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Work and family are two of the most competing and salient roles in the life of every individual. As such, individuals often make behavioral decisions based on the relative salience (work or family) they attach to these life roles. Given that growth intention is a vital behavioral choice in the life of an entrepreneur, this study examined how role salience influences the growth intentions of women entrepreneurs. Moreover, for most women entrepreneurs, their family domain is highly entwined with the business domain, and as such, having an adequate work-life balance is often a vital personal goal. Thus, this study also examined the influence of work-life balance on the growth intentions of the women entrepreneurs as well as its moderating effect of on the relationship between role salience and growth intentions. Based on self-reported data from women entrepreneurs (N= 300), the findings of this study using logistic regression analysis revealed that both work role salience (b= .88,p< .001) and work-life balance (b= .73,p< .001) have a positive effect on the growth intentions of women entrepreneurs. Additionally, work-life balance also moderated the relationship between work role salience and growth intention such that the positive association is strengthened at high levels of work-life balance (b= .90,p< .001). The study culminates with a discussion of the implications and suggestions for future research.

Objective The Work Role Functioning Questionnaire 2.0 (WRFQ), measuring the percentage of time a worker has difficulties in meeting the work demands for a given health state, has shown strong reliability and validity in various populations with different chronic conditions. The present study aims to validate the WRFQ in working cancer patients.Methods A validation study of the WRFQ 2.0 was conducted, using baseline data from the longitudinal Work Life after Cancer study. Structural validity (Confirmatory Factor Analysis, CFA), internal consistency (Cronbach's alpha) and discriminant validity (hypothesis testing) were evaluated.Results 352 working cancer patients, most of them diagnosed with breast cancer (48%) and 58% in a job with mainly non-manual tasks, showed a mean WRFQ score of 78.6 (SD = 17.1), which means that they had on average difficulties for 78.6% of the time they spent working. Good internal consistency (alpha = 0.96) and acceptable to good fit for both the four and five-factor model (CFA) was found. The WRFQ distinguished between cancer patients reporting good vs. poor health (80.3 vs. 73.0, p = 0.001), low vs. high fatigue (82.0 vs. 72.2, p Conclusions The WRFQ 2.0 is a reliable and valid instrument to measure work functioning in working cancer patients. Further psychometric research on responsiveness is needed to support its use in health practice.

Since the prevailing norm adopted by many successful businesses is that creativity is no longer an optional but a necessary feature of leadership, the present study develops and tests a model of the mechanisms linking different stages of the innovation process (delivered by different actors) and work role proficiency. Specifically, by examining a sample of 177 leader-member dyads from four public sector organizations based in a European Union member state, we showed that (1) leader creativity is positively related to employee organizational citizenship behavior (a direct effect) and (2) employee innovativeness mediates the positive relationship between leader creativity and employees’ work role proficiency dimensions (an indirect effect). Thus, we provided new evidence on the importance of leaders’ creative role modelling for achieving higher levels of followers’ task performance and organizational citizenship behavior.

Many researchers have pointed to tasks as being the driving force for Information Seeking and Retrieval (ISR). Unfortunately, researchers do not agree on what is meant by tasks and related concepts such as activities and search tasks. Researchers often use different terminologies to describe the same concepts or use the same terms to refer to different concepts. Moreover, previous researchers ignored work roles and their effect on tasks. Thus, the purpose of this paper is to present some of the main competing task hierarchies by conducting a literature analysis in the field of ISR, management, work structure, and human resources. A specific contribution is to use key existing (explicit or implicit) hierarchies and frameworks of tasks into an integrated taxonomy of tasks and related concepts for use by researchers in ISR.

If you are reading this handbook from cover to cover, you have so far read and learned to appreciate how your work role and personal self are closely aligned in providing quality care. This chapter now moves on to the duties and responsibilities that are placed upon us by the law. As you would have seen in the other chapters, there is a lot from our personal self that we bring into our job. Our first duty is as a member of the public, and it is our responsibility to comply with the law expected by the society in which we live. If you have not done so, then it is likely that you will be barred from being employed as a support worker. In some cases, you will be allowed to work, but we guarantee that there would have been some debate at your selection interview as to your suitability to work with vulnerable people as a support worker.

