The Dual Impact of Consumers’ Role Conflict on Value Creation

A study was conducted to determine whether prior research had accurately conceptualised community correctional officers' experience of role conflict on the basis of officers' role preferences. It was hypothesised that officers who were welfare workers or punitive officers would experience inter-role conflict while those who attempted to combine the welfare and punitive roles (protective agents) would experience intra-role conflict and role ambiguity. Furthermore, an exploration of how inter-role conflict, intra-role conflict, role ambiguity, and officers' role preferences were related to occupational burnout was conducted. It was found in this study that officers' preferences for the role of welfare worker, protective agent, or punitive officer were not related to the level of inter-role conflict, intra-role conflict, or role ambiguity experienced by officers. Officers' role preferences were not related to burnout. Inter-role conflict and intra-role conflict were associated with emotional exhaustion. These findings call into question the whole tradition in the community corrections literature of inferring role conflict from officers' role preferences and necessitate that the whole issue of whether officers experience role conflict be revisited by employing direct measures of role conflict.

The academic department head or department chair in a university serves an important and complex role as an academic leader and middle manager. This study examined the role of the academic department head at one public university in the southeastern United States using a framework based on location, behavior, and expectations associated with the position. An electronic survey that included closed and open-ended items and assessed sender conflict, inter-role conflict, intra-role conflict, and workload was sent to 27 current and recent department heads. Results are based on 22 department heads who completed the electronic survey. The results indicated that department heads experienced sender conflict, inter-role conflict, and intra-role conflict. Additionally, they reported that the workload associated with the department head role was more than other academic positions that they held. Recommendations based on the results include the use of a support system to address issues such as work-life balance and mental health as well as policy revisions that create a more accurate alignment of assigned workload allocation (e.g., administration, teaching, and research and service) to actual allocation.

This study investigated areas of interrole and intrarole conflict reported by 79 lesbian working women and factors influencing the types of coping strategies these women used. The three coping strategies identified by Hall (1972) were used to code responses to a questionnaire sent to women on the mailing list of a local lesbian newsletter. The most frequently reported interrole conflicts were between the work and lover roles, and the most frequently reported intrarole conflicts involved the work and daughter roles. Subjects viewed being lesbian as contributing little to their interrole conflicts and, as hypothesized, used predominantly role restructuring strategies (Types I and II) to deal with the conflicts. Also, as hypothesized, higher self-esteem was reported by individuals using restructuring strategies than by those using reactant strategies (Type III). In contrast, subjects viewed being lesbian as highly related to their intrarole conflicts, and, contrary to predictions, used reactive strategies almost as frequently as role restructuring strategies. Moreover, self-esteem did not differ among subjects using the three strategy types. The unexpected findings for intrarole conflict are discussed in terms of the potential benefits of reactant-avoidant strategies in work situations.

Perceptions of role conflict between obstetric nurses and nurse-midwives

To know the factors of role conflict among livestock extension professionals in Andhra Pradesh, India. Study was conducted following ex-post facto research design. Data were collected from 180 respondents through survey questionnaires. The data were subjected to multiple regression and path analyses to know the factors of role conflict. Respondents were experiencing four types of role conflicts, viz., intra-role conflict, intra-sender conflict, inter-role conflict, and conflicting expectations. The 16 independent variables put together explained 59% variation in role conflict. Most of the variation was found to be governed by job experience, physical facilities, trainings undergone, participativeness, work motivation and persistence disposition. Persistence disposition, job satisfaction and work motivation were the channels for indirect effects of other variables on role conflict. If higher levels of role conflict and factors influencing role conflict are not properly coped, it affects the performance in a dysfunctional style. Therefore, an orientation program to newly recruited veterinarians on role conflict and its coping strategies is recommended. The other related implications for animal husbandry department are also discussed. With the knowledge on factors of role conflict, performance of the staff can be improved by addressing the related factors. Therefore, this investigation has a personal, social as well as organizational significance to animal husbandry departments in India.

