ORCID Profile
0000-0001-5025-7937
Current Organisations
Edith Cowan University
,
Northumbria University
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Publisher: Elsevier BV
Date: 03-2023
Publisher: Elsevier BV
Date: 12-2011
Publisher: Emerald
Date: 18-07-2008
DOI: 10.1108/01409170810898572
Abstract: The purpose of this paper is to examine the impact of adopting a strategic approach to human resource management (HRM) in professional service firms (PSFs). It provides the empirical evidence by comparing and contrasting the adoption of a strategic approach to HRM in two Australian PSFs. A qualitative case study approach is adopted. Data were collected from multiple sources. The secondary sources comprised annual reports, press releases and industry reports. In total, 40 semi‐structured interviews were conducted with senior partners, professional staff, HR managers and ex‐employees of the two firms. The findings suggest that differences in the performance of PSFs could be explained by organizational control systems such as personnel and cultural controls. The qualitative data generated by the two PSF cases provided evidence to support the notion that strategic human resource management is an important factor in explaining firm performance. Our findings provide empirical support for the importance of strategic approaches to HRM. One limitation of this study is the adoption of case study method, the findings of which cannot be generalized to a wider population. Thus, the study provides only a limited body of accumulated knowledge. Future studies could adopt a longitudinal research design to test the relationships between HRM systems, control systems and firm performance. To be competitive, PSFs must restructure their HRM functions to allow the department to participate in strategic decision‐making. HR departments in firms should also incorporate cultural and personnel controls as a way to achieve higher levels of firm performance. The paper provides empirical evidence of how PSFs use HRM as a component of success.
Publisher: Wiley
Date: 17-08-2021
Abstract: The influence of the work environment on psychological wellbeing is an important consideration for organisations to motivate and retain older workers. This study examines how organisational factors can enhance older workers’ psychological wellbeing. Drawing on the Conservation of Resources Theory, we propose that the interaction of two organisational factors, inclusive leadership, and mature‐age human resource (HR) practices, can foster older workers’ psychological wellbeing. Online panel data were collected from a s le of 398 older workers in the Australian public sector. Results showed that mature‐age HR practices positively and partially mediated the relationship between inclusive leadership and psychological wellbeing. More importantly, we found that inclusive leadership acted as an antecedent and moderator by enhancing the ability of mature‐age HR practices to beneficially influence the psychological wellbeing of older workers. Based on the findings, we discuss theoretical and practical implications.
Publisher: Wiley
Date: 09-11-2016
DOI: 10.1002/SMI.2726
Abstract: Based on the job demands-resources (JD-R) model, this study examines the different ways that the personal resource of mindfulness reduces stress. Structural equation modeling based on data from 415 Australian nurses shows that mindfulness relates directly and negatively to work stress and perceptions of emotional demands as well as buffering the relation of emotional demands on psychological stress. This study contributes to the literature by employing empirical analysis to the task of unravelling how personal resources function within the JD-R model. It also introduces mindfulness as a personal resource in the JD-R model.
Publisher: Informa UK Limited
Date: 03-05-2022
Publisher: SAGE Publications
Date: 14-07-2011
Abstract: Despite previous studies on face values across a number of disciplines, there is limited research on how face values influence manager-subordinate relationships in China’s civil service. This study examines the role of managers’ face values in the relationship between their trust in subordinate loyalty and willingness to empower subordinates. The findings of our study indicate that superior face-saving and face-enhancing values moderate the relationships between information sharing, initiative encouragement, and their trust in subordinate loyalty.
