ORCID Profile
0000-0001-8112-9532
Current Organisations
Flinders University
,
University of South Australia
,
Curtin University
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Publisher: American Psychological Association (APA)
Date: 12-2022
DOI: 10.1037/OCP0000335
Abstract: Though workplace bullying is conceptualized as an organizational problem, there remains a gap in understanding the contexts in which bullying manifests-knowledge vital for addressing bullying in practice. In three studies, we leverage the rich content contained within workplace bullying complaint records to explore this issue then, based on our discoveries, investigate people management practices linked to bullying. First, through content analysis of 342 official complaints lodged with a state health and safety regulator (over 5,500 pages), we discovered that the risk of bullying primarily arises from ineffective people management in 11 different contexts (e.g., managing underperformance, coordinating working hours, and entitlements). Next, we developed a behaviorally anchored rating scale to measure people management practices within a refined set of nine risk contexts. Effective and ineffective behavioral indicators were identified through content analysis of the complaints data and data from 44 critical incident interviews with subject matter experts indicators were then sorted and rated by two independent s les to form a risk audit tool. Finally, data from a multilevel multisource study of 145 clinical healthcare staff nested in 25 hospital wards showed that the effectiveness of people management practices predicts concurrent exposure to workplace bullying at in idual level beyond established organizational antecedents, and at the team level beyond leading indicator psychosocial safety climate. Overall, our findings highlight where the greatest risk of bullying lies within organizational systems and identifies effective ways of managing people within those contexts to reduce the risk, opening new avenues for bullying intervention research and practice. (PsycInfo Database Record (c) 2022 APA, all rights reserved).
Publisher: Routledge
Date: 29-01-2018
Publisher: MDPI AG
Date: 15-12-2022
DOI: 10.3390/SOC12060190
Abstract: Workplace bullying manifests in significant costs to in iduals and organisations. The obligation to resolve such cases largely falls on Human Resource Professionals (HRPs). Little is known, however, about the antecedents to HRPs’ helping behaviour in these scenarios. Using the attribution–emotion model of stigmatisation, this study explored how HRPs are influenced in their response to workplace bullying. Australian HRPs (n = 84) were assigned to one of four experimental vignette scenarios, differing in target (approach/avoidance coping) and perpetrator (effort vs. non-effortful response) behaviour. The results revealed that targets who fail to act to resolve situations of bullying were regarded as more responsible and less likely to receive help, but HRPs were more sympathetic and inclined to help non-responsive perpetrators when the targets also avoided the situation. The findings indicate two key areas for training and development that could improve HRPs evaluations and management of workplace bullying.
Publisher: American Psychological Association (APA)
Date: 10-2014
DOI: 10.1037/A0037728
Abstract: Workplace bullying is a serious psychosocial occupational hazard. Despite a wealth of empirical study, research has rarely examined the mechanisms through which bullying has its negative effects. Accordingly, using both between- and within-person approaches, we investigated the erosion of job (Study 1) and personal (Study 2) resources following workplace bullying, mediated by the depletion of emotional energy. In Study 1, self-report survey data were collected from 221 retail workers at 2 time-points spaced 6 months apart. Structural equation modeling revealed that over time bullying depletes coworker support, partially mediated by emotional exhaustion. In Study 2, a 6-week diary was completed by a separate s le of 45 workers employed in various occupations. Within-person weekly variability in bullying exposure was 34%. Hierarchical linear modeling showed that weekly emotional exhaustion partially mediated the negative effects of weekly workplace bullying on both optimism and self-efficacy. The consistent pattern across both studies supports the idea of a resource loss process whereby exposure to bullying at work erodes job and personal resources by depleting energy. Future research should clarify the role of exhaustion in utilizing resources to respond to bullying, focus on predictors of within-person variability in bullying exposure, and more explicitly model the resource loss spiral following workplace bullying.
