ABSTRACT
I investigate whether individual managers have an incremental effect on firms' accounting quality (AQ) after controlling for known determinants of AQ, time fixed effects, and firm fixed ...effects. To identify the manager-specific effect on firm AQ, I construct a dataset that tracks the movement of 907 managers across firms over the period 1992–2014. Results indicate that individual manager fixed effects explain a statistically and economically significant proportion of the cross-sectional variation in AQ, which is comparable to that of firm fixed effects. Variation in managerial attributes that impact AQ is applied consistently as firms switch manager-type. Using a setting of exogenous CEO turnover, I find managerial idiosyncrasies impact AQ and are not merely a reflection of firms actively choosing managers with a desired combination of managerial attributes that, in turn, impact the variability of accruals. Overall, my study underscores the importance of individual managers in the determination of AQ.
Data Availability: Data used in this study are publicly available from sources identified in the text.
Aims and objectives
To appraise and synthesise empirical studies examining sources of occupational stress and ways of coping utilised by nurse managers when dealing with stress.
Background
The Nurse ...Manager's role is challenging yet draining and stressful and has adverse consequences on an individual's overall health and well‐being, patients’ outcomes and organisational productivity. Considerable research has been carried out; however, an updated and broader perspective on this critical organisational issue has not been performed.
Design
An integrative review.
Methods
Five databases (Cumulative Index to Nursing and Allied Health Literature, SCOPUS, PubMed, PsychINFO and MEDLINE) were searched to identify relevant articles. Search terms and MeSH terms included: “charge nurse,” “coping,” “coping strategy,” “coping style,” “psychological adaptation,” “psychological stress,” “stressors,” “nurse manager” and “unit manager.” Twenty‐two articles were included in this review. Reporting followed the Preferred Reporting Items for Systematic Reviews and Meta‐Analyses statement guidelines.
Results
Four themes were identified: moderate stress levels, common sources of stress, ways of coping and the impact of nurses’ characteristics on stress.
Conclusions
Nurse managers experienced moderate levels of stress mainly from heavy workloads, lack of resources and financial responsibilities. Enhancing social support and promoting job control were seen as important in reducing work stress and its related consequences. Additional studies using a more rigorous method and a larger sample size preferably in multicultural settings would shed more light on this topic.
Relevance to clinical practice
Hospital and nurse administrators play an important role in promoting supportive structures for daily professional practice for nurse managers through staffing, organisational resources, support services, leadership and stress management training.
Taking a managerial position involves not only taking on managerial tasks and responsibilities but also developing an identity as manager. Recent work on manager learning thus proposes that identity ...work is a significant part of learning to become manager. This work has, however, rarely focused on first-time managers and, despite the emphasis on process, has rarely examined identity work over time. Against this background, we present a longitudinal study of six newly appointed managers. Adopting a Ricoeurian perspective, we construct “small stories” to explore how they made sense of themselves and how to relate to others in light of new experiences in their everyday lives as nascent managers. The study provides insight into the process through which they were learning to become managers. Specifically, it highlights how the manager’s identity work oscillated over time by pointing to the ongoing dialectic between continuity and change, progress and stand-still, knowing and not-knowing, and excitement and despair.
Nurse leaders face immense organizational pressures exacerbating their distress, which has not been prioritized as much as frontline nurses. This review synthesized the literature to examine ...theoretical models, measures, contributing factors, outcomes, and coping strategies related to moral distress in nurse leaders. PubMed, Embase, CINAHL, and PsycINFO were searched, and 15 articles - two quantitative and 13 qualitative studies were extracted. The scoping review identified one study using a theoretical model and two measures - the ethical dilemmas questionnaire and the Brazilian moral distress scale. Contributing factors of moral distress include internal and organizational constraints, increased workload, and lack of support impacting physical and emotional well-being and intention to quit. This review did not yield any intervention studies emphasizing the need for research to identify specific predictors of moral distress and examine their relationship to nurse leader retention, so organizations can explore targeted interventions to promote coping and mitigate distress.
