Role Of Congruence Research Articles

Congruence Effects on the Effectiveness of Sponsorship of Sport Event Websites: An Experimental Approach

Emerging online marketing strategies are an opportunity for the sport sponsorship industry as a way of complementing traditional methods. However, in-depth attention has not been given to the study of congruence effects on the effectiveness of sponsorship of sport event websites, and specifically to study the role and effects of sponsor logos. The main aim of this study was to evaluate the congruence effect of sponsor brands featured on the website of a sports event on sponsorship effectiveness in visual, attitude-related and behavioural terms, using an eye-tracker to monitor memory activation and changes in attitudes and intentions. In study 1, the role of congruence on website sponsorship was analysed, using real brands sponsoring the ninth edition of the “Mallorca 312” Cycletourist Tour (42 participants). In study 2, the congruence of fictitious brands was analysed on the effects of website sponsorship of the 37th edition of the MAPFRE (competitions brand name) Copa del Rey regatta (101 participants). Congruence is preferable to incongruence in sponsor brands, except when the sponsorship aims to boost a recall of new market brands. The results validate the importance of managing congruence levels in the online sponsorship of sports events due to the influence on sponsorship effectiveness and its impact on cognitive processing.

The Effects of College Education and Job Match on Activities to Change Jobs of College Graduates

본 연구는 대졸자의 대학교육과 직무일치가 이직 활동에 미치는 영향을 분석하였다. 연구 목적을 달성하기 위해서 노동시장의 격차를 고려하여 수도권 대학 졸업자와 비수도권 대학 졸업자를 구분하여 비교·분석을 실시하였다. 분석은 고용노동부와 한국고용정보원이 조사하고 있는 2018년 대졸자 직업이동 경로조사(2017GOMS) 자료를 활용하여 통제변인(개인배경), 대학교육, 직무일치 변인을 각각 선정하여 이항 로지스틱 회귀모형 분석을 실시하였다. 이에 본 연구의 분석결과는 다음과 같다. 첫째, 개인배경 변인 중 모든 분석 결과에서 비정규직이 정규직에 근무하는 대졸자보다 이직 활동을 할 확률이 더 높은 것으로 나타났으며, 직장만족도가 낮을수록 이직 활동을 할 확률이 더 높은 것으로 나타났다. 그리고 전체 대학 및 수도권 대졸자 분석 결과에서는 여성이 남성보다 이직 활동을 할 확률이 더 높은 것으로 나타났으며, 비수도권 대학 대졸자 분석 결과에서 성별은 통계적으로 유의미한 차이가 나타나지 않았다. 둘째, 대학교육 변인 중 모든 분석 결과에서 진로 및 취업 프로그램 참여 횟수가 많을수록 이직 활동을 할 확률이 더 높은 것으로 나타났다. 그리고 전체 대학 및 수도권 대졸자 분석 결과에서는 졸업 평점이 낮을수록 이직 활동을 할 확률이 더 높은 것으로 나타났으며, 비수도권 대학 대졸자 분석 결과에서 졸업 학점은 통계적으로 유의미한 차이가 나타나지 않았다. 셋째, 직무일치 요인 중 모든 분석 결과에서 현재 일자리 수준보다 과잉교육을 받았다고 판단한 대졸자가 적정교육 및 과소교육을 받았다고 판단한 대졸자보다 이직 활동을 할 확률이 더 높은 것으로 나타났다. 그리고 전체 대학 및 수도권 대졸자 분석 결과에서는 현재 일자리 수준보다 과잉기술을 습득하고 있다고 판단한 대졸자가 적정기술 및 과소기술을 습득하고 있다고 받았다고 판단한 대졸자보다 이직 활동을 할 확률이 더 높은 것으로 나타났으며, 비수도권 대학 대졸자 분석 결과에서 과잉기술은 통계적으로 유의미한 차이가 나타나지 않았다.The purpose of this study is to examine the effects of college education and job match congruence on activities to change jobs of college graduates. Because of the differences of labor market in regions, this study examined and compared two areas, the capital region and the not-capital region. The study analyzed the data, 2018 Graduates Occupational Mobility Survey(2017GOMS), collected by the Ministry of Employment and Labor and the Korean Employment Information Service. The factors are as follows: personal characteristic, college education, and job match. First, the analysis of all college graduates among the individual background variables showed that non-regular workers were more likely to change jobs than those who work full-time, and that the lower the job satisfaction, the more likely they were to change jobs. And all metropolitan college graduates analyses showed that women were more likely to change jobs than men, while non-metropolitan university graduates analyses showed no statistically significant difference in gender. Second, the analysis of all college graduates among university education variables showed that the more they participated in career and employment programs, the more likely they were to change jobs. And the analysis of university graduates in the entire university and metropolitan area showed that the lower the graduation grade, the more likely they were to move, and the analysis of college graduates in non-metropolitan areas showed no statistically significant difference. Third, among the factors of job role congruence, the analysis of all college graduates showed that college graduates who judged that they received excessive education were more likely to change jobs than those who judged that they had received proper and under-education than current job levels.

