Role Salience Research Articles

Employing a Computational Model to Reveal Stimulus-Driven Influences in Interfaces

It is challenging to design complex interfaces that support efficient visual searches. It requires understanding how numerous sources of information contribute to attentional selection, along with an understanding of the tools and tasks used to study visual search. This work is intended to examine visual salience, a pre-attentive process often overlooked in traditional design approaches. Although the importance of visual salience in task-driven searches has been debated, recent evidence suggests this stimulus-driven property contributes to the guidance of attention. Computational modeling has proven effective in predicting the influence of salience (e.g., N-SEEV and Attentional Priority models). With advances in this area of research, continuing examination of the applications and limitations of computational salience models is warranted. Therefore, the present work also examines the predictive power of computational models in displays like web pages and mobile interfaces. Emphasis is placed on the role salience should play in optimizing interface search efficiency.

Nonresident fathers' seeking continuity in relationships with their children: Commitment, personal change, and reliance on others

AbstractObjectiveTo explore intrinsic and extrinsic factors that help nonresident fathers' continuing relationships with their children.BackgroundResearch on nonresident fathers tends to focus on rates or trajectories of contact and the perspectives or experiences of children or others and highlights significant barriers to development and maintenance of relationships between nonresident fathers and their children. What helps the growth and development of nonresident fathers' relationships with their children are less well understood and less frequently researched. This research sought to fill the gap in the literature of what is known that helps nonresident fathers maintain meaningful relationships with their children.MethodA qualitative research approach was chosen using thematic analysis of semistructured, in‐depth interviews. Recruitment was via social media and community sites targeting nonresident fathers after divorce.ResultsParticipants highlighted deep commitment to ongoing fathering and a deep desire for meaningful relationships with children. The experience of divorce had a highly negative impact, but some positives emerged that enhanced their relationship. Significant others played contingent roles helping participants improve their relationships with their children.ConclusionContinuity of relationships with children was the direct result of participants' actions to remain involved and their ongoing commitment to their children through strong and unwavering fatherhood role salience. These factors, together with actions for self‐improvement, managing change, and fostering cooperative relationships with relevant others, helped fathers maintain positive engagement and relationships with their children.ImplicationsThe nonresident fathers in this study relied on their own initiatives, resilience, and resources to remain engaged with their children. Policies and programs should respond to and encourage the development of policies and programs that help nonresident fathers' relationships with children in practical and meaningful ways.

Examining mediating and moderating influences among career competencies and leadership aspiration

PurposeThe purpose of this study is to explore the relationship between career competencies and leadership aspiration among women IT/ITeS professionals in South India, examining the mediating effects of work role salience and occupational self-efficacy, along with the moderating effect of achievement aspiration.Design/methodology/approachThe sample consists of 348 women professionals working in the IT/ITeS industry in South India. The study adopts a descriptive methodology and employs a cross-sectional research design.FindingsThe result shows that work role salience mediates the relationship between career competencies and leadership aspiration and that this mediation is moderated by achievement aspiration. Additionally, occupational self-efficacy is found to have a supplementary effect on leadership aspiration, further contributing to the model.Research limitations/implicationsDespite the limitations of online data collection, the study showcases adaptability, providing valuable insights into women's career aspirations. It acknowledges opportunities for future research improvements, such as implementing longitudinal frameworks and incorporating a more diverse sample, to enhance the robustness and applicability of findings.Practical implicationsThe study offers valuable insights for managers, researchers and academia, aiding in the identification of crucial competencies for women aspiring to leadership roles, and fostering the retention of top talent in a diverse and inclusive work environment. Individuals can leverage these insights for enhanced career development by recognizing and emphasizing strengths while addressing weaknesses through accurate self-assessments.Originality/valueThis study offers a novel perspective by identifying the essential competencies that are crucial for women to achieve leadership positions, thus making a valuable contribution to the existing literature in the field.

