Role Holders Research Articles

Enacting the HRM Role: What Matters to Line Managers?

Line managers’ performance in enacting the HRM role has been criticized as they failed to meet the expectations of organizational members. Meanwhile, limitations in exploring the development of the line managers’ HRM role have been identified in several areas. One of these limitations is the tendency of research to focus on HR specialists view, but failed to place line manager at the centre of the research analysis. To gain a deeper understanding of the causes and outcomes of line managers’ HRM role, it is important to gather line managers’ experience as a role holder. Drawing on a role theory concept, case studies are conducted at three Malaysian airports to gather in-depth data about line managers’ HRM role. 23 interviews were carried out with line managers at the selected airports to understand the challenges they experience in enacting their HRM roles. Line managers’ challenges are measured on five factors: desire, capability, competencies, support and HRM policy and procedures. This study revealed that line managers perceived no real challenges hindering them from performing their HRM role. Work environment is a new challenge identified in this study that influence line managers’ performance in enacting their HRM role. Importantly, line managers suggested some improvement would assist them in performing better, particularly in terms of sufficient and consistent support from superiors and HR specialists. A clear feedback regarding the implementation of HRM policies and procedures from superiors is regarded as an important tool for line managers in improving their HRM role performance. DOI: 10.5901/mjss.2015.v6n3p535

Quality of Work Life Income for Security Job Role Holders

A case history showed that Nigerian security workers’ pay was N61:00 daily and unstructured. Low morale cropped up for this; therefore an evaluation analysis was done to formalize it. An 84 factor short-item sentences questionnaire was constructed for collecting data from 205 security respondents. A cumulative total unit weight of 1,260 was generated from 84 factor units and shared among the five job role categories or classes in ratio 1–5 arithmetical progression aggregates and N5,238 was obtained as price per unit, amounting to N4,400. With market price incorporated, N66:67 was obtained, bringing the new basic to N5,600. A t-test confirmed the respondents’ acceptance of this median pay. Thus, the scale was recommended as a benchmark for operative future payment calculations to enable a satisfactory quality of work life.

The role and development of consultancy in nursing practice

The term consultancy is used in many contexts. It has been applied to advanced nursing practice roles such as clinical nurse specialist, advanced nurse practitioner, nurse practitioner and other occupations. This causes confusion in the healthcare setting as the word is often used interchangeably between roles and has traditionally been used in a medical context. In addition, the development of nurse consultant posts has further compounded the uncertainty around consultancy. However, regardless of the role holder, consultancy in nursing is normally used in the context of a person in possession of expertise. This article describes consultancy in nursing; identifying its development, approaches, application and possibilities for the future.

Exploring the relationship between social identity and workplace jurisdiction for new nursing roles: A case study approach

BackgroundThe introduction of new healthcare roles internationally has had mixed results with some evidence that variations can be accounted for by the manner of their introduction rather than role content. Explanation may be found partly in the ways in which new roles establish a workplace jurisdiction; that is, recognition in the workplace of a role's legitimate rights to undertake a particular scope of practice. ObjectiveTo explore the factors that influence the development of workplace jurisdiction of new nursing roles. Design and settingCritical realist multiple case study design within two NHS Acute Hospital Trusts in England and two new nursing roles as embedded units of analysis in each case (n=4 roles). In Phase 1, data were collected through semi-structured interviews (n=21), non-participant observation of committees (n=11), partial participant observation and shadowing of the role holders’ working day (n=9), together with analysis of organisational documents (n=33). In Phase 2, follow up interviews with role-holders (n=4) were conducted.Participants Staff in new nursing roles (n=4) were selected purposively as embedded units according to the theoretical framework and other informants (n=17) were selected according to the study propositions. ResultsQualitative analysis demonstrated that different role drivers produced two different role types, each of whom faced different challenges in negotiating the implementation of the role in the workplace. Negotiation of workplace jurisdiction was shown to be dependent on sharing social identities with co-workers. Four major workplace identities were found: professional, speciality, organisational and relational. ConclusionThe current focus on setting legal and public jurisdictions for new nursing roles through national standards and statutory registration needs to be complemented by a better understanding of how workplace jurisdiction is achieved. This study suggests that social identity is a significant determinant.