The number of female workers in the current era of globalization who participate in the world of work, it can lead to work stress with the demands of various roles and conflicts that might occur in the work environment. This study aims to determine the influence of organizational climate, role conflict and time management of female workers. The sample in this study were female workers with 212 respondents located in the Cimanggis sub-district of Depok. The sampling technique used in this study is non-probability sampling. The data analysis used in this study is multiple regression analysis at the 0.05 significance level. The results showed that there was a significant influence on organizational climate, role conflict and time management on work stress. The results of the minor hypothesis test indicate that reward, warmth, standards, intra-role conflict, inter-role conflict, goal setting and prioritization and preference for the organization have a significant influence on job involvement.

Academic entrepreneurs (AEs) often face role conflicts, particularly in immature entrepreneurial environments such as China, where competing role expectations create tensions. This study delves into the role conflicts and coping strategies of AEs at a Chinese university. Responding to the literature’s call for a symbolic-interactionist perspective on role theory, the study draws insights from interviews with both AEs and key university stakeholders, highlighting the importance of social interactions in shaping role expectations. The findings reveal that AEs experience both inter-role conflicts (tensions among their roles as researchers, educators, and entrepreneurs) and inter-sender conflicts (arising from disparate expectations of university stakeholders). While AEs employ diverse strategies to manage these conflicts, some approaches may inadvertently exacerbate tensions, fostering distrust within the university community. The study underscores the need for effective strategies to nurture a healthier academic entrepreneurship ecosystem. It makes theoretical contributions as one of the first to examine the interaction between inter-role and inter-sender conflicts in the context of academic entrepreneurship within an immature entrepreneurial environment. Practical suggestions are also provided at individual, institutional, and policy levels. These findings enhance understanding of the unique spatial context of academic entrepreneurship and inform better practices for managing the university faculty engaged in entrepreneurial activities.

This study investigates the relationship between the anticipated digitalization of the finance and control function and management accountants' (MAs') role conflict and ambiguity. Drawing on role theory, we argue that digitalization is associated with increases in MAs' role conflict and ambiguity because digitalization leads to adaptations in the established role templates of MAs and also introduces new templates for the digital age. We further argue that digitalization is associated with a stronger (weaker) increase in role conflict and ambiguity the more MAs have a watchdog (business partner) orientation. The reason is that the role templates for the digital age are less coherent and clear for watchdog-oriented MAs than for their business partner counterparts. We test our predictions using survey data from 242 MAs in Dutch for-profit firms. While we do not find that digitalization is associated with MAs’ role conflict and ambiguity per se, it is associated with more (less) role ambiguity and conflict for MAs with a relatively stronger watchdog (business partner) orientation. Digitalization may thus act as a double-edged sword for the management accounting profession. MAs focusing on the watchdog role may struggle in the digital age, while their business partner counterparts are set to benefit from digitalization.

Videogames-as-a-service: How does in-game value co-creation enhance premium gaming co-creation experience for players?

The conventional wisdom in service and organizational frontline research suggests that if a firm treats employees well, its employees will treat customers well. Combining survey data of current frontline employees (FLEs) with experimental data, our research suggests that, in addition to this “trickle-out effect,” there is also a “trickle-in effect,” wherein the exchange quality of the customer–organization interface may inversely influence that of the employee–organization interface. As boundary-spanners, FLEs may feel betrayed when they perceive organizational injustice toward customers by their firms. This effect is mediated by role conflict. This is because organizational injustice toward customers often prevents FLEs from fulfilling their dual role expectations of serving both organizations and external customers. Other times, these policies may be inherently incompatible with FLEs’ own job expectations. Intensified inter- and intrarole conflict could, in turn, lead to FLEs’ feelings of betrayal and contract violation. In addition, we found that the mediating effect of role conflict is simultaneously moderated by both organizational and customer identification. Only when FLEs hold strong identification with both parties are the negative consequences of organizational injustice toward customers carried through role conflict.

Hypotheses about sex differences and inter-social role and intra-work role conflict were tested in a university setting. Results indicate that inter-role conflict is primarily a function of the number of social roles held. There was no number of social roles by sex interaction. Women did perceive greater conflict between work and home maintenance roles than men perceived. Intra-work role conflict is primarily a function of the position of the work role in the organization's structure and the role responsibilities.

