ORCID Profile
0000-0003-3323-9467
Current Organisations
Australian National University
,
University of Tasmania
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Publisher: Elsevier BV
Date: 09-2020
Publisher: Springer Science and Business Media LLC
Date: 24-06-2023
Publisher: Public Library of Science (PLoS)
Date: 28-12-2012
Publisher: Emerald
Date: 18-12-2019
Abstract: The purpose of this paper is to build a moderate mediation model to delineate the effects of leader humility on employee constructive voice behavior based on conservation of resources theory and crossover of resources model. Specifically, when a leader behaves with humility, the followers will be more likely to feel they receive psychological resources from their interactions with the leader (i.e. relational energy), and thus engage in more constructive voice behavior. In addition, this energizing effect only occurs when the leader is perceived as having higher apparent sincerity by their subordinates. The research hypotheses of this study were empirically tested using multi-timepoint and multi-source (i.e. supervisors and subordinates) survey data in China. Study 1, based on data from 449 subordinates and 88 immediate supervisors, was conducted to test the proposed mediation effect. Study 2, based on data from 185 subordinates and 50 immediate supervisors, was conducted to replicate the findings of Study 1 and test the integrated model. The results of Study 1 support the proposed mediation effect that leader humility positively predicts followers’ constructive voice behavior via boosting followers’ relational energy. The results of Study 2 replicate the findings of Study 1 and further indicate that leader humility is only positively related to perceived relational energy when a leader is perceived as having higher apparent sincerity by their subordinates. This paper provides detailed instructions for business practitioners. First, given that employee constructive voice behavior is related to employee relational energy and is beneficial to organizations, leaders are encouraged to behave with humility when interacting with their subordinates. Second, from the perspective of human resource management, well-designed training programs can be used to help leaders to develop leader humility. Third, the findings of this paper call attention to a potential risk for humble leaders. Organizations should educate leaders on the potential negative consequences of false humility and encourage leader humility that will appear in leaders’ sincerity. Overall, drawing on conservation of resources theory and crossover of resources model, this paper reveals that boosting relational energy is a mechanism via which humble leaders can shape employees’ voice behavior. Second, by examining the moderation effect of apparent sincerity of leaders from followers’ perspective, this paper suggests an actor–recipient perspective to identify the boundaries of the energizing mechanism. Third, the findings of this paper add to the knowledge on voice research by highlighting an additional source of energy for employee constructive voice behavior.
Publisher: Elsevier BV
Date: 07-2023
Publisher: JMIR Publications Inc.
Date: 15-03-2023
DOI: 10.2196/43760
Abstract: Extracorporeal membrane oxygenation (ECMO) provides support for the pulmonary or cardiovascular function of children in whom the predicted mortality risk remains very high. The inevitable host inflammatory response and activation of the coagulation cascade due to the extracorporeal circuit contribute to additional morbidity and mortality in these patients. Mixing nitric oxide (NO) into the sweep gas of ECMO circuits may reduce the inflammatory and coagulation cascade activation during ECMO support. The purpose of this study is to test the feasibility and safety of mixing NO into the sweep gas of ECMO systems and assess its effect on inflammation and coagulation system activation through a pilot randomized controlled trial. The Nitric Oxide on Extracorporeal Membrane Oxygenation in Neonates and Children (NECTAR) trial is an open-label, parallel-group, pilot randomized controlled trial to be conducted at a single center. Fifty patients who require ECMO support will be randomly assigned to receive either NO mixed into the sweep gas of the ECMO system at 20 ppm for the duration of ECMO or standard care (no NO) in a 1:1 ratio, with stratification by support type (veno-venous vs veno-arterial ECMO). Outcome measures will focus on feasibility (recruitment rate and consent rate, and successful inflammatory marker measurements), the safety of the intervention (oxygenation and carbon dioxide control within defined parameters and methemoglobin levels), and proxy markers of efficacy (assessment of cytokines, chemokines, and coagulation factors to assess the impact of NO on host inflammation and coagulation