

BACKGROUND: The early involvement of many actors including health professionals is identified in neuroethics and neurogovernance discussions as crucial in constructing conversations around awareness, reaction, and knowledge development pertaining to the ethical, legal, and societal consequences of neuroscientific or neurotechnological advancements (NA). Occupational Therapists (OTs) have a stake in NA; however, OTs are rarely mentioned within this context. Lifelong learning (LL) could be used to increase OTs knowledge on NA and its consequences. However, LL is rarely mentioned within neuroethics and neurogovernance discussions. OBJECTIVE: The study's purpose is to understand the role of OTs as professionals and citizens in neuroethics and neurogovernance discussions and to examine the utility of LL processes put in place for OTs to empower OTs to contribute in a meaningful way to NA discussions. METHODS: 8 semi-structured interviews with OTs were conducted and analyzed using a directed content analysis. RESULTS: Although participants believed OTs can provide a holistic perspective to neurogovernance discussions, their knowledge on NA and its consequences is limited, and LL is not used as a tool to remain informed about such consequences. CONCLUSION: More education on NA and its consequences throughout their OT degree and through LL opportunities is warranted to facilitate their involvement. [ABSTRACT FROM AUTHOR]

Like the chief executive officer (CEO), the chief financial officer (CFO) is an important corporate player. However, compared to the role of CEOs, research on the factors influencing corporate innovation has paid very little attention to the role of CFOs. Based on the perspective of role theory, we measure CFO role performance by organizational identification to explore the role of CFOs in corporate innovation. Employing the availability of CFO organizational identification data from a survey of listed firms in China, we find that: (1) CFO organizational identification is negatively associated with innovation output in state-owned enterprises (SOEs) and positively associated with innovation output in non-state-owned enterprises (non-SOEs); (2) corporate misconduct experience positively moderates the relationship between CFO organizational identification and innovation in SOEs; (3) CFO financial industry experience positively moderates the relationship between CFO organizational identification and innovation in non-SOEs. Our results show that CFOs play the supervisor role in innovation in SOEs and the supporter role in innovation in non-SOEs. Our research provides theoretical and practical references for companies to sustainably drive innovation. [ABSTRACT FROM AUTHOR]

Social pressures to adhere to traditional feminine roles may place some women at risk of experiencing gender role discrepancy strain, when they behave, think, or feel in ways discrepant from feminine gender role expectations. The current research examines how person-level propensity to experience feminine gender-role discrepancy strain—feminine gender role stress (FGRS)—and contextual experiences of discrepancy strain—feeling less feminine in daily or weekly life—combine to undermine women's self-esteem. After completing measures of FGRS, undergraduate women reported their feelings of femininity and self-esteem each day for 10 days (Study 1, N = 207, 1,881 daily records) or each week for 7 weeks (Study 2, N = 165, 1,127 weekly records). This repeated assessments design provided the first tests of whether within-person decreases in felt-femininity were associated with lower self-esteem, particularly for women who were higher in FGRS. Both higher FGRS and within-person decreases in daily/weekly felt-femininity were associated with lower self-esteem, but higher FGRS combined with daily/weekly decreases in felt-femininity predicted the lowest self-esteem (a person x context interaction). These results illustrate the importance of considering how person-level predispositions and contextual experiences of gender-role discrepancy strain combine to influence self-relevant outcomes for women. [ABSTRACT FROM AUTHOR]

Objective - This study aims to analyze the role of accounting educators in embedding sustainability. Theory of Role is used in analyzing the parties who put their expectation on accountants to take roles in embedding sustainability and how the accountant performed that role expectation. Methodology - Educator accountants are used to represent various types of professions in the accounting field. This study uses a qualitative approach by conducting interviews with 14 accounting educators at the University of Jember, Indonesia, which registered as Certified Sustainability Reporting Specialists (CSRS) and/or Certified Sustainability Reporting Assurers (CSRA). Data were collected through observation, deep interviews, and forum group discussion. Findings - Then data were analyzed with the thematic analytic technique to find the main theme from the interview transcripts. The result shows that those accounting educators are in the right position to become the main actor in embedding sustainability. Accountants must show their involvement in sustainability embedding efforts due to pressure from various parties. Novelty - The professional organizations give them coercive pressure, while the educational institutions give them normative pressure. However, their role performance to be involved in this sustainability embedding is still low due to obstacles, both barriers related to learning tools and personal perception. [ABSTRACT FROM AUTHOR]