This publication from the National Initiative for Cybersecurity Education (NICE) describes the Workforce Framework for Cybersecurity (NICE Framework), a fundamental reference for describing and sharing information about cybersecurity work. It expresses that work as Task statements and describes Knowledge and Skill statements that provide a foundation for learners including students, job seekers, and employees. The use of these statements helps students to develop skills, job seekers to demonstrate competencies, and employees to accomplish tasks. As a common, consistent lexicon that categorizes and describes cybersecurity work, the NICE Framework improves communication about how to identify, recruit, develop, and retain cybersecurity talent. The NICE Framework is a reference source from which organizations or sectors can develop additional publications or tools that meet their needs to define or provide guidance on different aspects of cybersecurity education, training, and workforce development.

The problematic nature of role attractiveness among office-holders in Israeli Kibbutzim is examined by comparing a representative sample of managers and workers of a typical production unit in the Kibbutz. The relation of role attractiveness to reward structure is difficult to understand for two related reasons. First, the relationship between reward distribution and job satisfaction has been examined only indirectly, with the relevant variables as yet empirically unassessed. Second, the tendency has been to treat managerial and other higher positions homogeneously. Cohen’s specific analysis and Sampson’s conceptual framework thus indicate the social changes conducive to the emergence of equity as an alternative to equality in certain areas of Kibbutz life. The validity of this argument is revealed by examining the extent to which the Kibbutz has successfully implemented the rule of rotation. This rule has been a major mechanism in the community for maintaining the egalitarian principle.

This chapter aims to present some ideas for individual creativity and innovation, and how it contributes to both personal and organizational excellence. It describes some descriptive models and the associated factors influencing individual innovation and creativity in an organization that is focused on achieving excellence in all that it does. In addition, job characteristics, for example the autonomy in ones work role, have been shown to be important predictors for individual innovation at the workplace. In many innovation-building environs, delivering training on multiple platforms, such as classroom, mobile, and on-demand, can help eliminate the time crunch for busy individuals involved with innovation. Many organizations have lots of ideas but there is a lot of innovation wastage due to poor management of innovation at the corporate level, especially in the selection, implementation, and deployment phases.

ObjectivesThis study examined the prevalence of risky drinking by members of parliament (MPs), as well as the relationship between risky drinking and age, years spent as an MP, working outside parliament, awareness of the Parliamentary Health and Wellbeing Service, and probable mental ill health.DesignA survey questionnaire assessed alcohol consumption using the Alcohol Use Disorders Identification Test (AUDIT). Risky drinking was identified by combining categories of increasing (hazardous), higher (harmful) and probable dependent drinking for those with a total score of 8 or more. Comparator groups from the 2014 Adult Psychiatric Morbidity Survey (APMS) were used as controls.SettingUK House of Commons.Participants650 MPs.ResultsCompared with all 650 MPs, participants (n=146) were more likely to be female (pConclusionsA low level of awareness of the Parliamentary Health and Wellbeing Service has implications for improving the detection of risky drinking and improving access to this service by MPs. Possible increased likelihood of risky drinking in MPs who also had an additional work role outside Parliament and among those with probable mental ill health requires further exploration.

Purpose The prognosis of persistent back pain is variable, with some individuals adjusting poorly and others continuing to actively engage in work and other valued social roles. The aim of this study was to better understand why some individuals, despite persistent back pain, continue to actively engage in work and other valued social roles. Methods Individuals with persistent back pain, who were participating in their regular duties as a full-time employee, homemaker, student or any combination of these, were recruited from a multidisciplinary pain centre and orthopedic physical therapy clinics in Alberta, Canada. A qualitative study was conducted using semi-structured interviews of 15 participants and a thematic analysis to analyze the data. Results There were two motivators identified for participating in the work role: (1) participation formed part of the participant’s self-schema (a cognitive framework that includes one’s beliefs about oneself) and (2) participation made it possible to achieve a valued outcome. Conclusions Further understanding of important motivators for maintaining engagement in work and other valued social roles despite persistent back pain can help inform the development of more successful disability and pain management programs.

