ORCID Profile
0000-0001-7425-0828
Current Organisation
Griffith University
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Publisher: Wiley
Date: 18-08-2017
Publisher: Emerald Publishing Limited
Date: 07-2017
Publisher: Emerald Publishing Limited
Date: 07-2017
Publisher: Emerald Publishing Limited
Date: 07-2017
Publisher: Emerald Publishing Limited
Date: 07-2017
Publisher: Emerald Publishing Limited
Date: 07-2017
Publisher: Emerald Publishing Limited
Date: 07-2017
Publisher: Emerald Publishing Limited
Date: 07-2017
Publisher: Emerald Publishing Limited
Date: 07-2017
Publisher: Emerald
Date: 12-05-2020
Abstract: This paper explores the experiences of non-English-speaking background (NESB) skilled employees working in Australian workplaces, their perceptions of managers' actions and how a lack of employee involvement and participation (EIP) practices and performance appraisal (PA) is perceived regarding career progression. This exploratory research project is based on 26 semi-structured interviews with skilled migrant NESB employees based in Australia. Social exchange theory (SET) and labour market segmentation theory (LMST) are applied to help explain macro- and micro-level influences on NESB employees and their relationships with their line managers and the workforce. Participants perceived line managers to be highly communicative and approachable however, they indicated how a lack of EIP in decision-making and in their PA affected career progression opportunities for NESB employees. While they were satisfied overall with their jobs, the research indicated a need for improved practices and support from the broader organisation in these two identified areas. There is relatively little research on how the challenges of an increasingly erse workforce are managed, particularly from NESB employees' perspective. Therefore, this research fills a gap concerning NESB employees' experience in Australian organisations.
Publisher: Emerald Publishing Limited
Date: 07-2017
Publisher: JMIR Publications Inc.
Date: 06-06-2022
DOI: 10.2196/35697
Abstract: There is increasing recognition of the need for more comprehensive surveillance data, including information on physical activity of all intensities, sedentary behavior, and sleep. However, meeting this need poses significant challenges for current surveillance systems, which are mainly reliant on self-report. The primary objective of this project is to develop and evaluate the feasibility of a sensor-based system for use in the surveillance of physical activity, sedentary behavior, and sleep (SurPASS) at a national level in Denmark. The SurPASS project involves an international, multidisciplinary team of researchers collaborating with an industrial partner. The SurPASS system consists of (1) a thigh-worn accelerometer with Bluetooth connectivity, (2) a smartphone app, (3) an integrated back end, facilitating the automated upload, analysis, storage, and provision of in idualized feedback in a manner compliant with European Union regulations on data privacy, and (4) an administrator web interface (web application) to monitor progress. The system development and evaluation will be performed in 3 phases. These phases will include gathering user input and specifications (phase 1), the iterative development, evaluation, and refinement of the system (phase 2), and the feasibility evaluation (phase 3). The project started in September 2020 and completed phase 2 in February 2022. Phase 3 began in March 2022 and results will be made available in 2023. If feasible, the SurPASS system could be a catalyst toward large-scale, sensor-based surveillance of physical activity, sedentary behavior, and sleep. It could also be adapted for cohort and interventional research, thus contributing to the generation of evidence for both interventions and public health policies and recommendations. DERR1-10.2196/35697
Publisher: Informa UK Limited
Date: 02-01-2021
Publisher: Routledge
Date: 15-08-2017
Publisher: Edward Elgar Publishing Limited
Date: 2016
Publisher: Edward Elgar Publishing
Date: 23-02-2023
Publisher: Informa UK Limited
Date: 02-01-2019
Publisher: Wiley
Date: 24-05-2023
Abstract: The study of employee voice has primarily focused on mainstream settings (the public sector, manufacturing and larger organisations) within Western countries, where the design of employee voice mechanisms occurs within the context of standard employees (e.g. white, Anglo‐Saxon and heterosexual persons) (Greene 2015, Finding a Voice at Work? New Perspectives on Employee Relations , 67–91). This article explores the challenges of managing voice within a residential aged care setting in Australia and seeks to understand how a multiculturally erse workforce, characterised by culturally and linguistically erse (CALD) in iduals, interprets a range of voice mechanisms provided by management and the factors that influence their use. We present qualitative data from 21 semi‐structured interviews conducted with employees, management and key support staff. We show that managers tend to emphasise downward communication more than voice and that all workers, regardless of their cultural background, perceived barriers to speaking up. Despite general support for voice within the organisation from all stakeholders, our research shows that organisational factors such as budgetary constraints shrunk the voice agenda and created a culture in which employees feared raising issues and concerns. Furthermore, we found that cultural, language and literacy issues associated with such a workforce added a degree of complexity to employee voice and that voice could be muted due to these factors. Our research provides an opportunity to rethink the voice literature by drawing on the ersity literature in the context of multiculturally erse workforce settings, highlighting missed opportunities for inclusive voice practices.
Publisher: Emerald Publishing Limited
Date: 07-2017
Publisher: Griffith University
Date: 2014
DOI: 10.25904/1912/2747
Publisher: Informa UK Limited
Date: 03-04-2022
Publisher: Edward Elgar Publishing
Date: 28-02-2020
Publisher: Informa UK Limited
Date: 02-01-2022
Publisher: Frontiers Media SA
Date: 20-06-2022
DOI: 10.3389/FSUFS.2022.838073
Abstract: In Queensland, Australia, more than half of all women working in agriculture are employed as farmers or farm managers, and they contribute 33 percent of all on-farm income. However, women play a major role in contributing to day-to-day living and farm survival through their off-farm earnings, which is estimated to contribute an estimated $2,715 million or 84 percent of all off-farm income. Despite this major economic and social contribution, little is known about the barriers they face in achieving their leadership goals. In this article we analyse qualitative data from workshops with Queensland farm businesswomen using Acker's concept of the “ideal worker” and inequality regimes theory (1990, 2006) to highlight the issues farm businesswomen face when aspiring to become leaders and we develop the concept that the “ideal farmer” is male. We find that there is a long way to go for these women in the state of Queensland to achieve their leadership goals in this traditionally male-dominated industry. We identify that woman want to expand their roles and undertake leadership opportunities and be recognized by their partners and industry for the contributions they make. Structural (micro) and organizational (meso) level barriers and enablers both hinder and assist farm businesswomen to achieve their leadership goals.
Publisher: Edward Elgar Publishing
Date: 23-02-2023
Publisher: No publisher found
Date: 2022
DOI: 10.7202/1091588AR
Publisher: Edward Elgar Publishing
Date: 23-02-2023
Publisher: Wiley
Date: 20-02-2017
DOI: 10.1111/GWAO.12172
Publisher: Edward Elgar Publishing
Date: 23-02-2023
No related grants have been discovered for Susan Ressia.