ORCID Profile
0000-0002-5184-4110
Current Organisation
Monash University - Caulfield Campus
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Business and Management | Human Resources Management | Industrial Relations | International Business | Human Resources Management | International Business
Publisher: Elsevier BV
Date: 04-2013
Publisher: SAGE Publications
Date: 06-2012
Abstract: Increasingly, researchers are using perceptual or subjective measures of organisational performance, but our review of the literature reveals that these measures are rarely validated. We introduce Rasch model analysis to the management field and apply it to a psychometric analysis of an organisational performance scale developed in 1996 by Delaney and Huselid. Although this scale has been widely used, the present work is the first substantial investigation of its psychometric properties. The results of Rasch model analysis reveal that the original hypothesised two-factor structure was not supported but a revised three-factor structure with good psychometric properties that reflect internal, external and market performance was supported. Evidence for construct validity was found for internal and market performance subscales but not for external performance. This paper presents an important methodological advance for management research by demonstrating the evaluation of the psychometric properties of this scale through Rasch model analysis. The findings expand our understanding of the underlying structure of organisational performance and have implications for a wider application of Rasch model analysis in the management field.
Publisher: Emerald
Date: 07-03-2016
Abstract: – The purpose of this paper is to consider the impact of human resource (HR) role overload and HR role conflict on the HR function’s involvement in strategic decision making and to examine whether conditions of environmental dynamism moderate the impact of HR role conflict and HR role overload in that relationship. – The authors collected data from two sources, senior HR and top management team (TMT) executives. A total of 180 HR executives and 109 TMT members completed the survey. In all, 102 organisations were included in the s le with matched HR executive and TMT responses. – Results did not support hypothesised negative relationships between HR role management and involvement in strategic decision making but did establish the moderating effect of environmental dynamism, such that these associations were more negative at higher levels of dynamism. – The cross-sectional nature of the study precludes making inferences about causality and would need to be replicated with a longitudinal design before stronger inferences could be drawn with regard to the relationships between the variables. A strength of the study however is the use of two sources of data to address the issue of common method variance. – The research has implications for the potential value that HR provides in dynamic environments and the risk that HR role conflict and overload pose to the contribution that HR can make during these periods. – The research shifts the focus away from the definition of HR roles to considering how these roles are enacted and kept in balance.
Publisher: Informa UK Limited
Date: 16-12-2016
Publisher: Wiley
Date: 27-09-2019
DOI: 10.1002/TIE.22030
Publisher: Elsevier BV
Date: 04-2013
Publisher: Informa UK Limited
Date: 1999
Publisher: Informa UK Limited
Date: 02-03-2015
Publisher: Elsevier BV
Date: 07-2016
DOI: 10.1016/J.AAP.2016.03.018
Abstract: In response to the call for empirical evidence of a connection between leading and lagging indicators of occupational health and safety (OHS), the first aim of the current research is to consider the association between leading and lagging indicators of OHS. Our second aim is to investigate the moderating effect of safety leadership on the association between leading and lagging indicators. Data were collected from 3578 employees nested within 66 workplaces. Multi-level modelling was used to test the two hypotheses. The results confirm an association between leading and lagging indicators of OHS as well as the moderating impact of middle management safety leadership on the direct association. The association between leading and lagging indicators provides OHS practitioners with useful information to substantiate efforts within organisations to move away from a traditional focus on lagging indicators towards a preventative focus on leading indicators. The research also highlights the important role played by middle managers and the value of OHS leadership development and investment at the middle management level.
Publisher: Wiley
Date: 13-05-2014
DOI: 10.1002/HRM.21586
Publisher: Wiley
Date: 14-04-2011
DOI: 10.1002/TIE.20409
Publisher: SAGE Publications
Date: 09-1998
Publisher: Emerald
Date: 03-06-2019
Abstract: The purpose of this paper is to address gaps in the knowledge about human resource (HR) professional involvement in strategic decision-making in China compared with that in Australia. First, the authors compare the strategic involvement of Chinese and Australian HR professionals. Second, based on the upper echelon theory, the authors compare the impact of chief executive officer (CEO) and top management team (TMT) between both countries on HR involvement in strategic decision-making. Data were collected from matched pairs of HR and TMT executives in China ( n = 168) and in Australia ( n = 102). Results indicate a difference, despite of no statistical significance, in HR involvement in strategic decision-making between Chinese and Australian s les. TMT behavioural integration was positively related to HR involvement in strategic decision-making in a collectivistic culture (i.e. in China), but not in an in idualistic culture (i.e. in Australia). However, CEO support for HRM was positively related to HR involvement in strategic decision-making in Australia, whereas it is not related in China. The paper conducts a comparative study and practical, and research implications are discussed at the end.
