A number of behavioral studies have suggested that, where professionals are employed in bureaucratic organizations, there can be serious conflicts between the norms of one’s profession and those of one’s employing organization. Known as organizational-professional conflict (OPC), this conflict has been associated with dysfunctional organizational outcomes, including increased turnover and decreased job satisfaction among professional employees. Previous studies of this phenomenon have been performed with respect to several professions, including public accounting and internal auditing, as well as engineering and other non-accounting professions. Until now, however, the antecedents and consequences of OPC have not been studied in the emerging profession of management accounting. Questionnaires were mailed to 599 members of the National Association of Accountants. A 47-percent response provided a usable sample of 281, of whom 201 are management accountants. Variables measured included organizational commitment, professional commitment, and conflict between accountants and their supervisors regarding the professional status of management accounting (SSCON), which are hypothesized antecedents of OPC; OPC itself; and job satisfaction and turnover intent, which are hypothesized consequents of OPC. The correlation and regression models depicting the hypotheses were supported by the data, and all were significant at alpha=0.05, with the relationships · i in the predicted direction. A path model, which depicts hypothesized relationships as causal linkages was constructed and tested. The model was supported by the data: OPC explained 16 percent of the variance in turnover intent for non·CMAs, 23 percent for CMAS; and it explained 15 percent of the variance in job satisfaction for non-CMAS, ll percent for CMAS. The hypothesized antecedents of OPC explained 38 percent of the variance in OPC for non·CMAs, 45 percent for CMAS. The variable SSCON, which has not appeared in previous studies, was a significant predictor of OPC (p = 0.004) for CMAS, but it was not significant (p = 0.059) for non-CMAS. The most important predictor of OPC turned out to be organizational commitment, which was highly significant for both groups: p < 0.0001 for non-CMAS, and p = 0.0002 for CMAS. / Ph. D. / incomplete_metadata

This study was conducted to determine the current job satisfaction level of elementary school counselors in Virginia and compare it with elementary school counselors surveyed in 1995 and 1988. At the time of the 1988 survey, the Virginia Board of Education had passed a resolution to phase elementary guidance and counseling programs into the public schools over a four-year period beginning in the 1986-1987 school year. The elementary school counseling program was in full effect when the 1995 survey was conducted. In 2001 the program was no longer state mandated, but instead was a local option to be determined by school boards. An array of social and political changes have taken place since the first two studies were conducted by Kirk (1988) and Murray (1995) that may have impacted how satisfied counselors in Virginia are with their jobs. Because the job satisfaction level of elementary school counselors in Virginia in 2001 was undetermined, this study was undertaken . Two mailed questionnaires were used to collect the data. An Individual Information Form (IIF) and a modified version of the Minnesota SatisfactionQuestionnaire (MSQ) were sent to 444 elementary school counselors who were members of the Virginia School Counselor Association. The total response rate was 76.35%. In the current study, 90.9% of counselors surveyed indicated they were either satisfied or very satisfied with their jobs, while 9.1% were very dissatisfied or dissatisfied. Of the 20 aspects of work measured by the MSQ, counselors only indicated dissatisfaction with the compensation area. The two demographic variables of educational degree status and counselors' intent to remain in the current position were found to be predictors of job satisfaction for counselors in 2001. A majority of all counselors in the 2001 study responded affirmative to whether the current social and political climate affected their feelings about their jobs. Counselors expressed feeling dissatisfaction with the lack of a state mandated counseling program and feeling stress and pressure from conflicting role expectations and demands. Compared to counselors surveyed in 1995 and 1988, the overall level of job satisfaction in 2001 is similar. There were six areas of counselors' jobs that produced the most satisfaction in all three studies although the order varied somewhat. These areas were social service, moral values, creativity, activity, variety, and ability utilization. In all three studies, counselors were the least satisfied with the same three areas which included compensation, company policies, and advancement. Job security was the fourth area producing the most dissatisfaction in both the 2001 and 1995 studies, while it was eighth in 1988. There was an increase of about 5% in the number of counselors who are dissatisfied with their jobs in 2001 compared to 1995 and about a 2% increase from 1988. There has been a slight increase across all three studies in the percentage of counselors who are very satisfied with their jobs. / Ph. D.

Gender role issues have been an integral part of psychology since the 1970s. More recently, theories and research have surfaced concerning the issues of maleness in our society. Most of these theories focus on masculine gender role and how it affects men in various ways, e.g., their psychological well-being, substance use, relational abilities, and help-seeking behaviors. One area of maleness that has consistently been left out of the Masculine Role Conflict (MRC) debate is that of homosexuality. As a gay man develops, he finds himself at odds with society over something that he experiences biologically as normal and appropriate. It is the contention of this paper that MRC is an issue related to psychological distress among gay men and not psychological weakness in gay men, per se.

