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.

Role Identities and Person Identities: Gender Identity, Mastery Identity, and Controlling One's Partner

1995 ◽  
Vol 38 (2) ◽  
pp. 129-150 ◽  
Author(s):  
Jan E. Stets
Keyword(s):  
Gender Identity ◽  
Simultaneous Equation ◽  
Role Identity ◽  
Equation Model ◽  
Age Dating ◽  
Role Identities ◽  
College Age ◽  
Person Identity ◽  
Dating Couples ◽  
The Relationship

This research explores the relationship between gender identity, the mastery identity, and control over one's partner in intimate relationships. While gender identity is viewed as a role identity, that is, an identity that is tied to the social structure, the mastery identity is conceptualized as a person identity, that is, an identity that is tied to the person. Using a sample of college-age dating couples, a simultaneous equation model is estimated to determine the relationship between a role identity and a person identity, and how these identities mutually influence control over one's partner in interaction.

Determinants of work role transition outcomes of Filipinos in Singapore

2014 ◽  
Vol 2 (3) ◽  
pp. 317-342 ◽  
Author(s):  
Vivien Supangco ◽  
Wolfgang Mayrhofer
Keyword(s):  
Job Satisfaction ◽  
Self Efficacy ◽  
Work Adjustment ◽  
Role Transition ◽  
Work Role ◽  
Content Type ◽  
Efficacy Belief ◽  
Transition Outcomes ◽  
Work Role Transition ◽  
The Individual

Purpose – The purpose of this paper is to address the following questions: what factors affect work role transition outcomes of Filipino employees in Singapore? What is the influence of type of expatriation on work role transition outcomes? Two outcomes of interest are work adjustment and job satisfaction. Design/methodology/approach – An e-mail containing the link to a web-based structured questionnaire was sent to Filipinos working in local and multinational organizations in Singapore, who were also encouraged to forward the link to other Filipinos working in Singapore. The number of respondents totals 106. We used regression analysis to address the research question. Findings – Work adjustment and job satisfaction do not share common factors, indicating differences in their dynamics. Work adjustment is singly explained by the individual factor: the self-efficacy beliefs of the global employees. It is not influenced by the content and context of work but by the disposition of the individual alone. On the other hand, job satisfaction is explained by job factors (role discretion and role conflict) and organizational or job context factors (supervisory support and perceived organizational support). It is not explained by self-efficacy belief. Both work role adjustment and job satisfaction are not influenced by whether or not the global employee is company assigned or self-initiated. Research limitations/implications – Given the nonprobabilistic sampling employed, results of the study, in a strict sense, apply only to the individuals who participated in the survey. In addition, cross-sectional nature of the study also limits inference on causality. Practical implications – The null results of gender, marital status, and age imply that these are not good indicators of success and are not a good basis for selection. However, one important dimension to consider in recruitment is self-efficacy belief. Managers also need to nurture self-efficacy of existing employees by enabling them to experience success and for the managers to consciously develop and maintain high self-efficacy belief themselves to serve as role model of employees. Moreover, organizations can enhance and manage job satisfaction by providing support from both the supervisor and the organization, and designing jobs that provide role discretion and less role conflict. In addition, the null result of type of expatriation suggests that pre-departure support erodes through time such that companies that send employees to foreign subsidiaries must continue to provide support beyond the pre-departure phase and highlight the role of host country operations in providing job content and context conducive to job satisfaction. Originality/value – This study furthers the understanding of work role transition outcomes of people from Asia and the developing world who work in countries other than their own. It also broadens our perspective of work role transition by looking at two outcomes: work adjustment and job satisfaction. Moreover, this study provides an important contribution to the literature by examining the differences in outcomes of company assigned and self-initiated global employees.

Differences in symbolic self-completion and self-retention across role-identity cultivation stages

2017 ◽  
Vol 51 (11/12) ◽  
pp. 1876-1895 ◽  
Author(s):  
Robert E. Kleine ◽  
Susan Schultz Kleine ◽  
Douglas R. Ewing
Keyword(s):  
College Student ◽  
Design Methodology ◽  
Role Identity ◽  
Current Evidence ◽  
Student Identity ◽  
Market Segments ◽  
Content Type ◽  
Role Identities ◽  
Identity Transitions ◽  
Practical Implications

