ORCID Profile
0000-0002-7106-8972
Current Organisations
Universidade Estadual Paulista Júlio de Mesquita Filho
,
Macquarie Graduate School of Management
,
Macquarie University
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Publisher: Academy of Management
Date: 08-2017
Publisher: Informa UK Limited
Date: 08-01-2014
Publisher: Informa UK Limited
Date: 12-2011
Publisher: Edward Elgar Publishing
Date: 30-06-2011
Publisher: Wiley
Date: 24-01-2016
Publisher: SAGE Publications
Date: 10-2009
DOI: 10.2466/PR0.105.2.411-426
Abstract: Dimensionality of the Colquitt justice measures was investigated across a wide range of service occupations. Structural equation modeling of data from 410 survey respondents found support for the 4-factor model of justice (procedural, distributive, interpersonal, and informational), although significant improvement of model fit was obtained by including a new latent variable, “procedural voice,” which taps employees' desire to express their views and feelings and influence results. The model was confirmed in a second s le ( N = 505) in the same organization six months later.
Publisher: Edward Elgar Publishing
Date: 21-04-2023
Publisher: Public Library of Science (PLoS)
Date: 26-04-2022
DOI: 10.1371/JOURNAL.PONE.0266894
Abstract: Despite the promise of evidence-based management as a practice for improving decisions and their outcomes in organizations, little empirical study exists on the effects of evidence use in the workplace. The present research develops a scale to assess subordinate perceptions of managerial evidence use in decision making and provides empirical evidence of the relationships this measure has with established workplace and organizational phenomena. First, scale development studies in four s les, including a field site and MBA courses with students employed full time, show that perceived evidence use can be measured reliably and is distinct from other leadership measures. Second, a cross-sectional study of 308 employees in 18 aged care homes demonstrates a positive relationship between employee perceptions of managerial evidence use and commonly used measures of leader member exchange, trust in supervisor, work-based learning, and organizational performance ratings, and a negative relationship with employee distress. These results suggest implications for leadership and management practices in contemporary, information-rich environments and novel insights into how employees can be affected by managerial evidence use.
Publisher: Informa UK Limited
Date: 10-2009
Publisher: Informa UK Limited
Date: 12-2012
Publisher: Wiley
Date: 16-12-2011
Publisher: Springer Science and Business Media LLC
Date: 23-05-2021
DOI: 10.1007/S10551-020-04542-0
Abstract: Unethical pro-organisational behaviour (UPB) is an ongoing concern, prompting the need for more nuanced understanding of the workplace environment most likely to inhibit it. This study considers the role of risk climate, sometimes referred to as risk culture, as well as ethical climate, for reducing UPB. The study investigates whether four risk climate factors (avoidance, valued, proactive and manager) can, by focusing on the long-term consequences of UPB to the organisation, and providing guidance on behavioural norms, reduce UPB misconduct. Surveying employees in three financial institutions we found that only one of the risk climate factors, avoidance, is consistently associated with UPB. On the other hand, a self-interested, (un)ethical climate significantly increases UPB in all s les. In multi-climate analysis, we found that risk climate factors interacted with ethical climate to predict UPB. That is, when employees perceive that the workplace ethos is not self-interested, three factors of risk climate—avoidance, proactive and manager—significantly predict UPB. UPB is least likely when self-interest is low, avoidance risk climate is low, proactive risk climate is high and manager risk climate is high. Implications for leaders are discussed.
Publisher: Springer Science and Business Media LLC
Date: 05-12-2018
Publisher: Wiley
Date: 19-12-2022
Abstract: Teratocytes are specialized cells released by parasitoid wasps into their hosts. They are known for producing regulatory molecules that aid the development of immature parasitoids. We have recently reported the primary structures of cystine‐rich peptides, including some containing inhibitor cystine knot (ICK) motifs, produced by teratocytes of the parasitoid Cotesia flavipes (Hymenoptera: Braconidae). ICKs are known for their stability and erse biological functions. In this study, we produced four putative ICK peptides from the teratocytes of C. flavipes using solid‐phase peptide synthesis or recombinant expression in E. coli , and investigated their functions on host immune modulation as well their potential to impair the development of two lepidopterans after ingestion of the peptides. In addition, the peptides were assayed against pathogens and human cells. The peptides did not influence total hemocyte count but suppressed cellular immunity, detectable as a reduction of hemocyte encapsulation (CftICK‐I, CftICK‐II, CftICK‐III) and spread indexes (CftICK‐IV) in the host. None of the peptides influenced the activities of prophenoloxidase and phenoloxidase in the hemolymph of larval Diatraea saccharalis (Lepidoptera: Crambidae). CftICK‐I and CftICK‐II with previously unknown function showed antifungal activity against Candida albicans but were non‐toxic to human cells. CftICK‐I, CftICK‐II, and CftICK‐III increased larval mortality and reduced leaf consumption of D. saccharalis , a permissive host for C. flavipes . The CftICK‐III also increased larval mortality and reduced leaf consumption of Spodoptera frugiperda (Lepidoptera: Noctuidae), a non‐permissive host for C. flavipes . This study highlights biological functions and biotechnological potential of ICK peptides from the teratocytes of C. flavipes .