The focus of this research is to develop a management strategy for school principals to assist educators deal with role conflict. Role conflict has proved to be one of the stumbling blocks towards educators’ career advancement as well as bringing and causing unnecessary tension at home. The nature of the educators’ home and the workplace roles has changed dramatically over the years as a result of the democratic dispensation. No longer is the work of a woman solely in the home whereas the same can be said of the man, wherein he had to provide for the whole family by working alone outside of the home. The success of any home presently, depends upon the joint efforts of both partners wherein they are expected to assist each other in preparing their children to face the outside world with renowned confidence. At work, affirmative action has proved to be the right tool in trying to strike a balance between men and women regarding occupying managerial positions. However, literature study has proved that the process is still farfetched as some women (married ones especially) prefer not to venture into those top positions due to pressure accompanying those positions. Their fear of assuming managerial positions is also fuelled by too much time they might spend at work which may negatively affect their marriage relationships. For this study a quantitative research method was preferred. A questionnaire was developed for participants to fill in at their own time without being coerced to do so. In all of these activities that the researcher was engaged in, ethical aspects of the empirical study was followed to the latter with the anonymity of participants being a top priority. After collecting data from participants, it was forwarded to the statistical consultation services for analysis and interpretation. Information was then obtained regarding whether a relationship of practical significant difference exists between the different biographical variables and the factors that contribute towards educators experiencing role conflict or not. Thereafter, some important findings were made from the results of the empirical study. The findings revealed that a management strategy was developed for principals to assist educators manage role conflict. In developing a management strategy for principals, different action steps are to be taken followed by monitoring and evaluating of each to determine progress. Recommendations for educators to deal effectively with role conflict were made followed by a motivation of each. / Thesis (PhD (Education Management))--North-West University, Potchefstroom Campus, 2013

The focus of this research is to develop a management strategy for school principals to assist educators deal with role conflict. Role conflict has proved to be one of the stumbling blocks towards educators’ career advancement as well as bringing and causing unnecessary tension at home. The nature of the educators’ home and the workplace roles has changed dramatically over the years as a result of the democratic dispensation. No longer is the work of a woman solely in the home whereas the same can be said of the man, wherein he had to provide for the whole family by working alone outside of the home. The success of any home presently, depends upon the joint efforts of both partners wherein they are expected to assist each other in preparing their children to face the outside world with renowned confidence. At work, affirmative action has proved to be the right tool in trying to strike a balance between men and women regarding occupying managerial positions. However, literature study has proved that the process is still farfetched as some women (married ones especially) prefer not to venture into those top positions due to pressure accompanying those positions. Their fear of assuming managerial positions is also fuelled by too much time they might spend at work which may negatively affect their marriage relationships. For this study a quantitative research method was preferred. A questionnaire was developed for participants to fill in at their own time without being coerced to do so. In all of these activities that the researcher was engaged in, ethical aspects of the empirical study was followed to the latter with the anonymity of participants being a top priority. After collecting data from participants, it was forwarded to the statistical consultation services for analysis and interpretation. Information was then obtained regarding whether a relationship of practical significant difference exists between the different biographical variables and the factors that contribute towards educators experiencing role conflict or not. Thereafter, some important findings were made from the results of the empirical study. The findings revealed that a management strategy was developed for principals to assist educators manage role conflict. In developing a management strategy for principals, different action steps are to be taken followed by monitoring and evaluating of each to determine progress. Recommendations for educators to deal effectively with role conflict were made followed by a motivation of each. / Thesis (PhD (Education Management))--North-West University, Potchefstroom Campus, 2013