“All employees are equal … but some are more equal than others”. Role identity and nonfamily member discrimination in family SMEs

PurposeThis paper aims to investigate if, under which conditions, and with which consequences, nonfamily members have the perception of being discriminated against as a consequence of nepotism and adverse selection practices. This research also aims to investigate whether the carried-out role influences the perception of being discriminated against among nonfamily member employees.Design/methodology/approachA quantitative approach was carried out by adopting a structural equation model (SEM) analysis. The survey investigated a sample of Italian family SMEs (participating companies N = 186, total questionnaires collected N = 838).FindingsDrawing on the multiple identities theory, findings show that role salience (RS) effectively contributes to reducing the unwanted effects of perceived discrimination (PD) among nonfamily member employees. In doing so, this study deepens the knowledge of nonfamily member employment conditions and their consequences on strategic outcomes such as organizational commitment (OC), organizational justice (OJ) and intention to quit (ITQ).Research limitations/implicationsBy adopting a self-categorization approach, this study also advances current theoretical literature, as this methodological lens could help scholars further understand diversity in family business.Practical implicationsThis study suggests it would be advisable to implement human resource management practices based on job rotation to promote cohesion and reduce perceived distances.Social implicationsSMEs are the most widespread type of firm in the world; as a consequence, avoiding PD among nonfamily member employees has general ethical relevance.Originality/valueThis study expands current literature by showing that RS plays an important role in determining levels of PD. This study also advances current literature by focusing on the impact of multiple identities on fairness and commitment at individual and group levels of analysis of family businesses.

Working From Home and Work–Family Conflict: The Importance of Role Salience

Working From Home and Work–Family Conflict: The Importance of Role Salience

Setting our boundaries: The role of gender, values, and role salience in work–home boundary permeability

AbstractAlthough women make up nearly half of the U.S. workforce, gender role stereotypes persist, and gender roles may relate to how men and women manage work–home boundaries. In this study, we explore gender differences in how employee values (tradition, achievement) translate into role identity salience, and in turn, boundary management preferences and behaviour. With data collected in two waves from 200 employees, we examined how the personal values of tradition and achievement relate differently by gender to role identity salience and in turn, boundary management. We found that men who more strongly value tradition have higher levels of work identity salience and both prefer and create an impermeable boundary around work to prevent intrusion from home. Men who valued tradition more also preferred and crafted a permeable home boundary to allow work intrusion. In contrast, women with higher tradition values reported higher home identity salience, which was associated with preferring segmentation in both work‐to‐home and home‐to‐work directions, and to behaviorally protecting home from work. Contrary to expectations, achievement values did not relate to a boundary management process via role identity salience for either gender. We discuss implications for a more nuanced, values‐driven, and gendered perspective on boundary management.

How Changes in Work and Family Role Salience Following COVID19 Threat Affect Turnover Intention

How Changes in Work and Family Role Salience Following COVID19 Threat Affect Turnover Intention

Fathers' status and role identities and involvement shortly after divorce

AbstractObjectiveThe goal was to examine (a) whether fathers' role‐level and status‐level identity salience are associated with father involvement (engagement, affection, responsibility) following divorce and (b) whether barriers to father involvement (coparenting relationship, divorce decree dissatisfaction) moderate associations between identity and involvement.BackgroundFather identity has been established as a predictor of father involvement. However, little is known about the effects of role‐level identity domains (caregiver identity, provider identity). Also, contextual factors may interfere with or support the enactment of father identities.MethodFathers from a southeastern state (n = 116) who had experienced divorce within the past 3 months were included. Hierarchical regression was used to examine direct associations and moderation effects among key indicators.ResultsFathers' identity status salience was positively associated with engagement. Caregiving role salience was positively associated with responsibility. Provider role salience was positively associated with affection when coparenting cooperation was high and negatively associated with both affection and responsibility when coparenting cooperation was low.ConclusionFindings suggest the importance of both the general father identity and role‐level identities to father involvement shortly following divorce. Coparenting cooperation may be an important mechanism for fostering involvement, especially for fathers who more strongly identify as financial providers.

It Takes Work: How University Students Manage Role Boundaries when the Future is Calling

Managing boundaries between students’ work and study roles is crucial for success at university. Little research has examined the strategies used to manage these roles, the factors that relate to implementing them, and the outcomes associated with their use. Boundary management theory, an identity-based perspective, explains boundary management processes; yet, few studies have examined how identity affects the enactment of boundary strategies. We investigated the extent to which identity-based concepts (i.e., student role salience and future-self) were related to different types of boundary strategies (i.e., temporal and communicative), how these related to work-study balance, and, in turn, academic satisfaction. We tested our model on a sample of 266 working university students (MAge = 20.07 years, SD = 2.63; 74% women) and it accounted for 41% of the variance in academic satisfaction. Significant relationships were found among identity-based concepts, boundary strategies, work-study balance, and academic satisfaction, highlighting the importance of student identity and the use of temporal strategies in achieving greater work-study balance and academic satisfaction. Suggestions for how education providers can retain students who are struggling to manage work and study are discussed.