The Tale of Two Managers: A Value-Based Saga

Human resource development managers are concerned about recruiting competent and valuebased people in organizations. Values can be seen at the individual, organizational and corporate levels and also in a national context. Culture and society play an important part in shaping values and behavior. This paper relates the cases of two managers, born in different periods of time, having particular generational values, and consequently different dominant work values and personality traits. The interviews with stakeholders and other role holders also echo the same. Amongst a cross-section of employees, it is seen that some values are commonly found, whereas other values are unevenly distributed. Personality attributes, as propounded by organizational experts - like Type A personality traits, proactive personality constructs, core self-evaluation risktaking and high-flyer dimensions - are seen in varying degrees in the employees. Again, there are issues like integrity, loyalty, and whistleblowing which are prevalent in a skewed manner. Organizational commitment is seen as responsible for bonding. Stories about the founder have kept the organizations surging forward. All these artifacts are seen suffused with values. ‘Once you recognize the value of human life, you will be able to understand human values’ (Baba, 2001, p.167).

Team Member Change, Flux in Coordination, and Performance: Effects of Strategic Core Roles, Information Transfer, and Cognitive Ability

We developed and tested the conditions under which team member change results in flux in team coordination and consequently affects team performance. Results showed that team member change caused high levels of flux in coordination when a member changed to a more strategically core role, or there was low information transfer during the change. Furthermore, coupling strategic “core role holder” change with the relative cognitive ability of a new member was associated with even greater levels of flux in coordination.

Negotiating gendered identities through the process of identity construction

Purpose – The purpose of this paper is to build and enrich theory around professional identity construction by investigating the development of professional identity under conditions of marginalized gender identity. Professional identity is defined by Ibarra and by Schein as one ' s professional self-concept based on attributes, beliefs, values, motives, and experiences. Professional identity construction under conditions of marginalization presents an interesting puzzle. Professional roles are defined as prestigious and provide the role holder with autonomy and, often, a degree of privilege. However, minority professionals are often accorded little prestige and/or privilege because their identities are perceived as inferior. Design/methodology/approach – The research studies narratives by 33 prominent women engineers with careers in management who discuss what it means to be both women and engineers holding high management positions in their organizations. Findings – The research demonstrates that the pr...

Human Resource Management At The Crossroads

Getting work done through other people is management; heterogeneities and complexities are managerial issues. Studies in management in 20th and 21st centuries focused on principles of management and management practices. The management theory jungle continues to be dense and impenetrable. Pessimism rules the roast with organizations perceived as insensitive. There is a divide between theory and practice. Epistemology of management practice and management theory building needs to be understood. HRM processes have to be evaluated along with choice making. Theories have to be self fulfilling by changing conditions under which they work. A number of failure stories have been analyzed, impacting several role holders. Searching for evidence for the various failures have provided live instances of actual situations which have caused trauma to the role holders. Financial scandals along with issues of corporate governance have generated conflict. Reviewing practices one perceives repeat errors perpetuated by managers; they are engaged in handling symptoms rather than curative aspects. Grand exits follow. Managers do not consider it safe and seem to work under such constraints. How long will they wait.

Professional identity construction: Using narrative to understand the negotiation of professional and stigmatized cultural identities

While there is growing interest in professional identity construction (e.g. Clarke et al., 2009), little is known about how stigma may influence the development of professional identity. Professional identity is defined as one’s professional self-concept based on attributes, beliefs, values, motives, and experiences (Ibarra, 1999; Schein, 1978). Professional identity construction under conditions of stigmatized cultural identity presents an interesting puzzle. Professional roles are defined as prestigious and provide the role holder with autonomy (Benveniste, 1987) and, often, a degree of privilege. However, stigmatized persons are often accorded little prestige and/or privilege because their identities are tainted. Thus, the purpose of our research is to build and enrich theory around professional identity construction by investigating the development of professional identity under conditions of stigmatized cultural identity. To accomplish this goal, we study narratives written by 20 prominent African American journalists (Terry, 2007) who discuss what it means to be both Black and reporters.