Cette thèse a pour objectif de contribuer à la compréhension des conflits de rôles vécus par les auditrices légales. Ces conflits de rôles et leurs modes de gestion sont analysés dans un contexte professionnel et relationnel spécifique : celui des interactions avec le client. Cette thèse se présente sous la forme d’une étude de terrain qualitative combinant trois méthodes de recueil des données : observations non participantes, entretiens semi-directifs et récit de vie. L’échantillon d’étude est composé d’auditrices exerçant dans les grands cabinets anglo-saxons dits Big 4 ainsi qu’auprès de professionnelles ayant fait le choix de l’exercice en libéral, d’auditeurs et de client(e)s. Nous identifions six rôles endossés par les auditrices en situation d’interactions avec le client, dont le rôle d’objet sexuel, absent de la littérature comptable. Les interactions peuvent ré-activer des conflits de rôles déjà vécus de l’intérieur des firmes, en générer de nouveaux, inhiber ou supprimer certains conflits de rôles. Nous mettons en évidence deux conflits inter-rôles qui relèvent d’une co-construction de sens entre l’auditrice et le client. Ils induisent deux modes de gestion des conflits de rôles différents et non mutuellement exclusifs. Le premier est composé de cinq tactiques interactionnelles adaptatives qui font l’objet d’une typologie. Le second relève de questionnements de fond et d’une réinterprétation quant au rôle de professionnelle prescrit par les firmes d’audit. Il envisage la conciliation de registres d’interactions à la fois masculin et féminin avec le client. Enfin, des différences en termes de conflits de rôles et de leur gestion sont identifiées entre les auditrices exerçant en Big 4 et celles exerçant en libéral au sein de petites ou moyennes structures. / This thesis aims to help better understand role conflicts experienced by female statutory auditors. These role conflicts and the way they are managed are analysed in a specific professional and relational context: that of interactions with the client. This thesis is presented in the form of a qualitative field study combining three methods of collecting data: non participative observations, semi-directed interviews and life history. Our sample includes female auditors working in Big 4 firms and medium or small sized firms, as well as male and female clients. It reveals six roles taken on by female auditors, including that of sexual object, absent from accounting research. Interactions with clients can reactivate role conflict experienced within the firms, generate new ones, inhibit or even suppress some of them. It identifies two inter-role conflicts arising from a co-construction of meaning between the female auditor and the client. It also reveals two kinds of role conflict management which are not mutually exclusive. The first is composed of six adaptative interactional tactics which reinforce an established order of gender and where women are both victims and agents of their condition. A typology of these adaptative interactional tactics is proposed. The second, which could be qualified as radical, comes from a deep questioning of the professional role defined by audit firms. It consists of a reinterpretation of the professional role of female auditors. It envisages the reconciliation of both masculine and feminine modes of interaction with the client. Differences in termes of conflict roles and role conflict management are identified between female auditors working in Big 4 firms and female auditors working in medium or small sized firms.

Cette thèse a pour objectif de contribuer à la compréhension des conflits de rôles vécus par les auditrices légales. Ces conflits de rôles et leurs modes de gestion sont analysés dans un contexte professionnel et relationnel spécifique : celui des interactions avec le client. Cette thèse se présente sous la forme d’une étude de terrain qualitative combinant trois méthodes de recueil des données : observations non participantes, entretiens semi-directifs et récit de vie. L’échantillon d’étude est composé d’auditrices exerçant dans les grands cabinets anglo-saxons dits Big 4 ainsi qu’auprès de professionnelles ayant fait le choix de l’exercice en libéral, d’auditeurs et de client(e)s. Nous identifions six rôles endossés par les auditrices en situation d’interactions avec le client, dont le rôle d’objet sexuel, absent de la littérature comptable. Les interactions peuvent ré-activer des conflits de rôles déjà vécus de l’intérieur des firmes, en générer de nouveaux, inhiber ou supprimer certains conflits de rôles. Nous mettons en évidence deux conflits inter-rôles qui relèvent d’une co-construction de sens entre l’auditrice et le client. Ils induisent deux modes de gestion des conflits de rôles différents et non mutuellement exclusifs. Le premier est composé de cinq tactiques interactionnelles adaptatives qui font l’objet d’une typologie. Le second relève de questionnements de fond et d’une réinterprétation quant au rôle de professionnelle prescrit par les firmes d’audit. Il envisage la conciliation de registres d’interactions à la fois masculin et féminin avec le client. Enfin, des différences en termes de conflits de rôles et de leur gestion sont identifiées entre les auditrices exerçant en Big 4 et celles exerçant en libéral au sein de petites ou moyennes structures. / This thesis aims to help better understand role conflicts experienced by female statutory auditors. These role conflicts and the way they are managed are analysed in a specific professional and relational context: that of interactions with the client. This thesis is presented in the form of a qualitative field study combining three methods of collecting data: non participative observations, semi-directed interviews and life history. Our sample includes female auditors working in Big 4 firms and medium or small sized firms, as well as male and female clients. It reveals six roles taken on by female auditors, including that of sexual object, absent from accounting research. Interactions with clients can reactivate role conflict experienced within the firms, generate new ones, inhibit or even suppress some of them. It identifies two inter-role conflicts arising from a co-construction of meaning between the female auditor and the client. It also reveals two kinds of role conflict management which are not mutually exclusive. The first is composed of six adaptative interactional tactics which reinforce an established order of gender and where women are both victims and agents of their condition. A typology of these adaptative interactional tactics is proposed. The second, which could be qualified as radical, comes from a deep questioning of the professional role defined by audit firms. It consists of a reinterpretation of the professional role of female auditors. It envisages the reconciliation of both masculine and feminine modes of interaction with the client. Differences in termes of conflict roles and role conflict management are identified between female auditors working in Big 4 firms and female auditors working in medium or small sized firms.

