ORCID Profile
0000-0001-6646-3065
Current Organisation
Monash University - Caulfield Campus
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Publisher: Wiley
Date: 03-1987
Publisher: Elsevier BV
Date: 05-2008
Publisher: SAGE Publications
Date: 11-2009
Abstract: We discuss deregulation (liberalization) and some of the international institutions that influence the management of people in airlines. As a point of departure, we summarize contrasting models from successful ‘new entrant’ airlines: Ryanair and Southwest. We consider ex les of various categories of airlines in different ‘ideal types’ of institutional context: liberal-market economies and coordinated-market economies. These are two varieties of advanced capitalism. The former include the USA, Britain, Ireland (and Australia). The latter include the Germanic and Scandinavian countries. We classify airlines according to which strategies dominate their efforts at cost reduction. Alongside these differences in strategies, we analyse differences in two aspects of employment-relations strategies. First, employers can focus on controlling employee behaviour or seeking their commitment to the goals of the airline. Second, employers can seek to avoid, accommodate or partner with unions. We show that, in terms of employment relations, the variety of capitalism context helps to influence employers’ strategies, but airlines (and other enterprises) still have some scope for exercising strategic choice, in spite of their institutional and regulatory context.
Publisher: Wiley
Date: 12-1990
Publisher: Wiley
Date: 05-1988
Publisher: International Joint Conferences on Artificial Intelligence Organization
Date: 07-2018
Abstract: We introduce and study the class of egalitarian variants of committee scoring rules, where instead of summing up the scores that voters assign to committees---as is done in the utilitarian variants---the score of a committee is taken to be the lowest score assigned to it by any voter. We focus on five rules, which are egalitarian analogues of SNTV, the k-Borda rule, the Chamberlin--Courant rule, the Bloc rule, and the Pessimist rule. We establish their computational complexity, provide their initial axiomatic study, and perform experiments to represent the action of these rules graphically.
Publisher: Wiley
Date: 08-2022
DOI: 10.1111/IRJ.12378
Abstract: We explore the role of nurses and their unions in workplace innovation through case study research on the introduction of Lean production (LP). We find that nurses' unions were not involved in the implementation of LP. We draw conclusions about how union power, identity and narratives help explain union strategic behaviour.
Publisher: SAGE Publications
Date: 06-2011
Publisher: Wiley
Date: 09-1986
Publisher: Springer Science and Business Media LLC
Date: 13-04-2022
DOI: 10.1007/S00187-022-00336-9
Abstract: Identifying critical success factors (CSFs) of continuous improvement projects is crucial for management control and operations management domains. Despite the availability of manufacturing-related literature, studies on CSFs in more dynamic and complex healthcare-related operations are scarce. This study, based at a large public tertiary healthcare organization, identifies CSFs in implementing Lean Six Sigma (LSS). 62 LSS projects completed by Green Belts in consultation with Black Belts were analyzed for project success by a review team of practitioners (Black Belters) and academics. Using a grounded theory approach, numerous success factors were initially identified. A series of brainstorming sessions and workshops helped to narrow down and revise all the CSFs present in each of the 62 LSS projects to eight CSFs. The success of the 62 completed projects was assessed against each of the eight CSFs on a five-point Likert scale. Success was measured against whether the project met its stated aim and achieved the Key Performance Indicators that had initially been identified. Finally, the correlations of each factor rating against project success were analyzed to validate the relationship between each success factor and project success. The findings confirm that all eight CSFs identified are significantly correlated to project success. This study contributes to the management control, operations management, and healthcare literature by identifying CSFs of continuous improvement projects and introducing a relatively unique, rigorous, and practically proven evaluation method applied via an industry and academic partnership. Specified CSFs and the method used to identify these will benefit managers of continuous improvement projects.
Publisher: SAGE Publications
Date: 08-1990
Publisher: Informa UK Limited
Date: 09-1992
Publisher: Emerald
Date: 14-01-2022
Abstract: The purpose of the research is to examine the antecedent and employee well-being outcomes of employees' perceptions of benefits schemes. Data were collected using both paper-based and web-based questionnaires over two time points (one month apart). The s le included 281 participants in eight companies in China. Structural equation modelling was employed to investigate the relationship between Chinese traditionality, perceived benefits schemes, job involvement and emotional exhaustion. Chinese traditionality is an antecedent of employees' perceptions of benefits schemes. Perceived benefits schemes are negatively associated with emotional exhaustion. Moreover, job involvement mediates the relationship between perceived benefits schemes and emotional exhaustion. The data were collected in eight manufacturing companies in China, which may raise concerns about the generalisability of findings across industries, nations and cultures. Larger, more representative and cross-contextual s les are needed for future research to test the results further. Managers should anticipate that employees with different cultural values may develop dissimilar perceptions of the same benefits schemes. Hence, managers need to communicate the benefits schemes to distinct employee groups in different ways. Based on the conservation of resources model, this research offers theoretical insights into the mechanisms through which perceived benefits schemes influence employee health well-being. In addition, this research tests an antecedent of perceived benefits schemes.