PurposeMany companies strengthen their interaction with consumers by establishing online communities and bring convenience to value co-creation with consumers. Some companies use economic and social strategies to stimulate consumer value creation. However, the way to increase the effectiveness of such corporate strategies remains unclear. To address this challenge, this study investigates the impact patterns of economic and social strategies that influence consumers' value co-creation behaviour in firm-hosted online communities (FOCs). Moreover, the effective conditions for the value co-creation of the two strategies are explored.Design/methodology/approachData from an FOC were collected for electronic communications products. A total of 1,305 second-hand data records on value co-creation activities were obtained. Then, an econometric model was built and Stata14.0 software was used for data analysis.FindingsThe effect of economic interaction strategy on the value co-creation in online communities is an inverted U-shaped model, and that of social interaction strategy is relatively stable and is not an inverted U-shaped model. Value creation initiatives introduced by enterprise personnel adopt economic strategies to improve effectiveness. On the contrary, value co-creation activities initiated by consumers use social strategies for the same purpose. Economic strategies are effective for large teams, whereas social strategies may lead to a “free rider” mentality.Research limitations/implicationsThis study finds two important factors affecting the value co-creation in FOCs and their effective boundaries. However, other factors may also affect the online community value co-creation. Future research can further explore the intrinsic mechanisms of these strategies for value co-creation.Practical implicationsThis article mainly discusses the influence of stimulation strategies on the value co-creation in an actual company community and exhibits good practical significance for the value co-creation activity and management in online communities. Firstly, corporate strategy is effective in communities, but this strategy requires proper control. Secondly, the company strategy must consider appropriate application conditions.Originality/valueThis study deepens the understanding of the impact of economic and social strategies on the value co-creation in FOCs and the effective boundaries of these impact patterns.

If work-family role conflict is not managed properly it could have debilitating consequences for educators regarding the quality of their work and family lives. The aims of the current study were twofold, namely, to determine the nature and the extent of role conflict being experienced by primary school educators teaching in three regions of North West, South Africa. To achieve the aims of the study, a literature review and an empirical study were undertaken. The literature review focused primarily on the nature of role conflict (intra- and inter-role conflict), while the empirical study investigated the extent of role conflict (intra- and inter-role conflict) being experienced by 795 primary school educators teaching in three regions of North West. Based on the outcomes of the literature review focusing on the nature of role conflict, a questionnaire was developed and validated to assess the extent of role conflict being experienced by the participants. The findings indicated that, in general, the participants experienced a slight to moderate extent of intra- and inter-role conflict. Some recommendations were made to manage and address the educators’ experiences of intra- and inter-role conflict in the school context.

This study aims to analyze the effect of role conflict on employee performance; spiritual intelligence on role conflict; spiritual intelligence on employee performance; and, role conflict mediated by spiritual intelligence on employee performance. Role conflicts include intrarole conflict, intrasender conflict, interrole conflict, and conflicting expectations and requests and incompatible evaluation standards. 108 ASN employees working in four health centers in XYZ city were selected as samples using a purposive sampling method. The results of the study found that conflict of intrasender and conflicting expectations and requests and incompatible evaluation standards had a significant effect on employee performance; and that spiritual intelligence partially mediates the relationship between conflicting expectations and expectations and incompatible evaluation standards on employee performance. Dominant factor that affect employee performance is conflicting expectations and requests and incompatible evaluation standards, so this factor should be a major concern for research objects in realizing their organizational goals.

China and Central and Eastern European Countries (CEECs) have intensified their cooperation over the past decade or so. Despite some modest progress, this cooperation has performed below the expectations of the CEECs in general, and, even more so, generated negative feedback and implications more widely. This study is motivated by the puzzle over why there are widening discrepancies between the two sides after initially positive expectations. Informed by the role theory of international relations, this paper mainly argues that there is an intrarole conflict between China’s perception of its international leadership role and the corresponding role expectations of China held by the CEECs. This framework is empirically assessed on the 17 + 1 cooperation, through which China strives to forge a leadership role for itself in relation to the CEECs. Amid generally low expectations of China’s leadership role, three general patterns of responses can be identified among the CEECs, including those of dissenters, pragmatists, and persisting partners. Furthermore, China’s leadership demands encountered challenges from other players, particularly the European Union and the United States.