Care Coordination in Intensive Care Units: Communicating Across Information Spaces

This study explores the interactions among phases of team coordination, patient-related information, decision-making levels, and role holders in intensive care units (ICUs). The effects of communication improvement initiatives on adverse patient events or improved outcomes have been difficult to establish. Conceptual inconsistencies and methodological shortcomings suggest insufficient understanding about clinical communication and care coordination. Data were collected by shadowing a charge nurse, fellow, resident, and nurse in each of eight ICUs and recording each of their conversations during 12 hrs (32 role holders during 350 hrs). Hierarchical log linear analyses show statistically significant three-way interactions between the patient information, phases of team coordination, and decision levels, chi2(df = 75) = 212, p < .0001; between roles, phases of team coordination, and decision levels, chi2(df = 60) = 109, p < .0001; and between roles, patient information, and decision levels, chi2(df = 60) = 155, p < .0001. Differences among levels of the variables were evaluated with the use of standardized parameter estimates and 95% confidence intervals. ICU communication and care coordination involve complex decision structures and role interactions across two information spaces. Different role holders mediate vertical and lateral process flows with goals and directions representing an important conceptual transition. However, lateral isolation within decision levels (charge nurses) and information overload (residents) are potential communication and care coordination vulnerabilities. Results are consistent with and extend the findings of previous studies. The profile of ICU communication and care coordination provides a systemic framework that may inform future interventions and research.

Developing a theory of the strategic core of teams: A role composition model of team performance.

Although numerous models of team performance have been articulated over the past 20 years, these models have primarily focused on the individual attribute approach to team composition. The authors utilized a role composition approach, which investigates how the characteristics of a set of role holders impact team effectiveness, to develop a theory of the strategic core of teams. Their theory suggests that certain team roles are most important for team performance and that the characteristics of the role holders in the "core" of the team are more important for overall team performance. This theory was tested in 778 teams drawn from 29 years of major league baseball (1974'-2002). Results demonstrate that although high levels of experience and job-related skill are important predictors of team performance, the relationships between these constructs and team performance are significantly stronger when the characteristics are possessed by core role holders (as opposed to non-core role holders). Further, teams that invest more of their financial resources in these core roles are able to leverage such investments into significantly improved performance. These results have implications for team composition models, as they suggest a new method for considering individual contributions to a team's success that shifts the focus onto core roles. (PsycINFO Database Record (c) 2009 APA, all rights reserved).

Introduction of the primary care cancer nursing role in a GP practice

Nurses have always had an important role in the care of cancer patients and many specific nursing roles in cancer services have been developed. A qualitative research strategy using semi-structured interviews was adopted in this case-study of the implementation of a primary care cancer nurse (PCCN) role in a general practice. The implementation of the PCCN role is reported in order to shed light on the extent to which integration of the role into existing systems of care had taken place; and to explore facilitating factors and barriers to the implementation of a new primary care role. Three major themes emerged from the data: the management of change; systems of care; and the complexity of professional interfaces. It is evident that the effective implementation of innovative nursing roles in primary care can present many challenges to the role holder and to the health and social care professionals with whom they come into contact. The importance of communication and consultation in the role implementation are emphasized.