The purpose of the research is to analyze and systematize information about the life and work of Eduard Butynets. Methodology. The complex of methods was used for the research: historical-chronological and biographical to reveal the authenticity of the artist's life facts; system analysis allowed to analyze the studied problem in a comprehensive and objective way. The scientific novelty consists in the fact that for the first time the information about the creative way of Eduard Butynets – the honored worker of Ukrainian variety art, the representative of Ukrainian, namely, Lviv dance school, the specialist on the stage-theatrical art, folk-stage and Ukrainian dance, historical and everyday, modern ballroom dance, dance composition and dance staging, choreographer art, who trained a galaxy of choreographic artists in Ukraine. Conclusions. As a result of the analysis and systematization of the information, it turned out that Eduard Butynets is an outstanding figure in the choreographic art of Ukraine in the mid-twentieth and early twenty-first centuries. Despite the routine of teaching activity at the College of Culture and Arts, and later in Lviv University, the artist creates a system of pedagogical methods and principles that provide an important basis for the formation of specialists competences in choreographic art, professional activities of followers and students. Exclusive attention in the activities of artist was paid to preserving the national heritage of Ukrainian choreographic art, as well as to transfer the best samples to the students. There was a considerable number of new and restored best works of choreographic art of Ukraine in the creative work of E. Butynets. The artist formed a school of students who today continue choreographic work throughout the territory of Ukraine and abroad. The article presented only attracts attention to the problem of E. Butynets's work role in the development of choreographic art in Ukraine. Prospective for further study is a detailed understanding of the creative heritage of the dance master, the principles of pedagogical activity, as well as studying the experience of his students.

Boundary permeability is the degree to which a boundary allows elements from another role domain, such as work, to enter the focal role domain, such as the home. The more extensively work-related elements enter the home domain, the more permeable the home role boundary. Based on a person-situation interactionist perspective, this research builds on prior theoretical and empirical work to better understand how three personal characteristics (home role identity salience, work role identity salience, and polychronicity) and two situational factors (pressure for precedence from the work and home domains) influence the permeability of the home role boundary. Findings from a two-wave employee survey indicate that home role identity salience and polychronicity are indirectly related to home role boundary permeability behavior through permeability preference, and that the relationship between permeability preference and permeability behavior is attenuated by pressure from one's manager to prioritize work over home.

PurposeThe purpose of this paper is to examine the contribution of agentic work behaviour and decision-making authority (DMA) to thriving at work and, more importantly, the moderating role of DMA in the relationship between agentic behaviour and thriving.Design/methodology/approachThe study has been carried out upon a random sample of 330 employees below supervisory level from manufacturing companies located at Odisha (a state located at the eastern part of India). After verifying the significance of correlation among the study variables through Pearson’s product moment correlation, moderated regression analyses were carried out to examine the independent contribution of agentic work behaviour and DMA to thriving as well as the moderating contribution of DMA towards thriving.FindingsResults reveal that the three dimensions of agentic work behaviour, namely, task focus, exploration and heedful relation, have a direct positive contribution towards thriving at workplace. As far as the moderation is concerned, it is observed that the thriving level is higher for the employees having high DMA irrespective of the level of agentic work behaviour at each dimension.Research limitations/implicationsThe findings imply for designing interventions to enhance task focus, super-ordinate relationship and interest for learning. In addition, the organisations should provide autonomy to employees for decision making.Originality/valueThe study is first of its kind in the Indian context upon employee thriving. In this study, the authors have not only investigated the separate independent contribution of agentic behaviour and DMA, but also their interacting contribution to employee thriving.

Although political skill has received extensive and growing attention over the past decade, to date most research has focused on its direct relationship with individual outcomes. Only recently, a few researchers have begun to investigate the intermediate linkages between political skill and its outcomes. Based on social support and resources conservation theories, the current study explores the mediating role of perceived organizational support (POS) in the relationships between political skill and two relevant outcomes: work role performance (data provide by two different sources) and intention to leave. Moreover, it examines the moderating role of political skill in the relationships POS-work role performance and POS-intention to leave. Results, in a sample of engineers, support the proposed relationship except for the moderating role of political skill in the relationship POS-intention to leave. This research contributes to the political skill and POS literatures and, hopefully, it will stimulate more interest in these important areas of inquiry.