Purpose This paper aims to provide evidence that theory-based effects of role-identity cultivation stages on self-symbolizing consumption activities do exist. Design/methodology/approach Specific focus is placed upon differing motives between rookie versus veteran role-identity actors and how these differences lead to symbolic self-completion and self-retention behaviors. Effects of these motives are examined in the context of college student identity transitions. Findings Evidence is found for a pattern, whereby role-identity rookies with fewer role-identity-related possessions are more likely to self-symbolize the role-identity outwardly than veteran consumers having more role-identity-related resources, such as possessions. Self-retention via possessions is also more evident with rookies making the transition from one role-identity to the next, replacement role-identity. Findings are replicated for both readily available and favorite possessions related to a role-identity. Research limitations/implications Future role-identity research in marketing may miss unique and important insights without accounting for role-identity cultivation stage. Practical implications Current evidence highlights the importance of identity cultivation stage, symbolic self-completion and self-retention as factors to consider in understanding market segments associated with respective role-identities. Originality/value Extant research does not yet account for how consumption activities serving both symbolic and functional purposes support role-identity transitions. This inquiry is directed at contributing to this need.

Corporate heritage tourism brand attractiveness and national identity

2016 ◽  
Vol 25 (3) ◽  
pp. 223-238 ◽  
Author(s):  
John M.T. Balmer ◽  
Weifeng Chen
Keyword(s):  
National Identity ◽  
Heritage Tourism ◽  
Role Identity ◽  
Content Type ◽  
Role Identities ◽  
Republic Of China ◽  
Ethnic Chinese ◽  
Corporate Heritage ◽  
Corporate Heritage Brands ◽  
Brand Attractiveness

Purpose This paper aims to examine the attractiveness of the Tong Ren Tang (TRT) as a Chinese corporate heritage tourism brand and consider the significance of TRT for Chinese national identity. The study considers the saliency of Balmer’s augmented role identity notion vis-à-vis corporate heritage institutions/corporate brands. Insights are made from and for corporate heritage, heritage tourism and national identity literature. Design/methodology/approach A conceptual model comprising five hypotheses was developed and this informed a survey-based questionnaire administered to domestic tourists/customers visiting Tong Ren Tang’s flagship shop in Beijing. Findings The attractiveness to domestic Chinese tourists/customers of the TRT corporate heritage tourism brand was found to be attributable to its multiple role identities: national, corporate, temporal, familial and imperial. As such, this study lends credence to Balmer’s augmented role identity notion. Chinese domestic tourists/customers – as members of an ethnic Chinese community – in visiting TRT not only consume an extant corporate heritage by tangible and intangible means but can also be seen to express, and reaffirm, their sense of Chinese national identity. Practical implications For TRT’s managers, there should be an appreciation that the attractiveness of TRT as a corporate heritage tourism brand rests not only on what it sells but also in what it symbolises in national and cultural terms. This finding is applicable to the managers of many other corporate heritage/corporate heritage tourism brands. Social implications Adopting a primordial perspective, the TRT pharmacy was found to be of singular significance to China’s national identity. Traditional Chinese Medicine, Confucian and Daoist religious/philosophical and China’s erstwhile Imperial polity are significant and enduring precepts of Chinese national identity. As such the TRT flagship shop/brand is of singular importance, as China has eviscerated much of its cultural heritage – particularly in relation to its corporate heritage brands. Originality/value This is the first empirical study to focus on corporate heritage tourism brands and one of the first studies to examine a Chinese corporate heritage/corporate heritage tourism brand. Also significant in focussing on the TRT corporate heritage brand. Established in 1669, TRT’s history spans five centuries: a corporate provenance which is exceptional within the People’s Republic of China. The study links the corporate brand notion with the nascent corporate heritage brand domain and the established area of heritage tourism.

scholarly journals Corporate heritage brands, augmented role identity and customer satisfaction

2017 ◽  
Vol 51 (9/10) ◽  
pp. 1510-1521 ◽  
Author(s):  
John M.T. Balmer ◽  
Weifeng Chen
Keyword(s):  
Customer Satisfaction ◽  
Practical Implication ◽  
Role Identity ◽  
Corporate Brand ◽  
Case Study Methodology ◽  
Corporate Marketing ◽  
Content Type ◽  
Role Identities ◽  
Corporate Heritage ◽  
Corporate Heritage Brands