Publisher: Elsevier BV
Date: 05-2020
Publisher: MDPI AG
Date: 03-12-2021
DOI: 10.3390/SOC11040143
Abstract: Workplace bullying is a serious psychosocial risk which, when poorly managed, results in detrimental outcomes for in iduals, organizations, and society. Some of the most common strategies for addressing bullying within the workplace centre on attempts to document and contextualise the bullying situation—that is, the internal complaint and investigation process. Scholarly inquiries of these investigative mechanisms, however, are limited, and most have neglected the influence of organisational justice as an underpinning mechanism in explaining complainant dissatisfaction. Using evidence from 280 real-life cases of workplace bullying lodged with a peak work, health, and safety agency, we identify how organizational justice manifests in externally referred cases of workplace bullying. Specifically, we match complainant evaluations of the internal complaint and investigation handling process to domains of organisational justice, thereby ascertaining potential threats to efforts to effectively manage and prevent bullying in the workplace. Four types of justice—distributive, procedural, interpersonal, and informational—were identified within the cases. Specifically, in cases of workplace bullying where distributive justice is not upheld (usually by virtue of unsubstantiated claims), the way in which information is gathered and decisions are made (procedural), the way in which the parties are treated (interpersonal), and the timeliness and validity of explanations provided (informational) are all cited by complainants as key factors in their decision to escalate the complaint to an external investigative body. These results signal the need for timely, clear, and compassionate investigative processes that validate complainants’ experiences and serve as a tool for rebuilding trust and repairing damaged relationships in the workplace.
Publisher: Springer Science and Business Media LLC
Date: 12-2019
DOI: 10.1186/S40478-019-0848-6
Abstract: We recently identified Secernin-1 (SCRN1) as a novel amyloid plaque associated protein using localized proteomics. Immunohistochemistry studies confirmed that SCRN1 was present in plaque-associated dystrophic neurites and also revealed distinct and abundant co-localization with neurofibrillary tangles (NFTs). Little is known about the physiological function of SCRN1 and its role in Alzheimer’s disease (AD) and other neurodegenerative diseases has not been studied. Therefore, we performed a comprehensive study of SCRN1 distribution in neurodegenerative diseases. Immunohistochemistry was used to map SCRN1 accumulation throughout the progression of AD in a cohort of 58 patients with a range of NFT pathology (Abundant NFT, n = 21 Moderate NFT, n = 22 Low/No NFT, n = 15), who were clinically diagnosed as having AD, mild cognitive impairment or normal cognition. SCRN1 accumulation was also examined in two cases with both Frontotemporal Lobar Degeneration (FTLD)-Tau and AD-related neuropathology, cases of Down Syndrome (DS) with AD ( n = 5), one case of hereditary cerebral hemorrhage with amyloidosis – Dutch type (HCHWA-D) and other non-AD tauopathies including: primary age-related tauopathy (PART, [ n = 5]), Corticobasal Degeneration (CBD, [n = 5]), Progressive Supranuclear Palsy (PSP, [n = 5]) and Pick’s disease (PiD, [ n = 4]). Immunohistochemistry showed that SCRN1 was a neuronal protein that abundantly accumulated in NFTs and plaque-associated dystrophic neurites throughout the progression of AD. Quantification of SCRN1 immunohistochemistry confirmed that SCRN1 preferentially accumulated in NFTs in comparison to surrounding non-tangle containing neurons at both early and late stages of AD. Similar results were observed in DS with AD and PART. However, SCRN1 did not co-localize with phosphorylated tau inclusions in CBD, PSP or PiD. Co-immunoprecipitation revealed that SCRN1 interacted with phosphorylated tau in human AD brain tissue. Together, these results suggest that SCRN1 is uniquely associated with tau pathology in AD, DS and PART. As such, SCRN1 has potential as a novel therapeutic target and could serve as a useful biomarker to distinguish AD from other tauopathies.
Publisher: SAGE Publications
Date: 13-10-2013
Abstract: Midwives often work night and rotating shift schedules, which can lead to sleep disturbances, increased fatigue, and greater likelihood of accidents or errors. This study investigated the sleep of midwives ( n = 17) in an Australian metropolitan hospital. Midwives completed work and sleep logbooks and wore wrist actigraphs for 28 days. Midwives worked combinations of morning, afternoon, and/or night shifts on constant ( n = 6) or rotating schedules ( n = 11). They obtained less than recommended amounts of sleep, getting only 6–7 hr per 24-hr period. Morning shifts were associated with the lowest sleep durations, lowest subjective sleep quality, and highest postsleep fatigue ratings. Despite the significantly higher amount of wake after sleep onset (51 min), the sleep before afternoon shifts had significantly lower postsleep fatigue ratings and was rated as significantly higher quality than sleep before other shifts or days off. Those who were married or living with a partner reported significantly more sleep and lower postsleep fatigue than those who were separated or orced ( p .05). Seventy-one percent of midwives took naps, primarily before night shifts, with nearly 40% of nightshifts preceded by a nap. Average nap durations were nearly 1.5 hr. Midwives reported feeling moderately to very physically or mentally exhausted on 22–50% of all shifts and days off. Exhaustion was most common on night shift. This study suggests that midwives may be suffering from chronic sleep loss and as a consequence may be at risk of impairments in functioning that accompany fatigue.
