ORCID Profile
0000-0002-2556-9709
Current Organisation
Torrens University Australia
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Publisher: Emerald
Date: 04-01-2013
DOI: 10.1108/13665621311288458
Abstract: The purpose of this paper is to describe the supervisor behaviours that employees found to be helpful and unhelpful in facilitating training transfer. The study aims to provide rich qualitative data from the employee's perspective. This study utilises a cross‐sectional design. A case study and a qualitative interpretivist approach were used to interpret the employee's responses. In total 24 semi‐structured interviews were conducted and responses were analysed with the aid of NVivo. The results suggested what supervisors did prior to, during and after course attendance was critical to training transfer. Supportive behaviours prior to the course included motivating, encouraging and setting expectations. Practical support provided during the course signalled the value that the supervisor placed on the course. Meetings held after the course provided the best opportunity to support transfer. Transfer was maximised when participants experienced a positive role model and when supervisors showed interest in their experience of the course, encouraged and sponsored new initiatives, and involved them in decision‐making. The main perceived hindrances to training transfer were culture, policies and a lack of encouragement. This is a qualitative study in a field of inquiry dominated by quantitative approaches. The results highlight the employee's perspective concerning what they found to assist in training transfer. This methodology is rarely evidenced in the extant literature.
Publisher: Informa UK Limited
Date: 13-11-2018
Publisher: Edward Elgar Publishing
Date: 20-10-2023
Publisher: Edward Elgar Publishing
Date: 20-10-2023
Publisher: Wiley
Date: 31-08-2019
Publisher: Informa UK Limited
Date: 05-06-2017
Publisher: Edward Elgar Publishing
Date: 20-10-2023
Publisher: IGI Global
Date: 2015
DOI: 10.4018/978-1-4666-8856-8.CH009
Abstract: This chapter focuses on the use of ePortfolios in the recognition of prior learning (RPL) and professional recognition (PR) within higher education contexts. The term eRPL refers to the recognition practice of utilising ePortfolios for RPL and similarly, ePR refers to the use of ePortfolios for PR. Both are relatively new phenomenon and a developing field of practice and utility. The eRecognition framework developed by Cameron (2012) is built upon to explore the utility of ePortfolios across higher education through a content analysis of papers presented at the ePortfolio and Identity Conference (ePIC) from 2008 to 2012 (n=307) and articles published in the newly established International Journal of ePortfolios from 2011 to 2013 (n=31). Harris's (2000) boundaries and boundary-work framework is applied to position eRecognition practices within the contemporary educational context and the challenges and changes being brought upon educational practices and structures through the open learning movement.
Publisher: Emerald
Date: 08-06-2022
Abstract: Drawing on embeddedness theory, we examine how skilled immigrants' perceived brain-waste affects their social embeddedness. Social embeddedness facilitates the acquisition of host country-specific human capital, which, in return, can accelerate the transfer of immigrants' human capital in the workplace. In total, 397 skilled immigrants in Australia participated in this study. We applied a set-theoretic approach to decode the complexity and interplay among the key concepts used in this study. We found the impacts of psychological workplace wellbeing and workplace discrimination on social embeddedness differ between skilled immigrants who experience perceived brain-waste and skilled immigrants whose skills were recognized by employers. The results suggest that job satisfaction is the most critical factor contributing to social embeddedness among skilled immigrants who did not report brain-waste. Furthermore, we found that married skilled male immigrants who reported brain-waste still could embed socially if they did not directly experience workplace discrimination. The majority of previous studies have compared skilled immigrants with their local-born colleagues, but we compared two groups of skilled migrants in the current study. We adopted fuzzy-set qualitative comparative analysis to test how unique configurations of several variables can ease their social embeddedness into the host society.
Publisher: Edward Elgar Publishing
Date: 20-10-2023
Publisher: Dialectical Publishing
Date: 12-2011
Publisher: Springer Singapore
Date: 20-11-2014
Publisher: Emerald
Date: 04-03-2014
DOI: 10.1108/IJOA-08-2010-0446
Abstract: – It has come to the attention of Emerald Group Publishing that the article “The acceptance of mixed methods in business and management” authored by Roslyn Cameron and Jose F. Molina-Azorin, published in International Journal of Organizational Analysis , Vol. 22 Iss:1, pp.14-29, 2014, was also published in a previous issue of the journal. This occurred due to an error in the editorial process. Please note that all citations of this article should be the following: Roslyn Cameron, Jose F. Molina-Azorin, (2011), “The acceptance of mixed methods in business and management research”, International Journal of Organizational Analysis , Vol. 19 Iss: 3, pp.256-271. The publishers of the journal sincerely apologize to the authors and readers of IJOA.