Purpose The study aims to explore customer satisfaction towards the celebrated Tong Ren Tang (TRT) Chinese corporate heritage brand (established in 1669). This paper examines the multiple role identities of the corporate brand and, in particular, the enduring imperial identity (role identity) of the corporate brand. The study examines whether the corporate heritage brand’s imperial associations are still meaningful. Design/methodology/approach A indicative, survey-based case study methodology undertaken with Chinese customers informs this research. Findings TRT’s corporate heritage brand identity and, moreover, its imperial role identity were salient in terms of customer satisfaction. TRT’s augmented imperial role identity not only was highly salient but also, moreover, meaningfully enhanced the organisation’s corporate reputation in terms of customer satisfaction. Research limitations/implication This study lends further support for the utility of the notion of corporate heritage/corporate heritage brands and in particular the saliency of the theoretical notion of augmented role identity within the corporate heritage marketing field. Practical implication Corporate heritage brand managers should be appraised of which corporate role identities are meaningful for customers. At a practical level, senior corporate marketing managers of corporate heritage organisations should accorded importance to the additional P of Provenance apropos the corporate marketing mix. Social implication At a time, when China is reappraising its relationship with its past – including its imperial past (of which much has been destroyed) – this paper’s focus on TRT’s unsurpassed augmented role identity is pertinent and propitious. Seemingly, this corporate heritage brand’s imperial association provides a living and tangible link with China’s long and momentous imperial provenance and erstwhile imperial polity. In short, the corporate heritage brand is part of China’s patrimony and enjoys a unique place in this regard. Originality/value This paper is one of the first empirical studies examining a Chinese corporate heritage brand entity. The study marks new ground in examining customer satisfaction from the theoretical perspectives of corporate heritage brand and augmented role identity. It is believed that this is the first study to consider corporate heritage in the pharmaceutical sector and marks new ground in considering the saliency of China’s imperial legacy on an extant, highly successful and high profile-Chinese corporate heritage brand.

Reducing food waste behavior among hospitality employees through communication: dual mediation paths

2020 ◽  
Vol 32 (5) ◽  
pp. 1881-1904
Author(s):  
Tuan Trong Luu
Keyword(s):  
Food Waste ◽  
Role Identity ◽  
Waste Reduction ◽  
Frontline Employees ◽  
Waste Prevention ◽  
Content Type ◽  
Work Related ◽  
Quality Of Food ◽  
The Impact

Purpose Food waste behavior in the workplace or work-related gatherings has been less researched compared to that in household context. This study aims to bridge this gap through unfolding how and when quality of food waste prevention communication mitigates food waste behavior among frontline employees in the hospitality workplace. Design/methodology/approach Participants in this research comprised employees from four- and five-star hotels operating in Vietnam. Findings The results lent credence to the dual mediation channels of moral attitudes toward food wasting and meaningfulness of food waste reduction for the impact of quality of food waste prevention communication on employees’ food waste reduction intention and their reduced food waste behavior. The contingency role of employees’ green role identity was marginally confirmed for the nexus between employees’ food waste reduction intention and their food waste behavior. Originality/value This inquiry advances the understanding of mechanisms underlying work-related food waste behavior among hospitality employees.

How do career satisfaction and life satisfaction associate?

2018 ◽  
Vol 33 (2) ◽  
pp. 142-160 ◽  
Author(s):  
Tamara Hagmaier ◽  
Andrea E. Abele ◽  
Kyra Goebel
Keyword(s):  
Life Satisfaction ◽  
Longitudinal Studies ◽  
Career Satisfaction ◽  
Reverse Direction ◽  
Top Down ◽  
Related Factors ◽  
Bottom Up ◽  
Content Type ◽  
Work Related ◽  
Work Domain

Purpose Life satisfaction is an ultimate goal in human existence, and it is also an important factor in the work domain. It may both trigger work-related outcomes and be influenced by work-related factors. The authors are here concerned with career satisfaction and its association with life satisfaction. From a bottom-up perspective, career satisfaction should enhance life satisfaction; from a top-down perspective, the influence should work in the reverse direction; and from an interactionist perspective reciprocal influences are conceivable. The paper aims to discuss these issues. Design/methodology/approach The authors tested these perspectives in two longitudinal studies with three points of measurement each. Study 1 (n=517) covered a period of five years and Study 2 an eight-week period (n=99). The authors analyzed the data by means of latent growth curve modeling and cross-lagged analysis. Findings Both studies revealed that life satisfaction and career satisfaction are positively associated both within and across time. The directional association between both constructs is well-represented by a top-down model; further, by a reciprocal influence model. The bottom-up model received least support. Study 2 additionally showed that work centrality is a moderator. Research limitations/implications The authors discuss these findings with respect to both the relevance of life satisfaction in the work domain and the relationship between global and domain-specific life satisfaction. Originality/value The present research is the first one that investigates the association between career satisfaction and life satisfaction using two longitudinal studies.

