Subordinate Perspectives Research Articles

Qur'anic Narratives of Women's Competencies and The Consequences of Islamic Law on Their Involvement in Society

Many people continue to believe that the Islamic Law perspective of women differs from men, which tends to be based on subordinate doctrines. However, in the al-Qur'an, divine revelation proclaims that women also have Competencies which is demonstrated by various forms of narration in the language style of the Qur'an along with their prowess in the public sector based on social reality. This paper discusses the main problem, namely the competence of women in the Qur'an from the perspective of Islamic law and their work in society. This research uses a qualitative research type with the method of text analysis of the verses of the Qur'an with an interpretive science approach, as well as analysis of field data regarding the role of women in various sectors of life from the perspective of Islamic law. Data was collected through a literature study and in-depth interviews with several informants in various regions of Indonesia. The research concluded that women's competence is mentioned in the narration of the Qur’an with uslub and various language styles, showing that women have superiority and toughness according to their nature and identity. They act with the capital of intellectual, emotional, and spiritual intelligence as well as physical and psychological strength. Furthermore, women's involvement in the public sector provides clear evidence of women's abilities relevant to the verses of the Qur’an and refutes subordinate perspectives of them. Islamic law perspective recommends building a perfect mutualism symbiotic, respectful, civilized, and progressive.

Emotion Priming in People with Williams Syndrome.

Emotion categories configure the basic semantic knowledge of the human cognitive structure. Previous studies with people with Williams syndrome (WS) investigated their ability to process basic emotions and the dimensions of emotional valences. However, little is known about the categorization of emotions from the subordinate perspective of lexical words in people with WS. In this study, emotion priming was used as the research paradigm. Three types of emotional valence were used as stimuli: positive, neutral, and negative. Each emotional valence was used as a prime matched to a target in one of these same three types of emotional valence. All participants were asked to judge whether the prime and the target were matched in their emotional valence. People with WS (n = 14, 11M/3F, CA = 10.49, and MA = 6.57) showed priming patterns for emotion valences like those of the typically developing controls. When positive primes were presented, accuracy was higher for positive and negative targets than neutral targets. When neutral primes were presented, accuracy was highest for negative targets. When negative primes were presented, accuracy was the lowest for negative targets. All participants showed high priming accuracy for positive emotions; however, they confused neutral with positive targets. A negative priming effect was observed when negative primes preceded negative targets. Considering previous findings that people with WS show developmental delays in the basic emotions of anger and surprise, this study concludes that people with WS responded least accurately to the classification of emotional valence. The findings regarding the categorization of emotions in people with WS not only advance our understanding of their emotion knowledge and socioemotional cognition but also confirm the superficial enrichment of lexical semantics with weak conceptual change in people with WS. This weakness may result in impaired contextual integration in people with WS.

The influence of differential leadership on employees' deviant innovation behavior: An outsider subordinate perspective.

Given the complex business environment worldwide and rapid development of information technologies, employees' deviant innovation behavior has attracted increasing attention. However, few scholars have explored the internal mechanism of the influence of differential leadership on the deviant innovation behavior of outsider subordinates from a positive perspective. Based on relative deprivation theory and attribution theory, we construct a theoretical model to study the influence of differential leadership in family businesses on the deviant innovation behavior of outsider subordinates, and hypothesis testing is conducted based on 243 questionnaire responses. The result shows that: differential leadership has a positive impact on the deviant innovation behavior of outsider subordinates; relative deprivation plays a mediating role; and internal control personality enhances the moderation effect between relative deprivation and outsider subordinates' deviant innovation behavior. This study provides a reference point for the promotion of the innovation performance both of employees and organizations.