cascade activation, clotting of ECMO components, including computer tomography scanning of oxygenators for clot assessments), bleeding complications, as well as total blood product use. Survival without ECMO and the length of stay in the pediatric intensive care unit (PICU) are clinically relevant efficacy outcomes. Long-term outcomes include neurodevelopmental assessments (Ages and Stages Questionnaire, Strength and Difficulties Questionnaire, and others) and quality of life (Pediatric Quality of Life Inventory and others) measured at 6 and 12 months post ECMO cannulation. Analyses will be conducted on an intention-to-treat basis. The NECTAR study investigates the safety and feasibility of NO as a drug intervention during extracorporeal life support and explores its efficacy. The study will investigate whether morbidity and mortality in patients treated with ECMO can be improved with NO. The intervention targets adverse outcomes in patients who are supported by ECMO and who have high expected mortality and morbidity. The study will be one of the largest randomized controlled trials performed among pediatric patients supported by ECMO. Australian New Zealand Clinical Trials Registry ACTRN12619001518156 www.anzctr.org.au/Trial/Registration/TrialReview.aspx?id=376869 DERR1-10.2196/43760
Publisher: Elsevier BV
Date: 11-2023
Publisher: Emerald
Date: 08-07-2023
Abstract: Meaningful feedback at work signals effective performance management. Drawing on a new perspective of the conservation of resources (COR) theory, this paper aims to examine the mediating effect of relational energy in the relationship between supervisor developmental feedback and subordinates' task performance with the moderating role of learning demands. Data from 230 supervisor-subordinate dyads were collected at two time points of four enterprises in China. The results support the proposed mediation effect that supervisor developmental feedback positively predicts subordinates' task performance via boosting subordinates' relational energy. Furthermore, the results highlighted the moderating role of learning demands in the relationship between supervisor developmental feedback and subordinates' relational energy. The moderated–mediated relationship for subordinates' task performance was also supported. Drawing on COR theory, this paper contributes to a complete understanding of how supervisor developmental feedback may support or build employees' relational energy, facilitating task performance and further exploring learning demands as a boundary condition of this indirect relationship.
Publisher: Elsevier BV
Date: 2023
Publisher: Elsevier BV
Date: 07-2023
DOI: 10.1016/J.AUCC.2022.07.007
Abstract: While paediatric critical illness mortality rates in Australia are declining, the growing cohort of paediatric intensive care unit (PICU) survivors means an increasing number of children facing substantial health challenges after their discharge from intensive care. General practitioners (GPs) play a key role in provision of comprehensive health care to children and families and are ideally positioned to provide developmental surveillance and support the care of both the child and family following critical illness. An anonymous, cross-sectional survey of 60 GPs, reached via private invitation (19% response) or via social media weblink, was conducted where the GPs were asked about their current confidence and knowledge in managing children post PICU. This included awareness of short- and long-term problems, of paediatric intensive care syndrome in paediatrics (PICS-p), and of educational materials. Lastly, a parent-completed screening questionnaire and shared-care pathway were proposed to GPs for their feedback on perceived benefit and willingness to participate. Data were analysed using frequency distributions and chi-square statistics. Ninety-three percent of GPs had some level of confidence in caring for a child post PICU admission and low confidence in their knowledge of potential short- and long-term complications. Eighty percent of GPs had not heard of PICS-p, and 93% were unaware of educational materials available on this topic. Ninety-five percent of GPs perceived that the proposed patient-screening tool and shared-care pathways would be beneficial, and 70% predicted that they would definitely use educational materials if accessible through GP central repositories. To reduce ongoing health problems for children recovering from critical illness, the family GP plays a pivotal role in providing community-level developmental care, particularly in Australia. Increasing GP confidence and knowledge through education is essential, and using a parent-completed screening questionnaire and shared-care pathway to improve care may be beneficial. GPs must also be involved in the implementation stages of future shared-care models.