Representative bureaucracy, role congruence, and Kenya's gender quota

AbstractThis article examines the subnational determinants of descriptive representation. Agency managers may be hesitant to hire women uniformly across all localities if they perceive geographic variation in role congruence, or the degree to which a position's duties match gender roles. We expect managerial perceptions to affect hiring patterns even after the adoption of a gender quota intended to improve descriptive representation, as managers will differentially hire women to meet the quota in localities where they perceive role congruence to be highest. Evidence from Kenya's most important security agency after the adoption of a gender quota supports the theory. Broadly, this article shows that aggregate quotas are at risk of being implemented in a way that undermines the spirit of the law. Slack in oversight pushes implementation to subnational areas where managers perceive the quota will be least disruptive, and ultimately, have the smallest effects on passive, let alone active, representation.

Did You Get What You Wanted? Patient Satisfaction and Congruence Between Preferred and Perceived Roles in Medical Decision Making in a Hungarian National Survey

ObjectivesIn a growing number of countries, patient involvement in medical decisions is considered a cornerstone of broader health policy agendas. This study seeks to explore public preferences for and experiences with participation in treatment decisions in Hungary. MethodsA nationally representative online panel survey was conducted in 2019. Outcome measures included the Control Preferences Scale for the preferred and actual role in the decision, the 9-item Shared Decision Making Questionnaire, and a Satisfaction With Decision numeric rating scale. ResultsA total of 1000 respondents participated in the study, 424 of whom reported having had a treatment decision in the preceding 6 months. Overall, 8%, 18%, 51%, 19%, and 4% of the population preferred an active, semiactive, shared, semipassive, and passive role in decision making, respectively. Corresponding rates for perceived role were as follows: 9%, 15%, 35%, 26%, and 15%. Preferred and perceived roles matched for 52% of the population, whereas 32% preferred more and 16% less participation. Better health status, attaining role congruence, and higher 9-item Shared Decision Making Questionnaire scores were positively associated with satisfaction, accounting for 32% of the variation in Satisfaction With Decision scores (P < .05). ConclusionsThis study represents the first national survey on decisional roles in healthcare in Hungary and, more broadly, in Central and Eastern Europe. Shared decision making is the most preferred decisional role in Hungary; nevertheless, there is still room to improve patient involvement in decision making. It seems that patient satisfaction may be improved through tailoring the decisional role to reflect patients’ preferences and through practices that encourage shared decision making.

Does thinking of myself as leader make me want to lead? The role of congruence in self-theories and implicit leadership theories in motivation to lead

The paper focuses on antecedents of leadership self-efficacy and motivation to lead. We propose that the congruence between how individuals see leaders in general (implicit leadership theories) and how they see themselves (implicit self-theories) on different characteristics, is related to leadership self-efficacy and indirectly to motivation to lead. We surveyed 497 individuals at two time points. For two dimensions of implicit theories, (dynamism and integrity), we found that congruence at a high level is important for leadership self-efficacy. For the dimensions of clever, dynamism, and integrity, we found that leadership self-efficacy was higher when individuals thought that they were higher on these characteristics than leaders in general. For manipulation, neither congruence nor incongruence was related to leadership self-efficacy. Our results further suggest that leadership self-efficacy mediates the significant direct effects of congruence in implicit leadership theories/implicit self-theories and motivation to lead. Our results demonstrate the importance of understanding the congruence or incongruence of views about leaders in general and the self, and highlight the importance of taking into account the different dimensions of implicit leadership theories/implicit self-theories to be better able to predict motivation to lead.

