Work Role Identity and Leadership Behavior

1994 ◽  
Vol 128 (4) ◽  
pp. 397-401 ◽  
Author(s):  
Ernest B. Gurman ◽  
K. Long
Keyword(s):  
Leadership Behavior ◽  
Role Identity ◽  
Work Role

An identity conflict perspective on female expatriate work adjustment

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Lu Yu ◽  
Hong Ren
Keyword(s):  
Gender Identity ◽  
Underlying Mechanism ◽  
Role Identity ◽  
Work Adjustment ◽  
Work Role ◽  
Identity Conflict ◽  
Content Type ◽  
Role Identities ◽  
Work Related ◽  
Work Domain

PurposeThis study aims to develop a model for female expatriate work adjustment from the identity conflict perspective.Design/methodology/approachThis is a theoretical paper that focuses on integrating the existing literature and proposing new constructive relationships.FindingsWe study female expatriates' adjustment processes in the work domain from the identity conflict perspective. Specifically, we categorize female expatriates' identities in the work domain into their gender identity and a work-related role identity cluster and propose that when gender identity is salient, unsupportive national and organizational cultures will lead to gender–work role identity conflicts and eventually result in maladjustment in the work domain.Originality/valueFirst, we suggest that female expatriates' work role identities can form a cluster that includes expatriate role, managerial role and occupational role identity. We further theorize how the gender role identity and the work-related role identity cluster of female expatriates interact to influence how they adjust to their work. Second, we explore two contingency factors – host organizational culture and host national culture–and explain how they influence the interaction between female expatriates' gender identity and work-related role identities. Finally, we introduce the concept of gender–work role identity conflict and theorize how it serves as the underlying mechanism linking female expatriate identity patterns and work adjustment.

scholarly journals Algaepreneurship as academic engagement: Being entrepreneurial in a lab coat

2020 ◽  
pp. 095042222092927
Author(s):  
Joacim Rosenlund ◽  
Catherine Legrand
Keyword(s):  
Research Process ◽  
Role Identity ◽  
Identity Work ◽  
Marine Ecology ◽  
Social Goals ◽  
Entrepreneurial Activity ◽  
Environmental Responsibility ◽  
Work Role ◽  
Academic Role ◽  
Entrepreneurial Activities

There are many ways in which scientists can engage in entrepreneurial activities. The context of this article is a Swedish research group in marine ecology, which became increasingly involved in entrepreneurial activities. This article focuses on the what, why and how of entrepreneurship as part of an academic role. The study was conducted as an interactive research process, involving activities as well as interviewing participants in the project. Theories of identity work, role identity and passion were used to analyse this context. Two distinct but simultaneous processes were identified: first, when scientists engage in commercial entrepreneurial activities and react by reaffirming their roles as academics and, second, when scientists engage in entrepreneurial activities in a broad sense, fulfilling environmental and social goals (this is compatible with their scientific passion connected to their academic role identity). This article shows that scientists can be entrepreneurial while working with social and environmental responsibility with no conflict between their entrepreneurial activity and their role as an academic.

Do Work Characteristics Mediate the Negative Effect of Transformational Leadership on Impaired Well-Being?

2017 ◽  
Vol 61 (4) ◽  
pp. 167-180 ◽  
Author(s):  
Sylvie Vincent-Höper ◽  
Sabine Gregersen ◽  
Albert Nienhaus
Keyword(s):  
Transformational Leadership ◽  
Focal Point ◽  
Leadership Behavior ◽  
Workplace Health Promotion ◽  
Well Being ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Related Factor ◽  
Work Characteristics ◽  
Role Clarity

Abstract: In recent years, transformational leadership as a health-related factor has become a focal point of interest in research and practice. However, the pathways and mechanisms underlying this association are not yet well understood. In order to gain knowledge on how or why transformational leadership and employee well-being are associated, we investigated the mediating effect of the work characteristics role clarity and predictability. The study was carried out on 618 employees working in the health-care sector in Germany. We tested the mediator effect using structural equation modeling. The results indicate that role clarity and predictability fully mediate the relation between transformational leadership and negative indicators of well-being. These results give credit to the notion that work characteristics play an important role in identifying health-relevant aspects of leadership behavior. Our findings advance the understanding of how to enhance employee well-being and have implications for the design of leadership-related interventions of workplace health promotion.

Centralization and Effectiveness of Reward Management in Multinational Enterprises

2018 ◽  
Vol 17 (2) ◽  
pp. 55-65 ◽  
Author(s):  
Michael Tekieli ◽  
Marion Festing ◽  
Xavier Baeten
Keyword(s):  
Decision Making ◽  
Social Identity Theory ◽  
Multinational Enterprises ◽  
Role Identity ◽  
Management Decision ◽  
Role Identities ◽  
Management Decision Making ◽  
New Perspective ◽  
Subsidiary Managers ◽  
The Relationship

Abstract. Based on responses from 158 reward managers located at the headquarters or subsidiaries of multinational enterprises, the present study examines the relationship between the centralization of reward management decision making and its perceived effectiveness in multinational enterprises. Our results show that headquarters managers perceive a centralized approach as being more effective, while for subsidiary managers this relationship is moderated by the manager’s role identity. Referring to social identity theory, the present study enriches the standardization versus localization debate through a new perspective focusing on psychological processes, thereby indicating the importance of in-group favoritism in headquarters and the influence of subsidiary managers’ role identities on reward management decision making.

The Emergence and Maintenance of Ethical Leadership in Organizations

2012 ◽  
Vol 11 (1) ◽  
pp. 7-19 ◽  
Author(s):  
Silke Astrid Eisenbeiß ◽  
Steffen R. Giessner
Keyword(s):  
Cultural Values ◽  
Ethical Leadership ◽  
Leadership Behavior ◽  
Peer Group ◽  
Organizational Characteristics ◽  
Future Research ◽  
Environmental Complexity ◽  
Group Influence ◽  
Analysis Society ◽  
Different Levels

The present paper gives a review of empirical research on ethical leadership and shows that still little is known known about the contextual antecedents of ethical leadership. To address this important issue, a conceptual framework is developed that analyzes the embeddedness of organizational ethical leadership. This framework identifies manifest and latent contextual factors on three different levels of analysis – society, industry, and organization – which can affect the development and maintenance of ethical leadership. In particular, propositions are offered about how (1) societal characteristics, notably the implementation and the spirit of human rights in a society and societal cultural values of responsibility, justice, humanity, and transparency; (2) industry characteristics such as environmental complexity, the content of the organizational mandate, and the interests of stakeholder networks; and (3) intra-organizational characteristics, including the organizational ethical infrastructure and the ethical leadership behavior of a leader’s peer group, influence the development and maintenance of ethical leadership in organizations. This list of factors is not exhaustive, but illustrates how the three levels may impact ethical leadership. Implications for managerial practice and future research are discussed.

Meta-analytic and primary investigations of the role of followers in ratings of leadership behavior in organizations.

2019 ◽  
Vol 104 (1) ◽  
pp. 70-106 ◽  
Author(s):  
Gang Wang ◽  
Chad H. Van Iddekinge ◽  
Liwen Zhang ◽  
John Bishoff
Keyword(s):  
Leadership Behavior
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