The managerial and development issues of nurses and midwives in new roles

The number of innovative roles in nursing and midwifery has expanded considerably; however, the evidence base for the introduction of these roles is limited. This study aimed to identify the managerial and developmental issues affecting those in innovative roles. A self-completion postal questionnaire was distributed to all innovative role holders in Northern Ireland, 450 responses were analysed. This survey was the second phase of a larger investigation into innovative roles in nursing and midwifery. The questionnaire that had been developed for the 'Exploring New Roles in Practice' project was adapted for use in this study. The explanatory letter sent to potential participants clearly detailed that informed consent was assumed on receipt of a completed questionnaire and gave contact details for the research team. The confidentiality and anonymity of responses were assured. Most participants (65%) stated that their innovative role had commenced since the year 2000. There was evidence of preparation for these roles including the development of job descriptions and protocols. Nevertheless, there were issues noted relating to resource allocation and replacement when the role holder was absent. The importance of role evaluation was highlighted, with some participants noting their role had not been assessed since its inception. Support provided by managers and colleagues was key to ensuring role effectiveness. Participants reported high levels of job satisfaction. Innovative role holders were identified by managers in their employing organization: therefore the research team could not verify that all existing innovative roles were included in the study. Innovative roles in private and voluntary sectors were not included. The evolution of innovative nursing and midwifery roles has been considerable worldwide and they engender job satisfaction to those occupants them. Results support international literature showing that adequate support, especially from administrators, is significant to ensuring the success of new roles. Furthermore, the careful planning for innovative role development and evaluation are important in ensuring the role is effective.

Consensus in work role requirements: The influence of discrete occupational context on role expectations.

Although role theory has long described how expectations shape role behavior, little empirical research has examined differences among work role requirements and how features of the discrete occupational context may influence the extent to which role expectations are shared among role holders. The authors examined consensus in work role requirements from a sample of over 20,000 incumbents across 98 occupations. They found that consensus systematically decreased as work role requirements ranged from molecular tasks to responsibilities to molar traits. In addition, they found that consensus in these work role requirements was significantly influenced by the amount of interdependence, autonomy, and routinization present in the surrounding task and social contexts.

Strategic leadership in academic development

The nature of academic work is changing rapidly, with moves towards professionalisation taking place against a background of fragmentation. Indeed, some aspects of professionalisation may have a fragmenting effect. It is suggested that there remains considerable value in the idea of an integrated faculty role. Noting that leaders in staff development face similar pressures to professionalise, the writers consider what expertise is required for the leadership in academic development role, and how role holders and those aspiring to the role may best develop their professional capabilities. They argue for an integrated conception of academic development, and a correspondingly integrated view of the developer’s professional identity and role. It is suggested that this will put leaders in academic development into a position that is more congruent with faculty self‐perceptions, and enable them to support those in faculty roles more effectively.

Clinical education facilitators’ and post-registration paediatric student nurses’ perceptions of the role of the clinical education facilitator

In Ireland the past two decades have witnessed the introduction of various clinical 'support' personnel under various titles into clinical areas. However, an identifiable gap remains with a degree of ambiguity over who has prime responsibility for clinical teaching. Now, a new post has emerged, that of clinical education facilitators (CEFs). To date this role has not been empirically explored. The purpose of this study was to explore the CEF role from the perspective of facilitators themselves and post-registration paediatric nursing students, one cohort the CEFs have responsibility for. Using an exploratory descriptive design focus group interviews were employed to collect data from a volunteer sample. The CEF role emerged as diverse, complex and multifaceted with the CEF coordinating factors in the clinical environment to make it function as an effective learning environment for students. Four main strategies were employed: facilitating transition, maximising learning opportunities, preparing the clinical environment and providing support. This study offers preliminary evidence towards clarification of the nature and purpose of the CEF role. The central recommendation is the urgent need to define the role so all stakeholders share a common understanding of the activities of the role holder.

REPRESENTING IGNORANCE

If we wish to assess the morality of elected officials, we must understand their function as our representatives and then infer how they can fulfill this function. I propose to treat the class of elected officials as a profession, so that their morality is a role morality and it is functionally determined. If we conceive the role morality of legislators to be analogous to the ethics of other professions, then this morality must be functionally defined by the purpose that legislators are to fulfill once in office. Hence, the role morality of legislators will largely be determined by our theory of representation. We will need not a normative account of their role, but an empirical explanatory account. In David Hume's terms, the morality of role holders is one of “artificial” duties, that is to say, duties defined by their functional fit with the institutional purposes of a profession. Our most difficult problem, therefore, is to understand the role of our elected representatives.