Publisher: Wiley
Date: 06-04-2016
DOI: 10.1002/HRM.21783
Publisher: Wiley
Date: 06-2018
Publisher: Hindawi Limited
Date: 27-02-2023
DOI: 10.1155/2023/7593926
Abstract: Aims. This study investigates how authentic leadership influences the psychological well-being of Australian nurses. We examined whether authentic leadership could reduce the prevalence of workplace incivility and tested whether shared values and person-organization (P-O) fit could moderate the relationship between workplace incivility and psychological well-being (PWB). A mediated moderation model underpinned by social learning theory was developed to test the influence of authentic leadership on PWB. Design. We adopted a descriptive correlational research design to test the hypothesized model with a cross-sectional s le of Australian nurses using an online survey. Data were collected across two-waves separated by a six-month interval (N = 230, response rate = 38.3%) to minimize the potential effects of common source bias. The hypotheses were tested using Hayes Process Macro (Model 14) on IBM SPSS. Results. The hypothesized model had good fit indices and supported the mediated moderation model. There was no support for the direct association between authentic leadership and PWB. The supervisor authentic leadership behavior was negatively associated with workplace incivility and PWB. The association between incivility and PWB was positively associated with P-O fit. Nurses with high P-O fit reacted strongly to the positive effect of authentic leadership in reducing workplace incivility, such that they experienced higher levels of PWB. Conclusion. Authentic leadership behavior is important in the healthcare workplace. It reduces workplace incivility and improves PWB for nurses with high levels of congruence. Implications: our study suggests that senior management should deploy strategies through which frontline supervisors can learn and enact authentic leadership behaviors. They will then be better equipped to improve the PWB of their followers by minimizing the prevalence of workplace incivility. Impact: the study found a significant indirect relationship between authentic leadership behavior and psychological well-being, as mediated by workplace incivility and moderated by person-organization fit. The findings highlight the importance of positive leadership behaviors on the well-being outcomes of nurses in Australia.
Publisher: Informa UK Limited
Date: 26-08-2021
Publisher: Emerald
Date: 11-01-2016
DOI: 10.1108/IJPSM-11-2015-0200
Abstract: – Public employees are often confronted with aggression from citizens, managers and colleagues. This is sometimes a function of having a monopoly position of many public organizations. As a result, citizens cannot opt for alternative providers when not served well. This could give rise to aggression. Furthermore, increased budget cuts might give rise to higher stress, workload and consequential aggression at times. This paper analyzes articles on workplace aggression, both the three articles of this special issue and more broadly. The purpose of this paper is to provide researchers with methodological and theoretical future research suggestions for new studies on workplace aggression. – Literature review. – By taking new methodological and theoretical routes, scholars can contribute to the analysis and potential solutions concerning workplace aggression in the public sector. First, the authors advise researchers to move beyond cross-sectional surveys. Instead, diary studies, longitudinal studies and experimental methods (such as randomized control trials) should be increasingly used. Furthermore, scholars can focus more on theory development and testing. Future studies are advised to connect workplace aggression to theoretical models (such as the Job Demands-Resources model), to theories (for instance social learning theory) and to public administration concepts (such as public service motivation and trust in citizens). – This is one of the few articles within the public management literature which provides new methodological and theoretical directions for future research on workplace aggression.
Publisher: Emerald
Date: 03-06-2020
Abstract: Workplace bullying involves a power imbalance, and despite laws in New Zealand which prohibit discrimination on the grounds of gender, women remain under-represented in top-level roles. The aim of the study was to examine whether gender and role (managerial/non-managerial) were related to the bullying experienced by women and men. An online survey collected data from 991 (41%) men and 1,421 (59%) women. The survey provided a definition of bullying and asked participants whether they had been bullied at work. If they replied yes, then follow-up questions asked for the gender and role of the perpetrator. Women were more likely than men to self-identify as having been bullied. Male employers, senior managers, middle managers, supervisor and peers bullied men and women about equally, whereas women bullied women far more than they bullied men. The largest group of bullies of women were female peers, who rarely bullied male peers, while male peers bullied both genders about equally. Female clients bullied female staff but almost never male staff male clients bullied both men and women but the numbers were small. These data relied on self-report, and people may be reluctant to identify themselves as targets or may not recognize that the negative behaviours they have been facing amount to bullying. Qualitative data can help explore these issues from societal, organizational and policy perspectives. While men and women may differ in how often they recognize or admit to having been bullied, the gendered nature of power in the workplace is well established and reinforced in the findings here. It is clear that organizational leaders, both male and female, need to understand gender and power imbalance and act as role models. Currently, the authors’ findings show that the behaviour of at least some of those at the top of New Zealand organizations needs to improve. The problem of bullying at work will not be easy to solve. The solutions lie, not with “fixing” in iduals via training, stress management and well-being programmes but with effective systems, procedures, policies and leadership that recognize the power dynamics at work. Little is known at present about the relationships between gender and bullying behaviour. The paper focusses on who bullies whom in the workplace and finds that men tend to bully both men and women while women tend to bully women. Importantly, the authors’ works suggest that instead of structural and organizational measures to manage bullying, greater initiatives to manage bullying need to consider how gender and power dynamics interact at work.