Publisher: Emerald
Date: 07-03-2016
Abstract: – The purpose of this paper is to examine the relationship between cultural dimensions and the roots of work-family balance issues in a developing non-Western cultural context. Drawing upon Hofstede’s cultural dimensions, the study suggests national cultural dimensions can shape the roots of work-family balance. – A survey was distributed among employees of 12 companies operating in the health industry. The survey collected both quantitative and qualitative data through two separate approaches: seven-point Likert scales and open-ended questions. The data were analyzed via thematic exploratory analysis and fuzzy-set qualitative comparative analysis. – The quantitative data confirms the extant literature in relation to the negative effects of moonlighting, economic hardship and the absence of a comprehensive work-family balance strategy on employee work-family balance. The qualitative data proposes a new variable, weak social interaction, which becomes the most important roots of work-family imbalance at both work and family domain. – The present study suggests certain cultural dimensions such as high power distance hinders social interactions in the work and family domains, thereby increasing levels of work conflict, family conflict, and stress. Findings suggest organizations, especially multinationals, need to be cognizant of the role of cultural dimensions on human resource management practices related to work-family balance. – Very little literature addresses the impact of Hofstede’s cultural dimensions on work-family balance issues. The present study has contributed to the existing body of literature by introducing a new variable (weak social interaction) as an antecedent of work-family imbalance. Further, the study is the first in Iran that has collected qualitative data to investigate work-family balance issues.
Publisher: Emerald
Date: 04-06-2019
Abstract: The purpose of this paper is to investigate which sociocultural and work conditions have the potential to change international graduates’ career mobility intentions and encourage international graduates to stay in the host country when the initial intention was to leave the host country after graduating. Data were collected via a web-based survey from international graduates and analyses suggest 129 (20 percent) of respondents changed their initial career mobility intentions. Data were analyzed using fuzzy-set qualitative comparative analysis. Although previous studies report some pull–push factors such as attractive payment rates and work experience as being important in attracting potential workforce participants, these factors have no influence on changing the career mobility intentions of international graduates. In contrast, the work environment (WE) seems to be a strong condition for changing career mobility decisions. Results also reveal that the influence of sociocultural conditions on initial career mobility intention is more complicated than work conditions and varies from case to case. The present study adopts the theoretical assumption that migration and mobility is a transition that forms over time and the findings suggest that international graduates’ global career mobility intentions depend on the WE. Therefore, government, higher education and industry development policy makers need to take this factor into account if they are interested in attracting and retaining global talent. The majority of previous studies have focused on which push–pull factors encourage the recently graduated international student workforce to move or stay in a country while the current study argues which conditions have the potential to change initial career mobility intentions.
Publisher: SAGE Publications
Date: 04-2015
DOI: 10.1002/PMJ.21484
Abstract: Mixed methods research is increasingly being used in business and management disciplines, in spite of positivist traditions. The aim of the study is twofold: (1) to examine the types of mixed methods approaches being used, and (2) to determine the quality of the reporting of mixed methods studies published in the field of project management. A retrospective content analysis of articles from three ranked project management journals was undertaken for a s le period of 2004 to 2010. Our findings suggest the field of project management is in need of capacity building in relation to the good reporting of mixed methods studies.
Publisher: Springer Singapore
Date: 20-11-2014
Publisher: Springer Singapore
Date: 2014
Publisher: Springer Singapore
Date: 20-11-2014
Publisher: Informa UK Limited
Date: 07-08-2019
Publisher: Wiley
Date: 17-08-2012
Publisher: Cambridge University Press (CUP)
Date: 03-2011
DOI: 10.5172/JMO.2011.17.2.245
Abstract: Mixed methods is a youthful but increasingly robust methodological movement characterised by: a growing body of trans-disciplinary literature prominent research methodologists/authorities the emergence of mixed method specific journals, research texts, and courses a growth in popularity amongst research funding bodies. Mixed methods is being utilised and reported within business and management fields, despite the quantitative traditions attached to certain business and management disciplines. This paper has utilised a multistrand conversion mixed model research design to undertake a retrospective content analysis of refereed papers ( n = 281) from the 21st Australian and New Zealand Academy of Management (ANZAM) Conference 2007. The aim of the study is to provide a methodological map of the management research reported at the conference, and in particular the use, quality and acceptance level of mixed methods research within business and management fields. Implications for further research are discussed along with a call to the ‘first generation’ of business and management mixed method researchers to instigate mixed methods research training and capacity building within their respective business schools, relevant academies and associated professional forums and publications.