Publisher: Springer International Publishing
Date: 2015
Publisher: Informa UK Limited
Date: 09-2013
Publisher: Springer International Publishing
Date: 2015
Publisher: Emerald
Date: 04-03-2019
Abstract: The purpose of this paper is to investigate whether formal authority of the HR department has any impact on line managers’ evaluations of HR department effectiveness. Two studies were conducted in Vietnam. Study 1 comprised a survey of 405 line managers to test the hypothesized model. Study 2 comprised a survey conducted with 155 line managers validated the findings from Study 1. Structural equation modeling and PROCESS macro were used to analyze the data. Line managers’ perceptions of the HR department’s formal authority had a positive and indirect impact on HR department effectiveness through the HR department’s strategic involvement and influence. Public sector line managers tended to perceive their HR departments as possessing a higher level of formal authority than did their private sector counterparts. This study extends the theory of political influence as it applies to the HR department. Specifically, the study provides empirical evidence of the influences of an organization’s political conditions on the perceptions of HR department effectiveness. This study also contributes to the extant literature on HRM in Vietnam by showing how Vietnam’s HR departments can utilize power and influence in accordance with specific ownership types. Public sector HR managers could establish their formal authority among stakeholders as a way to enhance the recognition of HR department effectiveness. This can be done by relying on the presence of the traditional bureaucratic characteristics of the public sector which confer the HR department with formal authority. The study contributes an understanding of the determinants of HR department effectiveness in the context of Vietnam. Research findings show that highly formal authority practices in the public sector affect the way line managers perceive the strategic involvement of the HR department. The more formal the authority, the more the public sector HR department is perceived to be involved in the strategic management process. Thus, formal authority is a prerequisite that public sector HR departments need to signal its importance among line managers. To have a long-term influencing role in the organization, the HR department in the public sector needs to develop its political and influencing skills. In contrast to this, the private sector HR department needs to develop a strategic partnership with line managers in order to increase its influence and perceived effectiveness.
Publisher: Emerald
Date: 05-1991
Publisher: Wiley
Date: 05-03-2014
Publisher: Inderscience Publishers
Date: 2006
Publisher: SAGE Publications
Date: 09-1998
Publisher: Wiley
Date: 30-12-2013
DOI: 10.1002/HRM.21574
Publisher: Wiley
Date: 31-07-2014
DOI: 10.1002/HRM.21613
Publisher: Edward Elgar Publishing
Date: 2012
Publisher: Wiley
Date: 07-08-2020
DOI: 10.1002/HRM.22028
Abstract: In this article, we review similarities and differences in articles in the research field of international and comparative human resource management (HRM), published in Human Resource Management over the past 60 years. The extensive review and analysis, based on 189 conceptual articles, reviews, and empirical studies, identified several trends. First, the two distinct research streams in this research field (HRM in MNEs and comparative HRM) have grown over the decades and moved from conceptual articles in the beginning to almost exclusively empirical studies in more recent years. Second, in addition to the two research streams, in more recent years we identified a third research stream that combines elements of HRM in MNEs and comparative HRM research. Third, the research field has become more feminized, with an increasing number of female (first) authors, and has become more international, with more authors affiliated with non‐US universities in the more recent time periods. Finally, while the research streams show some differences in the content of their research, we do not find evidence that the streams developed in isolation. Based on our analysis, we provide suggestions for future research on international and comparative HRM and identify current implications for HR practitioners.
