The former South West Local Health Integration Network (SW LHIN) of Ontario, which is in a predominantly rural region, regularly reports the lowest rates of caregiver distress in the province. Caregivers from rural communities regularly face challenges related to the access, applicability, and availability of supports and services, This qualitative case study describes perspectives of caregiving from the region, and explores how role construction and expectations of caregivers might both mitigate distress and influence service support use. Thematic analysis identified five themes: anticipated care, gendered caring, service support assumptions, confidence in community, and the “line in the sand”: care decisions for evolving needs. Using the lens of caregiver identity theory, the findings suggest that these caregivers conceptualize identity as an extension of their primary role, to include caregiving obligations and responsibilities. We also noted a steadfast confidence in community and perceived service support assumptions across the region, with no notable rural–urban divide.

The welfare state is currently undergoing a transition toward data-driven policies, management, and execution. This has important repercussions for frontline bureaucrats in such a “digital welfare state.” So far, impact of data-driven tools on frontline bureaucrats is primarily described in terms of curtailing or enlarging their discretionary space to make decisions. It is unclear, however, how daily work practices and role identities of frontline bureaucrats change in situ and which norms they develop to work with new data tools. In this article, we present an empirical study about the impact of a data dashboard in the Work and Income department of the municipality of Rotterdam. We answer the following research question: Which role identities, work practices, and norms of appropriate behavior of frontline bureaucrats in the social domain are reshaped by the introduction of a data dashboard? We use a multiple methods design consisting of semi-structured interviews, ethnographic observations, and document analysis. Our results reveal two role identities among frontline bureaucrats: (a) the client coach, and (b) the caseload manager. We show that the implementation of the dashboard stimulates a shift from a client coach role identity toward a caseload manager role identity. This shift is contested as it leads to role identity conflicts among frontline bureaucrats with a client coach role. Furthermore, we establish that the accommodation of the institutional void in which the introduction of the dashboard takes place, is centered around three themes of contestation: (a) data quality, (b) quality of service provision, and (c) data representations.

This paper expands the Theory of Planned Behavior to explore the role of leaders’ normative expectations in driving employees’ service performance. Two quantitative studies in the context of retailing indicate that leaders’ normative expectations for high-quality service are related to employee service performance, through employee self-expectations for quality service (Study 1; N=75), and service role identity (Study 2; N=226). Both studies apply Kelman’s Theory of Social Influence by exploring how leaders influence employees’ expectations and corresponding behaviors, through the three processes of social influence: compliance, identification, and internalization. Leaders’ normative expectations for high-quality service enhances employee service performance not only by adjusting self-expectations to comply with an authority figure’s expectations or by identification with the leader as a role model, but rather as a deep-rooted process where the leader’s normative expectations are internalized into employee’s role identity. The theoretical and practical implications are discussed.

Organizational citizenship behavior (OCB) is a prosocial activity with similarities to volunteerism. The purpose of this work is to contribute new evidence about the relevance to OCB of two models of sustained volunteerism, functional analysis and role identity theory. A total of 983 Spanish employees at 49 organizations completed surveys measuring amount of OCB, motives for engaging in citizenship behavior, and the degree to which respondents developed an organizational citizen role identity. The results showed that both motives and role identity were significant predictors of OCB, with motive partially mediating the role identity-OCB relationship. The findings suggest that similar mechanisms are involved in sustaining volunteerism and OCB.