A Multi-Level Examination of National and Organizational Hurdles in Female Top Manager Appointments

Taking an integrative approach, we examine the interplays of institutional origins of gender biases in top management appointment. Two biases are studied: glass ceiling bias (lower likelihood of women in leadership positions) and glass cliff bias (higher likelihood of women in precarious leadership positions). Based upon role incongruity and social identity theories, we test the hypotheses in 211 market-leading firms across 19 OECD countries from 1998 to 2014. As expected, we find that masculine national cultures and male TMT representation lower the likelihood of female appointment but poor firm performance increases it especially when male TMT representation is high. Overall, women in feminine countries can break the glass ceiling when male TMT representation and/or firm performance are low. In masculine countries, albeit reaching top leadership positions in crisis times, women face “concrete ceilings” thereafter, as their sporadic presence does not lead to further systematic breakthroughs.

Women candidates are unrewarded for “masculine” campaigning: Facebook campaigning during Israel's 2018 municipal elections

PurposeThis study examines the impact of gender on Facebook campaign strategies and the reception of these strategies during the 2018 Israeli municipal elections.Design/methodology/approachThe authors analyzed all the messages posted on 48 politicians' official Facebook pages during the week leading up to the elections. They analyzed messages posted by 152 candidates running for the position of head of a municipality, 68 of whom were women (48 had an active Facebook account), examining the amount of engagement they had created. The authors also analyzed the candidates' use of rhetoric and use of negative campaigning and the engagement it created.FindingsAnalysis of the overall engagement of Facebook users in respect to men versus women politicians showed that men politicians' posts were significantly more engaging in terms of the number of likes and shares they generated, although the multilevel analysis found no significant differences between engagement in the posts of men and women politicians. The Aristotelian rhetoric analysis revealed no significant differences between women and men contenders; however, in line with the role incongruity theory, the engagement analysis found that male candidates' logic-based posts attracted significantly more shares. The negative campaigning analysis found that, contrary to the study’s hypothesis, female candidates posted twice as many messages, attacking their opponents as their men counterparts. However, in line with the hypothesis based on the role incongruity theory, these posts gained significantly less engagement than those of their men counterparts.Originality/valueThe study highlights that female candidates do not conform to their perceived gender role as soft, emotional, and gentle in their social media campaigning. However, in line with role incongruity theory, they were not rewarded for this “unwomanly” behavior because they gained significantly less engagement with their logic-based posts and their attacks against other candidates than their men counterparts. Despite the fact that prior studies have indicated the potential of social networks service (SNS) to empower women leaders, the findings of the study highlight the continued gender discrimination and the validity of role incongruity theory during social media campaigning, particularly at the municipal elections level.

Role Incongruence and Psychological Stress Symptoms in Substitute Decision Makers of Intensive Care Patients.

Most intensive care patients require substitute decision makers (SDMs) to make decisions. The SDMs may prefer an active, shared, or passive decision-making role. Role incongruence is when preferred and actual roles differ. To evaluate the impact of decision-making role preferences and role incongruence on psychological distress symptoms in SDMs. A multicenter, interviewer-administered survey was conducted among SDMs of critically ill adults. The Control Preferences Scale was used to evaluate role preferences. Psychological distress was defined as anxiety, depression, or posttraumatic stress symptoms with predefined cut points on the Hospital Anxiety and Depression Scale (score > 10 on the anxiety or the depression subscale) and Impact of Events Scale (score > 30). One hundred eighty SDMs were recruited; 64% responded. Most were white (71%) and female (65%); 46% were spouses. Role preferences varied: active, 24%; shared, 44%; and passive, 31%. Almost half (49%) reported incongruence. Symptom prevalence was 50% for posttraumatic stress, 32% for anxiety, and 16% for depression. Most (56%) reported some psychological distress. In multivariable logistic regression, the composite outcome of psychological distress was independently associated with patient death (odds ratio, 2.95; 95% CI, 1.08-8.02; P = .03), female sex of SDM (odds ratio, 2.96; 95% CI, 1.49-5.89; P = .002), and incongruence (odds ratio, 3.26; 95% CI, 1.67-6.36; P < .001). Adverse psychological symptoms are prevalent in SDMs of critically ill patients and are related to role incongruence.