Publisher: Wiley
Date: 04-1994
Publisher: Informa UK Limited
Date: 04-2012
Publisher: Elsevier BV
Date: 12-2020
Publisher: Informa UK Limited
Date: 04-2005
Publisher: Informa UK Limited
Date: 05-1994
Publisher: Informa UK Limited
Date: 05-2008
Publisher: Wiley
Date: 28-08-2013
DOI: 10.1002/JOE.21511
Publisher: SAGE Publications
Date: 12-2008
Publisher: Informa UK Limited
Date: 09-2007
Publisher: SAGE Publications
Date: 02-2011
Abstract: This article presents findings from a survey conducted in the Australian resources sector in 2009 exploring human resource (HR) managers’ perceptions of how their organizational practices and external contextual changes in industrial relations legislation present challenges for the sector and influence attraction and retention of highly skilled employees. The research makes an important contribution to the literature on good employment/high involvement work practices by investigating organizational practices within the politico-legislative context of this economically significant sector. Our findings indicate that organizations have implemented a range of ‘good’ employment practices, while dealing with concerns about skills shortages, employee turnover, an aging workforce and changes in legislation. We identify a need for employers to give greater attention to ersity and work—life balance issues. Further, there is a need for strategies to increase the attractiveness of work in remote locations.
Publisher: Elsevier BV
Date: 06-2016
Publisher: SAGE Publications
Date: 03-1999
Publisher: SAGE Publications
Date: 19-01-2015
Abstract: The first aim of this study was to test empirically the effect of HR political skill on the relationship between high involvement work practices and organisational performance. A second aim was to test empirically whether an HR executive can use their political skill advantageously within strategic decision-making processes in order to affect organizational performance. Survey responses from 180 HR executives in medium to large employers have been analysed and the results confirm that the political skill of the HR executive strengthens the positive relationship between high involvement work practices and perceived organisational performance, and also strengthens the positive effect of HR involvement in strategic decision-making on organisational performance. The research provides evidence that HR political skill is important both in reinforcing the impact of human resource management (HRM) and the opportunity for HR to be part of strategic decisions.
Publisher: Informa UK Limited
Date: 05-2009
Publisher: SAGE Publications
Date: 12-1996
Publisher: SAGE Publications
Date: 12-2008
Publisher: Wiley
Date: 2012
Publisher: Informa UK Limited
Date: 12-1991
Publisher: Informa UK Limited
Date: 2014
Publisher: SAGE Publications
Date: 16-10-2020
Abstract: Drawing on leader–member exchange and conservation of resources theories, we investigate the role of the quality of leader–member exchange in the relationships between supervisors’ and subordinates’ cynicism and dedication. Survey responses were collected from 104 supervisors and 971 subordinates nested within 104 work-units in five organizations in Finland. A multilevel structural equation model and cross-level mediation were utilized to test the hypotheses. The results show that the quality of leader–member exchange mediates the association between supervisor cynicism and subordinate cynicism and dedication. However, supervisor dedication does not appear to have an influence on leader–member exchange or subordinate cynicism and dedication. The findings related to the influence of supervisor cynicism on the cynicism and dedication of subordinates point toward the value of management interventions that directly address supervisor psychological well-being. Practical interventions might include training for supervisors and employees to enhance relationship-building skills, team-building activities, and leadership development. This empirical study is novel in its focus on how a supervisor’s cynicism and dedication may affect their relationships at work and how this, in turn, may have an effect on their subordinates.
Publisher: Elsevier BV
Date: 09-1992
Publisher: Cambridge University Press (CUP)
Date: 07-2008
Abstract: As several previous studies have shown, the provision of work–life benefits (WLB) varies between organisations while some organisations provide a comprehensive range of WLB, others do not. Our research aims to identify and examine the influences on the provision of WLB in an organisation. Recognising the potential for different goals and agenda, we propose that it is necessary to understand the perspectives of WLB held by managers and by employees. To inform our research, we have drawn upon the complementary theoretical bases of strategic choice theory, stakeholder theory and the resource-based view of the firm. Using multiple methods of data collection and including management and employee perspectives, qualitative case studies were undertaken with two Australian subsidiaries of large multinational firms. We develop and refine a framework that identifies the influences on the provision of WLB. This framework is a useful guide for researchers and practitioners seeking to understand and manage WLB.