Transitioning Integration: The Case of Regan and the Future of a Paradigm

This article draws on narrative conventions to present a long-term case study involving a person engaged in a relational psychoanalytic treatment for childhood trauma, gender nonconformity, and religious disenfranchisement. Particular efforts are made to recapitulate Lindbeck’s seminal theological insights with regard to the nature and function of ecclesial doctrines, which are subsequently applied as hermeneutical sensibilities toward various integrative themes and processes emerging within this case study. Furthermore, a number of subordinate perspectives deemed to be coherent within Lindbeck’s superordinate conception of postliberal (or narrative) approaches to theology are privileged throughout this article. These postmodern perspectives are differentiated from more conservative and liberal approaches to theology. Afterward a postliberal theological framework is conceptualized as nesting interdisciplinary insights pertinent to this case study from miscellaneous scholars of relational psychoanalysis, gender and sexuality studies, and postmodern philosophies. Special considerations are given to three nested concepts from these scholars: identities as (co-constructed) soft assemblies; selves as braided and porous; and integrated multiplicity as normative. Auxiliary idioms to include queering, centering, witnessing, and prototyping are also applied at different points in this article. Together these idiomatic concepts are believed to supply viable alternatives to many modern conceptions of essentialism and supplement a postliberal approach to this case study. To be sure, it is suggested throughout this article that forms of modernity are conflated with theological approaches and now require attention from those communities who constitute the integrative paradigm. These points are summarized following this case study, which both reflects critically on the clinician’s subjectivity and renders coherent the clinical process from a postliberal theological framework.

The Influence of the Matching of Leader’s Authorization Behavior and Employee’s Authorization Expectation on Employee’s Active Behavior: Based on the Theory of Personal-Environmental Matching

Purpose: Based on the theory of personal-environment matching, from the perspective of matching a leader’s authorization behavior with an employee’s authorization expectation, this paper explores the question of when the authorization utility is maximized. Design/Methodology/Approach: Polynomial regression and response surface analysis were used to analyze the two-stage matching data of 45 leaders and 303 subordinates. Findings: It is found that when the leader’s authorization behavior and the employee’s authorization expectation are in “high-high” agreement, the employee’s harmonious work passion and positive behavior are the highest, and harmonious work passion plays an intermediary role between the leader’s authorization behavior and employee’s authorization expectation and employee’s positive behavior. Practical Implications: The findings provide a helpful reference for management practitioners on how to authorize better, stimulate employees’ harmonious work passion, and promote employees’ positive behaviors. Originality/Value: First, from the dual perspective of leaders and subordinates, comprehensively and dialectically analyzes how to maximize the effectiveness of authorization. Second, from the standpoint of positive emotion cognition, the emotional driving mechanism of an employee’s positive behavior is demonstrated by matching the leader’s authorized behavior with the employee’s authorized expectations.

ORGANIZATIONAL CONFLICT: IS WHAT WE LOOK AT OR THE PERSPECTIVE WE LOOK FROM MORE IMPORTANT?

This study examined organizational conflict using two alternative research methods. In Study I qualitative data was raised via interviews on workplace conflicts from 40 faculty members and research assistants employed in a public university. In Study II vignettes of conflict scenarios were presented to participants and data were raised from 170 graduate and doctorate students. Vignettes differed in terms of the perspective it assumed; consisting of the subordinate, manager, and the neutral observer perspective. Participants were asked to report their affective reactions (negative and positive), conflict management style (collaborating, compromising, accomodating, avoiding and competing) and ethical evaluations (employee and manager) with regards to the vignettes. Content analysis of interviews revealed that injustice, differences of opinions and miscommunication were among the most frequently reported themes of conflict. Variance analyses were carried out for the vignette study on the above mentioned dependent variables. Main effect of perspective was found for most of the variables, such that subordinate perspective participants experienced higher levels of negative affect in reponse to the conflict; neutral perspective reported higher levels of the use of compromising strategy while subordinate perspective had significantly higher levels of avoiding, accomodating, and competing. In terms of the ethical evaluations of the subordinate and manager characters of the scenarios, each perspective perceived itself as more ethical than the other party. These findings point out the importance of perspective taking and empathy in organizational conflict. Practical implications for conflict resolution are discussed in light of the study findings. Keywords Organizational conflict, qualitative research, business ethics, affect, perspective taking

Determination of managerial resourcefulness in the Turkish hospitality industry: a grounded theory study