More than Words in Medical Question-and-Answer Sites: A Content-Context Congruence Perspective

Application Abstract

Work–study boundary congruence: its relationship with student well-being and engagement

We tested a work–study congruence model, in which student role congruence was related to student engagement and well-being via work–study conflict and facilitation. We found (251 working students; 70% female; mean age 24.68 years) greater congruence to be associated with better engagement and well-being, and conflict and facilitation to mediate partially between congruence and well-being, explaining 37.5% of the variance in engagement and 41.1% in well-being. The study demonstrates that the role congruence approach is useful to understand the experiences of working students and points to how interventions might assist students who struggle with multiple competing roles.

‘Measured by two yardsticks’: women in bank management training, 1960s to 1990s

ABSTRACT In the 1960s and 1970s, the United States government ordered corporations to remedy sex discrimination by increasing the number of women working in male-dominated job categories. This article traces the grassroots activism and government policies that led to the creation of management training programs for women in the commercial banking industry. To move women into the managerial job of a bank officer, conflicting advice emerged about how to best design and deliver training programs that could reconcile the real and imagined incongruities between women’s traditional social roles and the masculine character of managerial job positions. This article uses prescriptive literature, government documents, social science research, and mainstream media articles to show the ideological tension that arose as women began moving into the ranks of commercial banking management. Which women should be selected for training? What should be the content and structure of the programs? While many academics and practitioners considered the benefits of having separate training for women, others questioned if female managers should continue to be trained separately from male managers. The integration of women into commercial banking management likely sparked a broader discussion about the ideal qualities of managers. Female traits and tendencies could enhance the management function, helping to reconcile the traditional role incongruity between woman and manager.

The Mediating Effect on Self-Efficacy in The Relationship Between Gender Identity and Leadership Style

According to role congruence theory (Eagly &amp; Karau, 2002), it is not the evaluative content of the stereotype of women but its mismatch with leadership roles that underlies women discrimination with regards to leadership roles. The current study sought to establish whetherleader’s gender identity or the extent to which the leader possesses traits associated with traditional gender stereotypes may explain leadership styles.Using a sample of 163 managers working within bank and personal care services, results show that among both male and female leaders, masculine gender identity was more strongly related to group-focused transformational leadership (charisma, inspirational motivation and idealized influence), transformational intellectual stimulation leadership and to transactional leadership styles. Furthermore, the results show that masculine leadership self-efficacy mediates the relationship between gender identity and leadership styles. Results are discussed in relation to previous research.

What do they think and what do they say? Gender bias, entrepreneurial attitude in writing and venture capitalists’ funding decisions

This study shows that women may be at a disadvantage when signaling that they are “entrepreneurial” to venture capitalists. We demonstrate how gender-based disadvantages may arise from role incongruence in entrepreneurship by analyzing multi-source data from 131 venture capital applications, venture capitalists’ cognitions, and their funding decisions. Our analysis indicates that women who signal an entrepreneurial attitude are more likely to elicit prevention considerations from venture capitalists, whereas men who signal such an attitude are more likely to elicit promotion considerations. We also find that promotion considerations increase the amount of financing, whereas prevention considerations decrease the amount of financing. Our study increases knowledge about the gendered cognitions that underlie implicit bias among investors and knowledge about the effects of regulatory focus on funding outcomes by exploring the interaction between gender and entrepreneurial attitude.

Competition, selection, and the role of congruence in Creole genesis and development: Supplemental materials: Online appendices

Competition, selection, and the role of congruence in Creole genesis and development: Supplemental materials: Online appendices

Competition, selection, and the role of congruence in Creole genesis and development

Competition, selection, and the role of congruence in Creole genesis and development

Frontline Employees' Acceptance of and Resistance to Service Robots in Stationary Retail - An Exploratory Interview Study

Due to rising online competition, increasing cost pressure and cross-channel customer journeys, stationary retail has tried to develop innovative value propositions and co-create value with customers through new technologies, which are expected to profoundly change the stationary retail’s service systems. Among other technologies, service robots are said to have the potential to revitalise interactive value creation in stationary retail. However, the integration of such technologies poses new challenges. Prior research has looked at customers’ acceptance of service robots in stationary retail settings, but few studies have explored their counterparts – the frontline employees’ (FLEs) perspective. Yet, FLEs’ acceptance of service robots is crucial to implement service robots for retail innovation. To explore FLEs’ acceptance of and resistance to service robots, a qualitative exploratory interview study is conducted. It identifies decisive aspects, amongst others loss of status or role incongruency. The findings extend prior studies on technology acceptance and resistance and reveal i.a. that FLEs perceive service robots as both a threat and potential support. Moreover, they feel hardly involved in the co-creation of use cases for a service robot, although they are willing to contribute.

