The Australian Research Data Commons (ARDC) invites you to participate in a short survey about your
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Please take a few minutes to provide your input. The survey closes COB Friday 29 May 2026.
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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
Serving the greater good: using 'Servant Leadership' to build ethical and engaging work practices. The project will result in the first organisational application in Australia of a leadership development program based on scientific foundations of the 'Servant Leadership' framework. The outcomes will benefit organisations of all types in developing the leadership capabilities required to create ethical, positive, and sustainable work environments.
The high cost of bad bosses: Reactions of employees, co-workers, and employees' partners to abusive supervision. Abusive supervision has serious consequences for individuals and organisations. It is detrimental to employee well-being, reduces productivity, and may even result in litigation. We examine the negative effects of abusive supervision not only on employees but also on those around them: their co-workers and families. Our proposed intervention is a major step towards empowering employee ....The high cost of bad bosses: Reactions of employees, co-workers, and employees' partners to abusive supervision. Abusive supervision has serious consequences for individuals and organisations. It is detrimental to employee well-being, reduces productivity, and may even result in litigation. We examine the negative effects of abusive supervision not only on employees but also on those around them: their co-workers and families. Our proposed intervention is a major step towards empowering employees to effectively manage the aftermath of supervisory mistreatment. The outcomes of this research will demonstrate the need for organisations and governmental agencies to invest more resources in the prevention of these harmful supervisory practices.Read moreRead less
Heart rate variability biofeedback coaching in reducing workplace stress: laboratory and field investigations. Targeted and informed intervention in workplace stress is a vital concept in stress management, yet it is often misinformed. Using mobile heart rate monitors we are able to measure the causes and consequences of stress in a controlled and natural environment and design specific biofeedback interventions to attack primary sources of employee strain.
A multi-level approach to the management of demands and resources to minimise the risk of psychosocial injury in the workplace. This project aims to identify ways supervisors can effectively manage workplace stress experienced by team members. Expected outcomes include better management of workplace stress and reduction in the number of employees suffering from the stress-induced ill-health, thereby reducing workers' compensation claims for stress and lowering costs.
Understanding employee-employer relationships during bridge employment: A psychological contract perspective. Bridge employment (paid employment after retirement from a career job) has several advantages for the individual (financial benefits, feeling of social connectedness, sense of accomplishment), employing organisations (access to experienced and skilled workers), and the government (lower burden on pension and benefits schemes). The proposed research will study the employee-employer relati ....Understanding employee-employer relationships during bridge employment: A psychological contract perspective. Bridge employment (paid employment after retirement from a career job) has several advantages for the individual (financial benefits, feeling of social connectedness, sense of accomplishment), employing organisations (access to experienced and skilled workers), and the government (lower burden on pension and benefits schemes). The proposed research will study the employee-employer relationship in bridge employment, with a focus on their perceptions of mutual obligationsin form of the psychological contract. An understanding of the psychological contract will make it more likely that the employment relationship fulfils the needs of the employees and employers and leads to a more successful bridge employment relationship.Read moreRead less
Development of psychological capital in emergency service organisations. The project addresses the research priorities ‘Promoting good health and well being for all Australians’ and Safeguarding Australia. The project will identify ways in which the performance and wellbeing of volunteer and paid members of emergency service organisations can be enhanced, potentially diminishing the likelihood of depression, aggression, and other detrimental effects. The findings will also contribute to the qual ....Development of psychological capital in emergency service organisations. The project addresses the research priorities ‘Promoting good health and well being for all Australians’ and Safeguarding Australia. The project will identify ways in which the performance and wellbeing of volunteer and paid members of emergency service organisations can be enhanced, potentially diminishing the likelihood of depression, aggression, and other detrimental effects. The findings will also contribute to the quality of training provided to leaders in emergency services. Theoretically, the project will advance understanding of the mechanisms that underpin the psychological capital construct, placing Australian researchers at the forefront of this important emerging field of inquiry.Read moreRead less
Assessing the determinants and consequences of safety climate in the maritime industry. This project will examine the predictors and outcomes of safety climate in the Australian maritime industry. Findings from this project will be used to improve safety policies, regulations and practices that aim to minimise the number of accidents and incidents in Australian waters.
Understanding career persistence: integrating socio-cognitive and psychological contract perspectives. Falling enrolments, dropouts, and an ageing workforce have contributed to a shortage of science professionals in Australia. This project will integrate socio-cognitive and psychological contract perspectives to identify predictors of career persistence among students and professionals in the field of science.
To step-in or to stand-by: Third party responses to abusive supervision. Abusive supervision is costly in Australian organisations. Little is known about the experiences of third parties who are not direct targets of abuse. Indeed, a large percentage of supervisor abuse that is witnessed goes unreported. Using a multi-method approach, this project develops and tests a model that explains third party responses to supervisor abuse. In addition to advancing theory, an evidence-based intervention (i ....To step-in or to stand-by: Third party responses to abusive supervision. Abusive supervision is costly in Australian organisations. Little is known about the experiences of third parties who are not direct targets of abuse. Indeed, a large percentage of supervisor abuse that is witnessed goes unreported. Using a multi-method approach, this project develops and tests a model that explains third party responses to supervisor abuse. In addition to advancing theory, an evidence-based intervention (including an action tool kit) is developed to empower third parties to combat supervisor abuse by engaging in constructive action. Overall, research outcomes will aim to provide actionable insights into what organisations can do to encourage their employees to take a proactive stance against abusive supervision.Read moreRead less