Being a parent, emotional stability, and adjustment disorder symptoms in the face of COVID-19.

ObjectiveThe current study examines the correlation between emotional stability and symptoms related to adjustment to the stresses related to the pandemic for parents and nonparents at the initial stage of the COVID‐19 outbreak in Israel.BackgroundAt the early stage of the COVID‐19 outbreak, governments prohibited public gatherings and demanded social distancing. These challenges may be especially difficult for individuals with low levels of emotional stability as adaptation difficulties may lead to stress‐related outcomes, such as adjustment disorder symptoms. Additionally, in the face of a significant external threat and the demand for intensive joint familial time at home, the parental role becomes especially salient.MethodsTwo hundred forty‐four Israeli adults filled in self‐reported e‐version questionnaires regarding emotional stability, adjustment disorder symptoms, and background variables. A cross‐sectional design was used to examine the association between emotional stability and adjustment disorder symptoms, as well as the potential moderation by parenting status.ResultsThe findings revealed that the levels of emotional stability were negatively correlated with adjustment disorder symptoms, while being a parent mitigated this correlation. This correlation was nonsignificant among parents.Conclusion and ImplicationsIt appears that the identity salience of parental role in the current stressful situation and its associated strain may have overcome the advantage of emotional stability. The identity of being a parent has the potential to dismiss it. Here, the social role emerges as more forcible than the personality trait. Recommendations for practice are discussed.

Believing in Achieving: The Impact of Role Salience and Anticipated Work–Family Conflict on Self-Efficacy Beliefs in Emerging Adult Women

Emerging adulthood is a formative phase of development when women’s expectations of success can influence their opportunities for mastery experiences in career and family domains. Women prioritize varying life roles (career, family, and relationships) and these roles potentially intersect with the conflict between work and family that women forecast for their future selves. We used a social cognitive career theory framework to examine how anticipated work-family conflict impacts self-efficacy beliefs. Specifically, we examined whether anticipated work-family conflict moderated the association between women’s life role salience and self-efficacy beliefs. Results indicated that across all salient life roles, higher levels of anticipated work-family conflict were associated with lower self-efficacy beliefs, but contrary to hypotheses, there was no evidence of moderation. Demographic factors also explained significant amounts of variance in self-efficacy. Results suggest that maximizing opportunities for self-efficacy can contribute to women’s sense of achievement and fulfillment in multiple life domains.

A qualitative investigation of the work-nonwork experiences of dual-career professional couples without children

PurposeThis paper aims to investigate the idiosyncratic relationships between work and nonwork among dual-career professional couples (DCPCs) intentionally without children, considering individual members' role salience, nonwork responsibilities and care or career orientation.Design/methodology/approachInterview data from 21 Canadian and American couples (42 individuals) was used to explore the research question: How do DCPCs without children perceive their work-nonwork balance?FindingsDCPCs without children are a heterogenous demographic. Some couples are career oriented, some care oriented, some exhibit both orientations, shaping their experience of work-nonwork balance. Unlike popular stereotypes, they do have nonwork responsibilities and interests outside of their thriving careers. Similar to their counterparts with children, they face conflicts managing work and nonwork domains.Originality/valueBased on theories of role salience, work-nonwork conflict, enrichment and balance, the authors suggest that analyses of work-nonwork balance should include nonwork activities other than child caring. The authors further propose that the experience of the work-nonwork interface varies according to whether couples are careerist, conventional, non-conventional or egalitarian. The study also demonstrates that work-nonwork experiences are relational in nature and should be explored beyond a strictly individual perspective.

WINDOW, WATCHDOG, INSPECTOR: The Eclecticism of Journalistic Roles During the COVID-19 Lockdown

ABSTRACT With the aim of understanding solidities and disturbances in journalism as a belief system, the study investigates how television journalists in Slovenia have been re-articulating their roles against normative principles, professional ideals, and media performance during the COVID-19 lockdown. As procedures and forms of television news production were importantly re-configured, analysis of qualitative interviews with editors and journalists reveals eclecticism in journalistic roles, re-articulated in the connections between journalism, power and the public, leading to contradictory assessments with respect to journalism’s autonomy and responsibility. While the salience of the dominant monitorial role, referring to the journalistic provision of “objective” news and the surveillance of power on behalf of the public, was initially evident, deeper analysis showed not only a variety and disagreement concerning, but also paradoxes in, perceptions that resemble facilitative and collaborative roles. These findings reflect a particular manifestation of historical contradictions in Slovenian journalism’s relationship to power and the public during the public safety crisis and the many social contingencies during the lockdown.