Incongruity between Work and Gender Roles: The Effects of Gender Stereotype Deviation on Job SatisfactionDate submitted: May 7, 2018Revised version accepted after double-blind review: August 31, 2019.

We analyze the effects of deviation from gender stereotypes on job satisfaction for male and female employees in general and for employees in leadership positions. Based on social role theory, backlash mechanisms owing to the violation of gender norms and role incongruity theory, we expect that deviating from gender stereotypes negatively affects job satisfaction. We test our hypotheses by hierarchically applying multiple linear regressions to German employee data. Results show a stable negative effect of deviation from gender stereotypes on job satisfaction for women only. Our findings are consistent with recent studies that confirm traditional gender structures on the labor market and expand our knowledge about backlash effects, since they indicate that deviation from gender norms not only affects objective career indicators but also subjective ones. As job satisfaction is a predictor of organizational success, we discuss ways for organizations to reduce the harmful effects of persistent traditional gender stereotypes in workplaces.

Role Incongruity or Expectation Disconfirmation? The Role of Gender in Performance Evaluations

Assessments of performance are a core feature of public management. Yet, a growing body of research suggests that performance evaluations are oftentimes shaped by factors unrelated to performance. ...

The Role of Gender Diversity in Corporate Governance

A number of studies show that companies with more women involved in leadership positions tend to outperform their sector in terms of return on equity, operating result, and stock price growth. A diverse board may signal independence, creative thought, opportunities for breakout strategies and an open-mindedness on the part of the company -- traits that are increasingly important as external factors such as globalization and heightened competitiveness impact the marketplace. Having women in key positions may add value through women’s distinctive set of skills, and creating cultures of inclusion through a diverse workforce. This paper begins with a review of studies analyzing gender diversity and firm performance, followed with an analysis of role incongruity and gender inequality in the workplace. The paper continues with examination of the multitude of revelations concerning egregious incidents of sexual harassment, which may go a long way toward explaining the apparent barriers present for women pursuing pathways to positions of organizational leadership. We then offer our proposals for potential solutions involving changing company norms.

Kinaesthetic illusion shapes the cortical plasticity evoked by action observation.

The combination of action observation (AO) and a peripheral nerve stimulation has been shown to induce plasticity in the primary motor cortex (M1). However, using peripheral nerve stimulation little is known about the specificity of the sensory inputs. The current study, using muscle tendon vibration to stimulate muscle spindles and transcranial magnetic stimulation to assess M1 excitability, investigated whether a proprioceptive stimulation leading to a kinaesthetic illusion of movement (KI) was able to evoke M1 plasticity when combined with AO. M1 excitability increased immediately and up to 60min after AO-KI stimulation as a function of the vividness of the perceived illusion, and only when the movement directions of AO and KI were congruent. Tactile stimulation coupled with AO and KI alone were not sufficient to induce M1 plasticity. This methodology might be proposed to subjects during a period of immobilization to promote M1 activity without requiring any voluntary movement. Physical practice is crucial to evoke cortical plasticity, but motor cognition techniques, such as action observation (AO), have shown their potentiality in promoting it when associated with peripheral afferent inputs, without the need of performing a movement. Here we investigated whether the combination of AO and a proprioceptive stimulation, able to evoke a kinaesthetic illusion of movement (KI), induced plasticity in the primary motor cortex (M1). In the main experiment, the role of congruency between the observed action and the illusory movement was explored together with the importance of the specificity of the sensory input modality (proprioceptive vs. tactile stimulation) to induce plasticity in M1. Further, a control experiment was carried out to assess the role of the mere kinaesthetic illusion on M1 excitability. Results showed that the combination of AO and KI evoked plasticity in M1, with an increase of the excitability immediately and up to 60min after the conditioning protocol (P always <0.05). Notably, a significant increase in M1 excitability occurred only when the directions of the observed and illusory movements were congruent. Further, a significant positive linear relationship was found between the amount of M1 excitability increase and the vividness of the perceived illusion (P=0.03). Finally, the tactile stimulation coupled with AO was not sufficient to induce changes in M1 excitability as well as the KI alone. All these findings indicate the importance of combining different sensory input signals to induce plasticity in M1, and that proprioception is the most suitable sensory modality to allow it.