•Moral distress is negative self-directed emotions resulting from being constrained in taking the right moral action.•The complex healthcare environment contributes to overwhelming job demands exacerbating the moral distress in nurse leaders.•Irrespective of leadership positions, moral distress affects one’s physical, emotional, and professional well-being and increases the intention to quit.•Policies guiding recognition of moral distress in nurse leaders are crucial to promote workforce retention.•Organizational efforts with targeted interventions are imperative to address moral distress in nurse leaders.
Nowadays, Network Function Virtualization (NFV) is a growing and powerful technology in the research community and IT world. Traditional computer networks consist of hardware appliances such as ...firewalls and load balancers, called middleboxes. The implementation of these hardware devices is a difficult task due to their proprietary nature. NFV proposes an alternative way to design and deploy network functions called Virtual Network Functions (VNFs) on top of the commercial hardware by leveraging virtualization technology. NFV offers many advantages such as flexibility, agility, reduced capital and operational expenditure over the traditional network architecture. With the emergence of VNF, NFV needs to add new features regarding life-cycle management and end-to-end orchestration of VNFs. To fulfill this demand, NFV introduced the NFV-MANO framework for the management and orchestration of VNFs and provide network services to users. The NFV-MANO consists of NFV Orchestrator (NFVO), VNF Manager (VNFM), and Virtualized Infrastructure Manager (VIM). This paper provides a comprehensive overview of Virtualized Infrastructure Managers with NFV orchestration and VNF Management for implementing Service Function Chain (SFC) in NFV architecture. Further, this study critically analyzes relevant research articles and proposes a taxonomy to select an appropriate VIM based on Emulation, Virtualization, Containerization, and Hybrid environment for reliable SFC provisioning. Finally, various use cases have been identified for selecting particular VIM according to the requirements of the application.
•Analyzed and highlighted existing Virtualized Infrastructure Managers (VIMs) with NFV Orchestration (NFVO) and VNF Management (VNFM) operations.•Characterized existing VIMs based on Emulation, Virtualization, and Containerization technology to select an appropriate VIM for reliable SFC provisioning. Moreover, Identified different open-source MANO solutions.•Proposed a layered taxonomy to characterize the SFC provisioning solutions and highlighted use-cases for the selection of particular VIM.•Identified different future state-of-the-art applications based on SDN/NFV implementation.•Identified open research challenges that provide ample space for improvement.
•First study to explore bad managers in the hospitality industry.•Identified six themes related to the characteristics of bad managers in the hospitality industry.•Identified four themes related to ...the root causes of the development of bad managers.•A linkage between root causes and bad manager characteristics was developed.•Study results suggest key similarities and differences to general management literature.
This study aimed to explore the perceived characteristics of “bad” managers working within the hospitality industry. By employing a grounded theory approach, 72 hospitality employees were interviewed and asked to describe the attributes and behaviors of a current or past bad manager. In addition, the respondents were asked about the root cause/s of the undesirable qualities described in the study. The research findings identified six themes relating to the attributes of bad managers: unprofessional, autocratic management style, poor leadership skills, unethical, poor operational and technical skills, and poor decision and delegation skills. In addition, perceptions of the root causes of bad managers were categorized into four themes: company culture and structure, personal characteristics, unqualified, and tenure and comfort zone. This is one of the first studies in the hospitality field to address bad managers’ attributes and why and how managers became bad managers. Specific theoretical and practical implication are provided.
