Stephanie Lynn Craig, Sean J. Smith and Bruce B. Frey
This paper examines instructional coaching as a means to support teachers at all levels in primary and secondary schools in implementing new and innovative practices using the…
Abstract
Purpose
This paper examines instructional coaching as a means to support teachers at all levels in primary and secondary schools in implementing new and innovative practices using the Universal Design for Learning (UDL) framework as a design guide.
Design/methodology/approach
This mixed-methods study compared the impact of an instructional coaching intervention around the implementation of the UDL framework on educators versus the UDL implementation efforts of educators who did not receive the coaching intervention. Coached participants shared their experiences with the coaching cycle. These qualitative data were collected through teacher interviews, self-assessments, and observations. The data assisted in the interpretation of the quantitative findings from a quasi-experimental pre-test–post-test comparison group design.
Findings
The results of this study revealed positive outcomes for teachers in knowledge and application of UDL, although not at statistically significant levels. The qualitative data collected supported the positive gains and revealed that teachers valued and changed their practices from the use of coaching as they navigated the implementation of UDL in their learning environments.
Research limitations/implications
One limitation to be noted includes the district site that participated in this study had used the UDL framework for several years and maintained high expectations for teachers to increase their UDL-aligned practices each year. Therefore, all teachers who participated in this study were under the same district evaluative expectations to participate in professional development at some level to increase proficiency with UDL implementation, whereas a district in the beginning stages of UDL implementation might serve as a better gauge of growth. Additionally, the control participants were self-identified and not randomly assigned.
Originality/value
This study is one of the first conducted that investigates the effect of instructional coaching on teachers' increased understanding and implementation of the UDL framework. This study examines instructional coaching as a stand-alone professional development in supporting teachers' use of UDL in design-inclusive classrooms. Written into US law, the UDL framework is a scientifically valid framework that supports teachers with the design of flexible and accessible classrooms for an increasingly diverse population of students.
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This paper aims to test the impact of public service motivation (PSM) and love of money (LOM) on innovative work behavior (IWB) and the moderating role of love of money on the…
Abstract
Purpose
This paper aims to test the impact of public service motivation (PSM) and love of money (LOM) on innovative work behavior (IWB) and the moderating role of love of money on the relationship between PSM IWB in the public-sector environment.
Design/methodology/approach
A total of 400 sets of questionnaires were distributed to camat (district heads) and lurah (sub-district heads), civil servants in Yogyakarta municipality, Indonesia. The final sample selected for analysis was comprised of 241 paired data responses. Multiple hierarchical regression analysis was used to test the study's hypotheses.
Findings
This study found that PSM does not positively influence IWB, whereas LOM does. This study also confirmed the moderating role of LOM in the relationship between PSM and IWB.
Research limitations/implications
First, the sample size is limited to civil servants working at districts (kecamatan) and sub-districts (kelurahan) in Yogyakarta municipality. Such a limited amount of sample may have an impact on the findings. Second, causal inferences are difficult to achieve as this study employed cross-sectional data. Longitudinal studies should, thus, be considered for future studies. Third, most respondents are 46–50 years old.
Practical implications
Leaders in public organizations should consider the living conditions of their civil servants when drafting policies to encourage innovative behavior. Theoretically, intrinsic motivation is the dominant factor that encourages people to behave innovatively. This theory, however, may not be viable when applied in a condition where civil servants face a difficult life as a result of their relatively low level of salary. Under such conditions, monetary reward policy can subsequently be an alternative to encourage them to behave innovatively.
Social implications
Leaders should carefully pay attention to this policy and follow what Tang and Ciu (2003) and Frey and Jegen (2001) suggest. As an LOM attitude can lead to improper behaviors (Tang and Ciu, 2003), monetary rewards should be used as a support rather than as a control in reference to the civil servants. Moreover, leaders should consistently maintain the sustainability of their monetary policy to improve IWB. This is because they have changed their focus to monetary rewards rather than intrinsic motivation. When this policy is terminated, it may impact the diminishing IWB.
Originality/value
Scholars and practitioners agree that IWB can help public-sector organizations improve performance. While most existing research has been conducted in the context of the private sector, this study investigates IWB in the context of public sector organizations. Previous studies have also indicated that the battle between two approaches, utilitarianism and romanticism, continues. Therefore, this study is designed to enrich the debate about this struggle between the two approaches in order to uncover ideas that help explain IWB in a developing country.
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Kristie M. Young, William W. Stammerjohan, Rebecca J. Bennett and Andrea R. Drake
Psychological contracts represent unofficial or informal expectations that an individual holds, most commonly applied to an employer–employee relationship. Understanding…
Abstract
Psychological contracts represent unofficial or informal expectations that an individual holds, most commonly applied to an employer–employee relationship. Understanding psychological contracts helps explain the consequences of unmet expectations, including increased budgetary slack and reduced audit quality. This chapter reviews and synthesizes accounting behavioral research that discusses psychological contracts and that was published in academic and practitioner journals in the areas of financial accounting, management accounting, auditing, taxes, non-profit organizations, accounting education, and the accounting profession itself. Despite the prevalence of psychological contracts in the workplace and the applicability to behavioral research, accounting literature remains limited regarding applications of psychological contracts. This chapter aggregates research across all areas of accounting to provide suggestions for use of psychological contracts in future research and thus create a connected research stream.