BACKGROUND: Early involvement of stakeholders in neuroethics and neurogovernance discourses of neuroscientific and neurotechnological advancements is seen as essential to curtail negative consequences. Speech-language pathologists (SLPs) and audiologists (AUs) make use of neuroadvancements including cochlear implants, brain-computer interfaces, and deep-brain stimulation. Although they have a stake in neuroethics and neurogovernance discussions, they are rarely mentioned in having a role, whether as professionals or as citizens. OBJECTIVE: The objective of the study was to explore the role of SLPs and AUs as professionals and citizens in neuroethics and neurogovernance discussions and examine the utility of lifelong learning mechanisms to learn about the implications of neuroadvancements to contribute in a meaningful way to these discussions. METHODS: Semi-structured interviews conducted with 7 SLPs and 3 AUs were analyzed using thematic analysis. RESULTS: Participants stated that their roles expected from them as professionals and as citizens indicate the importance to be knowledgeable on ethical, legal, and social implications of neuroadvancements and that lifelong learning is not used to learn about these implications. CONCLUSION: More must be done to facilitate the participation of SLPs and AUs in neuroethics and neurogovernance discussions, which would enrich the neuroethics and neurogovernance discourses benefitting patients, professionals, and the public. [ABSTRACT FROM AUTHOR]

Many athletes experience a discrepancy between the roles they expect to fulfill and the roles they eventually occupy. Drawing from met expectations theory, we applied response surface methodology to examine how role expectations, in relation to role experiences, influence perceptions of group cohesion among Canadian Interuniversity Sport athletes (N = 153). On the basis of data from two time points, as athletes approached and exceeded their role contribution expectations, they reported higher perceptions of task cohesion. Furthermore, as athletes approached and exceeded their social involvement expectations, they reported higher perceptions of social cohesion. These response surface patterns-pertaining to task and social cohesion-were driven by the positive influence of role experiences. On the basis of the interplay between athletes' role experiences and their perception of the group environment, efforts to improve team dynamics may benefit from focusing on improving the quality of role experiences, in conjunction with developing realistic role expectations. [ABSTRACT FROM AUTHOR]

This study examined the psychological contract of volunteer youth sport coaches to determine the content, variation, and influences to its development. Interviews were conducted with 22 volunteer coaches of team sports, representing different levels of play (recreational, competitive), coaching tenure (novice, experienced), and gender (female, male), who were sampled to account for the potential variation based on these demographic factors. The findings revealed that volunteer coaches possessed both transactional and relational expectations of themselves and their club. Coaches' most frequently cited expectations of themselves were technical expertise (transactional), and leadership (relational), while their most frequently cited expectations of the club were fundamental resources and club administration (transactional), and coach support (relational). Variation was found by different levels of play (recreational, competitive) and coaching tenure (novice, experienced). The coaches' psychological contract was shaped predominately by sources external to the club. Implications for managing the psychological contract of volunteer youth sport coaches and directions for future research are discussed. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Research in Education Sciences is the property of National Taiwan Normal University and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The article reports on research conducted in an effort to investigate how collegiate athletes view role acceptance as related to their sports team and to evaluate their perceptions of the consequences of role acceptance. Researchers evaluated eight male and seven female intercollegiate athletes. They found that role acceptance was clearly perceived among the athletes and that the athletes were able to offer insights into the consequences of role acceptance as it relates to sports teams.

This article, in the field of the sociology of organizations and ergonomic psychology, highlights, following the results of a doctoral research based on the inductive method of grounded theory (Glaser and Strauss, 2010 ), three profiles of teacher trainers in relation to the prescribed more equal. It questions the standards in teacher training and the possibly rhetorical value of a current prescription claiming more equality, or even integration / inclusion. It will mention self-prescription time, between free will and normative constraints with regard to teacher trainers in tertiary environments. This article, in the field of Sociology of Organizations and Ergonomic Psychology, highlights, following the results of a doctoral research based on the inductive method of the anchored theory (Glaser and Strauss, 2010), three profiles of teacher trainers in their relationship to the more equal prescriptions. It questions the standards in teacher education and the possible rhetorical value of a current prescription calling for greater equality or even integration / inclusion. It will refer to selfprescriptive time, between free choice and normative constraints for teacher educators in tertiary settings. [ABSTRACT FROM AUTHOR]

