Mark J. Martinko and Scott C. Douglas
The high failure rate for expatriate leaders is well documented. One major cause of these failures has been identified as the incongruencies in the perceptions of expatriate…
Abstract
The high failure rate for expatriate leaders is well documented. One major cause of these failures has been identified as the incongruencies in the perceptions of expatriate leaders and the host members that they manage. This article describes theory and research which suggests that a potential explanation for at least some of these perceptual incongruencies is that they are a result of culturally‐based attributional biases interacting with self‐serving and actor‐observer attributional biases. Although not all of the interactions of these biases result in incongruent perceptions, some interactions appear to be particularly prone to result in incongruent perceptions such as when leaders from highly individualistic and low context cultures interact with members from highly collectivistic and high context cultures. Suggestions for research and interventions designed to reduce incongruent attributions between leaders and members are discussed.
Michael J. Gundlach, Mark J. Martinko and Scott C. Douglas
Self‐efficacy has been described as a malleable quality based on individual perceptions of ability in given situations and has repetitively been linked to performance gains and…
Abstract
Self‐efficacy has been described as a malleable quality based on individual perceptions of ability in given situations and has repetitively been linked to performance gains and other positive organizational outcomes. Less research has addressed the processes that shape individual efficacy levels. This article explores the role of emotional intelligence and causal reasoning patterns in the development of self‐efficacy beliefs. A research model is forwarded along with associated propositions. Lastly, the implications, limitations, and future research directions of this research are discussed.
Scott Douglas and Tom Overmans
The principles of public value management (PVM) have greatly inspired public management practitioners and scholars, but the application of these ideas to the everyday practice and…
Abstract
Purpose
The principles of public value management (PVM) have greatly inspired public management practitioners and scholars, but the application of these ideas to the everyday practice and research of government has proven to be more difficult. This article formulates propositions for how the principles of PVM could affect one of the core processes of government: budgeting. These propositions can inspire practitioners and be tested by future researchers.
Design/methodology/approach
The article identifies the core principles of PVM and applies these to the budgeting functions of the allocation, management and accountability of public money. This exploration leads to a first conceptualization of “public value budgeting” and generates 12 propositions about how budgeting will change and remain unaltered under the influence of PVM.
Findings
The central argument is that “public value budgeting” could promote more coordination and integration between public funds and community resources, more involvement of societal stakeholders in the budgetary process and more continuous tweaks and changes to the budget. At the same time, legislative vetoes, financial controls and debates about the best use of public money will remain an important feature of public budgeting.
Originality/value
The article forwards the first conceptualization of public value budgeting, connects the literatures on public value and public budgeting, and offers both a practical application of PVM to public budgeting as well as a concrete agenda for future research.
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Deondra S. Conner and Scott C. Douglas
This paper offers a model that illustrates the relationship between organizational structure, work stress and perceived strain based on the concept of bureaucratic orientation.
Abstract
Purpose
This paper offers a model that illustrates the relationship between organizational structure, work stress and perceived strain based on the concept of bureaucratic orientation.
Design/methodology/approach
After a brief review of the stress and structure literatures, a number of propositions are developed concerning organizationally‐induced stressors that are fostered by mechanistic or organic structures. Next, a model is presented illustrating the impact of members' bureaucratic orientation on the organizationally induced stressor‐strain relationship.
Findings
It is argued that highly‐mechanized structures manifest different stressors for employees from highly organic structures. The model also demonstrates how organizationally‐induced stressors such as role conflict and ambiguity mediate the relation between structure and strain. However, the extent to which these stressors result in perceived strain is also dependent on employees' predisposition toward dominance, autonomy, achievement, ambiguity and control. Based on the model and propositions presented, conclusions and suggestions for future research are provided.
Practical implications
Noted implications include more flexible workplace rules for female executives to eliminate stress associated with work‐family conflict as well as improved effectiveness of social support and person‐organization fit based on individual bureaucratic orientation.
Originality/value
This paper uniquely advocates consideration of employee bureaucratic orientation and organizational structure in relation to person‐organization fit and work stress. The propositions offered are of value to practitioners and researchers due to their implications for fostering person‐organization fit and reducing work stress.
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Paul Harvey, Mark J. Martinko and Scott C. Douglas
The purpose of this article is to develop a conceptual model predicting the influence of biased causal explanations for subordinate behaviors and outcomes on a leader's…
Abstract
Purpose
The purpose of this article is to develop a conceptual model predicting the influence of biased causal explanations for subordinate behaviors and outcomes on a leader's functionality and the quality of leader‐member relationships.
Design/methodology/approach
Attribution theory is used to analyze the effect of leader perceptions and emotions on the functionality of leader‐member relationships. It is predicted that the negative emotions and expectancies stemming from biased leader attributions will promote dysfunctional leader behaviors. These dysfunctional behaviors, in turn, are believed to reduce the quality of leader‐member relationships.
