ORCID Profile
0000-0003-1729-823X
Current Organisation
RMIT University
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Publisher: Wiley
Date: 05-04-2019
DOI: 10.1002/HRM.21960
Publisher: Elsevier BV
Date: 10-2019
DOI: 10.1016/J.APNR.2019.06.001
Abstract: In the drive to make the health sector more economically efficient and effective, what is potentially being lost is the need to look after the well-being of those who work within this profession. Nurses are the largest group in the health sector workforce and the frontline of patient care. Workload perceptions are known to be impacting nurses' well-being and are becoming a critical concern for the retention of this workforce. In response, this study aims to examine the relationships among perceived workload, satisfaction with work-life balance (an indicator of well-being), and intention to leave the occupation. Additionally, high involvement work practices (HIWPs) are examined as a form of organisational support that may buffer the negative impact of perceived workload on nurses' well-being and intention to leave the occupation. A 2016 online survey of the nursing profession in Australia yielded 2984 responses. We assessed the impact of perceived workload on nurses' well-being and intention to leave the occupation, and the role of HIWPs in ameliorating the negative impact of perceived workload. Our results show that perceived workload is associated with increasing intention to leave the occupation and is mediated by nurses' satisfaction with work-life balance. Where organisational support is provided through HIWPs, this can mitigate such intentions. These aspects are within the control of those who manage this workforce and should be central to human resource management strategies in the health care sector.
Publisher: Cambridge University Press (CUP)
Date: 20-02-2018
DOI: 10.1017/JMO.2018.3
Abstract: This research discusses the findings from a study undertaken for an exploration of the critical issues around the working conditions, workplace climate, and well-being of business school (predominantly management) academics in Australia and New Zealand. With an ageing workforce, and almost half of the Australian and New Zealand workforce intending to retire, move overseas, or leave the sector within this decade, amidst rising demand in the tertiary education sector, the effective retention of this key skilled workforce is pertinent. With data from a survey conducted in 2017 involving 451 business school academics in Australia and New Zealand, this research note highlights several key issues around the areas of workplace climate and well-being which importantly, are within the control of management. Specifically, these salient workforce issues include work intensification, burnout, and poor work–life balance.
Publisher: Informa UK Limited
Date: 04-08-2021
Publisher: Monash University
Date: 2018
Publisher: SAGE Publications
Date: 27-04-2020
Abstract: This article examines the contested terrain of protecting or providing biometric data in the workplace. Through a major case study in Australia, a decision to terminate employment on the grounds of non-consent for biometric data to be collected was overturned through the legislative system. The case is important in that it highlights the increased impetus to collect such data and the arbitrary nature of legal protection. However, the results of this significant case do provide improved clarity and guidance on the usage, collection, storage and management of biometric data. It also signals to management the need to understand employees’ rights and their own obligations around the informational privacy of employees.
Publisher: University of Technology, Sydney (UTS)
Date: 25-09-2019
Abstract: Extinction challenges our thinking and writing. Such overwhelming disappearance of ways of being, experiencing and making meaning in the world disrupts familiar categories and demands new modes of response. It requires that we trace multiple forms of both countable and intangible loss, the unravelling of social and ecological communities as a result of colonialism and capture, development and defaunation and other destructive processes. It brings forth new modes of commemoration and mourning, and new practices of archiving and survival. It calls for action in the absence of hope, and for the recognition and nourishment of new generativities: new modes of assemblage and attachment, resurgence and reworlding, commoning, composting and caring for country.
Publisher: Emerald
Date: 04-2019
Abstract: The purpose of this paper is to analyse the effect of nurses’ experience of the fulfilment of their psychological contract on their intention to leave the nursing profession and to consider employee engagement as a mediator between the fulfilment of the psychological contract of nurses and their intention to leave their profession. The authors used a quantitative, cross-sectional research design. In total, 1,039 Australian nurses completed an anonymous online survey conducted via the Australian Nursing and Midwifery Federation website. Structural equation modelling was used to test the hypotheses. The fulfilment of promises related to interesting job content and social atmosphere were negatively associated with intentions to leave the nursing profession, and these relationships were mediated by engagement. The fulfilment of promises related to career development, financial rewards and work–life balance were not associated with intentions to leave the nursing profession. To ensure professional nurse retention, it is necessary to not just promise nurses interesting jobs and a supportive social atmosphere, but to manage nurse perceptions regarding the fulfilment of these promises. Although there has been extensive research on nurse intention to leave their current job, the important area of nurse professional turnover has received less attention. The research highlights the importance of fulfilling expectations and promises related to interesting nurse job content that encourages nurse responsibility and autonomy as well as promises of a social atmosphere that includes co-operative relationships and good communication with colleagues.
Publisher: Wiley
Date: 26-02-2018
DOI: 10.1111/IJN.12630
Abstract: A discussion of the findings from a nationwide study of workplace and well-being issues of Australian nurses and midwives. Current discourse only provides a fragmented understanding of a multifaceted nature of working conditions and well-being, necessitating a more holistic investigation to identify critical workplace issues within these professions. Discussion paper. A national survey conducted in July 2016 involving Australian Nursing and Midwifery Federation members. The literature supporting this paper focuses on the nursing and midwifery workforce and studies on attraction and retention issues. Workplace policies and practices in place in health care organizations that are within the control of management are key factors in the negative issues associated with the profession from the survey. Proactive and targeted interventions particularly aimed at salient issues of work intensification, declining engagement, and effective voice mechanisms are needed to address these crucial issues if the attrition of in iduals from nursing and midwifery occupations is going to be ameliorated. To alleviate workforce issues pushing nurses and midwives to the tipping point of exiting the professions, health care organizations need to take a proactive stance in addressing issues under the control of management.
No related grants have been discovered for Tse Leng Tham.