Publisher: Wiley
Date: 03-2002
DOI: 10.1002/HRM.10019
Publisher: Informa UK Limited
Date: 2001
Publisher: Wiley
Date: 07-2009
DOI: 10.1002/HRM.20297
Publisher: Informa UK Limited
Date: 12-1993
Publisher: Springer Science and Business Media LLC
Date: 04-11-2011
Publisher: SAGE Publications
Date: 12-1987
DOI: 10.1177/002218568702900406
Abstract: This study provides empirical evidence in support of the literature that contends that, following redundancy, unemployment has a deleterious psychological impact. First, the present study found that, following redundancy, those who remained unemployed were negatively affected with respect to mental health, while those who gained new employment reported improved mental health. Second, and associated with the first finding, those who remained unemployed reported less life satisfaction following redundancy, while those who gained new employment experienced improvement in life satisfaction. This negative impact of redundancy and ensuing unemployment was consistent over time but was apparently ameliorated by obtaining new employment.
Publisher: Emerald
Date: 04-01-2016
Publisher: Informa UK Limited
Date: 07-2009
Publisher: Routledge
Date: 15-05-2017
Publisher: Informa UK Limited
Date: 06-2009
Publisher: Wiley
Date: 2008
DOI: 10.1002/HRM.20201
Publisher: Informa UK Limited
Date: 19-07-2017
Publisher: Oxford University Press
Date: 02-09-2009
DOI: 10.1093/OXFORDHB/9780199547029.003.0025
Abstract: Globalization has impacted significantly on many firms, with substantial implications for human resource management (HRM). Geopolitical, social, economic, and technological changes have created opportunities for managers and employees to interact with culturally erse populations. The development of cultural ersity in the workforce presents substantial and complex challenges for HR scholars and managers as they strive to determine the potential implications of cultural ersity for firm effectiveness. This article examines cultural ersity issues, which are increasingly viewed as a critical aspect of management in transnational firms.
Publisher: Wiley
Date: 12-2007
Publisher: Cambridge University Press
Date: 21-08-2008
Publisher: Informa UK Limited
Date: 2014
Publisher: Edward Elgar Publishing
Date: 2006
Publisher: Informa UK Limited
Date: 04-2005
Publisher: Informa UK Limited
Date: 2014
Publisher: Wiley
Date: 03-1991
Publisher: Informa UK Limited
Date: 05-2009
Publisher: Emerald
Date: 10-2004
DOI: 10.1108/02621710410558422
Abstract: A qualitative study of a research and development network of major global mining companies is reported in this paper. In this international inter‐organizational network, emergent global human resource development and, particularly, career development challenges for participating in iduals and organizations are analyzed. These challenges arise from two important dimensions of present and future network effectiveness, the boundary activities of network centrality, and building and maintaining optimal trust. Implications for future research and practice are identified.
Publisher: SAGE Publications
Date: 03-1996
Publisher: Wiley
Date: 09-2018
DOI: 10.1111/EMRE.12332
Publisher: Cambridge University Press (CUP)
Date: 07-12-2015
DOI: 10.1017/JMO.2015.45
Abstract: The purpose of this study is to employ Koeske and Koeske’s stressor-strain-outcome model of stress to examine the extent to which strain, a central component of occupational stress, mediates the relationship between safety climate and safety-related outcomes. The relationship between safety climate, strain and safety outcomes has been relatively under tested where strain is a mediating variable. This study makes a contribution to the literature by examining the dynamics of these relationships. Questionnaires were sent to 1,800 employees of an electricity provider, with a 41.4% response rate. The hypothesized model was tested using structural equation modeling. Analysis of the hypothesized model indicated that, while safety climate had a significant direct relationship with safety-related behaviors, the model was also partially mediated by the experience of strain. Understanding the relationship between safety climate, strain and safety outcomes is important. Support for the model verifies that safety climate is mediated by strain in terms of safety outcomes. Practical implications include the need to manage safety climate through management attitudes to safety, maintaining high safety standards and communication to reduce ambiguity on safety norms.
