Rural tourism and gendered nuances

Research findings on rural residents’ attitudes towards tourism are often contradictory, in part due to a lack of data examining the often divergent perspectives of particular subgroups. Regional survey data from the Intermountain Western United States is used to provide an improved understanding of rural tourism attitudes as they are linked to community involvement and changes, while also exploring both intragender and intergender differences. Group differences in levels of community involvement, perceptions of tourism and various other issues are observed. While differences emerge, there is also widespread agreement on the importance of preserving local culture and the opposition to sale of agricultural land for development.     

Career patterns of top management team members in five countries: an optimal matching analysis

This paper introduces optimal matching analysis (OMA) to the field of top management research. With this method, we develop six career patterns of top management team (TMT) members from five countries based on their international experience, organizational tenure and professional experience. The results provide strong support for the significance of these patterns, since each country (Denmark, Germany, Japan, the United Kingdom and the United States) shows one to four predominant career patterns of their managers and the occurrence of these patterns also differs significantly between the fields of activity within the TMT (chairperson, head of a division, primary activities and support activities).     

论军人职业认同的形成

运用理论分析的方法,立足心理学视角,从知、情、意、信、行五个方面论述了军人职业认同形成的心理和实践过程,进一步探讨了军人职业认同形成的心理本质。     

Discretionary technology bootlegging tensions in institutional healthcare work

We explore individuals who take some of their technology use ‘underground’, described as ‘bootlegging’, to enhance healthcare work. We find that healthcare professionals’ informal use of mobile applications in healthcare work sometimes ‘sticks out’ and this produces professional identity tensions: (1) conflict with perceptions of professional behaviour, and (2) defilement of expert judgment. Our analysis, moreover, reveals that identity work (i.e. ‘accepting’ and ‘sensemaking’) provides a coping mechanism to deal with these unresolved professional identity tensions. This paper contributes to a better understanding of the constitutive entanglements and two‐way interactions of discretionary technology bootlegging, professional identity and autonomy in institutional healthcare work.     

Interactive identity work of professionals in management: a hospital case study

ABSTRACT

Hybrid professional managers appear less effective in introducing management into public professional settings than policymakers hope. To date, research has offered little understanding of professionals’ identity transition challenge and the role of social interactions underpinning this process. We studied the identity work of hybrid doctors inside a large public health-care organization, finding that it takes place through processes of familiarizing with management, rationalizing being a hybrid, and legitimizing the new role-identity. We contribute to the literature by showing that identity work is distributed and enabled by social interactions beyond the professional group. Implications for policymakers and executives are discussed.     

Identity work of science-based entrepreneurs in Finland and in Russia

Abstract

This paper investigates the identity work of science-based entrepreneurs in two very different country contexts: Finland and Russia. Building on the literature investigating role identities, we first analyse the identification of individuals with the roles of a scientist and an entrepreneur; and second, how individuals manage the boundary between these two roles. Methodologically, we take a narrative approach, which regards life stories as identity constructions. Our empirical data consist of 23 biographical interviews with science-based entrepreneurs that are inductively analysed. Our findings show that the Russian informants considered being a scientist a salient part of their self-identification, distanced themselves from the role of an entrepreneur, and set discursive boundaries to segment the two roles. For the Finnish informants, identification with the professional roles as a scientist or as an entrepreneur was less salient for the personal identity as they make a clear distinction between ‘what one does’ and ‘who one is’. They also view the two roles as integrated rather than segmented, and have no significant need to justify the border-crossing between them. Our contribution is in demonstrating how science-based entrepreneurs’ identity work is influenced by importance and meanings attached to different work roles, and how these are contextualised.     

Acculturation and Individualism as Predictors of Work‐Family Conflict in a Diverse Workforce

Ethnic and cultural diversity is an increasing reality in the US workplace. The current study highlights the importance of acknowledging the culturally heterogeneous nature of ethnic groups, and the need to focus on social identity characteristics such as cultural values when assessing group differences. We demonstrate that cultural values (i.e., individualism) contribute to employees' experiences of work‐family conflict beyond the effects of ethnicity. Specifically, we introduce a model informed by social identity theory that explains why acculturation is related to work‐family conflict. The model was tested with a sample of 309 employed Caucasian and Hispanic Americans. An empirical test of our model provides evidence that individualism mediates the relationship between language‐ and social‐based acculturation and work‐family conflict, even when controlling for ethnicity. Additionally, alternative models further reveal that the effects of acculturation and individualism contribute to work interfering with family. As an implication of the current study, we suggest that researchers and organizational managers should consider the cultural values of their diverse workforce when implementing policies that affect conflict between work and family. © 2013 Wiley Periodicals, Inc.     

Inclusion climate: A multilevel investigation of its antecedents and consequences

This study investigates the antecedents and consequences of organization‐level inclusion climate. A national sample of human resource decision‐makers from 100 organizations described their firms' formal diversity management programs; 3,229 employees reported their perceptions of, and reactions to, their employers' diversity management. Multilevel analyses demonstrate that identity‐conscious programs (programs that target specific identity groups) generate an inclusion climate. Moreover, the analyses provide evidence of multilevel mediation: In organizations with an inclusion climate, individual employees perceive the organization as fulfilling its diversity management obligations and respond with higher levels of affective commitment. This study represents an important step toward understanding how a shared perception of organizational inclusiveness develops and how inclusion climate facilitates the achievement of diversity management objectives. The findings also shed light on the important role of identity‐conscious programs in promoting organizational commitment within a diverse workforce.     

Talent or Not? Employee Reactions to Talent Identification

In this article, we examine the effect of talent identification on employee attitudes. Building on social exchange theory, we analyze the association between employees' perceptions about whether or not they have been formally identified as “talent” and the following attitudinal outcomes: commitment to increasing performance demands, building skills, and supporting strategic priorities; identification with the unit and the multinational enterprise; and turnover intentions. Our analyses of 769 managers and professionals in nine Nordic multinational corporations reveal a number of differences between employees who perceive that they have been identified as “talent” and those who either perceive that they have not been identified or do not know whether they have been identified. We found only limited differences between the two latter categories.     

The impact of job embeddedness on innovation‐related behaviors

It has often been argued that low turnover leads to less innovation in organizations, not only because fewer job vacancies are available for outsiders with new ideas, but also because longer‐tenured employees might be more resistant to change. In this study, we propose that job embeddedness may actually strengthen employees' motivation to generate, spread, and implement innovative ideas in organizations. In a longitudinal study with a diverse sample, we found that job embeddedness was positively and significantly related to innovation‐related behaviors, even after controlling for demographic variables, the job attitudes, and the job perceptions that are frequently associated with job embeddedness. In addition, we found some support for the proposed moderating effects of career stage; that is, the relationship between job embeddedness and implementing innovative ideas was stronger for individuals in the mid‐ and late stages of their careers than for those in the early stage of their careers. This article concludes with directions for developing future theory. © 2010 Wiley Periodicals, Inc.