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.

scholarly journals Understanding employee turnover in humanitarian organizations

2016 ◽  
Vol 48 (4) ◽  
pp. 208-214 ◽  
Author(s):  
Rameshwar Dubey ◽  
Angappa Gunasekaran ◽  
Nezih Altay ◽  
Stephen J Childe ◽  
Thanos Papadopoulos
Keyword(s):  
Employee Turnover ◽  
Factor Loading ◽  
Personal Factors ◽  
Related Factors ◽  
Content Type ◽  
Factors Affecting ◽  
Work Related ◽  
Humanitarian Organizations ◽  
Using Data ◽  
High Level

Purpose – At a time when the number and seriousness of disasters seems to be increasing, humanitarian organizations find that besides their challenging work they are faced with problems caused by a high level of turnover of staff. The paper aims to discuss these issues. Design/methodology/approach – Based on the 24 variables leading to employee turnover identified by Cotton and Tuttle (1986) the authors analyse the work-related, external and personal factors affecting employee turnover in humanitarian organizations, using a survey of members of the Indian National Institute of Disaster Management. Findings – Results indicated that the three factors are present. Of the external factors, only employment perception had a factor loading over 0.7; of the work-related factors, all were significant; of the personal factors, biographical information, marital status, number of dependants, aptitude and ability and intelligence had the highest loadings. It was also shown that behavioural intentions and net expectation were not significant. Originality/value – Only a few studies reported on employee turnover and its reasons are not well understood in the context of humanitarian organizations. To address this need, the aim of this paper is to explore the personal reasons impacting employee turnover in humanitarian organizations. In the study the authors have adopted 24 variables used in Cotton and Tuttle (1986) and classified into constructs to explain turnover, and further tested the model using data gathered from humanitarian organizations.

School leadership, teacher’s psychological empowerment and work-related outcomes

2019 ◽  
Vol 33 (7) ◽  
pp. 1501-1514
Author(s):  
Kersti Kõiv ◽  
Kadi Liik ◽  
Mati Heidmets
Keyword(s):  
Job Satisfaction ◽  
School Leadership ◽  
Leadership Style ◽  
Indirect Effect ◽  
School Principals ◽  
Psychological Empowerment ◽  
Content Type ◽  
Work Related ◽  
Perceived Leadership ◽  
The Relationship

Purpose The purpose of this paper is to examine the mediating effect of teacher’s psychological empowerment between school leadership style and teachers’ work-related outcomes. Design/methodology/approach A total of 711 teachers from 31 Estonian schools were surveyed with a questionnaire measuring four dimensions of psychological empowerment (competence, meaning, self-determination and impact), school leadership characteristics (leadership style, leader’s empowering behavior and trust in leader) and teacher’s work-related outcomes (job satisfaction and workplace attachment). AMOS path analysis was used to investigate the direct and indirect relations between the teachers’ perceptions of school leadership, their psychological empowerment and their workplace attachment and job satisfaction. Findings This study found that psychological empowerment (subscales meaning and impact) mediates the relationship between perceived leadership empowerment behavior and teachers’ work-related outcomes. Also, the psychological empowerment (meaning and impact) mediates the relationship between perceived leadership style and teachers’ work-related outcomes. Trust in the principal has direct and indirect effect (through psychological empowerment) on job satisfaction, whereas there only seems to be indirect effect on workplace attachment through two components of psychological empowerment. Practical implications The mediating role of psychological empowerment includes an important message for school principals – in order to empower employees it is not sufficient to merely delegate formal power and decision-making rights. To facilitate the development of psychological empowerment, it is important to provide employees with an opportunity to experience agency, to experience that their voice and opinions are taken into account (perceived impact) and the purpose and targets of the whole organization are discussed with the employees and formulated in collaboration with them (perceived meaning). Originality/value Psychological empowerment as a mediating variable has not been widely researched, especially in school environment. The results will provide important signals for school principals, where and how to find leverage to improve teachers’ job satisfaction and workplace attachment.

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