Publisher: Elsevier BV
Date: 02-2021
Publisher: American Chemical Society (ACS)
Date: 22-12-2015
DOI: 10.1021/CS5017613
Publisher: Oxford University Press (OUP)
Date: 24-03-2021
DOI: 10.1093/BJS/ZNAB101
Abstract: Preoperative SARS-CoV-2 vaccination could support safer elective surgery. Vaccine numbers are limited so this study aimed to inform their prioritization by modelling. The primary outcome was the number needed to vaccinate (NNV) to prevent one COVID-19-related death in 1 year. NNVs were based on postoperative SARS-CoV-2 rates and mortality in an international cohort study (surgical patients), and community SARS-CoV-2 incidence and case fatality data (general population). NNV estimates were stratified by age (18–49, 50–69, 70 or more years) and type of surgery. Best- and worst-case scenarios were used to describe uncertainty. NNVs were more favourable in surgical patients than the general population. The most favourable NNVs were in patients aged 70 years or more needing cancer surgery (351 best case 196, worst case 816) or non-cancer surgery (733 best case 407, worst case 1664). Both exceeded the NNV in the general population (1840 best case 1196, worst case 3066). NNVs for surgical patients remained favourable at a range of SARS-CoV-2 incidence rates in sensitivity analysis modelling. Globally, prioritizing preoperative vaccination of patients needing elective surgery ahead of the general population could prevent an additional 58 687 (best case 115 007, worst case 20 177) COVID-19-related deaths in 1 year. As global roll out of SARS-CoV-2 vaccination proceeds, patients needing elective surgery should be prioritized ahead of the general population.
Publisher: Wiley
Date: 09-08-2021
DOI: 10.1111/ANAE.15560
Abstract: We aimed to determine the impact of pre‐operative isolation on postoperative pulmonary complications after elective surgery during the global SARS‐CoV‐2 pandemic. We performed an international prospective cohort study including patients undergoing elective surgery in October 2020. Isolation was defined as the period before surgery during which patients did not leave their house or receive visitors from outside their household. The primary outcome was postoperative pulmonary complications, adjusted in multivariable models for measured confounders. Pre‐defined sub‐group analyses were performed for the primary outcome. A total of 96,454 patients from 114 countries were included and overall, 26,948 (27.9%) patients isolated before surgery. Postoperative pulmonary complications were recorded in 1947 (2.0%) patients of which 227 (11.7%) were associated with SARS‐CoV‐2 infection. Patients who isolated pre‐operatively were older, had more respiratory comorbidities and were more commonly from areas of high SARS‐CoV‐2 incidence and high‐income countries. Although the overall rates of postoperative pulmonary complications were similar in those that isolated and those that did not (2.1% vs 2.0%, respectively), isolation was associated with higher rates of postoperative pulmonary complications after adjustment (adjusted OR 1.20, 95%CI 1.05–1.36, p = 0.005). Sensitivity analyses revealed no further differences when patients were categorised by: pre‐operative testing use of COVID‐19‐free pathways or community SARS‐CoV‐2 prevalence. The rate of postoperative pulmonary complications increased with periods of isolation longer than 3 days, with an OR (95%CI) at 4–7 days or ≥ 8 days of 1.25 (1.04–1.48), p = 0.015 and 1.31 (1.11–1.55), p = 0.001, respectively. Isolation before elective surgery might be associated with a small but clinically important increased risk of postoperative pulmonary complications. Longer periods of isolation showed no reduction in the risk of postoperative pulmonary complications. These findings have significant implications for global provision of elective surgical care.
Publisher: Informa UK Limited
Date: 21-06-2017
Publisher: Emerald
Date: 04-03-2019
Abstract: The purpose of this paper is to apply the concept of power imbalance to explain workplace and demographic characteristics associated with bullying by different perpetrators in the healthcare sector. All 69,927 members of the Australian Nursing and Midwifery Federation (Victoria) were invited to participate in an online survey in 2014 4,891 responses were received (7 per cent response rate). Participants were asked about their exposure to workplace bullying (WPB) by different perpetrators. The questionnaire addressed demographic characteristics and perceptions of workplace characteristics (workplace type, leading indicators of occupational health and safety (OHS), prioritisation of OHS, supervisor support for safety and bureaucracy). Analysis involved descriptive statistics and regression analyses. The study found that the exposure of nurses and health workers to bullying is relatively high (with 42 per cent of respondents experiencing WPB in the past 12 months) and there are multiple perpetrators of bullying. The research revealed several demographic predictors associated with the different types of perpetrators. Downward and horizontal bullying were the most prevalent forms. Workplace characteristics were more important predictors of bullying by different perpetrators than were demographic characteristics. There are limitations to the study due to a low response rate and the cross-sectional survey. Practical implications of this study emphasise the importance of focussed human resource strategies to prevent bullying. The key contribution of this research is to draw from theoretical explanations of power to inform understanding of the differences between perpetrators of bullying. The study highlights the workplace characteristics that influence bullying.