The purpose of this study was to investigate the role ambiguity, role conflict, and job satisfaction perceptions among selected Human Resource Development (HRD) practitioners. The study's target population was the American Society for Training and Development (ASTD)—Dallas Chapter. The independent variables used in this study consisted of HRD practitioners' gender, age, length of HRD experience, educational level, and HRD role category.

It has been established that there is a deficit of research on the pastoral care of couples struggling with GRC (gender-role conflict). The focus of the study was to provide guidelines for the pastoral counsellor, so that he/she can apply effective marriage counselling to couples struggling with GRC. This is achieved by using Osmer’s four tasks of practical theology, namely: * The descriptive-empirical task – What is going on? * The interpretive task – Why is this going on? * The normative task – What ought to be going on? * The pragmatic task – How might we respond? The first task has been approached through empirical research with the aim to get an understanding of the participants’ experience regarding GRC in their marriages as well as their view of GRC. The empirical research was conducted by a qualitative research method using questionnaires (containing short and long questions) given to participants to answer. With the execution of this research, several aspects were identified that deserve further attention for the implementation of this study, namely: GRC result from a person’s involvement (or lack thereof) in a particular case, people’s reasons for the same GRC differ because of their experience of it, men and women experience GRC differently, people’s careers can be a determining factor of GRC, finance is the biggest GRC that people struggle with, people’s age and age differences may be linked to their experience of GRC and people are influenced by their parents. The second task has been approached through research especially in psychology, sociology and anthropology with the objective to further understand the issues that were raised in the previous chapter. Each of these issues are identified as a possible cause of GRC and discussed through various theories and research. The third task has been approached through exegesis of four pericopes with the aim to gain insight in connection with the Scripture’s perspective regarding the marriage relationship. A selection of 16 steps of Janse van Rensburg’s steps in conceiving a sermon is used to carry out the exegesis. The pericopes used for exegesis is the following: Genesis 1:26-31, 1 Corinthians 11:8-12, Galatians 3:26-29 and Ephesians 5:21-33. The fourth task has been approached by referring to certain counselling skills and guidelines with the aim to provide guidance in the pastoral counselling of couples struggling with GRC. All research done eventually leads to the point where certain strategies can be suggested for the pastoral counselling of couples struggling with GRC. The central theoretical argument of this study is partly met by acquiring an understanding of GRC, focusing on spiritual growth and ultimately making recommendations for effective pastoral counselling to couples, so that they can be guided to a better Christ-centered marriage. / MA (Pastoral Studies), North-West University, Potchefstroom Campus, 2015

It has been established that there is a deficit of research on the pastoral care of couples struggling with GRC (gender-role conflict). The focus of the study was to provide guidelines for the pastoral counsellor, so that he/she can apply effective marriage counselling to couples struggling with GRC. This is achieved by using Osmer’s four tasks of practical theology, namely: * The descriptive-empirical task – What is going on? * The interpretive task – Why is this going on? * The normative task – What ought to be going on? * The pragmatic task – How might we respond? The first task has been approached through empirical research with the aim to get an understanding of the participants’ experience regarding GRC in their marriages as well as their view of GRC. The empirical research was conducted by a qualitative research method using questionnaires (containing short and long questions) given to participants to answer. With the execution of this research, several aspects were identified that deserve further attention for the implementation of this study, namely: GRC result from a person’s involvement (or lack thereof) in a particular case, people’s reasons for the same GRC differ because of their experience of it, men and women experience GRC differently, people’s careers can be a determining factor of GRC, finance is the biggest GRC that people struggle with, people’s age and age differences may be linked to their experience of GRC and people are influenced by their parents. The second task has been approached through research especially in psychology, sociology and anthropology with the objective to further understand the issues that were raised in the previous chapter. Each of these issues are identified as a possible cause of GRC and discussed through various theories and research. The third task has been approached through exegesis of four pericopes with the aim to gain insight in connection with the Scripture’s perspective regarding the marriage relationship. A selection of 16 steps of Janse van Rensburg’s steps in conceiving a sermon is used to carry out the exegesis. The pericopes used for exegesis is the following: Genesis 1:26-31, 1 Corinthians 11:8-12, Galatians 3:26-29 and Ephesians 5:21-33. The fourth task has been approached by referring to certain counselling skills and guidelines with the aim to provide guidance in the pastoral counselling of couples struggling with GRC. All research done eventually leads to the point where certain strategies can be suggested for the pastoral counselling of couples struggling with GRC. The central theoretical argument of this study is partly met by acquiring an understanding of GRC, focusing on spiritual growth and ultimately making recommendations for effective pastoral counselling to couples, so that they can be guided to a better Christ-centered marriage. / MA (Pastoral Studies), North-West University, Potchefstroom Campus, 2015