FRINK Linked Data Fragments server

Matches in SemOpenAlex for { <https://semopenalex.org/work/W1569795892> ?p ?o ?g. }

• W1569795892 startingPage "35" @default.
• W1569795892 abstract "INTRODUCTION Researchers in organization management and applied psychology have suggested that the ability of corporate executives to effectively manage and produce desired results is related to the extent to which their values match those of the organization in which they are employed (Anderson, Spataro & Flynn, 2008; Erdogan & Bauer, 2005). Person-organization (P-O) fit has been examined by researchers as a significant determinant of the ability of employees to manage complex tasks and to align their behavior with the expectations of their superiors (Kristof-Brown, Jansen & Colbert, 2002; Shaw & Gupta, 2004; Verquer, Beehr & Wagner, 2003). The job responsibilities of corporate tax executives provide a research context of complexity, rapid change, and executive decisionmaking that allows for the examination of the determinants of P-O fit among high-level managers (Douglas & Ellingsworth, 1996; Epps & Cleaveland, 2009; Prow, 2005; Willis, Hoffman, Maloney & Raabe, 2008). Additionally, the lack of consistent qualifications for management of the corporate tax function suggests that analysis of potential outcome differences is warranted (Shevlin, 2007). The study's overall purpose is to examine the impact of corporate tax executive certification and licensure (credentials) on the fit between the executive and his or her work environment. In the study, we utilize a detailed questionnaire to elicit information from corporate tax executives. The questionnaire gathers information regarding the P-O fit of tax executives in terms of staffing preferences, continuing professional education, resource availability, and support for participation in professional organizations. We find that tax executive credentials impact environment fit in three of four areas--satisfaction with staffing levels of tax professionals, availability of tax guidance resources, and support for participation in professional organizations. We separate tax guidance resource availability into resources inside of the organization and resources outside of the organization. The significant result in the area of tax guidance resource availability lies in the reliance on outside consultants, and both groups (with certification or licensure credentials and without certification or licensure credentials) report satisfaction with the availability of in-house corporate tax resources. We also test for competing factors that may drive environment fit measures, and we find that both credential groups are similar in their knowledge of the tax function, influence over tax decisions, and educational achievement. The remainder of the paper is organized as follows. The next section reviews the literature related to person-organization fit and the importance of relevant work credentials. Information about the potential significance of work credentials for tax professionals is emphasized. This section also presents the hypotheses. The third section describes the study methodology and summarizes the demographic characteristics of the study respondents. The fourth section discusses the results of the study, and the final section provides a summary and conclusion. LITERATURE REVIEW AND HYPOTHESES Psychology researchers examining person-organization fit have alternatively defined P-O fit in terms of the similarity (or congruence) of individual and organization characteristics, the ability of an individual to fill a void in an organization, and the match between the individual's skills and the demands of the organization (Morley, 2007). In the management literature, the congruence of individual and organization values has emerged as the operational definition of P-O fit (Kwantes, Arbour & Boglarsky, 2007; Silverthorne, 2004). Several manifestations of P-O fit in corporations have been examined by researchers. Ambrose et al. (2008) and Coldwell et al. (2008) examine the impact of P-O fit in terms of ethical values and find that an ethical P-O fit is related to higher employee commitment to the organization and its goals. …" @default.
• W1569795892 created "2016-06-24" @default.
• W1569795892 creator A5058694704 @default.
• W1569795892 creator A5066344757 @default.
• W1569795892 creator A5085772589 @default.
• W1569795892 date "2010-07-01" @default.
• W1569795892 modified "2023-09-25" @default.
• W1569795892 title "The Impact of Corporate Tax Executive Credentials on Person-Organization Fit" @default.
• W1569795892 hasPublicationYear "2010" @default.
• W1569795892 type Work @default.
• W1569795892 sameAs 1569795892 @default.
• W1569795892 citedByCount "0" @default.
• W1569795892 crossrefType "journal-article" @default.
• W1569795892 hasAuthorship W1569795892A5058694704 @default.
• W1569795892 hasAuthorship W1569795892A5066344757 @default.
• W1569795892 hasAuthorship W1569795892A5085772589 @default.
• W1569795892 hasConcept C121955636 @default.
• W1569795892 hasConcept C144133560 @default.
• W1569795892 hasConcept C151730666 @default.
• W1569795892 hasConcept C15744967 @default.
• W1569795892 hasConcept C162324750 @default.
• W1569795892 hasConcept C162853370 @default.
• W1569795892 hasConcept C17744445 @default.
• W1569795892 hasConcept C187736073 @default.
• W1569795892 hasConcept C2777512617 @default.
• W1569795892 hasConcept C2779343474 @default.
• W1569795892 hasConcept C39549134 @default.
• W1569795892 hasConcept C46304622 @default.
• W1569795892 hasConcept C86803240 @default.
• W1569795892 hasConceptScore W1569795892C121955636 @default.
• W1569795892 hasConceptScore W1569795892C144133560 @default.
• W1569795892 hasConceptScore W1569795892C151730666 @default.
• W1569795892 hasConceptScore W1569795892C15744967 @default.
• W1569795892 hasConceptScore W1569795892C162324750 @default.
• W1569795892 hasConceptScore W1569795892C162853370 @default.
• W1569795892 hasConceptScore W1569795892C17744445 @default.
• W1569795892 hasConceptScore W1569795892C187736073 @default.
• W1569795892 hasConceptScore W1569795892C2777512617 @default.
• W1569795892 hasConceptScore W1569795892C2779343474 @default.
• W1569795892 hasConceptScore W1569795892C39549134 @default.
• W1569795892 hasConceptScore W1569795892C46304622 @default.
• W1569795892 hasConceptScore W1569795892C86803240 @default.
• W1569795892 hasIssue "2" @default.
• W1569795892 hasLocation W15697958921 @default.
• W1569795892 hasOpenAccess W1569795892 @default.
• W1569795892 hasPrimaryLocation W15697958921 @default.
• W1569795892 hasRelatedWork W112122011 @default.
• W1569795892 hasRelatedWork W1573110923 @default.
• W1569795892 hasRelatedWork W1577454717 @default.
• W1569795892 hasRelatedWork W1821223177 @default.
• W1569795892 hasRelatedWork W1972860127 @default.
• W1569795892 hasRelatedWork W1988650336 @default.
• W1569795892 hasRelatedWork W200957005 @default.
• W1569795892 hasRelatedWork W2278205895 @default.
• W1569795892 hasRelatedWork W2318502699 @default.
• W1569795892 hasRelatedWork W235027887 @default.
• W1569795892 hasRelatedWork W2734391406 @default.
• W1569795892 hasRelatedWork W2773656260 @default.
• W1569795892 hasRelatedWork W2945527718 @default.
• W1569795892 hasRelatedWork W301657765 @default.
• W1569795892 hasRelatedWork W3121737974 @default.
• W1569795892 hasRelatedWork W3121769721 @default.
• W1569795892 hasRelatedWork W3124525163 @default.
• W1569795892 hasRelatedWork W40872157 @default.
• W1569795892 hasRelatedWork W60310240 @default.
• W1569795892 hasRelatedWork W2185245483 @default.
• W1569795892 hasVolume "14" @default.
• W1569795892 isParatext "false" @default.
• W1569795892 isRetracted "false" @default.
• W1569795892 magId "1569795892" @default.
• W1569795892 workType "article" @default.