Objective To conduct a needs assessment to identify gaps in communication skills training in ophthalmology residency programs and to use these results to pilot a communication workshop that prepares residents for difficult conversations. Design A mixed-methods design was used to perform the needs assessment. A pre-and postsurvey was administered to workshop participants. Setting Mass Eye and Ear Infirmary, Harvard Medical School (HMS), Department of Ophthalmology. Participants HMS ophthalmology residents from postgraduate years 2-4 participated in the needs assessment and the workshop. Ophthalmology residency program directors in the United States participated in national needs assessment. Methods Ophthalmology program directors across the United States were queried on their perception of resident communication skills training through an online survey. A targeted needs assessment in the form of a narrative exercise captured resident perspectives on communication in ophthalmology from HMS residents. A group of HMS residents participated in the pilot workshop and a pre- and postsurvey was administered to participants to assess its effectiveness. Results The survey of program directors yielded a response rate of 40%. Ninety percent of respondents agreed that the communication skills training in their programs could be improved. Fifteen of 24 residents (62%) completed the needs assessment. Qualitative analysis of the narrative material revealed four themes; (1) differing expectations, (2) work role and environment, (3) challenges specific to ophthalmology, and (4) successful strategies adopted. Nine residents participated in the workshop. There was a significant improvement post-workshop in resident reported scores on their ability to manage their emotions during difficult conversations (p = 0.03). Conclusions There is an opportunity to improve communication skills training in ophthalmology residency through formalized curriculum.

Guided by Hagedorn’s (2000) theory of faculty job satisfaction, mindful of social and organizational structures of higher education, and acknowledging recent changes in the academic labor market, this study examines satisfaction for approximately 30,000 tenured and tenure-track faculty members in 100 US colleges and universities. Findings revealed similarity between female and male faculty members in some aspects of work satisfaction, but difference in other areas in which women reported lower satisfaction. Findings also revealed that perceptions of department fit, recognition, work role balance, and mentoring are more important to women faculty’s satisfaction than male peers. Implications for policy and practice are discussed.

Peer providers (PPs) are essential in recovery-oriented mental health (MH) services but are often disempowered and their role is misunderstood. The author aimed to enhance the PP work role by (1) c...

Intelligence is perhaps to be the one of the most logical way to determine how smart people is. That fact has always been a problem at job because there are number of job that attract people but require a high GPA for them. Employee with high GPA doesn’t always fit in his skill and work role. They unable to understand and maintain their performance. This expert system is a necessary for recommend job using Intelligence. This research use a Bayesian theorem calculation to find out probability value and job recommendation. The value of MI (Multiple Intelligences)’s user, MI probability to a job and job probability to previous result without any evidence produce a Calculation Variable.Result of the test shows output recommendation as expert system to 81.25% match with expert recommendation. 100% users statistically states the system running well. Expert system usability test shows 80% users strongly agree, 15.7% users agree and 4.3% users are neutral.Keywords: Multiple Intelligences, Profession, Bayesian theorem

This study is an empirical exploration of whether internal marketing activities can positively influence self-initiated expatriate’s (SIE’s) work-role adjustment and knowledge sharing. Leader–member exchange is considered in developing a moderated-mediation model. Using data collected from 140 SIEs in Vietnam, the findings support the mediation model and specifically indicate that internal marketing activities can increase the degree of work-role adjustment which, in turn, influences SIEs’ knowledge-sharing. However, moderated-mediation analyses fail to support the role played by leaders in the implication of internal marketing activities. This model is intended to present an agenda for future research. Some theoretical and practical implications are also discussed.