Purpose The purpose of this study is to use the grounded theory approach to develop a theoretical understanding of managerial resourcefulness in Turkish culture from the perspective of both hospitality managers and subordinates. Design/methodology/approach This study adopts the grounded theory approach to systematically analyze the real experience of participants. Semi-structured interviews were conducted with 55 participants, namely, 15 general managers and 40 department managers of five star hotels in Antalya. Computer-based qualitative data analysis software (NVivo 10) was used to analyze the data. Findings The data from the interviews suggest that Turkish managers can regulate their emotions, thoughts, and behaviors while performing their managerial tasks. Furthermore, they are acutely aware of the role of subordinates in maximizing managerial and organizational efficiency and place such priorities at the center of the organization. The role of culture on managerial resourcefulness is visible. Despite this, organizations are not affected by the high power distance culture within the country. Specifically, managers have a management model based on mutual trust with their subordinates, giving importance to their feelings, thoughts and well-being, communicating strongly with them, expressing appreciation and gratitude for them, and emphasizing human values. Originality/value The paper is the first attempt to develop a hotel-specific model of managerial resourcefulness, which could serve as a theoretical foundation in the further examination of managerial resourcefulness. Therefore, this study contributes to the existing literature by shedding light on the importance of sector-specific competencies in effectively managing subordinates in Turkish culture.

Negotiating medical services in the Madras Presidency: the subordinate perspectives (1882–1935)

AbstractThe historiography of western medicine in colonial India has predominantly been analysed from the perspectives of the elite services – the Indian Medical Service (IMS) and their recruits. Unfortunately, perceiving colonial medical practices through the lens of the IMS has remained inadequate to provide a nuanced understanding of the role played by Indians in the semi-urban and rural areas of colonial India. This article examines the contributions of local administration and the role played by the recruits of the Subordinate Medical Service. This article uses the Madras Presidency as its case study and focusses on the medical subordinates who were pivotal in establishing a western medical tradition in the region. This will shift the urban-centric focus and examine mostly the rural parts of the presidency, in particular, the district hospitals and dispensaries located in the districts,taluksand villages. The article analyses the transformation in the Madras medical administration from the late nineteenth century until 1935 to argue how subordinates were the ones controlling the local medical services, and thus pulling the strings of health administration in the presidency. This will also demonstrate the uniqueness of Madras and how it disseminated western medical care with an active participation and involvement of the local residents.

Supervisor-subordinate relationships and employee performance appraisals: a multi-source investigation in Croatia

PurposeThe purpose of this paper is to empirically examine supervisor-subordinate relationships and their impact on performance appraisal in Croatia. Specifically, we were interested in examining how supervisor-subordinate relationships impact subordinate perceptions of performance evaluation and the subordinate's reactions to the performance evaluation.Design/methodology/approachThis paper uses matched data from a sample of supervisors and subordinates (n = 53) in a leading organization in the hospitality industry in Croatia, as well as objective performance appraisal data to examine the impact of supervisor-subordinate relationships on subordinate reactions to performance appraisal.FindingsThe key findings of this study include (1) supervisor trustworthiness determines the quality of their relationship with subordinates and leads to interpersonal liking, and (2) supervisor-subordinate relationship quality has a significant impact on subordinate reactions to performance appraisal process and outcomes.Research limitations/implicationsThe overall sample size (n = 53) of this study is small, and limits our ability to make generalizations beyond a point. Also, since the sample included only Croatian individuals, the findings maybe an artifact of the fact that they all hold similar values. Future studies should examine these relationships in supervisor-subordinate dyads comprised of individuals of different cultural backgrounds.Practical implicationsSupervisors should attempt to have high quality relationships with most, if not all, subordinates, as this would lead to higher acceptance of the performance appraisal process, which can impact future performance. Also, trustworthiness is closely related to the subordinate's perception of the quality of relationship he/she shares with the supervisor.Originality/valueThis is the first known paper to empirically study performance appraisal processes and relationships in Croatia, which also included both supervisor and subordinate perspectives.

