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Show moreResearch on experiences of gays and lesbians in the executive suite is almost nonexistent. We conducted, to our knowledge, the first empirical study specifically focused on gay and lesbian senior executives who came out in their organizations at late career stages. Phenomenological interviews with 25 executives revealed prioritization of professional vs. personal identity both before and after coming out, emphasized the recursive nature of coming out in the executive suite and showed positive organizational outcomes of personal intentional change when gay and lesbian executives leverage their status to promote policy and culture reforms.
Doctorate of Management Programs
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Show moreIn the current work environment, younger workers in leadership positions are overseeing workers much older than themselves. Few empirical studies have focused on the emerging patterns of leadership associated with the relationship between young managers and older workers. To address this gap in the literature, we conducted a qualitative study based on semistructured interviews with thirteen managers under the age of thirty six and thirteen employees at least twenty years older. The goal of our study is to generate grounded theory about the ?lived experiences? of contemporary young managers leading older subordinates. Our exploratory findings show that the task focused nature of younger leaders is causing management to overtake leadership and that the nature of work relationships is changing to become more broad and instrumental. Finally we propose an emergent pattern of leadership taking into account a new concept of work-life balance.
Doctorate of Management Programs
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Show moreTax professionals are required to serve two masters equally: their client and the tax law. Often, serving these two masters creates conflicts that put the tax professional in a tension filled environment. We interviewed 29 tax professionals to generate a grounded theory about how tax professionals use their experiences, tools, training, judgment and decision-making processes to manage the tension they feel. Research is scant about how adherence to professional requirements and responsibilities weigh on tax professionals? advocacy attitudes and behaviors and about how tax professionals understand or define client loyalty and its relationship to regulatory and professional standards. Our data revealed that tax professionals in the Big 4 CPA firms dealt with their professional responsibilities and client loyalties differently than tax professionals who were sole practitioners. Also, we found that tax advice is produced and reproduced in an evolutionary decision ?making process that often produces inconsistent and different results.
Doctorate of Management Programs
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Show morePhysician leaders span two professional groups- that of physician and of leader. While there have been many efforts at understanding the characteristics of effective physician leaders, a greater understanding is needed on the nature of physician leadership. We surveyed the largest health care organization for physician leaders in the United States to gain a greater understanding. Findings from our qualitative research guided this quantitative study, which used PLS to analyze results from 677 online surveys to understand the causal relationship of role conflict and role endorsement to participation. Our findings reveal the mediating influence that positivity exerts upon participation. Our findings also offer physicians interested in leadership, as well as health care leaders, an opportunity to increase understanding on the social identification process that leads a higher level of professional participation, which may ultimately increase effectiveness for physicians in leadership.
Doctorate of Management Programs
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Show moreSeventy-seven percent of low corporate governance ratings for U.S. publicly-traded companies are attributable to poorly-performing boards (GovernanceMetrics International (GMI), 2005). Research suggests a relationship between governance quality and financial performance with evidence of better performance by active vs. passive boards. While most governance research has focused on board member demographics to predict governance quality, few scholars have addressed board dynamics. Adopting a grounded theory approach to address this deficit, we conducted semi-structured interviews with 23 board directors of U.S. publically traded small- and medium-sized enterprises (SMEs) with high and low independently attributed governance ratings. Results indicate directors in both groups similarly distinguish front and back stage board environments characterized by discrete social norms ? but respond to violations of them differently. More ?democratically? recruited high governance-rated SME boards are less tolerant of deviant behavior and respond to it more directly resulting in higher board stability ? while low governance-rated boards, commonly ?inner circle? recruits, are more apt to purge perpetrators of affective conflict.
Doctorate of Management Programs
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Show moreWhereas incremental innovation (II) involves minor changes to an existing product or service, radical innovation (RI) creates a new user experience by altering the cognitive ecosystem of products and creating new markets. Recent RI products such as Apple?s iPhone, iPad, and iTunes and Amazon?s Kindle have demonstrated the potentially salubrious effect of RI. However, technological uncertainty, business inexperience, and unknown customer preferences render RI a high-risk proposition. Accordingly, the innovation processes of RI and II are different: whereas II is widely studied through gate and structured process models, comparatively little is known about how to engage and manage RI. One reason for this is that conceptualizations of RI do not adequately reflect critical interdependencies in the CE/IT ecosystem that permit identification or RI opportunities. To analyze RI processes and how they recognize interdependencies within the CE/IT ecosystem, we conducted semistructured interviews with 38 highly experienced designers and innovation managers. Using grounded theory to analyze the interviews, we propose a new conceptualization of RI that suggests that RI emerges from novel interactions between technology, application, and market trends. To illustrate these interactions, we formulate a Technology, Application, and Market Trend (TAMT) model that illustrates the novel dynamics of RI and highlights differences between RI and II. Using the model, we note that unarticulated market needs are the key source of most RIs. Radical innovators must constantly search for unarticulated market needs through experimentation and bold thinking to identify RI opportunities and engage in it successfully.
Doctorate of Management Programs
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Show moreThe higher education leadership literature has little to say about nontraditional candidates (executives who have never held a full time faculty post) and their ability to perform in senior leadership roles in higher education administration. We conducted a qualitative research design to capture the lived experiences of participants in higher education administration. We interviewed 21 deans in higher educational institutions. Our findings show that deans operate within what we label as a Multi Level Multi Dimensional System (MLMDS). We view this MLMDS through the lens and disciplines emerging from Complexity Leadership Theory (CLT). We also find the higher education environment requires a strong focus on credibility. This requisite credibility is key to performing the needed tuning of the stakeholder groups of the MLMDS to generate greater visionary harmony in service to the larger enduring mission of the academic institution. In a practical way these findings help us see where and how nontraditional candidates, as well as traditional candidates, for executive roles in higher education fit the MLMDS. We also offer credibility as an important issue for review in terms of CLT in the higher education setting.
Doctorate of Management Programs
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Show moreA Work-Life Fusion scale is introduced and developed to measure the extent to which people leverage technological tools both virtually and in face-to-face exchanges to concurrently manage work and life issues while at work. Subscales emerge from the data with strong reliability measures and rigorous techniques are employed to achieve validation. The scale is used as a resource to explore its impact on Work-Life Satisfaction, Job Satisfaction, and Psychological Job Control. Multi-group analysis across generations surfaces clear indication of a shift to a fused approach toward work and life management as cohorts become younger.
Doctorate of Management Programs
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