Publisher: Elsevier BV
Date: 10-2021
Publisher: Frontiers Media SA
Date: 22-01-2019
Publisher: Emerald
Date: 18-07-2008
DOI: 10.1108/01409170810898545
Abstract: This paper aims to widen knowledge of and explore how convergent interviewing can be used to identify key issues within an organization. This paper introduces the convergent interviewing technique and describes the method of selecting the interview subjects. The construction of a round of interviews is explained. The content of the interviews is described and the particular probing nature of the questions demanded by the convergent interview process is explained. The ways to analyze the full set of interviews for groupings or categories is also described. The case study ex le of a broad research question about influences on work behaviors in a local government council is used to illustrate the convergent interviewing technique. The key issues revealed by using the technique can be subsequently used for a variety of research and consulting purposes and settings. Convergent interviewing is an effective research method, which conserves resources. Convergent interviewing enables researchers to determine the most important and/or key issues within a population rather than a full list of issues in an organization or barriers to change in a particular organizational context.
Publisher: Wiley
Date: 12-11-2019
Publisher: Wiley
Date: 21-10-2014
DOI: 10.1002/HFM.20567
Publisher: SAGE Publications
Date: 15-06-2017
Abstract: The antecedents of voluntary employee turnover are well studied, but little is known about the consequences or outcomes of this voluntary job mobility. We address this gap through a survey study of 121 banking employees who have changed their employer in the last 3 years. We hypothesized that job change, whether self-initiated or imposed, may improve organizational commitment, work engagement, and well-being. These positive effects are expected when the job change is perceived as professionally and personally beneficial. Regression analyses revealed that employer change that is perceived as successful, whether voluntary or not, predicts an increase in general well-being, work engagement, and, to a lesser extent, affective organizational commitment. These results suggest that employer change may help employees to be more mobilized in their new work. Misconceptions about highly mobile employees and advantages of job change for both employees and organizations are discussed.
Publisher: Inderscience Publishers
Date: 2015
Publisher: Academy of Management
Date: 2016
Publisher: Emerald
Date: 19-06-2009
DOI: 10.1108/13620430910966433
Abstract: The purpose of this paper is to determine how employees in different generational groups (or cohorts) and different career stages perceive their psychological contracts. A survey of 345 working adults included psychological contract obligations, incentives and importance and the cognitive responses of job satisfaction, affective commitment and intention to leave. Super's “Adult career concerns inventory” measured career stage. Small but significant differences between in iduals' psychological contract perceptions were based on both career stage and generational cohort: higher levels of balanced obligations and fulfilment were found than either relational or transactional obligations and fulfilment relational and transactional obligations were significantly higher for Baby Boomers than Generation Xers a stronger negative relationship was found between transactional fulfilment and intention to leave for Generation Xers than Generation Yers higher balanced fulfilment had a significantly stronger positive relationship with job satisfaction for exploration compared with other career stages and commitment for exploration compared with maintenance stages. Cross‐section methodology and difference scores in the female‐dominated s le limits generalisability. The study's key theoretical contribution is the need to further investigate whether the protean career concept is operating within employees' perceptions of their psychological contractual terms. Despite widespread colloquial use of generational cohort groupings such as Baby Boomer, Generation X and Generation Y, small effect sizes were found. Implications for employers looking to manage employees' psychological contracts include that there are greater similarities than differences between the different career stages and generational cohorts.
Publisher: Academy of Management
Date: 08-2008
Publisher: Wiley
Date: 08-08-2021
DOI: 10.1002/JOB.2553
Abstract: Shame is a powerful but understudied emotion in organizational settings, and its antecedents and consequences have been of key interest. Drawing on Daniels and Robinson's (2019) framework of organizational shame, we first investigated supervisor negative feedback, a common practice in supervisor–subordinate interactions, as a predictor of employees' shame. We further investigated the daily effects of shame on well‐being and performance. The hypothesized model was tested using a daily diary method from 119 full‐time employees across five consecutive working days. The results show that supervisor negative feedback is associated with employees' feelings of shame at the within‐person level, increasing their end‐of‐work emotional exhaustion while improving their next‐day in‐role and extra‐role performance. Further, in idual‐level leader–member exchange (LMX) moderated the relationship between negative feedback and shame, with the relationship being stronger under high LMX. We discuss how our study contributes to the shame literature by emphasizing the predictive role of negative feedback and the repair motive of shame in determining its consequences.