The Cultural Impact of Gendered Social Roles and Ethnicity: Changing Religious Practices in Taiwan

The differential gendering of a social role in Han and Aborigine religious traditions impacted cultural content when the actual social order resulted in a person holding that role who did not match gendered expectations. The actual holder of the gendered social role of spirit medium influenced both the social rules for who could achieve that role in the future and the religious practices and meanings for which that role holder was responsible. Analysis of this case in terms of the dynamics of social power relations and cultural meanings sheds light on why gender and ethnicity are so important in shaping people's lives.

Access control and trust in the use of widely distributed services

AbstractOASIS is a role‐based access control (RBAC) architecture for achieving secure interoperation of independently managed services in an open, distributed environment. OASIS differs from other RBAC schemes in a number of ways: role management is decentralized, roles are parametrized, roles are activated within sessions and privileges are not delegated. OASIS depends on an active middleware platform to notify services of any relevant changes in their environment.Services define roles and establish formally specified policy for role activation and service use (authorization); users must present the required credentials and satisfy specified constraints in order to activate a role or invoke a service. The membership rule of a role indicates which of the role activation conditions must remain true while the role is active. A role is deactivated immediately if any of the conditions of the membership rule associated with its activation become false.OASIS introduces the notion of appointment, whereby being active in certain roles carries the privilege of issuing appointment certificates to other users. Appointment certificates capture the notion of long‐lived credentials such as academic and professional qualification or membership of an organization. The role activation conditions of a service may include appointment certificates, prerequisite roles and environmental constraints.The role activation and authorization policies of services within an administrative domain need not embody role hierarchies nor enforce privilege delegation. But OASIS is sufficiently flexible to capture such notions, through prerequisite roles and appointments, if they are required within an application domain.We define the model and architecture and discuss engineering details, including security issues. We illustrate how an OASIS session can span multiple domains and we propose a minimal infrastructure to enable widely distributed, independently developed services to enter into agreements to respect each other's credentials. In a multi‐domain system access control policy may come from multiple sources and must be expressed, enforced and managed. In order to respond to changing relationships between organizations it should be easy to allow role holders in one domain to obtain privileges in another. Our approach to policy and meta‐policy management is described.We speculate on a further extension to mutually unknown, and therefore untrusted, parties. Each party will accumulate audit certificates which embody its interaction history and which may form the basis of a web of trust. Copyright © 2003 John Wiley &amp; Sons, Ltd.

Your Money or Your Life? Psychotic Implications of the Pension Fund System: Towards a Socio-Analysis of the Financial Services Revolution

The present Anglo-American pension funds system is based on totally different images of man, society, and social relatedness than the traditional social security systems and retirement schemes characteristic of welfare states in many European countries. This article is guided by the working hypothesis that the pension fund system, because of its inherent defenses against persecutory and depressive anxieties, is based on psychotic dynamics. Participation in the pension fund system encourages a psychotic dynamic; the expected pension after retirement is seen to protect one from a ‘miserable’ way of life, from deprivation, from annihilation and feelings of dependency, gratitude, love, and guilt. As people increasingly strive for an affluent retirement, commoditized money nurtures the illusion that the more money one accumulates the more certain death will be kept away. It further will be argued that the psychotic dynamic inherent in the pension funds system is not limited to those who invest in the funds, but further finds an expression or ‘resonance’ in the organizations that manage the funds and their respective role holders. Money paid into a pension scheme serves - in addition to its ‘pecuniary’ function - as a ‘conductor’ of psychotic anxieties. As a consequence, pension funds have become the main players in a kind of global marshalling yard where underlying anxieties are transferred and shifted in various ways. Loaded with their customers’ expectations and anxieties about adequate pensions after retirement, pension fund organizations tend to maintain and spread a globalized collusion of psychotic thinking.