Publisher: Wiley
Date: 21-04-2011
Publisher: SAGE Publications
Date: 04-11-2019
Abstract: The authors provide novel insights on employee voice and employees’ intentions to quit after conflict situations. They analyze a survey of employees in Australia to consider two research questions: What are the relationships between employee voice at work, dispute resolution, and intention to quit? Does the type of dispute affect these relationships? Findings show that employee voice is associated with successful dispute resolution, which reduces employees’ intentions to quit. Further, employee voice has the additional benefit of directly reducing intentions to quit, besides its indirect effect of helping to resolve disputes at work. Results also indicate that regardless of the level of voice at work, those who report bullying claims are less likely to find resolution. The authors provide recommendations for improving workplace dispute resolution that they believe offer mutual gains for stakeholders.
Publisher: Informa UK Limited
Date: 2012
Publisher: Wiley
Date: 03-1996
Publisher: Emerald
Date: 16-10-2017
Abstract: The purpose of this paper is to review the roles of human resource management (HRM) specialists in the contemplation and implementation of innovation in employing organisations and workplaces. The authors review some of the literature and practice in this field as well as 11 other articles that are included in this special issue. The authors propose six research questions. First, are HRM specialists analysing relevant trends and their implications for the future of work and the workforce? Second, are HRM specialists enabling employing organisations to identify and enable innovative ideas? Third, to what extent are HRM specialists leading partnership arrangements with organised labour? Fourth, what is the role of HRM specialists in creating inclusive work environments? Fifth, how should HRM specialists change to foster enterprise performance, intrapreneurship, agility, creativity and innovation? Sixth, to what extent is there an HRM function for line managers in coordination with HRM specialists in engendering innovation around “change agent” roles? The authors argue that HRM specialists should embrace and enable innovation. The authors challenge HRM specialists to consider how they can contribute to facilitating innovation. The paper proposes further research on HRM and range of associated stakeholders who, together, have responsibility for innovating in the design and delivery of HRM to enrich our knowledge of HRM and workplace innovations.
Publisher: Wiley
Date: 14-09-2018
Publisher: DE GRUYTER
Date: 1992
Publisher: Informa UK Limited
Date: 02-2010
Publisher: Emerald
Date: 03-1992
DOI: 10.1108/01425459210013869
Abstract: Discusses feasibility, desirability and value of Japanese management strategies in a Western context. Major Japanese companies are at the leading edge in refining management strategies, techniques and styles, for ex le, with regard to having a long‐term perspective and the continuous improvement of quality, stock control, skill formation, communications, training and employee development. As possible models can these approaches be transferred to different cultures?
Publisher: Palgrave Macmillan UK
Date: 2016
Publisher: Informa UK Limited
Date: 05-1993
Publisher: Informa UK Limited
Date: 06-11-2014
Publisher: Informa UK Limited
Date: 09-1994
Publisher: Informa UK Limited
Date: 21-10-2014
Publisher: Informa UK Limited
Date: 09-1994
Publisher: Informa UK Limited
Date: 12-1991
Publisher: SAGE Publications
Date: 12-1995
DOI: 10.1177/001872679504801202
Abstract: A number of influential studies advocate the adoption of a lean production system (LPS) in order to improve quality and efficiency in Western automotive plants. Critics argue that such systems place excessive demands upon employees. Very little survey data, however, is available on employees' attitudes toward lean production since companies are frequently reluctant to grant such access. Our survey of 200 employees in a Japanese-owned automotive plant in Australia using lean production found that commitment to the company, speed of work and, in special circumstances, age were predictors of employees' approval of the LPS. Employees' perceived levels of stress and Japanese management techniques, such as consultation and a teamwork orientation, were not predictors of approval of the LPS, a finding that contradicts earlier research in this field. Other variables in the analysis, including employee demographics, had no predictive value. We use the results to comment on the wider debate about the transfer of Japanese manufacturing practices to Western countries.
Publisher: SAGE Publications
Date: 07-1987
Publisher: Wiley
Date: 04-2020
DOI: 10.1111/BJIR.12526
Abstract: Can a union be both democratic and administratively efficient, or are these goals always at odds? Building on the Webbs’ focus on this critical question, this article analyses and compares the changing administrative policies and practices of US, UK and Australian trade unions over a 25‐year period. We conducted surveys of unions in all three countries to gather information on union policies and practices involving the unions’ human resources, hiring, budgeting and strategic planning. Using these novel longitudinal data, we contribute to industrial relations scholarship by showing that unions have increasingly adopted formal, systematic practices in these areas. The article is grounded in theory and also has practical relevance given the important implications that our findings may have for the revitalization of unions in the three countries and beyond.