The study investigated the work-role of psychosocial flourishing attributes in countering workplace bullying behaviour and turnover intention. Data on participants’ perceptions of workplace bullying behaviour, turnover intentions, and psychosocial flourishing were collected from n = 373 employees in various South African organisations. Simple mediation modelling was utilised to determine psychosocial flourishing effects on workplace bullying - turnover intention. The results showed strong perceptions of workplace bullying to be related to high turnover intention with psychosocial flourishing partially explaining lower levels of turnover intent from strong perceptions of workplace bullying. Work-role psychological flourishing might be beneficial to workplace health and psychological safety as well as for reducing unwanted turnover.

This study was motivated by Zimbabwe’s deteriorating economic experience, which has resulted in high unemployment rates, low productivity, high cost of doing business, increased labour disputes, and stress manifestation amongst the working population. The results of the study showed that change factors, demands or pressure factors, lack of support and participation at work by supervisors and other staff members, and work role were to a greater extent the most stressful factors. The perennial economic crisis in the country, high degree of uncertainty due to restructurings and redundancies, and work changes without consultations, had a positive impact on employee’s productivity. The regression results concluded that poor work relationships, lack of support at work, and poor planning had negatively affected productivity.

The worldwide burden of mental disorders is considerable, and on the rise, putting pressure on health care systems. Current reforms aim to improve the efficiency of mental health care systems by increasing service integration in communities and strengthening primary mental health care. In this context, mental health care professionals (MHPs) are increasingly required to work on interdisciplinary teams in a variety of settings. Little is known, however, about the profiles of MHPs in relation to their perceived work role performance. MHPs in Quebec (N = 315) from four local service networks completed a self-administered questionnaire eliciting information on individual and team characteristics, as well as team processes and states. Profiles of MHPs were created using a two-step cluster analysis. Five profiles were generated. MHPs belonging to profiles labelled senior medical outpatient specialized care MHPs and senior psychosocial outpatient specialized care MHPs perceived themselves as more performing than MHPs in other profiles. The profile labelled low-collaborators was significantly less performing than all other groups. Two other profiles were identified, positioned between the aforementioned groups in terms of the perceived performance of MHPs: the junior primary care MHPs and the diversified specialized care MHPs. Seniority within the team, delivering specialized type of care, and positive team processes were all features associated with profiles where perceived work performance was high. Overall, this study supports the case for initiatives aimed at improving stability and interdisciplinary collaboration in health teams, especially in primary care.

PurposeThis study aims to examine whether, how, and when authentic leadership shapes followers' perceptions of meaningfulness at work. Using authentic leadership theory, we posit that authentic leadership leads to more favorable perceptions of Corporate Social Responsibility (CSR), which, in turn, results in enhanced experiences of meaningfulness at work. In addition to studying authentic leadership as a driver of CSR perceptions, and hence meaningfulness, we also examine if followers' attributions of self-centered motives to organizational engagement in CSR moderates the above relationship.Design/methodology/approachIn all, 368 employees from Indian IT industry participated in the survey. Data were analyzed using Process (Hayes 2013) in SPSS.FindingsResults supported the hypothesized moderated mediation model by revealing that attribution of self-centered motives undermines the positive impact of authentic leadership on CSR perceptions, and, subsequently, meaningfulness.Practical implicationsBy presenting CSR as a source of meaningfulness at work, this study establishes CSR as an important tool for fostering employee well-being. The internal corporate communication should emphasize how CSR activities of the organization represent core organizational values and organization’s genuine concern for the society.Originality/valueThe study adds to the leadership literature and integrates it with a divergent discipline of CSR by signifying the role of authentic leadership in the CSR process. By presenting a refined analysis of CSR in a developing country, this research expands the understanding of the expression of CSR in markets outside the developed core.

Correctional officers (COs) are subject to the development of burnout syndrome. This investigation focuses on those factors that contribute to burnout syndrome in COs who work in Italian penitentiary institutions. Utilizing a qualitative methodology with 50 northern Italian COs, the study finds burnout to be caused by two types of factors, organizational and psychosocial. Notably, the results highlight feelings of anguish, sadness, and abandonment and CO requests for psychological help.