Procedural justice concerns and support for BWCs: turning the lens to officer perceptions

Purpose The purpose of this paper is to explore factors that drive officer support for body-worn cameras (BWCs). Design/methodology/approach Results of an officer perceptions survey completed as part of an evaluation of the Chicago Police Department’s BWC project are presented. The influence of treatment- and outcome-oriented justice concerns on officer support for BWCs is explored with a variety of covariates. Findings Outcome-oriented concerns are a significant predictor of officer support for BWCs, while treatment-oriented concerns are not. Practical implications The research enhances understandings of the applicability of procedural justice theorizing in policing generally, and offers direction important to the meaningful use of BWCs. Originality/value This finding runs counter to dominant relational models of procedural justice that concentrate on the perspective of subordinates, but lends support to arguments advocating the centrality of role (authority vs subordinate) in the formation of justice evaluations.

Perspectives of the law and legal disembedding

In this article, I introduce a model of the interaction between individual protagonists such as judges, professors, or lawmakers, and the law, which has at its core the assumption that such interaction may normally be analyzed as taking one of four perspectives toward legal standards: the internal perspective, the external perspective, the sovereign perspective and the subordinate perspective. Reasoning from the internal perspective relies on the state or a similar polity setting to a considerable extent. By contrast, patterns of legal reasoning from some other perspectives do not intrinsically relate to the state or to any similar polity setting and work just as well in a transnational, global, or other setting. Legal disembedding may lead to a situation in which patterns of legal reasoning from the internal perspective need to be replaced. Protagonists engaging with the law, such as judges, lawyers, professors, or legislators, can substitute elements of the internal perspective by functionally equivalent elements of other perspectives, and they can, merely by switching rapidly between the different perspectives in streams of legal interaction, generate, identify, and deal with legal standards more or less independently of a polity framework.

Do Agentic Female Managers Receive Social Backlash from Workers? An Empirical Study

The present study attempted to test whether a social backlash existed toward agentic female managers from the perspective of subordinates. Relationships between: manager agency, manager gender, and reference sex, on worker perceptions, were examined via text scripts. Findings indicated that workers prefer communal managers regardless of gender, but that communal managers may lack competence. Agentic women were rated equally to agentic men in terms of how participant workers perceived their social skills, which contradicted past Backlash literature. Finally, a two-way interaction also highlighted the benefits of competitive managers being introduced to their new subordinates via an informal positive female reference.

Managers’ listening skills, feedback skills and ability to deal with interference: A subordinate perspective

Orientation: Active listening is the single most important contributor to effective communication by managers; however, this is the skill they seem to struggle with the most. Other important skills for effective communication include feedback and the ability to deal with interference.Research purpose: This study’s primary objective was to determine the effectiveness of managers’ listening and feedback skills and their ability to deal with interference during the listening and feedback phases of the communication process as perceived by subordinates with varying educational backgrounds.Motivation for the study: The aim was to improve managers’ communication with their subordinates.Research design, approach and method: The research followed a quantitative descriptive design. A self-administered questionnaire was compiled, a non-probability convenience sample was chosen and 931 usable responses were acquired.Main findings: The results showed that subordinates perceived their managers’ communication competencies to be marginally above average. Managers’ listening and feedback skills were perceived to be better by graduate-level subordinates than by those with only a Grade 12 qualification. Subordinates with a postgraduate degree also had better perceptions of these skills than those with a Grade 12 qualification, although this finding was not statistically significant.Practical and managerial implications: Managers need to be aware that their communication competencies are crucial to their business’s success. Additionally, their subordinates’ perception of the effectiveness of their communication varies according to varying educational levels. Therefore, managers are advised to consciously make greater efforts in their communication with subordinates with lower qualifications.Contribution or value-add: In conclusion, this article will make managers more knowledgeable about potential challenges they may encounter during the communication process regarding listening skills, feedback skills and propensity to deal with interference.