A Taxonomy of Employee Motives for Telework.

This qualitative research contributes to the telework research literature by identifying and categorizing employee motives for teleworking. Motives for telework contextualize teleworking behavior, represent proximal telework outcomes, and serve as potential boundary conditions for telework-outcome relationships. Role identity theory (Burke & Tully Social Forces, 55(4), 881-897, 1977) and the uncertainty-reduction hypothesis (Hogg & Terry Academy of Management Review, 25, 121-140, 2000) suggest that motives may be driven by role salience and the ability to meet work and nonwork demands. In this research, we sought to identify a comprehensive list of motives as well as reconcile the wide range of categories and labels given to telework motives in the literature. We asked two independent samples of workers comprised of two subsamples of teleworkers (n1 = 195; n2 = 97) and a subsample of nonteleworkers (n3 = 947) why they telework or would like to telework. A total of 2504 reasons were gathered across the three subsamples. Most respondents reported multiple reasons, especially when encouraged to list all of their reasons. After distinguishing preconditions from motives to telework, ten categories emerged from the qualitative data with “avoid commute” emerging as the most frequently reported motive. Other frequently reported motives included “tend to family demands” and “productivity.” Additional motives are discussed along with implications for telework research and policy development and implementation.

Family influence on career decisions: perceptions of Latin American CEOs

PurposeThe career is a space where family and work lives amalgamate. The role of work for the individual, and the meaning of work within the culture, will determine the relevance of family. This study investigates CEOs' perception about conjugal family influence on career decisions, and it examines family factors.Design/methodology/approachThrough a qualitative study, 22 Latin American CEOs who work for multinational firms were interviewed in a semi-structured way.FindingsNot all career decisions were influenced by conjugal family. CEOs varied in the extent to which they considered their families when reflecting on their career decisions. Expatriation, joining or quitting an organization and change of area of work were found as those decisions perceived to be influenced by conjugal family. Family support, family structure and family demands and responsibilities were identified as the family factors involved. In spite of the role salience, family factors influenced some of CEOs' career decisions, in part, due to the cultural characteristics of the Latin American environment. The instrumental support of the extended family, as part of collectivist societies, was also evidenced.Practical implicationsA better understanding of the family influenced decisions and family factors involved may enhance individual career decision-making as well as organizational career management processes and public initiatives.Originality/valueThis study contributes to family and career literature, being the first one to explore the conjugal family influence upon CEOs' career decisions.

Men Coping with Miscarriage: How Spousal Emotional Support Contributes to the Relationship between Parenting Identity and Well-Being about Pregnancy Loss

ABSTRACT Although miscarriage is commonly considered a “women’s issue,” pregnancy loss often occurs in opposite-sex marriages and affects the well-being of both spouses. The present study investigated how cisgender married men (n= 136) coped with their spouse’s miscarriage by drawing upon their parenting role salience (i.e., commitment to and value in their parenting identity) and spousal emotional support as coping resources. Structural equation modeling demonstrated that parenting role salience negatively predicted positive and negative affect about the miscarriage, which negatively predicted perceived stress. In other words, men who invested in their role as a father coped better with miscarriage. Moderation analyses revealed husbands who received higher quality spousal emotional support reported better well-being, regardless of their parenting role salience. These results highlight the importance of considering identity in the support and coping process. Findings also inform practical applications by attending to both partners’ grief and relational needs following a miscarriage.

Role salience and satisfaction in working adults: a contribution to the individuals’ well-being