The cybersecurity industry is continuing to grow in workforce participation due to the growing popularity of its services in both commercial and government organizations. The government has recognized and created several frameworks that outline the work role standards for the multiple sectors. A comparison of these frameworks would not only provide a perspective of the purpose for maintaining different frameworks, but also provide a model of their relationships and the sectors that they cover. This paper will compare frameworks, outline the differences and similarities among them, and suggest ways to promote the workforce participation even more.

In this dissertation inshore commercial fisheries are being studied from a cultural analytical perspective with a focus on service production and hospitality. The dissertation title, ”Inshore commercial fisheries in change. From pluri-activity to entrepreneurship”, refers to the multiple kinds of change that the fishing industry has undergone for a long period in time. They include rationalization of traditional industries, causing decline in the number of inshore commercial fisheries but also an increasing coastal tourism. Since over a decade, authorities encourage traditional small businesses to turn to tourism and to engage in tourism development projects. Moreover, little attention has been paid to the sociocultural context of small businesses in tourism and in particular traditional firms like coastal fisheries. Against this background, I seek to understand how this traditional industry is formed and negotiated at the intersection between political governance and the everyday life of people in the service oriented economy. The aim of the dissertation is thus to explore a traditional industry in change during the first decade of the 21st century, through answering three questions in the following order: How is inshore commercial fisheries presented in political visions of the future fishing industry? In what ways does hosting and hospitality manifest in the everyday life of inshore commercial fisheries and what does that mean for the work role of coastal fishers? The study is based on ethnographic material generated along the westcoast of Sweden between 2011- 2015. It consists in total of thirty interviews, different policy texts, media texts and observations from governance meetings and participation in inshore coastal fisheries. The theoretical framework draw on discourse theory and the concept of positioning, in an analysis of three emerging themes. First, from a top-down management, future coastal fishing is defined as ”locally sustainable” and as a profitable enterprise with less regulations, albeit increased individual responsibility. In this ambition fishermen are expected to ”diversify” and act as entrepreneurs in local markets for direct sales and tourism. In a governance context contemporary fishers are depicted as unaware of the potential of marketing and they are therefore expected to become more business oriented ”story-tellers”. The union of fishers´ vision is similar to authorities, while individual fishers views of the future are not as utopian. They express concern about a permanent loss of knowledge and cultural heritage. This indicates a gap in trust between governance of fisheries and fishers. Secondly, hospitality manifests in exhibitions, festivals, fish restaurants, lobster safaris, processed fish to mention a few. The drivingforces for this maritime hosting is to earn more income, but also to pass on knowledge about fisheries and about their terms of work. In this context the fishers position themselves as experts. The service meeting, however, enables fishers to learn about visitors expectations, level of knowledge and preferences. They also engage in a form of authentication of the inshore commercial fishery, presenting it as quality-oriented, natural and authentic, where cultural heritage plays an important role. Last, the work role is presented as an independent and responsible actor who is a ”part of nature”, where the small scale business, in particular small scale fishing, is highlighted. Doing service work is explicity being down-prioritized in favor of fishing and ”being the fisher”. The work role of ”Being a fisher” is characterized by flexibility, ambivalence and unpredictability. In sum, as the title indicates, the contemporary fisher in the service-oriented economy use several positions, of which some can be found in authorities visions, such as the tourism entrepreneur. The fishers also position themelves in a reluctant manner as victims and experts. At the intersection between political management and the everyday life of fisheries, the discourse about sustainable fisheries covers different perspectives on what sustainability and sustainable fisheries ”is”. The comtemporary service-oriented fishers position themselves as a sustainable alternative to industrial fisheries and fish mass trade on a global scale. Furthermore, they navigate between resistance, self-discipline and constant adaptation. A practical implication of the study is that coastal communities and hospitality organizations who wish to anchor place branding in local entrepreneurship, could consider what role inshore commercial fisheries can play as a resource for promoting sustainable food consumption and for spreading knowledge about local food and local cultural heritage, while also considering recruitment, seasonal continuation and working conditions and safety as issues of sustainability.