Publisher: Elsevier BV
Date: 05-2023
Publisher: Emerald
Date: 13-10-2020
DOI: 10.1108/LODJ-02-2020-0033
Abstract: Grounded in social exchange theory (SET), the purpose of this paper is to examine the relationship between empowering leadership and unethical pro-organizational behavior (UPB), as mediated by duty orientation (including duty to members, duty to mission and duty to codes). Further, this study proposes that perceived leader expediency moderates indirectly between empowering leadership and UPB. This paper tests this social exchange model across a survey study using time-lagged data collections from 215 employees of a service company in China. The results show that duty orientation mediates the relationship between empowering leadership and UPB. In addition, perceived leader expediency moderates the indirect relationship between empowering leadership and UPB through duty orientation (i.e. duty to members and duty to missions). This research aids in understanding the impact of empowering leadership on follower outcomes by investigating the dark side of empowering leadership and examining the relationships between empowering leadership, duty orientation and UPB. The present study also challenges the notion that the phrase “the greater the empowerment, the better the outcomes” suggests that organizations should offer a conditional approach to the empowerment of followers by their leaders.
Publisher: Elsevier BV
Date: 07-2022
DOI: 10.1016/J.AUCC.2022.07.006
Abstract: The objective of this study was to describe current surveillance platforms which support routine quality measurement in paediatric critical care. Scoping review. The search strategy consisted of a traditional database and grey literature search as well as expert consultation. Surveillance platforms were eligible for inclusion if they collected measures of quality in critically ill children. The search strategy identified 21 surveillance platforms, collecting 57 unique outcome (70%), process (23%), and structural (7%) quality measures. Hospital-associated infections were the most commonly collected outcome measure across all platforms (n = 11 52%). In general, case definitions were not harmonised across platforms, with the exception of nationally mandated hospital-associated infections (e.g., central line-associated blood stream infection). Data collection relied on manual coding. Platforms typically did not provide an evidence-based rationale for measures collected, with no identifiable reports of co-designed, consensus-derived measures or consumer involvement in measure selection or prioritisation. Quality measurement in critically ill children lacks uniformity in definition which limits local and international benchmarking. Current surveillance activities for critically ill children focus heavily on outcome measurement, with process, structural, and patient-reported measures largely overlooked. Long-term outcome measures were not routinely collected. Harmonisation of paediatric intensive care unit quality measures is needed and can be achieved using prioritisation and consensus/co-design methods.
Publisher: BMJ
Date: 08-2023
DOI: 10.1136/BMJOPEN-2023-075429
Abstract: Despite growing awareness of neurodevelopmental impairments in children with congenital heart disease (CHD), there is a lack of large, longitudinal, population-based cohorts. Little is known about the contemporary neurodevelopmental profile and the emergence of specific impairments in children with CHD entering school. The performance of standardised screening tools to predict neurodevelopmental outcomes at school age in this high-risk population remains poorly understood. The NITric oxide during cardiopulmonary bypass to improve Recovery in Infants with Congenital heart defects (NITRIC) trial randomised 1371 children years of age, investigating the effect of gaseous nitric oxide applied into the cardiopulmonary bypass oxygenator during heart surgery. The NITRIC follow-up study will follow this cohort annually until 5 years of age to assess outcomes related to cognition and socioemotional behaviour at school entry, identify risk factors for adverse outcomes and evaluate the performance of screening tools. Approximately 1150 children from the NITRIC trial across five sites in Australia and New Zealand will be eligible. Follow-up assessments will occur in two stages: (1) annual online screening of global neurodevelopment, socioemotional and executive functioning, health-related quality of life and parenting stress at ages 2–5 years and (2) face-to-face assessment at age 5 years assessing intellectual ability, attention, memory and processing speed fine motor skills language and communication and socioemotional outcomes. Cognitive and socioemotional outcomes and trajectories of neurodevelopment will be described and demographic, clinical, genetic and environmental predictors of these outcomes will be explored. Ethical approval has been obtained from the Children’s Health Queensland (HREC/20/QCHQ/70626) and New Zealand Health and Disability (21/NTA/83) Research Ethics Committees. The findings will inform the development of clinical decision tools and improve preventative and intervention strategies in children with CHD. Dissemination of the outcomes of the study is expected via publications in peer-reviewed journals, presentation at conferences, via social media, podcast presentations and medical education resources, and through CHD family partners. The trial was prospectively registered with the Australian New Zealand Clinical Trials Registry as ‘Gene Expression to Predict Long-Term Neurodevelopmental Outcome in Infants from the NITric oxide during cardiopulmonary bypass to improve Recovery in Infants with Congenital heart defects (NITRIC) Study – A Multicentre Prospective Trial’. Trial registration: ACTRN12621000904875.