Publisher: Wiley
Date: 07-2023
Abstract: ChatGPT and its variants that use generative artificial intelligence (AI) models have rapidly become a focal point in academic and media discussions about their potential benefits and drawbacks across various sectors of the economy, democracy, society, and environment. It remains unclear whether these technologies result in job displacement or creation, or if they merely shift human labour by generating new, potentially trivial or practically irrelevant, information and decisions. According to the CEO of ChatGPT, the potential impact of this new family of AI technology could be as big as “the printing press”, with significant implications for employment, stakeholder relationships, business models, and academic research, and its full consequences are largely undiscovered and uncertain. The introduction of more advanced and potent generative AI tools in the AI market, following the launch of ChatGPT, has r ed up the “AI arms race”, creating continuing uncertainty for workers, expanding their business applications, while heightening risks related to well‐being, bias, misinformation, context insensitivity, privacy issues, ethical dilemmas, and security. Given these developments, this perspectives editorial offers a collection of perspectives and research pathways to extend HRM scholarship in the realm of generative AI. In doing so, the discussion synthesizes the literature on AI and generative AI, connecting it to various aspects of HRM processes, practices, relationships, and outcomes, thereby contributing to shaping the future of HRM research.
Publisher: Informa UK Limited
Date: 09-1994
Publisher: Informa UK Limited
Date: 27-10-2017
Publisher: Wiley
Date: 03-1989
Publisher: Wiley
Date: 13-11-2018
Publisher: Wiley
Date: 11-2020
Publisher: Emerald
Date: 19-09-2016
DOI: 10.1108/JHOM-08-2015-0114
Abstract: Hospitals have used process redesign to increase the efficiency of the emergency department (ED) to cope with increasing demand. While there are published studies suggesting a positive outcome, recent reviews have reported that it is difficult to conclude that these approaches are effective as a result of substandard research methodology. The purpose of this paper is to explore the perceptions of hospital staff on the impact of a process redesign initiative on quality of care. A retrospective qualitative case study examining a Lean Six Sigma (LSS) initiative in a large metropolitan hospital from 2009 to 2010. Non-probability s ling identified interview subjects who, through their participation in the redesign initiative, had a detailed understanding of the implementation and outcomes of the initiative. Between April 2012 and January 2013 26 in-depth semi-structured interviews were conducted and analysed with thematic content analysis. There were four important findings. First, when asked to comment on the impact of the LSS implementation, without prompting the staff spoke of quality of care. Second, there was little agreement among the participants as to whether the project had been successful. Third, despite the recognition of the need for a coordinated effort across the hospital to improve ED access, the redesign process was not successful in reducing existing ides among clinicians and among managers and clinicians. Finally, staff expressed tension between production processes to move patients more quickly and their duty of care to their patients as in iduals. One of the first studies to explore the impact of process redesign through in-depth interviews with participating staff, this study adds further evidence that organisations implementing process redesign must ensure the supporting management practices are in place.
Publisher: SAGE Publications
Date: 02-05-2022
DOI: 10.1177/00221856221083715
Abstract: We gratefully acknowledge the invaluable contributions to the research that we discuss here by our dear friend and colleague the late Dr Sandra Cockfield we miss her greatly. We dedicate this article to her. For a tribute to her see ale/home/articles/vale-dr-sandra-cockfield . The article discusses issues rarely addressed in research on Australian unions: the internal management policies and practices of unions, including human resource management, budgeting and strategy formulation. Management matters because it creates processes and systems that focus activity on whatever objectives a union or other organisation wishes to achieve. Our main research question is ‘how do Australian unions manage their employees, budgets, and strategies?’ Our study builds on earlier studies of US, UK and Canadian unions by adapting a survey instrument used in these countries. The Australian Council of Trade Unions (ACTU) asked national and branch unions to complete our online surveys. Of the unions surveyed, a majority of respondents use systematic human resource management policies and practices. They have also adopted strategic planning and budgeting practices. Echoing international findings, Australian unions have increasingly professionalised their administration. These findings are important since they have implications for how Australian unions deal with the challenges they face, including their revitalisation efforts and their responses to changing regulatory contexts.
Publisher: Informa UK Limited
Date: 23-01-2015
Publisher: Informa UK Limited
Date: 09-1995
No related grants have been discovered for Greg J Bamber.