Publisher: Informa UK Limited
Date: 04-2005
Publisher: Elsevier BV
Date: 06-2021
Publisher: Wiley
Date: 24-08-2021
DOI: 10.1111/ANAE.15563
Abstract: SARS‐CoV‐2 has been associated with an increased rate of venous thromboembolism in critically ill patients. Since surgical patients are already at higher risk of venous thromboembolism than general populations, this study aimed to determine if patients with peri‐operative or prior SARS‐CoV‐2 were at further increased risk of venous thromboembolism. We conducted a planned sub‐study and analysis from an international, multicentre, prospective cohort study of elective and emergency patients undergoing surgery during October 2020. Patients from all surgical specialties were included. The primary outcome measure was venous thromboembolism (pulmonary embolism or deep vein thrombosis) within 30 days of surgery. SARS‐CoV‐2 diagnosis was defined as peri‐operative (7 days before to 30 days after surgery) recent (1–6 weeks before surgery) previous (≥7 weeks before surgery) or none. Information on prophylaxis regimens or pre‐operative anti‐coagulation for baseline comorbidities was not available. Postoperative venous thromboembolism rate was 0.5% (666/123,591) in patients without SARS‐CoV‐2 2.2% (50/2317) in patients with peri‐operative SARS‐CoV‐2 1.6% (15/953) in patients with recent SARS‐CoV‐2 and 1.0% (11/1148) in patients with previous SARS‐CoV‐2. After adjustment for confounding factors, patients with peri‐operative (adjusted odds ratio 1.5 (95%CI 1.1–2.0)) and recent SARS‐CoV‐2 (1.9 (95%CI 1.2–3.3)) remained at higher risk of venous thromboembolism, with a borderline finding in previous SARS‐CoV‐2 (1.7 (95%CI 0.9–3.0)). Overall, venous thromboembolism was independently associated with 30‐day mortality (5.4 (95%CI 4.3–6.7)). In patients with SARS‐CoV‐2, mortality without venous thromboembolism was 7.4% (319/4342) and with venous thromboembolism was 40.8% (31/76). Patients undergoing surgery with peri‐operative or recent SARS‐CoV‐2 appear to be at increased risk of postoperative venous thromboembolism compared with patients with no history of SARS‐CoV‐2 infection. Optimal venous thromboembolism prophylaxis and treatment are unknown in this cohort of patients, and these data should be interpreted accordingly.
Publisher: Cambridge University Press (CUP)
Date: 07-2008
DOI: 10.1017/S1833367200003254
Abstract: Research in human resource management has advocated the development of a systematic process of measurement that enables managers to obtain and evaluate evidence about the performance of work–life initiatives, in both financial and non-financial terms. We apply the resource-based view of the firm, within the context of strategic human resource management literature, and conduct qualitative research in focus groups with human resource professionals and managers from 27 medium to large organisations operating in Australia. Our research explores what organisations are currently measuring with regard to work–life outcomes, how they are measuring it, and what they would like to measure. Integrating the practitioners' perspective with academic literature, we develop a framework of measurement for work–life initiatives.