ABSTRACTA study about role salience in the counselling and career management context with an adult sample revealed the tendency for the individuals to place more importance in other roles beyond those they tend to spend more time and energy with: work and family. The aim of this research is to present more results that confirm this trend, in different organizational contexts, and also the satisfaction with the occupational, family and leisure life roles. The study samples included working adults, ranging from 60 to 116 participants, and the instruments used were the Salience Inventory and the Life Roles Satisfaction Scale. The results corroborate the referred trend and reveal higher levels of satisfaction with other activities than with the occupational one, and correlations between role salience and satisfaction with the life roles. Therefore, it should be considered strategic by the organizations to implement policies aiming to facilitate the balance between the different roles played by their employees. Noteworthy are the interventions in counselling and career management and the increasingly frequent use of remote work. Some considerations are made on the importance of helping individuals to deal with their levels of satisfaction and well-being in the current competitive, unpredictable and unknown labour market. RESUMENCon base en un estudio sobre la relevancia de los roles con una muestra de adultos que solicitaron ayuda en el contexto de asesoramiento y gestión de carrera, se encontró una tendencia a dar más y más importancia a los roles que no sean los que generalmente los individuos tienden a gastar más de su tiempo y energía: el trabajo y la familia. Este estudio tiene como objetivo presentar más resultados que confirmen esta tendencia, en diferentes contextos organizacionales, y también la satisfacción obtenida con los roles de vida profesional, familiar y de ocio. Las muestras en estudio incluyeron adultos trabajadores, cuyos totales oscilaron entre 60 y 116 participantes, y los instrumentos utilizados fueron el Inventario de Saliencia de Actividades y la Escala de Satisfacción con los Roles Vitales. Los resultados corroboran la tendencia mencionada y revelan mayores niveles de satisfacción con otras actividades que la profesional, y correlaciones entre la relevancia de los roles y la satisfacción con los roles de vida. Por consiguiente, debe considerarse estratégico que las organizaciones implementen medidas destinadas a facilitar el equilibrio entre los diferentes roles desempeñados por sus trabajadores. Cabe destacar las intervenciones en asesoramiento y gestión de la carrera y el uso cada vez más frecuente del trabajo remoto. Se hacen algunas consideraciones sobre la importancia de ayudar los individuos a lidiar con sus niveles de satisfacción y bienestar en el actual mercado laboral competitivo, impredecible y desconocido.

A Qualitative Exploration of Role Salience among Malaysian Professional and Managerial Dual-Career Couples

This paper explores work and family roles salience in the context of dual-career couples in Malaysia. Semi-structured qualitative interviews has been conducted on 18 couples in professional and managerial position. The data were transcribed and analyzed using template analysis. The findings revealed that several factors namely culture, religious values, gender, work characteristics and personal preferences influence the couples’ role salience. Women tend to face more struggles to maintain the salience of both roles despite the fact that couples regard both roles to be central to their lives. Factors such as culture and religious values influence the couples’ role salience making them holding to traditional gender attitude and reduce the impact of family to work. Some couples are more affected with spouse work condition or personal preferencesleading them to practice less traditional roles in their family arrangements.Conflicting views within couples also exist, which influence their challenges and satisfaction. This study adds to the work and family research using couple-level analysis in a non-Western context. The qualitative data gained has also enabled the study to extend the understanding on how the dynamic of the interaction between culture, religion, gender, work characteristics and personal preferences come into play to shape couples’ role salience and consequently their work-family experiences and perceptions.

Using true experiments to study culture: Manipulations, measurement issues, and the question of appropriate control groups

Social group memberships are primarily studied in quasi-experimental contexts, but how can culture, class and gender be manipulated in true experimental designs? This review highlights the different empirical strategies that can be used to manipulate “culture” as it relates to race/ethnicity (activation of thinking styles, language, and priming of cultural constructs), class (social standing, group status, or perceived social status), and gender (role salience, gender identity, sex hormone administration). I review measurement issues related to manipulation checks and the problem of what construct is tapped by the manipulation, appropriate control groups, and intersectional identities or group memberships.

Role Salience and the Growth Intention of Women Entrepreneurs: Does Work-life Balance Make a Difference?

Work and family are two of the most competing and salient roles in the life of every individual. As such, individuals often make behavioral decisions based on the relative salience (work or family) they attach to these life roles. Given that growth intention is a vital behavioral choice in the life of an entrepreneur, this study examined how role salience influences the growth intentions of women entrepreneurs. Moreover, for most women entrepreneurs, their family domain is highly entwined with the business domain, and as such, having an adequate work-life balance is often a vital personal goal. Thus, this study also examined the influence of work-life balance on the growth intentions of the women entrepreneurs as well as its moderating effect of on the relationship between role salience and growth intentions. Based on self-reported data from women entrepreneurs (N = 300), the findings of this study using logistic regression analysis revealed that both work role salience (b = .88, p < .001) and work-life balance (b = .73, p < .001) have a positive effect on the growth intentions of women entrepreneurs. Additionally, work-life balance also moderated the relationship between work role salience and growth intention such that the positive association is strengthened at high levels of work-life balance (b = .90, p < .001). The study culminates with a discussion of the implications and suggestions for future research.