A multilevel, identity-based approach to leadership development

A frontier of leadership development is examined involving the respective roles of levels-of-analysis and identity in constructing an integrated development system. An approach is described in which individual and relational leadership identities are the focus of developmental efforts at lower organizational levels (e.g., individual contributor and first-level supervisor) but collective identities become the focus at higher levels (e.g., general manager and above). The separate areas of levels-of-analysis and leader identities are first discussed in terms of their respective relevance to leadership development. These are then discussed jointly in elaborating on a proposed development approach that integrates across organizational levels as well as levels of development (i.e., leader development and leadership development). In developing collective leadership identities, processes that involve participants in engaging across boundaries (functional, hierarchical, geographical) are recommended.     

Interlocking Lives: Employment Mobility and Family Fixity in Three Gentrifying Neighbourhoods of Montreal

This article explores the relationship between employment mobility, family fixity, and gentrification in the lives of 36 residents in and extended commuters to Montreal's southwest borough. Once described as the birthplace of industry in Canada, the neighbourhoods of Saint-Henri, Little Burgundy and Point Saint-Charles have undergone sweeping changes in recent decades. Inner-city areas are not necessarily where one expects to find mobile workers, but this is changing due to shifting gender roles, the rise of dual-income households and gentrification. Michael Savage's concept of ‘elective belonging’ proved particularly useful in understanding this connection. With its proximity to childcare, schools, stores and workplaces, the central city permits a more equitable division of labour within the household. Our place-based approach to mobile work enables us to capture a wide spectrum of experience, ranging from people with extended daily commutes to those whose work takes them away from home for days, weeks or months at a time. Our interviews reveal a connection between employment mobility and family gentrification, as upwardly mobile families find ways to localize other aspects of their lives. The simultaneity of mobility and immobility are often essential, especially in dual-income households. One parent's mobility often leads to the relative immobility of other family members.     

The Productivity Impact of IT Deployment: An Empirical Evaluation of ATM Introduction

The term 'IT paradox' has been widely used to describe the apparent failure of much economic research to discover significant productivity gains associated with IT investment. In part this has been ascribed to measurement problems associated with both IT inputs and with outputs in IT-intensive industries. The current paper seeks to circumvent these difficulties by taking the ATM as a clearly defined embodied IT application and then using anaugmented production function approach to isolate its productivity effectsacross a sample of UK building societies, over the period of the ATM'sdiffusion. The paper finds no support for the 'IT paradox' and reports large robust and statistically significant productivity gains associated with ATM introduction.     

What do firms do when dividend tax rates change? An examination of alternative payout responses

This paper investigates whether investor-level taxes affect corporate payout policy decisions. We predict and find a surge of special dividends in the final months of 2010 and 2012, immediately before individual-level dividend tax rates were expected to increase. We also find evidence that immediately before the expected tax increases, firms altered the timing of their regular dividend payments by shifting what would normally be January regular dividend payments into the preceding December. To our knowledge this is the first evidence in the literature about changes in the timing of regular dividend payments in response to tax law changes. For both actions (specials and shifting), we find that it was more likely for a firm to respond to individual-level tax rates if insiders owned a relatively large amount of the firm. Overall, our paper provides evidence that managers consider individual-level taxes in making corporate payout decisions.     

Management matters

To evaluate the effect of managerial innovations on the economy, a series of new indicators capturing these advances is constructed. Three findings emerge from the analysis. First, following a positive managerial shock, output and productivity significantly increase and hours modestly rise in the short run. Second, management innovations are generally as important as non-managerial ones in explaining movements in these variables at business cycle frequencies. Finally, product and process innovations help to promote the development of new managerial techniques.     

Students' Perceptions of a Scaffolded Approach to Learning Financial Planning: An Empirical Study

In the aftermath of the global financial crisis (GFC), one understandable area of scrutiny and pressure for reform is the educational background and professionalism of personal financial advisers. This Australian study reports on a three-year investigation into students' perceptions of ‘scaffolded’ instruction in financial planning. The scaffolded approach was used to assist learning in areas that previously had caused difficulty. The results indicate that students perceived the scaffolded tasks to be valuable learning experiences which increased their appreciation of the skills and knowledge required by financial advisers. Although students may bring different frames of reference to their learning, and the positiveness of perceived value of scaffolded instruction may vary between different demographic groupings, scaffolding techniques are shown to provide strong potential to assist university educators and their students in financial planning.     

Diversity in organizations: Where are we now and where are we going?

A great deal of research has focused on workforce diversity. Despite an increasing number of studies, few consistent conclusions have yet to be reached about the antecedents and outcomes of diversity. Likewise, research on different dimensions of diversity (e.g., age, race, gender, sexual orientation, disability, and culture) has mostly evolved independently. Therefore, the purpose of this review is to examine each of these dimensions of diversity to describe common themes across dimensions and to develop an integrative model of diversity.     

Coping with Ambiguity: Reconciling External Legitimacy and Organizational Implementation in Performance Measurement

This article reports the results of a study of the implementation of performance measurement in 74 UK public sector organizations. Performance measurement is often imposed on organizations by external stakeholders and those charged with implementation have to reconcile the demands of competing interests. These interests reflect the complex relations that 'street-level' public organizations engage in. The authors use institutional theory to make sense of how these relations, and the competing demands of performance measurement, are managed.