Publisher: Springer Science and Business Media LLC
Date: 04-11-2022
Publisher: Elsevier BV
Date: 03-2023
Publisher: Zant World Press
Date: 09-2015
Publisher: Informa UK Limited
Date: 29-07-2021
Publisher: Wiley
Date: 17-05-2021
DOI: 10.1111/APPS.12319
Abstract: The current study examines both the positive and negative interpersonal consequences of perceived overqualification (POQ). Building on evolutionary psychology theory and prior research, we clarify the underlying mechanism of pride through which POQ predicts interpersonal behaviors. Specifically, we propose that POQ is positively associated with both authentic pride, leading to increased interpersonal citizenship behaviors, and hubristic pride, leading to increased interpersonal deviant behaviors. Further, we suggest that a willingness to establish positive relationships plays a crucial role in moderating the relationship between pride and interpersonal behaviors. We tested our predictions in two studies using time‐lagged and multisource data. The findings of Study 1, which was based on a s le of 206 university students, supported the basic mediation model for the effects of POQ on interpersonal citizenship and deviant behaviors through authentic and hubristic pride, respectively. The findings of Study 2, which involved the analysis of survey responses from 213 employees, replicated those of Study 1, further revealing that the indirect effect of POQ on interpersonal deviant behaviors via hubristic pride is moderated by employees' willingness to establish positive relationships. The theoretical and practical implications of our findings as well as future research directions are discussed.
Publisher: Springer Science and Business Media LLC
Date: 11-10-2019
Publisher: Emerald
Date: 11-07-2016
DOI: 10.1108/IJPPM-01-2016-0002
Abstract: – The purpose of this paper is to develop a model of the processes through which approach and avoidance motivation influence constructive and defensive voice behavior, with the moderating role of workplace ostracism and contingent self-esteem. – The paper is conceptual and quantitative study should be conducted to explore the propositions proposed in this paper. – This paper proposes that approach motivation is positively related to constructive voice while avoidance motivation is positively related to defensive voice. In addition, workplace ostracism and contingent self-esteem/importance of performance to self-esteem (IPSE) are examined as two moderators of the motivation-voice behavior relationship. – By understanding employees’ different motives underpinning the voice behavior explained in this paper, it may be easier for management to take measures to facilitate constructive voice and abate defensive voice. Organizations may wish to formulate policies and regulations and to foster a climate to prevent ostracism from happening. Programs designed to develop employees with high IPSE may be implemented. – Most of empirical work on voice has focussed on employee voice behaviors with positive attributes. This paper adopts approach and avoidance motivation as two antecedents, and grounded in self-regulation theory, exploring both positive and negative types of voice behavior. This paper also examines how negative interpersonal behavior such as ostracism affects voice behavior, and provide insights on upside of contingent self-esteem.
Publisher: Wiley
Date: 09-03-2020
DOI: 10.1002/HRM.22009
Publisher: Emerald
Date: 16-07-2022
Abstract: This paper aims to build a moderate mediation model to delineate when and how employee with perceived overqualification will exert extra effort and therefore engage in more altruistic helping behavior. The research hypotheses were empirically tested using multitime and multisource survey data. Given the nested nature of data (i.e. 52 immediate supervisors rated 143 subordinates), multilevel structural equation modeling analyses within Mplus were conducted to test the proposed model. The results support the proposed moderated mediation effect and indicate that perceived overqualification is positively related to extra effort on a condition that there is either strong desire for higher workplace status or more developmental job opportunities. The extra effort will subsequently lead to more altruistic helping behavior. Based on the findings of this paper, human resource managers should consider the job applicant’s desire for workplace status and the organizational context the employer can provide when hiring overqualified employees. Second, organizations should carefully conduct job design to improve overqualified employees’ on-the-job developmental experiences. Third, training programs should be conducted to help satisfy needs and improve workplace status of overqualified employees, so that they can exert extra job effort and engage in pro-organizational behaviors. Drawing on motivation–opportunity–ability theory, this paper extends the limited understanding of important boundary conditions under which perceived overqualification can be beneficial. The findings add to the knowledge on extant literature by identifying altruistic helping behavior as a new outcome of perceived overqualification.