Publisher: Emerald
Date: 26-07-2011
DOI: 10.1108/19348831111149204
Abstract: The purpose of this study is to examine the prevalence of mixed methods research across several business and management fields and to gauge the level of acceptance of mixed methods within these fields. The methodology employed for this study involved synthesizing the findings from six large‐scale methodological scans of business and management discipline journals in seven fields: marketing, international business, strategic management, organizational behaviour, operations management, entrepreneurship and human resource management. The study finds that quantitative studies dominate all seven fields (76 per cent of empirical articles) followed by mixed methods (14 per cent of empirical articles) and qualitative studies (10 per cent of empirical articles). In applying the framework for acceptance levels, it would seem there exists minimal acceptance of mixed methods across these fields. The study has limitations related to the coverage of different disciplines and differences in s le sets. More extensive research is planned for the future and will involve an expanded mixed method prevalence rate study across additional business and management fields. The growing use of mixed methods has practical implications for research training and capacity building within business schools. The study points to the need to develop research capacity through the introduction of postgraduate courses in mixed methods and advanced research skills training for existing researchers. Mixed methods is a relatively new and emerging methodological movement. This paper attempts to gauge the use and level of acceptance of mixed methods across a erse range of business and management discipline areas.
Publisher: Edward Elgar Publishing
Date: 20-10-2023
Publisher: Wiley
Date: 05-10-2023
Publisher: Wiley
Date: 28-09-2023
Abstract: This research aimed to identify the HR strategies and functions most likely to be affected by emerging digital technologies and explores the competencies and capabilities required by present and future HR professionals to transform these changing functions. Further, it analyses the developmental roles of educational institutions and professional associations in equipping HR professionals for this transition process. The study employed an exploratory sequential mixed methods research design incorporating two phases. Phase I involved a survey of HR professionals ( n = 203) and Phase II involved a focus group of senior HR professionals and HR academics involved in accrediting HR courses nationally in Australia. The findings point to a patchy uptake of smart technologies, artificial intelligences, robotics and algorithm (STARA) technologies in workplaces, with the expected usage of most of these technologies more likely in the future than currently. Most HR functions and HR roles are likely to be affected by these new digital technologies and associated competencies and skills.
Publisher: Emerald
Date: 16-05-2013
Publisher: Edward Elgar Publishing
Date: 20-10-2023
Publisher: Cambridge University Press (CUP)
Date: 03-2014
Publisher: Edward Elgar Publishing
Date: 20-10-2023
Publisher: Springer Singapore
Date: 2014
Publisher: Dialectical Publishing
Date: 08-2009
DOI: 10.5172/MRA.3.2.140
Publisher: Routledge
Date: 22-11-2017
Publisher: Dialectical Publishing
Date: 12-2011
Publisher: Emerald
Date: 17-02-2012
DOI: 10.1108/13665621211201689
Abstract: The use of e‐portfolios in recognition of prior learning (RPL) processes in workplace and professional practice contexts has attracted little attention in the literature due to its emergent nature. This study seeks to explore the growing incidence of e‐portfolio‐based RPL (e‐RPL) and professional recognition (e‐PR) processes in Australia and the implications this has for recognising workplace learning. The paper utilises an exploratory study and involves a content analysis of a selected s le of data sources. The s le includes the abstracts and papers presented at the 2009 VET E‐portfolios Showcase and the 2010 ePortfolios Australia conference and the Australian Flexible Learning Framework (AFLF) funded E‐portfolio implementation trials 2009 and 2010. The paper finds an array of e‐RPL and e‐PR operationalised across multiple fields/disciplines and contexts. The incidence of e‐PR is more dominant than that of e‐RPL. The findings result in the development of a framework that provides the conceptual scaffolding for recognition systems in the workplace. The study is limited to Australian based data sources. Further analysis could be expanded to international contexts to increase the data and evidence on e‐RPL and e‐PR processes and the implications these have for recognising workplace. The framework developed from the study provides a conceptual launch pad into future lines of inquiry which can critically explore the underlying pedagogies and knowledge paradigms which have dominated in formal learning systems. The paper includes implications for the correct matching of practices and tasks to appropriate types of e‐portfolio based RPL and PR along a continuum of formal to informal learning and varying degrees of learner control. This paper presents an analytical framework for exploring e‐RPL and e‐PR as distinct processes of recognition through a synthesis of RPL and e‐portfolio research and theoretical constructs. The framework includes a typology of e‐RPL and e‐PR based on Smith and Tillema's typology of portfolios and Cameron's models of RPL. The framework will assist in analysing recognition processes undertaken in workplace contexts.
Publisher: Informa UK Limited
Date: 02-10-2014
Location: Australia
No related grants have been discovered for Roslyn Cameron.