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This chapter aims to (1) examine the effect of full-time employees’ STARA awareness on innovative work behavioural intentions in US casual dining restaurants; (2) investigate the…
Abstract
This chapter aims to (1) examine the effect of full-time employees’ STARA awareness on innovative work behavioural intentions in US casual dining restaurants; (2) investigate the mediating roles of employees’ challenge–hindrance appraisals of STARA awareness on the relationship between their STARA awareness and innovative work behavioural intentions; (3) compare the group differences between management employees and non-management employees; and (4) provide recommendations for the casual dining restaurants.
This chapter employed an online survey to collect data from 609 full-time employees in US casual dining restaurants, including 306 management employees and 303 non-management employees. Partial least squares–structural equation modelling was applied for data analysis. The results reveal that the high levels of employees’ STARA awareness raise innovative work behavioural intentions through the mediations of challenge appraisal of STARA awareness.
The proposed conceptual framework and empirical findings in this chapter enrich the literature of cognitive appraisal theory, transactional model and stress, two-dimensional stressor framework, and person-environment fit theory. Employees’ challenge appraisal of STARA awareness makes the job insecurity stressor to drive innovative work behavioural intentions. As STARA adoption deepens in casual dining restaurants, managers need to be aware of full-time employees’ stress and psychological responses towards STARA adoption. Restaurants are suggested to provide employees with adequate resources and support to help employees’ professional competency growth. The capable employees will appraise the job insecurity stressor induced by STARA adoption as an opportunity and be motivated to perform innovatively in the workplace. The casual dining restaurants may enjoy a competitive advantage in the market through value-added innovative activities.
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Lixuan Zhang, Eric Smith and Andrea Gouldman
This study examines the impacts of three individual values on the willingness to pay and perceived fairness of use tax on Internet purchases. Analysis of survey data collected…
Abstract
This study examines the impacts of three individual values on the willingness to pay and perceived fairness of use tax on Internet purchases. Analysis of survey data collected from 114 taxpayers reveals that while a strong sense of national identity is significantly correlated with fairness perceptions of use tax, it is not significantly related to perception of willingness to pay use tax. Our findings suggest that taxpayers with a high level of religiosity are more willing to pay use tax, although they do not perceive the use tax to be fair.
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Mirjam van Praag and Arvid Raknerud
Empirical studies show low pecuniary returns as a result of switching from wage employment to entrepreneurship. We reconsider the pecuniary gains attributable to this switching by…
Abstract
Empirical studies show low pecuniary returns as a result of switching from wage employment to entrepreneurship. We reconsider the pecuniary gains attributable to this switching by using an event study design and a variety of identifying assumptions aimed at obtaining robust estimates of causal effects. An earnings equation is estimated on data covering the whole Norwegian population of individuals matched to the entire population of firms established in the period 2002–2013. We find unambiguous evidence that the average returns to entrepreneurship are negative for individuals entering entrepreneurship through self-employment and positive, but modest for incorporated startups. The positive returns to incorporated entrepreneurship comes at the cost of much higher income risk: incorporated entrepreneurs experience an increase in the standard deviation of log earnings growth of almost 75% compared to remaining in wage employment. While there is a huge gender gap in entrepreneurship rates, we find no significant difference between men and women in the average returns to entrepreneurship.
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Management literature often neglects the business model developed by a monastic institution, as it does not fit the usual categorizations of an enterprise. Nevertheless, monastic…
Abstract
Purpose
Management literature often neglects the business model developed by a monastic institution, as it does not fit the usual categorizations of an enterprise. Nevertheless, monastic institutions founded on Benedictine principles have proven to be economically viable and sustainable over centuries. This paper aims to examine, with the adoption of a single case study, the components of a Benedictine business model, their interrelationship and the role of sustainability.
Design/methodology/approach
This case study combines in-depth data collection from multiple sources such as field research, archival documents and publicly available information to examine the dynamic business operations of a Benedictine abbey.
Findings
The analysis suggests that the Rule of St Benedict and the Benedictine values, and a commitment to them, are important for the success of the Benedictine abbey concept and that the business model is both place-based and sustainable.
Research limitations/implications
A single case study has its limitations compared to the use of multiple examples. Business model concepts are not simply applicable to a monastic institution and vice versa; the Benedictine model is not easily transferable to conventional enterprises.
Practical implications
Generalizations from a single case study are limited; nevertheless this paper offers practical implications through the study of a monastic institution, showing place-based and sustainable business practices from which management scholars can make assumptions.
Originality/value
This paper describes and analyses the inception, development and stabilization of a sustainable place-based business model of a Benedictine abbey according to three stages over a period of 35 years while evaluating the sustainable business model from its inception.