Burnout has important ramifications for employees and organizations and preventing burnout forms an ethical issue for managers. However, the role of the leader and especially the role of ethical aspects of leadership have received relatively little attention in relation to burnout to date. We conducted a survey among employees (N = 386) of a Dutch retail organization, nested in 122 teams with a leader. Our first contribution is that we empirically show the hypothesized opposing relationships of ethical and passive leadership behavior with follower burnout. Furthermore, we examined two job characteristics as mechanisms that link these forms of leadership and burnout. Lastly, we show that the positive relationship of ethical leadership with burnout via role clarity (but not overload) is dependent on the degree of passive leadership the leader is perceived to display. Our results suggest that organizations should promote ethical leadership behaviors and limit passive leadership behaviors by stimulating leaders to be active in their role and use their social influence to promote ethical conduct. [ABSTRACT FROM AUTHOR]

Employees with children differ in how they want to manage their work and family roles. By integrating the literature on boundary management and role prioritization, we develop a visual measure to assess five such preferences: work-centric (i.e., prioritizing work over family), family-centric (i.e., prioritizing family over work), and three dual-centric preferences (i.e., emphasizing both roles to a similar extent), which differ in the degree to which working parents aim to blend their work and family roles, resulting in merging, integrating, or segmenting preferences. We test the validity of our measure in two studies (ns = 156 and 172) with employed German parents. Next, in Study 3 (n = 146, two measurement points), also with employed German parents, we propose and empirically support that congruence between employees' preferences and spouses' expectations on how they should combine their work and family roles relates to employees' satisfaction with work-family balance and perceptions of spousal support. Overall, our results point to the importance of similarity between how one wants to manage work and family roles and how spouses expect one to manage these roles. Thereby, the measure developed in the present studies represents an economical way to assess these preferences and expectations, which can serve as a starting point for interventions to increase congruence. [ABSTRACT FROM AUTHOR]

Copyright of Sociology of Sport Journal is the property of Human Kinetics Publishers, Inc. and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This study was designed to investigate experienced coaches' perceptions of the parent's role in junior tennis and identify positive and negative parental behaviors and attitudes. Six focus groups were conducted with 24 coaches. Content analysis of coaches' responses revealed that most parents were positive influences and espoused an appropriate perspective of tennis, emphasized child development, and were supportive. In contrast, a minority of parents were perceived as negative, demanding and overbearing, and exhibiting an outcome orientation. New findings included parents' setting limits on tennis and emphasizing a child's total development, as well as the identification of behaviors that represent parental overinvolvement and that negatively affect coaching. Results are discussed relative to sport-parenting literature, and practical implications are outlined. [ABSTRACT FROM AUTHOR]

Based on empirical survey data, this paper uses concepts from sociotechnical theory and role theory to explore the effects of stress created by information and computer technology (ICT)--that is, "technostress"--on role stress and on individual productivity. We first explain different ways in which ICTs can create stress in users and identify factors that create technostress. We next propose three hypotheses: (1) technostress is inversely related to individual productivity, (2) role stress is inversely related to individual productivity, and (3) technostress is directly related to role stress. We then use structural equation modeling on survey data from ICT users in 223 organizations to test the hypotheses. The results show support for them. Theoretically, the paper contributes in three ways. First, the different dimensions of technostress identified here add to existing concepts on stress experienced by individuals in organizations. Second, by showing that technostress inversely affects productivity, the paper reinforces that failure to manage the effects of ICT-induced stress can offset expected increases in productivity. Third, validation of the positive relationship between technostress and role stress adds a new conceptual thread to literature analyzing the relationship between technology and organizational roles and structure. In the practical domain, the paper proposes a diagnostic tool to evaluate the extent to which technostress is present in an organization and suggests that the adverse effects of technostress can be partly countered by strategies that reduce role conflict and role overload. [ABSTRACT FROM AUTHOR]

The article presents a brief account of celebrated athletes, moral exemplars and lusory objects in sports. It seeks to explain the special responsibilities of the celebrated athletes. It is reported in the article that even coaches at the high school and college levels recognize the fact that celebrated athletes are role models, and coaches sometimes insist that their athletes participate in programs that can positively influence others. It also offers some useful distinctions that will be important in evaluating the case for exemplarism.