Cultural Influence on Educational Leadership in Albania

Leadership theories, the "Great Man” theory, charismatic theory of leadership, contingency theories, the theory of attributes, etc. help us understand and explain the leadership process and the role of leader, but none of them treats the complexity of human interaction in the leadership phenomena. Implicit theory began to draw some conclusions in early 90s, by defining leadership from the perspective of subordinates when leadership attitude is manifested, and more specifically how cultural groups "prepare" and respond to leadership. The main aim of this paper is to describe some aspects of management styles of school organizations in Albanian society, by taking in consideration the cultural influence on management effectiveness. Implicit theory of leadership developed by Lord - Maher, as well as the results of the prestigious GLOBE project, guided the elaboration of this work. Cultural dimensions used by researchers in GLOBE project, are reused in data collection of this study, but in a narrow context: only for educational organizations, in a Region in Albania. Concerning literature, we have tried to explain how school management practices are built upon an epistemological relationship and empirical life experience, which is qualitatively distinct from north to south and from east to west.

High Power Distance Enhances Employees' Preference for Likable Managers: A Resource Dependency Perspective.

Is a manager's likability important from an employee's perspective? Research results in this field are scant and inconsistent. The current study explored employees' response to managers' likability and the moderating effect of power distance at both the cultural and individual levels. In study 1, following the countercultural priming experimental paradigm proposed by Van den Bos et al. (2013), 121 college students from China (a high power distance culture) and 99 college students from Denmark (a low power distance culture) were randomly assigned to either a countercultural (experimental) condition or a control condition. All participants were required to complete a manager selection task using the zero-acquaintance paradigm to measure their preference for likable managers. The results confirmed the moderating role of power distance at the cultural level. Study 2 further explored the moderating effect of power distance orientation at the individual level, as well as the boundary condition of the degree of resource dependence from the employee's perspective. One hundred and three Chinese participants with work experience were randomly assigned to either the subordinate perspective (high resource dependence) or the HR department perspective (low resource dependence) condition and completed the same task as in study 1. The results suggested that high power distance-oriented participants demonstrate stronger preference for likable manager candidates than do low power distance-oriented participants. In addition, these findings hold only when employees expect a high resource dependence relation with the manager. Theoretical and practical implications of the research findings and future research directions were discussed.

Women’s Leadership Characteristics and Its Impact in Developing the Psychological Capital: Test of the Moderating Role of Experience Power (Analytical Study from the Perspective of Subordinates in Private Education Schools in Amman)

This study aimed to demonstrate impact of the characteristics of women's leadership at the psychological capital development, with the experience power as a moderating role. To achieve the objectives of the study were used descriptive and analytical approach to the appropriateness of the nature of this study, which used the questionnaire as a key tool for the study, and after testing the validity and reliability of the questionnaire, (379) questionnaires have been distributed to identify the study sample who occupy the following administrative levels: (teachers and administrators), it showed that there are (3) questionnaires are not valid for analysis, and thus became the number of valid questionnaires for analysis (376) questionnaires, at a rate (99.2%) of the recovered questionnaires. The researcher used group of descriptive and deductive analysis using SPSS-21. The study reached several conclusions, including: the practice of women’s leadership characteristics is high, in the special education schools in Amman governorate, and the level of the psychological capital is average between subordinates, also the experience power has a high level. And there is an impact of practicing the women’s leadership characteristics on psychological capital, and the presence of statistically significant impact for the characteristics of the women’s leadership characteristics with its five dimensions in the psychological capital development, in the presence of the experience power moderating role in private education schools. And in view of these results, the study recommended a number of recommendations, including, boosting the practices of women’s leadership characteristics for the leader by increasing top management support, and taking a good care with the psychological capital and its effect on the individual work in the organization. Finally, to continue seek and search in women’s leadership characteristics and the power of experience and connect them with educational sector, as well as encourage investment with the psychological capital.

The Moderating Influence of the Strength of Social Identification with Religion on the Relationship between Similarity and Dissimilarity in Religious Affiliations between Superiors and Subordinates and the Quality of LMX (Leader-Member Exchange) Relationships in the Indian Context

This study tested the moderating influence of the strength of social identification with religion on the relationship between similarity and dissimilarity in religious affiliations and the quality of leader-member exchange (LMX) relationships. One thousand five hundred and seventeen employed people, residing in India, responded to a survey from a subordinate perspective. The results of the survey provided support for the moderating influence of the strength of social identification with religion and further showed that at low levels of identification, the quality of the relationship was better in different-religion dyads than in samereligion ones. Hence the main implication is that studies have to consider moderators in examining the influence of demographic similarities/dissimilarities on LMX relationships as they can tease out the conditions under which the relationships hold.

