ORCID Profile
0000-0001-7094-3096
Current Organisations
Johns Hopkins Hospital
,
University of South Australia
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Publisher: Elsevier BV
Date: 12-2021
Publisher: Elsevier BV
Date: 04-2023
Publisher: Edward Elgar Publishing
Date: 27-09-2019
Publisher: Informa UK Limited
Date: 05-01-2018
Publisher: Wiley
Date: 20-04-2017
Publisher: Mary Ann Liebert Inc
Date: 12-2012
Publisher: SAGE Publications
Date: 16-01-2019
Abstract: This article uses national-level data to examine the benefits for workers of better skill utilisation and the question of how opportunities to use skills in the workplace can be enhanced. Analysis of the New Zealand data in the 2005 and 2015 rounds of the International Social Survey Programme confirms that better skill utilisation is generally associated with a broad range of beneficial outcomes, including higher employee income, better opportunities for career advancement, higher job satisfaction, greater organisational commitment and lower turnover intentions. In addition, skill utilisation serves as a significant mediator between work autonomy and employee outcomes, particularly in the 2015 survey. As a general rule, better utilisation of employee skills will occur in organisational climates in which employee autonomy is encouraged.
Publisher: Wiley
Date: 02-09-2021
Abstract: The high‐involvement model of human resource management (HRM) is seen as offering major benefits to organisations, employees and societies through enhancing employee motivation, enabling people to reach more of their potential, and producing better quality and innovation. However, it would be a mistake to imagine that we can stimulate more of it by simply ‘turning up the volume’ on its virtues. In this article, we highlight what we have learnt about the model, including the contextual factors that enable and constrain its uptake. We also discuss the tensions that affect the quality and sustainability of particular implementations. These include the need to retain employee commitment when it is threatened by all‐too‐common periods of restructuring, the need to manage the relationship between greater involvement and work intensification, and the need to ensure a good match between the kinds of autonomy that employees value and the working arrangements that organisations need in complex, interdependent teamwork.
Publisher: Emerald Publishing Limited
Date: 24-06-2019
Publisher: Wiley
Date: 13-08-2018
Publisher: Informa UK Limited
Date: 31-03-2020
Publisher: Elsevier BV
Date: 09-2021
Publisher: Wiley
Date: 19-04-2023
DOI: 10.1002/HRM.22167
Abstract: As perceived career plateau is a prevalent but undesirable state which is harmful to employees and organizations, human resource management (HRM) research has devoted efforts to exploring ways of managing it. However, to date, research has largely been limited to variables that reduce perceived career plateau. There is a need to understand what factors increase these perceptions and how/when they do so, to advance theoretical and practical perspectives. This study contributes to the career plateau literature by investigating how and under what conditions work‐role overload can increase employees' perceived career plateau (hierarchical and job content plateaus). Based on a three‐wave survey of employees from the service sector of China, we found that work‐role overload interacted with employees' trait emotional stability and affected their work–life conflict, which had downstream implications on the two types of perceived career plateaus. Specifically, work‐role overload related positively to work–life conflict only when employees had a high (versus low) level of emotional stability. Also, work–life conflict mediated the effects of work‐role overload on perceived hierarchical and job content plateaus for employees with high, but not for those with low, emotional stability. These findings provide new insights into how, by taking into account stressful work contexts and in idual differences, HRM professionals may intervene to prevent employees from perceiving career plateau.
Publisher: Emerald
Date: 05-02-2018
Abstract: Grounded in the theory of person-organisation fit, the purpose of this paper is to investigate the extent to which instrumental work values influence the relationship between HR practices and employee well-being (measured by job satisfaction) in a s le of Chinese workers. Questionnaire data for this cross-sectional, quantitative study were collected from 371 front-line workers in a Chinese manufacturer. Structural equation modelling was used to test the hypotheses. The results show that work instrumentalism significantly reduces the positive effect of training on job satisfaction while boosting the positive effect of remuneration on job satisfaction. In contrast, there is no evidence for an interaction between instrumentalism and employee involvement. The results imply that the degree to which HR practices are effective in promoting job satisfaction among these Chinese workers depends both on their work-value orientations and on the implications of the particular HR practice. Managers concerned about job satisfaction in China need to consider the impact of work values and the goals of particular HR practices. China makes an enormously important contribution to world manufacturing output but the authors need a better understanding of how Chinese workers are likely to interpret and respond to HR practices if employee well-being in Chinese enterprises is to be fostered.
Publisher: SAGE Publications
Date: 17-12-2019
Abstract: Using a two-wave survey of 315 workers in a lean manufacturing plant, this study examines how work intensification affects employee wellbeing and how its effects may be ameliorated. It demonstrates that work intensification is transmitted into poorer wellbeing through greater emotional exhaustion. It shows that this mediation process is moderated by line-manager support, which buffers the relationship between emotional exhaustion and wellbeing. The study suggests that the health-impairing risks of high work intensity in lean settings can be reduced through better supervisory support. Ensuring that line managers have the opportunity, skills and motivation to offer good support to workers is a vital aspect of the interventions needed to counteract the health risks posed by lean production.
Publisher: Emerald
Date: 10-02-2022
DOI: 10.1108/JSTP-08-2021-0180
Abstract: Grounded in the job demands–resources (JD-R) theory, this study investigates how the difficulty in social distancing at work, resulting from the COVID-19 crisis, may lead to intention to quit and career regret and how and when these effects may be attenuated. Three-wave survey data were collected from 223 frontline service workers in a large restaurant company during the COVID-19 crisis. The results show that difficulty in social distancing reduced employees' work engagement, and consequently, increased their turnover intention and career regret. These relationships were moderated by external employability, such that the influence of difficulty in social distancing weakened as external employability increased. Social distancing measures have been applied across the globe to minimize transmission of COVID-19. However, such measures create a new job demand for service workers who find it difficult to practice social distancing due to the high contact intensity of service delivery. This study identified personal resources that help service workers cope with the demand triggered by COVID-19.
Publisher: Auckland University of Technology (AUT) Library
Date: 16-09-2021
Abstract: Based on an analysis of the New Zealand data in the Work Orientation module of the International Social Survey Programme (ISSP) across three rounds (1997, 2005 and 2015), this paper examines how workers in New Zealand perceive their job quality. These surveys imply that New Zealanders have relatively good jobs, as shown in healthy levels of job quality and job satisfaction. They rate highly the quality of their collegial relationships at work and typically perceive the intrinsic quality of their job as better than the extrinsic quality. A key issue in relation to the latter is that they generally do not rate their advancement opportunities as high. While men, full-timers and graduates have some advantages over women, part-timers and non-graduates in extrinsic job quality, the intrinsic quality of work is more evenly experienced. In terms of intrinsic issues, the rising level of stress from 2005 to 2015 poses a concern and there is no evidence that graduates enjoy any kind of premium in the intrinsic quality of work apart from a lower level of hard physical effort.
Publisher: Future Science Ltd
Date: 10-2020
Abstract: Opioids have long been the mainstay of cancer pain treatment and have been used without any consideration for their effect on cancer growth and long-term prognosis. There is now growing evidence that the continued use of opioids for this indication should be reviewed and even reconsidered. Although current evidence and literature covering this subject is mixed and does not yet allow for a clear determination to be made about safety, there is enough data to support the search for new treatment paradigms, beginning with anesthesia for oncologic surgery and management of cancer pain over the disease course.
Publisher: Informa UK Limited
Date: 04-07-2018
Location: United States of America
No related grants have been discovered for Jason D. Ross.