Publisher: Routledge
Date: 29-01-2018
Publisher: Oxford University Press (OUP)
Date: 19-08-2020
Abstract: Accumulation of phosphorylated tau is a key pathological feature of Alzheimer’s disease. Phosphorylated tau accumulation causes synaptic impairment, neuronal dysfunction and formation of neurofibrillary tangles. The pathological actions of phosphorylated tau are mediated by surrounding neuronal proteins however, a comprehensive understanding of the proteins that phosphorylated tau interacts with in Alzheimer’s disease is surprisingly limited. Therefore, the aim of this study was to determine the phosphorylated tau interactome. To this end, we used two complementary proteomics approaches: (i) quantitative proteomics was performed on neurofibrillary tangles microdissected from patients with advanced Alzheimer’s disease and (ii) affinity purification-mass spectrometry was used to identify which of these proteins specifically bound to phosphorylated tau. We identified 542 proteins in neurofibrillary tangles. This included the abundant detection of many proteins known to be present in neurofibrillary tangles such as tau, ubiquitin, neurofilament proteins and apolipoprotein E. Affinity purification-mass spectrometry confirmed that 75 proteins present in neurofibrillary tangles interacted with PHF1-immunoreactive phosphorylated tau. Twenty-nine of these proteins have been previously associated with phosphorylated tau, therefore validating our proteomic approach. More importantly, 34 proteins had previously been associated with total tau, but not yet linked directly to phosphorylated tau (e.g. synaptic protein VAMP2, vacuolar-ATPase subunit ATP6V0D1) therefore, we provide new evidence that they directly interact with phosphorylated tau in Alzheimer’s disease. In addition, we also identified 12 novel proteins, not previously known to be physiologically or pathologically associated with tau (e.g. RNA binding protein HNRNPA1). Network analysis showed that the phosphorylated tau interactome was enriched in proteins involved in the protein ubiquitination pathway and phagosome maturation. Importantly, we were able to pinpoint specific proteins that phosphorylated tau interacts with in these pathways for the first time, therefore providing novel potential pathogenic mechanisms that can be explored in future studies. Combined, our results reveal new potential drug targets for the treatment of tauopathies and provide insight into how phosphorylated tau mediates its toxicity in Alzheimer’s disease.
Publisher: Asia Pacific Centre for Work Health and Safety (UniSA)
Date: 2018
Publisher: Wiley
Date: 03-03-2014
DOI: 10.1111/JOOP.12059
Publisher: MDPI AG
Date: 28-02-2023
Abstract: In view of the discrepancy between anti-bullying strategies used in organisations and knowledge of bullying that is grounded in the international scholarly literature, the aim of this study is to implement and evaluate an intervention program specifically targeting the root causes of workplace bullying by identifying, assessing, and changing the contexts of people management in which bullying arises. The present research describes the development, procedures, and co-design principles underpinning a primary intervention that is focused on improving organisational risk conditions linked to workplace bullying. Our study evaluates the effectiveness of this intervention using deductive and abductive approaches and multi-source data. Specifically, our quantitative analysis examines changes in job demands and resources as a central mechanism underlying how the intervention takes effect and provides support for job demands as a mediator. Our qualitative analysis expands the inquiry by identifying additional mechanisms that form the foundations of effective change and those that drive change execution. The results of the intervention study highlight the opportunity to prevent workplace bullying through organisational-level interventions and reveal success factors, underlying mechanisms, and key principles.
Publisher: Elsevier
Date: 2019
No related grants have been discovered for Annabelle Neall.