Analysis of Internal Communication and Workplace Climate in Enterprises in the Czech Republic

Abstract Management of human resources is crucial for companies and includes internal communication, employee information, as well as employee relations at work. Workplace communication, information sharing and work relations on all hierarchical levels within a business are essential for the survival and success of small and medium-sized companies. The goal of this article is to analyse personnel systems, focusing on the relationships between superiors and subordinates, superiorsubordinate communication and information sharing by company leaders with their subordinates, from the perspective of subordinates. There after, gathered information is compared and analysed in terms of a focus on the advantages and disadvantages of a given work climate. Analysis and reasoning around the subject of respect and disrespect towards superiors from the perspective of subordinates is also presented. Data were gathered using questionnaires in small and medium-sized companies in the South Bohemian region. The questionnaires were completed by employees during the year 2013. This paper is based on data from the GAJU 039/2013/S grant-aided project called: The management of human resources of small and medium-sized companies.

Gender-typing of leadership: evaluations of real and ideal managers.

This research focuses on female underrepresentation in managerial positions. Specifically, two studies examine gender-typing for managerial roles in Spain using ratings for real and ideal managers. In addition, we analyse the existence of same-gender bias on evaluations of the behavior of actual leaders. In the first study, 195 Spanish workers evaluate the extent to which gender-stereotypical traits are important for becoming a successful middle manager in three conditions (female managers, male managers, and managers in general). In the second study, we explore the degree to which the behavior of real Spanish managers is gender-typed and the existence of same-gender bias on leadership styles - transformational, transactional and avoidant/passive - and on leadership outcomes - effectiveness, extra effort and satisfaction - from the perspective of subordinates (N=605). Overall, the results demonstrate that masculine characteristics were rated as more important than feminine characteristics for managerial positions, and they were more often assigned to male managers than to female managers. Unexpectedly, this manager-male association is stronger among female participants than among male participants. Our findings also demonstrate that women subordinates evaluate their same-sex supervisors more favorably in transformational leadership, effectiveness, and extra effort. The negative consequences derived from gender-typing managerial positions are highlighted according to the role congruity theory of prejudice toward female leaders. The positive effects of in-group female bias on behavior ratings are also noted. The mixed implications of these results for women's advancement to leadership positions are discussed.

A percepção da informação e da sua relevância no cenário institucional: sob a perspectiva de gestores e líderes

Considerando o volume e a velocidade da informação que permeia o ambiente organizacional, este artigo tem o objetivo de auxiliar no entendimento e na contextualização dessa informação, por meio da avaliação de lideranças, com o propósito de determinar a percepção da informação e da sua relevância no contexto organizacional. A informação é responsável por contribuir para que a tomada de decisão responda às expectativas da empresa. À luz da teoria proposta por Choo (2003), este artigo reafirma que a informação deve ser processada, visando a reduzir ou evitar a incerteza e apoiar as decisões organizacionais; para isso, a forma como é percebida é vital para que cumpra seu propósito. A metodologia adotada visa a responder às perguntas: "Como a informação é percebida no cenário organizacional?" e "Qual é a relevância da informação?". Trata-se de estudo de caso realizado em uma organização privada, multinacional, do segmento de reflorestamento. Nos resultados, foi possível inferir que os envolvidos possuem uma notável percepção da informação e da sua relevância, embora se tenha observado que, em algumas situações, existe a necessidade de melhorar o fluxo, as ferramentas e a gestão da informação, para que, no contexto organizacional, ela constitua um recurso para decisões efetivas. Identificou-se que a necessidade de informação e sua aquisição, armazenamento, produtos e serviços, uso e disseminação, seguindo o modelo de Choo, realçam a percepção da informação e sua relevância no cenário institucional. A continuidade do estudo sugere a mensuração do impacto e influência da informação e a ampliação da percepção sob a perspectiva de subordinados.