Publisher: Wiley
Date: 16-01-2019
DOI: 10.1111/GWAO.12317
Publisher: Informa UK Limited
Date: 12-10-2010
Publisher: Elsevier BV
Date: 05-2022
DOI: 10.1016/J.JINSPHYS.2022.104395
Abstract: Parasitoid wasps have evolved sophisticated mechanisms of host regulation that establish a favorable environment for the development of immature parasitoids. While maternal venom and symbiotic virus-like particles are well-known mechanisms of host regulation, another less-studied mechanism is the secretion of host regulation factors by cells called teratocytes, extra-embryonic cells released during parasitoid larval eclosion. Consequently, identification and characterization of teratocyte secretory products has not been reported in detail for any parasitoid wasp. We aimed to analyze teratocyte secretory products released into hemolymph of the larval sugarcane borer Diatraea saccharalis (Fabricius, 1794) (Lepidoptera: Crambidae) by its biological control agent, the koinobiont endoparasitoid wasp Cotesia flavipes Cameron, 1891 (Hymenoptera: Braconidae). Teratocytes were released upon eclosion of parasitoid larvae four days after parasitization (DAP) and increased in number and size until six DAP. Total D. saccharalis hemocyte viability was reduced immediately after parasitization until DAP 2, while total hemocyte count was lower from the third DAP, and phenoloxidase and lysozyme activity were disrupted compared to non-parasitized controls. To examine the secretory products of teratocytes, we generated a teratocyte transcriptome and compared its in silico translated open reading frames to mass spectra obtained from hemolymph from parasitized and unparasitized hosts. This led to the identification of 57 polypeptides secreted by teratocytes, the abundance of which we tracked over 0-10 DAP. Abundant teratocyte products included proteins similar to bracovirus proteins and multiple disulfide-rich peptides. Most teratocyte products accumulated in hemolymph, reaching their highest concentrations immediately before parasitoid pupation. Our results provide insights into host regulation by teratocytes and reveal molecules that may be useful in biotechnology.
Publisher: Wiley
Date: 22-04-2022
DOI: 10.1111/AJAG.13072
Abstract: This study aimed to capture stakeholder views and issues arising from the implementation of the innovative single‐site employment guiding principles (SSE‐GP) that the Australian Government, in consultation with the sector, introduced into hot spot residential aged care facilities (RACFs) in July 2020 in response to COVID‐19. Interviews with 74 stakeholders around Australia were conducted in October–November 2020. Provider interviews included employees and managerial and human resources staff in profit and non‐profit services who did, and did not, have COVID‐19 outbreaks. Sector interviews included representatives from peak bodies, unions, government, academics, advocates, labour hire and registered training organisations. There was broad but not total agreement on SSE‐GP's effectiveness. Beyond specific SSE‐GP feedback, six strategic workforce issues were identified. The quality of resident care was mixed, sometimes improved and sometimes diminished. The extent of employees' multiple jobholding surprised many providers, and rostering and unplanned absenteeism are a substantial strain for both providers and employees. Innovative work practices are often difficult for smaller providers lacking employment relations specialists. Future SSE‐GP is seen by larger providers as voluntary and organisation‐ rather than facility‐specific, and unions saw only mandated SSE‐GP as appropriate for future outbreaks. Last, all staff, management and executives had additional stress that placed their well‐being at risk. Although SSE‐GP revealed new and existing weaknesses in the Australian RACF workforce, the broad industry consultation and collaboration demonstrated that the sector can meet COVID‐19's urgent and complex challenges. The experience provided lessons for further workforce challenges that remain to be addressed.
Publisher: SAGE Publications
Date: 31-08-2015
Abstract: Much has been written about the role of human resources professionals in creating sustainable organizations. However, despite recognition that organizational human resources functions have an important role to play in sustainability, researchers tend to focus on strategic issues and sustainability. This higher-order focus has often meant that practical, operational-level advice has been overlooked. This article addresses that gap by presenting a framework of suggested sustainable recruitment and selection practices. This framework is applicable to practitioners and acts as a curriculum for educators. Almost 90 specific environmental, economic and social sustainability practices in recruitment and selection were revealed in the data collection process. A prioritized top 10 list of practices is recommended for immediate implementation.