Publisher: Wiley
Date: 19-01-2012
Publisher: Informa UK Limited
Date: 19-01-2018
Publisher: Springer Science and Business Media LLC
Date: 29-04-2015
DOI: 10.1007/S00384-015-2222-X
Abstract: It is still an enigma that some patients develop rectal prolapse whilst others with similar risk factors do not. Biomechanical assessment of the skin may provide further insight into the aetiology of this complex condition. Elastin fibres are an abundant and integral part of many extracellular matrices and are especially critical for providing the property of elastic recoil to tissues. The significance of elastin fibres is clearly reflected by the numerous human conditions in which a skin phenotype occurs as a result of elastin fibre abnormalities. Between January and June 2013, skin specimens were obtained prospectively during surgery on 20 patients with rectal prolapse and 21 patients without prolapse undergoing surgery for other indications. Expression levels of elastin in the skin were measured by Orcein staining, and Image J. Tensile tests were performed using the Zwick Roell device, with custom ceramic cl s. For statistical analysis, Student's t test was used. Histological analysis of prolapse vs control showed percentage dermal elastin fibres of 9 vs 5.8 % (p = 0.001) in males and 6.5 vs 5.3 % (p = 0.05) in females. Patients with more severe prolapse (external) had a significantly (p = 0.05) higher percentage dermal elastin fibres 6.9 vs 6.1 % than internal prolapse. Young's modulus of patients with prolapse was lower in males (3.3 vs 2.8, p = 0.05) and females (3.1 vs 2.7, p = 0.05). Patients with prolapse have a higher concentration of elastin fibres in the skin, and these differences are quantitatively demonstrated through mechanical testing. This suggests that the aetiology may be a result of a dysfunction of elastin fibre assembly.
Publisher: Springer Science and Business Media LLC
Date: 02-06-2020
Publisher: SAGE Publications
Date: 04-1993
DOI: 10.1177/014920639301900209
Abstract: The globalization of business is making it more important than ever to understand how multinational enterprises (MNEs) can operate more effectively. A major component of this understanding appears to be the field of human resource management, and in particular, the field of international human resource management (Brewster, 1991 Hendry, 1992 Desatnick & Bennett, 1978 Dowling, 1986 Dowling & Schuler, 1990 Evans, 1986 Laurent, 1986 Tung, 1984). The trend over the past few years has been to identify the linkage of human resource management with strategy and offer an understanding of how single country or domestic human resource management can facilitate organizational understanding and effectiveness (Wright and McMhan, 1992). In this article we attempt to extend this line of work into the international arena. We do this by offering a framework of strategic international human resource management (SIHRM). Anchoring SIHRM in the strategic components of MNEs, namely their interunit linkages and internal operations, strategic aspects of international human resource management are described, Using several theoretical bases, numerous propositions are offered. These propositions reflect the single and multiple influence of the strategic components of MNEs and several exogenous and endogenous factors on SIHR. The intention is to offer a framework that can serve both academics and practitioners in furthering our understanding of strategic international human resource management.
Publisher: Wiley
Date: 2002
DOI: 10.1002/HRM.10021
Publisher: Routledge
Date: 28-08-2008
Publisher: Wiley
Date: 09-03-2021
DOI: 10.1111/ANAE.15458
Abstract: Peri‐operative SARS‐CoV‐2 infection increases postoperative mortality. The aim of this study was to determine the optimal duration of planned delay before surgery in patients who have had SARS‐CoV‐2 infection. This international, multicentre, prospective cohort study included patients undergoing elective or emergency surgery during October 2020. Surgical patients with pre‐operative SARS‐CoV‐2 infection were compared with those without previous SARS‐CoV‐2 infection. The primary outcome measure was 30‐day postoperative mortality. Logistic regression models were used to calculate adjusted 30‐day mortality rates stratified by time from diagnosis of SARS‐CoV‐2 infection to surgery. Among 140,231 patients (116 countries), 3127 patients (2.2%) had a pre‐operative SARS‐CoV‐2 diagnosis. Adjusted 30‐day mortality in patients without SARS‐CoV‐2 infection was 1.5% (95%CI 1.4–1.5). In patients with a pre‐operative SARS‐CoV‐2 diagnosis, mortality was increased in patients having surgery within 0–2 weeks, 3–4 weeks and 5–6 weeks of the diagnosis (odds ratio (95%CI) 4.1 (3.3–4.8), 3.9 (2.6–5.1) and 3.6 (2.0–5.2), respectively). Surgery performed ≥ 7 weeks after SARS‐CoV‐2 diagnosis was associated with a similar mortality risk to baseline (odds ratio (95%CI) 1.5 (0.9–2.1)). After a ≥ 7 week delay in undertaking surgery following SARS‐CoV‐2 infection, patients with ongoing symptoms had a higher mortality than patients whose symptoms had resolved or who had been asymptomatic (6.0% (95%CI 3.2–8.7) vs. 2.4% (95%CI 1.4–3.4) vs. 1.3% (95%CI 0.6–2.0), respectively). Where possible, surgery should be delayed for at least 7 weeks following SARS‐CoV‐2 infection. Patients with ongoing symptoms ≥ 7 weeks from diagnosis may benefit from further delay.