The aim of the research is to understand the concept of work-life balance from a male perspective by focusing on three objectives: (a) how work-life balance is perceived (i.e. its definitions and factors), (b) how work-life balance is achieved, and (c) what role does nature of work play in achievement of work-life balance. The results are based on a case-study of the police sector where, 30 face-to-face interviews were conducted with Officers, Staff, and Investigators. Work-life balance, as perceived by the police participants, has been identified as two types namely, overall work-life balance and ongoing work-life balance. While overall work-life balance can be achieved through work-life separation, ongoing work-life balance is achieved by minimising work-life interference. However, findings have suggested that the nature of police work entails an integration of work role into non-work roles thereby, preventing work-life separation and achievement of overall work-life balance. As work-life integration seems an inevitable part of the nature of police work, the article poses the following argument—that employees modify their definitions of work-life balance such that their idea of work-life balance doesn’t interfere with their work circumstances hence, helping them in achieving an overall balance. Alternatively, by reducing work-life interference, an ongoing work-life balance can also be achieved.

In this article, we present a study that explores modes of cross-cultural leadership adjustment (CLA) and investigates the forces influencing the modes of adjustment. The adjustment of the approach to leadership based upon host country conditions has been argued to be essential for leadership effectiveness in a cross-cultural context. However, virtually no empirical research has studied the adjustment of cross-cultural leadership. We argue that the study of CLA is essential for validating situational leadership theories and understanding the dynamics of leadership behaviour in a cross-cultural context. Nicholson’s (1984) theory of work role transitions was used as the theoretical foundation to explore work role requirements (consisting of role discretion and novelty of job demands) as potential predictors of modes of CLA. Our data were collected from senior expatriate managers working in Thailand. The results show that the majority of our expatriate executives make adjustments to their leadership approach and try to change Thai employees, thus demonstrating the adoption of an exploration mode of adjustment, and that role requirements, Thai employee characteristics, the local hierarchy system, and the leaders’ perceptions all influence the expatriate leaders’ modes of adjustment. Based on our findings, we develop a theoretical framework and a number of research propositions. Finally, we discuss the implications of our findings.

In this study, performance indicators (PIs) for assessing services of the sanitary sewer system in South Korea were evaluated based on general opinions collected from experts in the field. The analytic hierarchy process (AHP) was then carried out. The evaluated set of PIs consisted of five major criteria: management, operation and maintenance, service, environment, and finance. Using the experts&rsquo, survey incorporated into the AHP tool, the prioritization of the five criteria was performed, consisting of a total of 14 indicators and 34 checklists on three levels. Of the criteria groups, operation and maintenance was found to be the most important indicator, comprising 43% of all the scores. The AHP results showed that, of the 34 checklists, 13 indicators were explained as candidates of key PIs: on-the-job training and work role and responsibility from management, sewer condition inspection, pump, sewer maintenance, flow rate/water quality/odor monitoring from operation and maintenance, complaint resolution from service, inflow volume from environment, and operational cost in annual expenditures from finance. The PIs developed in this study are expected to be used by stakeholders involved in the provision of sewer services, such as undertaking companies, policy-making bodies, and financing agencies.

One of the most widely researched personal resources is job crafting, for which several studies have confirmed the existence of a positive relationship with engagement. Some authors suggest that it would be necessary to go deeper into the mechanisms that can help us explain this relationship. Therefore, the aim of this study is to ascertain the possible influence of the meaning of work on the relationship between job crafting and engagement. The sample is composed of 814 workers (50.4% women) with an average age of 41.68 years (SD = 9.78). The results were obtained by simple mediation analysis using PROCESS. The meaning of work mediates the relationship between job crafting and engagement, this influence being especially significant in the case of cognitive crafting. This study confirms the positive relationship between job crafting and engagement. However, in the case of some types of job crafting, increased levels of engagement only occur if the individuals also manage to increase the levels of meaning attributed to the work role. Therefore, in order to improve the well-being levels of working people, it would also be necessary to help them understand how these changes help them to attribute more meaning to their work.

