Leveraging organisational context to maximise team performance and thriving: a dynamic approach to understand team learning across diverse settings. Work teams can be a means of delivering business objectives as well as promoting human thriving, resulting in employees who are learning and physically vital. Yet competing tensions in organisations threaten these outcomes. The project will examine ways of mitigating contextual challenges to result in sustained organisational performance and employe ....Leveraging organisational context to maximise team performance and thriving: a dynamic approach to understand team learning across diverse settings. Work teams can be a means of delivering business objectives as well as promoting human thriving, resulting in employees who are learning and physically vital. Yet competing tensions in organisations threaten these outcomes. The project will examine ways of mitigating contextual challenges to result in sustained organisational performance and employee well being.Read moreRead less
Achieving flexibility through coordination: reframing the practice of ambidexterity to benefit business and employees during organisational change. Work teams are frequently used yet their capability to perform is constrained by organisational restructures that emphasise centralisation. This project will examine ways to mitigate these potential negative consequences through flexible work arrangements that enable and sustain effectiveness for business units and teams as well as for employees outs ....Achieving flexibility through coordination: reframing the practice of ambidexterity to benefit business and employees during organisational change. Work teams are frequently used yet their capability to perform is constrained by organisational restructures that emphasise centralisation. This project will examine ways to mitigate these potential negative consequences through flexible work arrangements that enable and sustain effectiveness for business units and teams as well as for employees outside work.Read moreRead less
Advancing knowledge on silence and its impact on errors and safety. Advancing knowledge on silence and its impact on errors and safety. This project will investigate how silence emerges in teams, what sustains it, and how it affects error and safety outcomes. Employees often choose to remain silent about important issues at work, which can have devastating consequences. Although silence is a complex individual phenomenon, there is little knowledge of silence as a collective phenomenon, or how it ....Advancing knowledge on silence and its impact on errors and safety. Advancing knowledge on silence and its impact on errors and safety. This project will investigate how silence emerges in teams, what sustains it, and how it affects error and safety outcomes. Employees often choose to remain silent about important issues at work, which can have devastating consequences. Although silence is a complex individual phenomenon, there is little knowledge of silence as a collective phenomenon, or how it spreads and becomes the norm in teams and organisations. This project will investigate silence using multilevel, longitudinal designs and by testing novel interventions. This research is expected to affect how teams work and communicate effectively to reduce dangerous forms of silence and improve safety.Read moreRead less
Older workers & psychological contracts: A dynamic perspective. This project aims to track the trajectories of older workers’ psychological contracts that shape their give-and-take with the organisation. Little is understood about how these psychological contracts change as older workers continue to pursue work through their fifth, sixth, seventh and eighth decades of life. This project tracks older workers over intensive, repeated in-depth interviews and a large-scale longitudinal panel study. ....Older workers & psychological contracts: A dynamic perspective. This project aims to track the trajectories of older workers’ psychological contracts that shape their give-and-take with the organisation. Little is understood about how these psychological contracts change as older workers continue to pursue work through their fifth, sixth, seventh and eighth decades of life. This project tracks older workers over intensive, repeated in-depth interviews and a large-scale longitudinal panel study. The outcomes fill significant gaps in our understanding of older workers’ needs and orientation toward work, and identify the age-related changes and organisational practices that spur older workers to sustain a strong trajectory of productive participation in the workforce.Read moreRead less
Facilitating Capacity Building in the Australian Not-For-Profit Sector through Improved Work Learning. This project aims to investigate how both formal and informal work learning can improve the governance, leadership, and management capacity of not-for-profit organisations (NFPs). The research aims to identify key competencies, and chart the needs, opportunities, preferences, and barriers to develop them on a national scale. Organisational mechanisms under managerial control are further examine ....Facilitating Capacity Building in the Australian Not-For-Profit Sector through Improved Work Learning. This project aims to investigate how both formal and informal work learning can improve the governance, leadership, and management capacity of not-for-profit organisations (NFPs). The research aims to identify key competencies, and chart the needs, opportunities, preferences, and barriers to develop them on a national scale. Organisational mechanisms under managerial control are further examined to understand what facilitates work learning within NFPs. Findings aims to inform theory, practice and policy about professional development and capacity building to enhance NFPs’ ability to make a strong social impact. Outcomes aim to significantly strengthen Australia’s social and economic fabric by building effectiveness within the critical NFP sector.Read moreRead less
A mental model of remaining lifetime: motivating late-career adjustment and productivity. Motivating late-career workers to maintain employability and peak performance while simultaneously planning their transition to retirement has growing significance in the face of global workforce aging. This longitudinal research seeks to explain late-career motivation using an innovative theoretical framework that captures individuals’ future selves and their subjective life expectancy within a personal me ....A mental model of remaining lifetime: motivating late-career adjustment and productivity. Motivating late-career workers to maintain employability and peak performance while simultaneously planning their transition to retirement has growing significance in the face of global workforce aging. This longitudinal research seeks to explain late-career motivation using an innovative theoretical framework that captures individuals’ future selves and their subjective life expectancy within a personal mental model of remaining lifetime. The projects main focus is on Australia’s burgeoning cohort of older workers, but the framework is also assessed for its generalisability to couples’ decision-making and to the unique late-career context of elite athletes. Outcomes will promote adjustment during the late-career and retirement transition periods. Read moreRead less
The antecedents and outcomes of affective and cognitive readiness for organisational change. This project aims to understand employees' readiness for organisational change. It identifies positive beliefs and positive emotional experiences as key aspects of readiness for change. The project focuses on individuals' personality, workplace characteristics, and characteristics of organisational change events as influencing readiness for change.
(When) should organisations employ over/underqualified individuals? The aim of the project is to better understand how employee qualifications (ie the extent to which an employee is qualified for the job they hold) influences their voluntary turnover decisions and job performance. Demand and supply in the labour market are frequently out of sync; around half of Australian employees have a level of qualification that does not match the position in which they are currently working. The project aim ....(When) should organisations employ over/underqualified individuals? The aim of the project is to better understand how employee qualifications (ie the extent to which an employee is qualified for the job they hold) influences their voluntary turnover decisions and job performance. Demand and supply in the labour market are frequently out of sync; around half of Australian employees have a level of qualification that does not match the position in which they are currently working. The project aims to establish under what conditions organisations and employees can get the performance benefits from employee qualifications while avoiding fast rates of voluntary turnover. The goal of the project is to develop insights about how to make full use of the benefits of qualifications while avoiding the pitfalls. Insights from this research may be of potential benefit to both workers and to employing organisations.Read moreRead less
Multi-level analysis of human resource management systems on hospital outcomes. This project explores the relationships among human resource management systems, perceived organisational support, trust-in-management and commitment of healthcare workers. The fundamental aim is to assist hospital managers to determine where to direct their efforts to have maximum impact upon staff and hospital performance.
Understanding the learning and development of employees' emotion regulation strategies over time: rethinking the paradigm. This project investigates how new employees develop strategies for managing emotions at work. Using applied and laboratory designs, this research extends our understanding of how organisational socialisation processes influence new employees' management of emotions and identifies the levers to improve employee wellbeing, productivity and retention.