This study investigates how male and female consumers in the Czech Republic respond to sex role portrayals in advertisements for a fictional cell phone service. Special emphasis is placed on integrating consumer prejudices and emotions into an incongruity-resolution framework. Prejudices were found to moderate effects of sex role incongruity on the emotional dimensions approval and disapproval. Surprise, the third emotional dimension, was directly affected by role incongruity. Downstream effects included positive (approval) and negative (disapproval, surprise) influences on attitude toward the ad. Extensions into other cultural settings and more in-depth examinations of the elaboration and processing paths, including effects on memory, are suggested for future research. [ABSTRACT FROM AUTHOR]

This study explores relationships between race, gender, agreeableness, openness to experience, contact, and a measure of attitudes toward diversity--universal-diverse orientation (UDO). UDO consists of three attitudinal components: realistic appreciation (a cognition), comfort with difference (a feeling), and diversity of contact (a behavior). Results suggest that race, agreeableness, and openness relate to UDO attitudes, primarily due to the relationships of these variables with the behavioral component--diversity of contact. Identifying characteristics of tolerant people (e.g., agreeableness) and training managers in skills related to those characteristics may improve contextual performance and make managers better role models within the organizational context. [ABSTRACT FROM AUTHOR]

We examined the relationships between multiple life roles, psychological well-being, and managerial skills in two studies of managerial women. Qualitative results suggested that the roles women play in their personal lives provide psychological benefits, emotional advice and support, practice at multitasking, relevant background, opportunities to enrich interpersonal skills, and leadership practice that enhance effectiveness in the management role. Quantitative results indicated that multiple role commitment positively related to life satisfaction, self-esteem, and self-acceptance. Commitment to multiple roles was also related to interpersonal and task-related managerial skills. [ABSTRACT FROM AUTHOR]

This study examines the role of professional associations in a changing, highly institutionalized organizational field and suggests that they play a significant role in legitimating change. A model of institutional change is outlined, of which a key stage is ‘theorization,’ the process whereby organizational failings are conceptualized and linked to potential solutions. Regulatory agencies, such as professional associations, play an important role in theorizing change, endorsing local innovations and shaping their diffusion. [ABSTRACT FROM AUTHOR]

Customers' evaluations of quality and satisfaction are critical inputs in the development of marketing strategies. Given the increasingly common practice of asking for such evaluations, buyers of products (e.g., cars) and services (e.g., hotels, educational programs/courses) often know in advance that they subsequently will be asked to provide their evaluations. In a series of field and laboratory studies, the authors demonstrate that expecting to evaluate leads to less favorable quality and satisfaction evaluations and reduces customers' willingness to purchase and recommend the evaluated services. The negative bias of expected evaluations is observed when actual quality is either low or high, and it persists even when buyers are told explicitly to consider both the positive and negative aspects. The authors examine three possible explanations for this systematic bias, which are referred to as negativity enhancement, role expectation, and vigilant processing. The findings are most consistent with the negativity enhancement account, indicating that unless buyers begin the evaluation task with low expectations, they tend to focus during consumption primarily on negative aspects of product/service quality. The article concludes with a discussion of the theoretical and practical implications of this research. [ABSTRACT FROM AUTHOR]

Role modeling is widely thought to be a principal vehicle for acquiring the virtues. Yet, little is known about role modeling as a process. This paper surveys the behavioral sciences for insights about how one person can find the actions of another person so inspirational that the person attempts to reproduce the behavior in question. In general, such inspiration occurs when an observer sees a model similar to herself, wrestling with a problem she is having, such that the model's accomplishments are seen as attainable. When the behavior modeled is moral, additional complications arise, not the least of which is the contemporary skepticism about anyone held up as a hero. The paper concludes with some suggestions about how organizations can facilitate the development of the virtues through role modeling. [ABSTRACT FROM AUTHOR]

Although much attention has been paid to the knowledge, skills, abilities, and experiences that an individual brings when he or she transitions into an organizational role, little attention has been given to the history of the enactment of the role into which he or she is transitioning. This article examines how the behaviors of a predecessor influence the expectations for the successor, the successor's role behaviors, and the evaluations made of the successor. A new construct, role residual, is introduced as a conceptual link between the behaviors of the predecessor and the behaviors and evaluations of the successor. A role residual is the set of expectations held by a role sender, associated with a position in an organization, which is left behind by a predecessor. A model of the antecedents and outcomes of role residual is presented and implications for theory, research, and practice are discussed. [ABSTRACT FROM AUTHOR]

This study investigated when subordinates engage in upward influence behaviors to voice their opinions on empowerment practices to their leaders. Data were collected from 114 pairs of leader–subordinate dyads at a manufacturing firm. Based on cross-level polynomial regression and response surface analyses, the present study found that the less the leaders were aware of subordinates' empowerment expectations, the more the subordinates engaged in upward influence behaviors, namely rational persuasion and inspirational appeals. Moreover, high leader–subordinate task interdependence and subordinate self-efficacy as moderators amplified the (in)congruent relationships. The results contribute to empowerment literature by providing valuable insight into the bottom-up influence in the empowerment process. [ABSTRACT FROM AUTHOR]

