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.
Managers often accompany salespeople to customer meetings, and their presence can be invaluable to the interaction. However, at times, managers may act in ways that are harmful rather than helpful. ...Scant scholarly attention has been allocated to understanding the dark side of managerial involvement. When negative manager behaviors manifest in customer-facing situations, salespeople must understand and mitigate these occurrences to prevent deleterious outcomes. This study conducts a qualitative inquiry of professional salespeople and organizational buyers to uncover the ways customer-facing adverse manager behaviors (CFAMBs) occur and affect sales calls. Specifically, manifestations of manager arrogance, apathy, and awkwardness can negatively affect customer outcomes. In addition, factors affecting the severity of CFAMBs’ impact include timing in the sales cycle, customer status, and pre-, in-, and post-call mitigation strategies. Collectively, the findings advance role theory and theory germane to the salesperson–sales manager interface and provide practical guidance for dealing with CFAMBs.
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.
SMEs play a significant role in economic activity through employment, innovation, and growth, undertaking projects as an engine to survive. However, project management standards are considered ...bureaucratical for those environments of scarce resources where the manager usually act as project manager. Therefore, due to unfamiliarity or resource constraints, managers may perform the processes they are most familiar with or that are easier to perform instead of those with a higher impact on project success. Hence, this study aims to understand the degree of knowledge, importance, and extent of use of each knowledge area to the SMEs managers in Lourinhã municipality in order to provide training guidelines to foster the development of the region’s SMEs. Quantitative research was undertaken with a survey for the empirical research. Results show a nescience regarding Project Management; that areas with a strong link to costs are prioritized; and that SMEs managers learn and understand the importance of project management practices mainly by applying them. Introductory level workshops and the creation of entity to support managers on project management practice were proposed.
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