Publisher: Informa UK Limited
Date: 18-05-2023
Publisher: Academy of Management
Date: 08-2017
Publisher: Elsevier BV
Date: 08-2015
Publisher: Cambridge University Press
Date: 19-06-2015
Publisher: Edward Elgar Publishing
Date: 31-05-2019
Publisher: Elsevier BV
Date: 04-2020
Publisher: SAGE Publications
Date: 06-2012
DOI: 10.2466/01.07.21.28.PR0.110.3.820-838
Abstract: Despite debate on the nature of employees' perceptions of their psychological contract, little research has compared employees' and employers' sides of the psychological contract. All 80 items from both scales in the Psychological Contract Inventory were used in a survey of 436 currently working, non-student respondents. Structural equation modeling yielded nonsymmetrical perspectives on promises and obligations, highlighting the validity of approaching the issues via in idual perceptions.
Publisher: Academy of Management
Date: 2016
Publisher: Wiley
Date: 21-10-2010
Publisher: Public Library of Science (PLoS)
Date: 03-10-2017
Publisher: Oxford University Press
Date: 14-04-2021
DOI: 10.1093/OXFORDHB/9780190861162.013.26
Abstract: This chapter reviews the literature and theory on ersity, the ersity context, and ersity in human resource management. First, a four-stage model of the evolution of ersity management is presented, detailing the problem-specific, integrated, culture change and inclusive workplace stages of ersity management. Diversity management is shown to have demographic, economic, and political considerations because it focuses on managing in idual differences. Second, models of ersity management processes are presented. Third, ersity theories and frameworks from strategic management through stakeholder approach, social categorization, social identity theory, and social capital theory are discussed. National- and international-level influences on ersity management, including the impact of religion, are discussed. Finally, data on recruitment action programs are presented to demonstrate the varied uptake of particular ersity practices in selected countries. Opportunities for further research are identified, implications for practice are highlighted, and conclusions are drawn.
Publisher: Academy of Management
Date: 08-2022
Publisher: Academy of Management
Date: 2015
Publisher: Elsevier BV
Date: 10-2012
Publisher: Wiley
Date: 19-05-2015
DOI: 10.1111/ADJ.12323
Abstract: This study aimed to identify and understand the chronic sources of work stress in the NSW and ACT dentistry context. Further, the study examines whether Australian dentists are exposed to similar sources of work stress as dentists internationally. A purposive s le of registered members of the NSW Branch of the Australian Dental Association (ADA) were interviewed. Participants were selected because they represented the key characteristics of the broader ADA population. Interviews were recorded and fully transcribed. Themes were identified, developed, refined and clarified using established and rigorous methods of interview investigation and analysis. A total of 18 dentists participated in the study. Inductive content analysis was used to develop six main categories of chronic sources of stress. These groupings were time and scheduling pressures, professional concerns, patient ublic perceptions of dentists, staffing problems, pressures associated with treating patients and business process stressors. Like their international counterparts, Australian dentists are subject to a variety of job-specific stressors. However, the most notable difference between Australian and international dentists relates to the business side of dentistry. It would appear that the Australian statutory, regulatory and industrial relations environment place unique and profound pressures on Australian dentists.
Publisher: Informa UK Limited
Date: 10-03-2011
Publisher: Academy of Management
Date: 08-2021
Publisher: Emerald
Date: 13-07-2015
Abstract: – Although learning styles and teaching quality have been studied separately, the association between the association between the two has yet to be identified. The purpose of this paper is to establish the relationship between students’ learning styles with students’ perceptions of teaching quality. – The study used survey responses from 272 undergraduate students. All 80 items in the Honey and Mumford’s (1986) Learning Styles Questionnaire and all 46 teaching quality items (Thompson, 2002) were used to assess learning styles and perceptions of teaching quality, respectively. Structural equation modelling was used to investigate the relationships between learning styles and perception of teaching quality. – Results indicate learners with dominant reflector or activist styles are influenced in their perceptions of teaching quality of their teacher or lecturer. No perceptions of teaching quality relationships were found for students with dominant theorist or pragmatist learning style. – Recognising that perceptions of teaching quality impacts on some students, teachers and lecturers may consider and articulate the type of learning they would prefer students to adopt for a particular class. As an ex le, a teacher might ask students who would normally see themselves as active learners to relax into the lecture mode of delivery and reflect on what is said in the lecture, to take time to consider what is said. – This study combines the two important constructs of learning and perception of teaching quality to provide insight into the relationship between the two.
Publisher: Informa UK Limited
Date: 11-02-2021
Location: Brazil
No related grants have been discovered for Denise Jepsen.