While the unique characteristics of the industrial salesman's role has stimulated much recent research, this uniqueness requires the development and use of occupation-specific measurement instruments. A job satisfaction measure specifically designed for industrial salesmen is presented together with norms, a detailed description of the methodology employed, and techniques to evaluate the new instrument's factor structure, reliability, and construct validity. [ABSTRACT FROM AUTHOR]

Research perspectives from role theory are examined with a large sample of purchasing professionals in an effort to increase understanding of industrial buyer behavior and the buying environment. An integrative model of the antecedents and the consequences of role stress fits the data well. The results suggest that an awareness of the nature and influence of role stress in the buying context can be of value to marketing professionals, especially sales representatives and marketing/product managers. [ABSTRACT FROM AUTHOR]

The article discusses large industrial corporations, the contribution of corporate marketing research departments, the role of Market Research (MR) Directors, and some of the role conflicts these directors encounter. The article refers to a 1975 study into the incidence, size, and organizational location of Marketing Research. The article discusses the study method and presents and analyzes the data related to Directors' Satisfaction Items, Superiors' and Users' Responses to Effectiveness Items, and responses to Role Expectation Items. The author gives marketing research departments a "B" grade and presents several interpretations of the data, including concerns about a lack of creativity and initiative and conflict about the role MR Directors play within the organization.

The article discusses role conflict and role ambiguity in salesmen, and attempts to determine whether some of these aspects of a sales position are a result of management. Role conflict arises when the salesman faces incompatible job demands from his organizational superiors, customers, family members, or other role partners. Role ambiguity is a result of the salesman not knowing the performance levels expected of him. The author develops several hypotheses on this subject and gives a methodology with which he tests the hypotheses. Based on the results, several conclusions are made.

This is a study of a non-routine transition in an academic setting. After studying the processes of executive succession, succession planning, and executive development for many years, I found myself serving as Acting Dean of a school of management following the sudden resignation of the dean. This article is an account of my personal journey through that process, using subidentity theory as a way of understanding the experience. This article compares my own transition experiences with the theories of subidentity change and executive succession. It also identifies implications for future research based upon the differences observed, such as the perceived or virtual permanence of the acting administration. The conclusion offers recommendations for practice, such as the need for clarity of role expectations, strong leadership, and clear strategic direction; the value of a long hand-off process; and the utility of planned transition events. [ABSTRACT FROM AUTHOR]

This paper examines the impact of women's proportional representation in the upper echelons of organizations on hierarchical and peer relationships among professional women at work. I propose that social identity is the principal mechanism through which the representation of women influences their relationships. Both quantitative and qualitative analyses of interview and questionnaire data are used to compare women's same-sex relationships in firms with relatively low and high proportions of senior women. Compared with women in firms with many senior women, women in firms with few senior women were less likely to experience common gender as a positive basis for identification with women, less likely to perceive senior women as role models with legitimate authority, more likely to perceive competition in relationships with women peers, and less likely to find support in these relationships. These results challenge person-centered views about the psychology of women's same-sex work relationships and suggest that social identity may link an organization's demographic composition with individuals' workplace experiences? [ABSTRACT FROM AUTHOR]

Organizational roles provide actors with moral constructs for the enactment of power. Indeed, actors evaluate each other's acts of power in part on the willingness to obey role prescriptions. For a person to sustain power in an organizational setting he or she must self-consciously exercise power so as to signify the awareness of role obligations. Organizational power, paradoxically, stems from obedience to roles. The authors illustrate these points with interview data from a study of the gubernatorial administrations of Ronald Reagan and Jerry Brown. [ABSTRACT FROM AUTHOR]

The present study integrated a number of streams of research on the antecedents of innovation to develop and test a model of individual innovative behavior. Hypothesizing that leadership, individual problem-solving style, and work group relations affect innovative behavior directly and indirectly through their influence on perceptions of the climate for innovation, we used structural equation analysis to test the parameters of the proposed model simultaneously and also explored the moderating effect of task characteristics. The model explained approximately 37 percent of the variance in innovative behavior. Task type moderated the relationship between leader role expectations and innovative behavior. [ABSTRACT FROM AUTHOR]