Publisher: Wiley
Date: 13-06-2023
DOI: 10.1002/HRM.22182
Abstract: Integrating the theory of workplace deviance with person–environment fit theory, we propose a two‐pathway model to explain why and how employees who feel overqualified engage in time theft behavior. Specifically, we anticipate that feeling overqualified will negatively influence focal employees' experienced authority fairness and erode their work meaningfulness, which in turn will lead to increased time theft behavior. Further, we argue that voice endorsement serves as a key boundary condition mitigating the negative effects of perceived overqualification. We conducted two multi‐waved and multi‐sourced field studies to test our proposed hypotheses. Study 1 (247 employees and 47 supervisors) revealed that perceived overqualification is associated with time theft behavior through the mediators of experienced authority fairness and meaningfulness. Study 2 (405 employees and 73 supervisors) replicated the findings of Study 1 and tested our full model. We discuss the theoretical and practical implications of our findings.
Publisher: Wiley
Date: 29-05-2023
DOI: 10.1002/HRM.22181
Abstract: Contributing to the literature on positive effects of overqualification, this research examines when and why perceived overqualification predicts affiliative and proactive performance at work. Integrating optimal distinctiveness theory with self‐construal theory, we propose that depending on the nature of an employee's self‐construal (i.e., independent, or interdependent), perceived overqualification will be associated with two opposing motivational processes—namely, differentiation and assimilation. We expect perceived overqualification to have a positive relationship with a motive for assimilation when an employee has a strong interdependent self‐construal. Conversely, we expect perceived overqualification to have a positive relationship with a motive for differentiation when an employee has a strong independent self‐construal. We further argue that assimilation‐seeking and differentiation‐seeking motives will be positively related to affiliative and proactive performance, respectively. We conducted two multi‐waved and multisourced studies to test our hypotheses. In a pilot study ( N = 249), we first tested our moderation hypothesis. In our main study ( N = 496), we tested our overall moderated mediation model. Results from both studies reveal that perceived overqualification can trigger a need for differentiation or assimilation in employees depending on the nature of their self‐construal. The differentiation‐seeking motive was positively related to proactive performance, while the assimilation‐seeking motive was positively related to affiliative performance. Our findings advance overqualification and motivation literatures and provide insights into talent acquisition and management.
Publisher: MDPI AG
Date: 24-05-2023
DOI: 10.3390/TRAUMACARE3020009
Abstract: This study aimed to identify predictors, especially cognitive predictors, of posttraumatic stress symptoms (PTSS) and posttraumatic stress disorder (PTSD) in children 6 months after Paediatric Intensive Care Unit (PICU) admission. Participants were 55 children aged 6–16, admitted to PICU for at least 8 h. Medical data were collected from patient charts. Cognitive variables (peri-trauma affect, cognitive processing and trauma memory) were assessed by interview and self-report questionnaires 2–4 weeks and 6 months following PICU admission. Acute PTSS at 2–4 weeks were assessed by self-report questionnaire and PTSD at 6 months was assessed by clinical interview. Receiving ketamine in PICU was the only non-cognitive variable associated with PTSS at 6 months. Peri-trauma affect, cognitive processing, and trauma memory significantly and independently accounted for 21% of the variance in PTSS at 6 months even after controlling for acute PTSS (and ketamine). A mediation analysis showed that peri-trauma affect indirectly influenced PTSS at 6 months through its effect on cognitive processing. Conclusions: Cognitive variables significantly contribute to PTSS in children, following PICU admission. Peri-trauma affect influenced PTSS only via disrupted cognitive processing. Prevention or early intervention strategies aimed at helping children develop a complete, contextual trauma narrative may be effective in reducing persistent posttraumatic stress responses in children following PICU.
Start Date: 2020
End Date: 2023
Funder: National Natural Science Foundation of China
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