This study aimed to describe the attitudes and personalities of farm managers (FMs) in large Estonian dairy herds and analyse the potential associations with calf mortality. The study included FMs ...from 114 free-stall farms with at least 100 cows. Each participant completed a questionnaire that comprised questions about the respondent and various statements to reveal their attitudes towards calves, calf mortality, and farming in general. A 7-point Likert scale was used to record the responses. The data on the number of live births and deaths and animal movement data were gathered from farm records and the Estonian Agricultural Registers and Information Board. The yearly calf mortality risk (%) during the first 21 days (YAG) and mortality rate between 22–90 days of age (OAG) adjusted for the animal time-at-risk were then calculated for each herd. Univariate negative binomial regression analysis was used to identify associations between calf mortality risk/rate, and the studied statements and variables with a p-value < 0.25 were included in a k-modes clustering analysis. The mean calf mortality risk was determined to be 5.9 % (range 0.0–26.8 %) during the first 21 days and mean calf mortality rate was 1.8 (range 0.0–9.2) deaths per 100 calf-months during 22–90 days of age. In both age group analyses, two FMs´ clusters formed based on 17 pre-selected statements. The FMs of the high-mortality cluster were found to be dissatisfied with the calf mortality levels. In the YAG analysis, FMs from high-mortality cluster gave lower priority to the issue of calf mortality, placed high importance on the influence of workers on calf mortality, and were more satisfied with the staff's performance compared to FMs of the cluster of herds with lower calf mortality. They were additionally less satisfied with their own performance and felt less recognized by the farm staff. They were also more inclined to try new products and practices on the farm and demonstrated greater empathy towards cattle. In the OAG analysis, the FMs from the higher-mortality cluster viewed reducing calf mortality more costly, had a less ambitious and target-driven management style, and rated their self-performance lower. This study determined that FMs working in herds with high calf mortality were dissatisfied and did not prioritize addressing calf mortality compared to managers working in farms with lower calf mortality. FMs' attitudes and management styles were associated with calf mortality, while the respondents' personality traits had little influence.
The impact of spiritual and religious factors on health and care delivery has been identified in case management field research. The purpose of this article is to examine how case managers, taking a ...holistic, patient-centered approach, are required under professional and ethical standards to address the spiritual and religious influences that may impact the individual's health, care choices, and care delivery.
Case managers across health or human services must be able to identify and address the spiritual and/or religious factors that may influence a care plan and care delivery. This includes case managers in acute care, primary care, workers' compensation, hospice, mental health counseling, and other practice settings. Regardless of their professional discipline, specialization, or practice setting, case managers must ensure that the voice of the individual is heard and that each person receives the support that is most relevant and meaningful.
The impact of spiritual and religious factors on health and care delivery has been identified in case management field research, known as role and function studies, which are conducted every 5 years, and which set the blueprint for the Certified Case Manager (CCM) certification examination. The most recent role and function study affirmed the knowledge domain of multicultural, spiritual, and religious factors that may affect the health status of the individual receiving case management services. Essential activities of case management include identifying multicultural, spiritual, and religious factors that may affect the client's health status and incorporating the effects of the client's multicultural, spiritual, and religious factors in the development of the plan of care and service delivery (). To demonstrate competency in the required knowledge domain and essential activities, case managers must be able to identify and address the spiritual and/or religious factors that may influence a care plan and care delivery.
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•A high CI diversity presented divergences among salespeople about the market understandings.•CI diversity also reduces the positive effects of CI on efficiency.•CI increases ...salespersons' efficiency.•A higher consensus about how salespeople read the market is beneficial to the firm.
Although previous studies support the main effect of a salesperson’s competitive intelligence (CI) on job-related outcomes, little, if any, attention has been given to the mechanisms that moderate this relationship. Drawing on social capital theory, the authors propose that CI diversity (i.e., disparity) diminishes salesperson CI's main effect on efficiency and performance. On the other hand, managers’ tenure in the store amplifies such a relationship. The authors tested the theoretical model using multilevel data collected from managers and salespeople representing 74 wholesales and 175 vendors. The study results demonstrated that the CI-performance link was weakened when there were high CI diversity. The reason is that a high CI diversity presented divergences among salespeople about the market understandings. Whereas, when there are high levels of managers’ tenure, there is an amplified influence of CI on performance. The logic is a communication and dissemination of intelligence to the sales team.
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