This study addressed the problem of task revision, a virtually unresearched issue in the work performance literature. We defined task revision as action taken to correct a faulty procedure, an inaccurate job description, or a role expectation that is dysfunctional for an organization. Two experiments were constructed to measure task revision and test for its determinants. Results showed that goal setting inhibited task revision: instructions to "do your best" were superior to a specific goal. Facilitators of task revision were the salience of alternatives and being in a supervisory position with accountability pressures. We discuss the implications of these results in terms of the functions of counter-role behavior for organizations and the need to broaden the construct of work performance. [ABSTRACT FROM AUTHOR]

Performance evaluation when in-role and out-of-role behavior are manipulated in a male sex-typed occupation was investigated. Level of performance (high and low), mode of behavior (masculine and feminine), and performer sex were manipulated. Results indicate that performance evaluation is a winnowing process wherein raters assign ratings on the level of performance and value masculine over feminine modes of behavior, especially for female high performers. [ABSTRACT FROM AUTHOR]

In an investigation of the relationship between subordinates' perceptual congruence (SPC) and sex on subordinates' performance appraisals of their immediate managers, SPC was found to be significantly related to subordinate evaluations of their managers within particular manager-subordinate sex combinations. These results are explained in terms of reinforcement theory and the role episode model. [ABSTRACT FROM AUTHOR]

Subjects evaluated hypothetical male and female applicants for managerial positions. Half required supervision of predominately female subordinates; half the supervision of predominately male subordinates. Females expected higher performance than males. Males and females favored applicants whose sex matched the subordinates. Thus, the sex-role context, not merely the applicant's sex, may induce selection discrimination. [ABSTRACT FROM AUTHOR]

The effects of different operationalizations of the path-goal theory's leader behavior constructs are examined. The results indicate that some of the inconsistent and non-supportive research findings pertaining to the theory are due to inadequacies and differences in operationalizations of the theory's leader behavior variables. Suggestions for future tests are discussed. [ABSTRACT FROM AUTHOR]

The article discusses a study which looked at the relationships between role perception and employee satisfaction and performance. Participation in decision making was more effective when there were higher levels of role conflict than lower levels of role conflict. The same pattern held true for role ambiguity. Role ambiguity and participation and role conflict and participation did significantly interact at lower levels of an organization. Overall role conflict was a more important variable than role ambiguity.

The satisfaction of research professors depends on the university administrator's leadership style, role model, and perceived ability to reward the professors' efforts, with significant differences in these factors among academic disciplines. Professors' productivity was not influenced by the research administrators' style, role model and reward efforts in this study. [ABSTRACT FROM AUTHOR]

Canonical analysis established a significant relationship between task design and affective response measures for 784 middle-level executives. Functional specialty moderated the relationship. It was suggested that the moderating effect may be explained in terms of environmental elements which cause the worker to focus on or off of task design. [ABSTRACT FROM AUTHOR]

This paper demonstrates the applicability of path analysis to the study of psychological success in work organizations by reanalyzing three previously published studies. Two examples test and estimate two causal models of psychological success. The final example demonstrates that the utility of path analysis is dependent upon adequate theoretical formulation. [ABSTRACT FROM AUTHOR]

Relationships between positive and punitive leader rewards and employee role conflict and ambiguity, expectancies, and job satisfaction were investigated. The data showed positive leader rewards to be more strongly related to role and satisfaction variables. Punitive leader rewards were more strongly related to effort-to-performance expectancy. Implications are discussed. [ABSTRACT FROM AUTHOR]

The article presents a study which explored role differences in relationships between degree of role clarity and various personal outcomes and in the moderating effects of need for clarity for supervisory and nonsupervisory roles. The methodology of the study is described, as well as the administration of questionnaires and scales used in the study. A discussion of the findings of the study and implications for future research are also presented, including scales displaying the results of the research.

The article measures the importance of ethics of salespeople in marketing as a source of role conflict. Ethics of salespeople is an area of marketing that draws constant public criticism. According to reports of few researchers, salespeople wanted more guidelines to help them resolve ethical questions. This implies that salespeople and sales managers must agree on what ethical problems exist. Every institution has a set of expectations among its participants, who occupy distinct role positions, their interactions constituting the personal aspect of marketing. This is "the part of marketing" in which ethical considerations arise. When disagreement between expectations occurs, role conflict can result. When members of a group hold differing expectations, interaction may be difficult. Placed in an organization, then, the salesperson must attempt to integrate the organization's role expectations with his role expectation. To determine if differences in expectations exist, the sales role must be examined from multiple perspectives.