Research limitations/implications
Although much of the proposed model is based on empirical evidence, it is acknowledged that some key relationships have not been tested directly in past research. It is suggested that future research can seek to validate these aspects of the model. It is also suggested that future research explore the role of subordinate, as well as leader, attributions in dysfunctional relationships.
Practical implications
Several implications of the model for promoting functional leadership in organizations are described. The importance of leaders being aware of their attributional biases is indicated and information provided on how to assess one's attribution style. Also discussed are implications for reducing situational ambiguity and increasing causal feedback in the workplace.
Originality/value
This paper builds on past attribution theory research to address a shortage of research on the cognitive, interpersonal aspects of functional and dysfunctional leadership.
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Alexandra L. Ferrentino, Meghan L. Maliga, Richard A. Bernardi and Susan M. Bosco
This research provides accounting-ethics authors and administrators with a benchmark for accounting-ethics research. While Bernardi and Bean (2010) considered publications in…
Abstract
This research provides accounting-ethics authors and administrators with a benchmark for accounting-ethics research. While Bernardi and Bean (2010) considered publications in business-ethics and accounting’s top-40 journals this study considers research in eight accounting-ethics and public-interest journals, as well as, 34 business-ethics journals. We analyzed the contents of our 42 journals for the 25-year period between 1991 through 2015. This research documents the continued growth (Bernardi & Bean, 2007) of accounting-ethics research in both accounting-ethics and business-ethics journals. We provide data on the top-10 ethics authors in each doctoral year group, the top-50 ethics authors over the most recent 10, 20, and 25 years, and a distribution among ethics scholars for these periods. For the 25-year timeframe, our data indicate that only 665 (274) of the 5,125 accounting PhDs/DBAs (13.0% and 5.4% respectively) in Canada and the United States had authored or co-authored one (more than one) ethics article.
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M. Paola Ometto, Michael Lounsbury and Joel Gehman
How do radical technological fields become naturalized and taken for granted? This is a fundamental question given both the positive and negative hype surrounding the emergence of…
Abstract
How do radical technological fields become naturalized and taken for granted? This is a fundamental question given both the positive and negative hype surrounding the emergence of many new technologies. In this chapter, we study the emergence of the US nanotechnology field, focusing on uncovering the mechanisms by which leaders of the National Nanotechnology Initiative managed hype and its concomitant legitimacy challenges which threatened the commercial viability of nanotechnology. Drawing on the cultural entrepreneurship literature at the interface of strategy and organization theory, we argue that the construction of a naturalizing frame – a frame that focuses attention and practice on mundane, “rationalized” activity – is key to legitimating a novel and uncertain technological field. Leveraging the insights from our case study, we further develop a staged process model of how a naturalizing frame may be constructed, thereby paving the way for a decrease in hype and the institutionalization of new technologies.
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Nishani Harinarain and Theodore C. Haupt
– This paper aims to present the responses of students to various aspects of a cluster of discrete modules delivered using a studio-based learning pedagogy.
Abstract
Purpose
This paper aims to present the responses of students to various aspects of a cluster of discrete modules delivered using a studio-based learning pedagogy.
Design/methodology/approach
A variation of a case study approach was used that included observations and a survey of student opinions on six constructs or themes after a period of eight weeks into the semester about their experience of studio-based learning in a three-module cluster. This paper only reports on the findings of the analysis of the self-administered survey of the views of students.
Findings
The student responses were analysed using SPSS (version 22). It is evident that the distinguishing features of the studio-based learning form of instructional delivery were reflected in their views despite the instructional space being far from ideal. However, given that this was their first experience they were apprehensive about the benefits of the approach to them personally especially in terms of whether their acquired knowledge base was broad enough for them to be confident about their future careers. The mapping of the learning outcomes of the modules against the project phases demonstrated that only the mode of transmission had in fact changed. Students were reticent about taking responsibility for their own learning possibly because they perceived that as being too risky.
Research limitations/implications
The research is limited because the findings are based on a single case and a sample of students who had experienced eight weeks of studio-based learning of a cluster of three discrete modules in a revitalised construction program.
Originality/value
The findings of this study have implications for the way construction programs are delivered at institutions of higher education.
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This book is a policy proposal aimed at the democratic left. It is concerned with gradual but radical reform of the socio‐economic system. An integrated policy of industrial and…
Abstract
This book is a policy proposal aimed at the democratic left. It is concerned with gradual but radical reform of the socio‐economic system. An integrated policy of industrial and economic democracy, which centres around the establishment of a new sector of employee‐controlled enterprises, is presented. The proposal would retain the mix‐ed economy, but transform it into a much better “mixture”, with increased employee‐power in all sectors. While there is much of enduring value in our liberal western way of life, gross inequalities of wealth and power persist in our society.