ORCID Profile
0000-0002-0826-7565
Current Organisation
University of Leeds
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Publisher: Elsevier BV
Date: 07-2014
DOI: 10.1016/J.AAP.2013.12.005
Abstract: The paper outlines a systemic approach to understanding and assessing safety capability in the offshore oil and gas industry. We present a conceptual framework and assessment guide for understanding fitness-to-operate (FTO) that builds a more comprehensive picture of safety capability for regulators and operators of offshore facilities. The FTO framework defines three enabling capitals that create safety capability: organizational capital, social capital, and human capital. For each type of capital we identify more specific dimensions based on current theories of safety, management, and organizational processes. The assessment guide matches specific characteristics to each element of the framework to support assessment of safety capability. The content and scope of the FTO framework enable a more comprehensive coverage of factors that influence short-term and long-term safety outcomes.
Publisher: Elsevier BV
Date: 10-2011
Publisher: Frontiers Media SA
Date: 24-03-2016
Publisher: Wiley
Date: 10-08-2017
DOI: 10.1002/JOB.2219
Publisher: Wiley
Date: 17-10-2012
DOI: 10.1002/JOB.1837
Publisher: Routledge
Date: 12-01-2018
Publisher: World Scientific Pub Co Pte Lt
Date: 10-2011
DOI: 10.1142/S1363919611003398
Abstract: The present study aims to validate the current best-practice model of implementation effectiveness in small and mid-size businesses. Data from 135 organizations largely confirm the original model across various types of innovation. In addition, we extended this work by highlighting the importance of human resources in implementation effectiveness and the consequences of innovation effectiveness on future adoption attitudes. We found that the availability of skilled employees was positively related to implementation effectiveness. Furthermore, organizations that perceived a high level of benefits from implemented innovations were likely to have a positive attitude towards future innovation adoption. The implications of our improvements to the original model of implementation effectiveness are discussed.
Publisher: Routledge
Date: 03-01-2013
Publisher: SAGE Publications
Date: 02-2009
Publisher: Frontiers Media SA
Date: 31-08-2023
DOI: 10.3389/FPSYG.2023.1189823
Abstract: Extant literature posits that an in idual manages their multiple identities by integrating or separating them to varying degrees. We posit that, rather than managing a single set of identities, an in idual may engage different identity structures in different contexts. We use the fly-in, fly-out work context, whereby an employee’s home and work are substantially geographically separated, to explore whether different identity structures exist, strategies for managing them, and their effect on employee retention intentions. Analysis of qualitative data from 29 participants collected across three work sites revealed three main strategies that employees adopt to cope with having multiple identity structures: aligning identities making work identity dominant and creating a new identity around the working arrangement and discarding all other identities. These strategies interact with the employee’s actual identity structure to influence retention intentions. Implications for retaining employees in such working arrangements are discussed.
Publisher: World Scientific Pub Co Pte Lt
Date: 02-2012
DOI: 10.1142/S1363919611003593
Abstract: We develop and test a theoretically-based integrative framework of key proximal factors (orientation, pressure, and control) that helps to explain the effects of more general factors (the organisation's strategy, structure, and environment) on intentions to adopt an innovation one year later. Senior managers from 134 organizations were surveyed and confirmatory factor analyses showed that these hypothesized core factors provided a good fit to the data, indicating that our framework can provide a theoretical base to the previous, largely atheoretical, literature. Moreover, in a subgroup of 63 organizations, control mediated the effects of organizational strategy and centralisation on organizational innovation adoption intentions one year later. We suggest this model of core factors enables researchers to understand why certain variables are important to organisational innovation adoption and promotes identification of fertile research areas around orientation, pressure and control, and it enables managers to focus on the most proximal triggers for increasing innovation adoption.
Publisher: Elsevier BV
Date: 11-2011
Publisher: IEEE
Date: 06-2006
Publisher: Wiley
Date: 29-06-2023
DOI: 10.1002/JOB.2651
Abstract: The relationship between presenteeism, or working despite ill‐health, and extra‐role behavior can be negative, positive, or null. Our research examines the role of gender in influencing this relationship. We build on the self‐regulatory perspective on resource allocation in the context of presenteeism, which emphasizes the role of internal and external pressure on resources. We hypothesize that sick men will direct their resources toward protecting their performance rather than their health, thereby demonstrating citizenship. In contrast, sick women focus their resources on protecting their health, thereby not engaging in extra‐role behaviors. We tested our hypotheses in three studies. The results of Study 1, based on employees' ( N = 78) and their supervisors' ( N = 17) data, showed that sick men appeared to protect their performance by engaging in extra‐role behaviors. The findings of Study 2 ( N = 280) demonstrated that citizenship pressure was not related to the extra‐role behaviors of sick men. Yet it was associated with the performance of sick women, who, unlike men, appeared to preserve health and engaged in extra‐role behaviors only when they felt pressured to do so. The results of the experimental Study 3 ( N = 195) showed that, as predicted, women tended to protect health more than men and that when health protection motive was high (low), presenteeism was negatively (positively) related to extra‐role behavior.
Publisher: Wiley
Date: 22-11-2009
DOI: 10.1016/J.ADOLESCENCE.2008.10.009
Abstract: Studies have shown that self‐efficacy, aspirational, and other psychosocial influences account for considerable variance in academic achievement through a range of mediational pathways, although no research to date has tested the mediational relationships identified. The present research investigated the structural relations among self‐efficacy, academic aspirations, and delinquency, on the academic achievement of 935 students aged 11–18 years from ten schools in two Australian cities. The Children's Self‐Efficacy Scale , Adapted Self‐Report Delinquency Scale (Revised) , and Children's Academic Aspirations Scale were administered to participants prior to academic achievement being assessed using mid‐year school grades. Structural equation modeling was employed to test three alternative models for the relationships from academic, social, and self‐regulatory efficacy on academic achievement. A partial mediation model showed the best overall fit to the data. Academic and self‐regulatory efficacy had an indirect negative effect through delinquency and a direct positive effect on academic achievement. Academic and social self‐efficacy had positive and negative relationships, respectively, with academic aspiration and academic achievement however, the relationship between academic aspiration and academic achievement was not significant in the final model.
Publisher: Elsevier BV
Date: 11-2013
Publisher: Wiley
Date: 11-2014
DOI: 10.1002/JOB.1963
Publisher: WORLD SCIENTIFIC (EUROPE)
Date: 12-09-2017
Publisher: Elsevier BV
Date: 12-2018
Publisher: Elsevier BV
Date: 07-2014
Publisher: Wiley
Date: 30-04-2016
DOI: 10.1111/JOOP.12149
Publisher: American Psychological Association (APA)
Date: 04-2012
DOI: 10.1037/A0026857
Abstract: This research reports on two field studies which demonstrate that self-leadership training decreases strain via increases in self-efficacy and positive affect. The first, an experimental study, found that strain was reduced in the randomly assigned training group, but not in the control group. The second was a longitudinal study and supported the hypotheses that self-efficacy and positive affect mediated the effect of self-leadership training on strain. Our findings extend both self-leadership and stress management literatures by providing a theoretical framework within which the effects of self-leadership on strain can be understood. Practically speaking, our findings suggest that self-leadership training offers an in idual-level preventive approach to stress management.
Publisher: Wiley
Date: 27-06-2012
Location: United Kingdom of Great Britain and Northern Ireland
No related grants have been discovered for Kerrie Unsworth.