Publisher: Wiley
Date: 07-01-2014
Publisher: Informa UK Limited
Date: 2005
Publisher: Wiley
Date: 30-11-2016
DOI: 10.1111/JNU.12272
Abstract: To examine the extent and source of occupational violence and aggression (OVA) experienced by nursing and caring professionals. This study also examines the relative contributions of demographic characteristics and workplace and in idual safety factors in predicting OVA. A cross-sectional study design with data collected using an online survey of employees in the nursing and caring professions in Victoria, Australia. Survey data collected from 4,891 members of the Australian Nursing and Midwifery Federation (Victorian branch) were analyzed using logistic regression. Sixty-seven percent of respondents reported experiencing OVA in the preceding 12 months, with nearly 20% experiencing OVA on a weekly or daily basis. The dominant sources of OVA were patients (79%) or relatives of patients (48%). Logistic regression analysis revealed that respondents working in public hospitals and aged care facilities were more likely to experience OVA, compared to those working in other workplaces. While higher levels of safety compliance reduced the likelihood of experiencing OVA, role overload and workplace safety factors such as prioritization of employee safety and leading indicators of occupational health and safety were stronger predictors. The likelihood of healthcare workers experiencing OVA varies across demographic and workplace characteristics. While some demographic characteristics and in idual safety factors were significant predictors, our results suggest that a greater reduction in OVA could be achieved by improving workplace safety. The study's outcomes identify workforce segments that are most vulnerable to OVA. The study also highlights workplace safety factors such as the prioritization of employee safety that might assist in the reduction of OVA.
Publisher: Wiley
Date: 10-05-2018
DOI: 10.1111/JNU.12391
Abstract: To investigate the relative contributions of workplace type, occupational violence and aggression (OVA) strategies and interventions along with perceptions of the occupational health and safety (OHS) environment on the likelihood of receiving postincident support following the experience of OVA. We used a cross-sectional study design with an online survey to collect data from employees in nursing and midwifery in Victoria, Australia. Survey data collected from 3,072 members of the Australian Nursing and Midwifery Federation (Victorian branch) were analyzed using logistic regression. Of the 3,072 respondents who had experienced OVA in the preceding 12 months, 1,287 (42%) reported that they had received postincident support. Hierarchical logistic regression revealed that the OHS environment was the dominant factor that predicted the likelihood of workers receiving postincident support. Working in a positive OHS environment characterized by higher levels of leading indicators of OHS, prioritization of OHS, supervisor support for safety, and team psychological safety was the stronger predictor of postincident support. Being employed in a workplace that offered training in the management and prevention of OVA also increased the likelihood of receiving postincident support. While training in the management and prevention of OVA contributed to the likelihood of receiving postincident support, a greater emphasis on the OHS environment was more important in predicting the likelihood that workers received support. This study identifies workplace practices that facilitate the provision of postincident support for healthcare workers. Facilitating effective postincident support could improve outcomes for workers, their patients and workplaces, and society in general.
Publisher: Wiley
Date: 2007
DOI: 10.1002/HRM.20184
Start Date: 04-2008
End Date: 12-2012
Amount: $213,000.00
Funder: Australian Research Council
View Funded ActivityStart Date: 05-2010
End Date: 03-2014
Amount: $80,007.00
Funder: Australian Research Council
View Funded ActivityStart Date: 10-2011
End Date: 12-2016
Amount: $159,000.00
Funder: Australian Research Council
View Funded Activity