Nowadays competitive business environment makes companies maximize employee performance with high working standards. It's become worse when the pressure's going to make the employee work role conflicts triggered only between work and family life (work-family conflict). This must be watched out for because it can cause , work exhaustion (and lead the desire to move (turnover intention). This research aimed to discuss whether there is an influence between work overload and work-family conflict on turnover intention and mediated by work exhaustion on the production of employees at PT. APM . Mechanical sampling for this research using proportionate stratified random sampling with a sample of 119 respondents. Statistical analysis method was used AMOS. The results indicated that work-family conflict has positif significant affect on work exhasution work-family conflict has positif significant affects on turnover intention.

From a role theoretical perspective, it can be expected that individuals differ in the extent to which they experience aspects of the work role after they have fully retired from it. This study presents a measure of these “postretirement work role residuals” and examines them in relation to structural preretirement factors, psychological preretirement factors, and the nature of the retirement transition. Heckman selection models were estimated based on three-wave panel data collected among 848 older Dutch individuals who were employed at Wave 1 and fully retired thereafter. Although for the majority of retirees prior work plays only a minor role in their current lives, also for a considerable share prior work is still important. Higher levels of postretirement work role residuals were observed among those who expected to miss work-related social status in retirement, who were less disengaged from work in preretirement years, and among those who retired involuntarily.

The objective of this study is to analyse the influence of CEO managerial work role and broad information on the profitability of the firm. The research model is based on five hypotheses on the relationship between work role, importance of broad information, and corporate profitability. Perceived environmental uncertainty (PEU) is expected to moderate the effects of managerial work and broad information on profitability. Managerial roles are described using the classic work roles introduced by Mintzberg (1973). The model is tested using survey data got from 196 Finnish top managers (CEO) of firms from different industries and size classes. The research hypotheses are tested by the partial least squares (PLS) method. Empirical evidence gives partial support to the five hypotheses.

In this paper we explore the question of how an employee's family role identification, as driven by family structure (marital and parental status combined), affects their leadership behaviors at work. Using survey data from working professionals and executives pursuing a Master of Business Administration degree (MBA), we found that, as expected, those respondents who were both married and had children reported higher levels of family role identification relative to other respondents. The effect of family structure on family role identification was moderated by sex such that the positive effect of being married with children was stronger for women than for men. Further, we found evidence of an indirect effect of family structure on leadership behaviors such that being married with children was indirectly associated with higher supervisor ratings of the respondents’ leadership behaviors via family role identification and the transfer of resources from the family role to the work role. Contrary to traditional expectations, and consistent with enrichment theorizing, our findings suggest that investment in the family role can enhance employees’ display of valuable leadership behaviors in the workplace. This article is protected by copyright. All rights reserved

In light of the emerging trend of men and women sharing work and family roles, the goal of this study is to investigate which individuals will experience a role as depleting or enriching their energy levels. We apply self-discrepancy theory and propose that role salience explains when a role will lead to exhaustion versus engagement. Exhaustion is likely when participating in a role for which salience is low, while engagement is likely when spending time on a role for which salience is high. We test this idea using a diary study whereby participants logged time spent on work and family tasks on seven consecutive days, while reporting feelings of exhaustion and engagement in the morning. For individuals with high work salience, time spent on work increased exhaustion less, and increased engagement more, as compared to individuals with low work salience. Spending time on family tasks increased exhaustion less, and increased engagement more, when work role salience was low as compared to high. Our findings suggest that wellbeing consequences of role participation depend on work role salience. We discuss how these findings advance theoretical thinking in the work–family literature and give leads for managerial practice.

Building on the work of Hambrick, Simmons, and Mahoney (2013), the purpose of this study was to examine perceptions of leisure-work-family conflict among male Ironman participants, as well as the strategies and support mechanisms used to help manage their various role demands. Semi-structured interviews were conducted with 11 males who successfully completed at least one Ironman event. For these males, perceptions of inter-role conflict were minimal, despite the presence of similar demands reported in the Hambrick et al. study. Participants still emphasized the need for family and work role support, as well as specific role management strategies, namely scheduling, sacrifice, and role prioritization, to make their Ironman aspirations a reality. The impact of gender roles on perceptions of leisure-work-family conflict is also discussed.