Publisher: Emerald
Date: 04-07-2016
Abstract: The purpose of this paper is to apply regulatory mix theory as a framework for investigating the use of management accounting techniques by Australian large listed companies in constraining their carbon emissions. Semi-structured interviews are conducted with senior managers involved with managing their companies’ carbon emission risks. Analysis of the interview data is undertaken with a view to provision of insight to the impact of the regulatory framework imposed to deal with carbon emissions. The findings reveal that regulation impacting companies’ economic interests rather than requiring mere disclosure compliance is much more likely to be behind focusing top management and board attention and use of management accounting techniques to set targets, measure performance and incentivise emission mitigation. However, there remains much scope for increased use of accounting professionals and accounting techniques in working towards a carbon-constrained economy. The usual limitations associated with interpretation of interview data are applicable. Under-use of management accounting techniques is likely to be associated with less than optimal constraint of carbon emissions. Carbon emissions are accepted as being involved in harmful climate change. To the extent effective techniques are under-utilised in constraining emissions, harmful consequences for society are likely to be heightened unnecessarily. The topic and data collected are original and provide valuable insights into the dynamics of management accounting technique use in managing carbon emissions.
Publisher: Wiley
Date: 18-11-2014
DOI: 10.1002/HRM.21660
Publisher: Informa UK Limited
Date: 16-01-2014
Publisher: Informa UK Limited
Date: 2002
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: Informa UK Limited
Date: 2011
Publisher: Emerald
Date: 21-06-2018
Abstract: Human resource (HR) philosophy and an organization’s commitment to employees (OCE) are important components of a human resource management (HRM) system, yet the influences of these variables on the effectiveness of HRM implementation has been less evident. Similarly, few studies have examined the effect of intended and implemented HR practices on line managers’ perceptions of HR department effectiveness. The purpose of this paper is to examine how these factors could result in a positive evaluation of HR department effectiveness in Vietnam. Study 1 consisted of 405 line managers and the authors used this s le to test the proposed research model. Study 2, comprising 192 line managers, was used to validate the findings from Study 1. The authors found empirical evidence of how HR managers should leverage their relationships with line managers to enhance HR department effectiveness in a developing economy such as Vietnam. As data were from line managers in one point in time, this study could be affected by common method bias. However, the authors conducted three common method variance checks and the analyses showed that this issue was not a major concern. Future studies could extend the s le of respondents by collecting information from CEOs, employees, and HR managers. This study contributes to the extant literature empirical evidence of determinants of HR department effectiveness. First, the study shows the simultaneous impacts of HR philosophy and OCE on the actual implementation of HR practices. Second, the authors provide an understanding of line managers’ evaluation of HR department effectiveness through their experience with implemented HR practices.
Publisher: Emerald
Date: 06-2015
Abstract: – The purpose of this paper is to explore the role of specific human resource management (HRM) practices in the implementation of environmental initiatives in terms of their impact on employee attitudes to the organization and to its environmental programme. – The study used a mixed method approach comprising a survey of 675 employees and 16 semi-structured interviews undertaken across two organizations. – Survey data, analysed using path analysis, showed that participation in environmental initiatives is directly associated with higher levels of employee engagement with the organization, higher rating of their organization’s environmental performance, and lower intention to quit. The qualitative study supports the quantitative data, also highlighting other aspects of environmental initiatives that may affect employee attitudes. – Future study should either collect longitudinal data or rely on data collected from two waves of data collection. Objective performance data should also be collected in order to better understand the causal effect of HRM on environmental performance. – Our findings have implications for the business case for sustainability, providing some evidence that implementing environmental initiatives with HRM support may not only motivate staff around environmental programmes but may provide wider benefits for organizations in terms of overall job satisfaction and employee retention. – Successful implementation of environmental management initiatives have both organizational and employee level outcomes. Employees who were more aligned with their organizational environmental objectives were found to be more engaged and less likely to quit. – This study provided both quantitative and qualitative empirical evidence to support the importance of integrating the HRM function into the implementation of environmental initiatives.
Publisher: Informa UK Limited
Date: 16-07-2019
Publisher: Informa UK Limited
Date: 10-2012
Publisher: Informa UK Limited
Date: 10-2006
Publisher: SAGE Publications
Date: 06-02-2022
DOI: 10.1177/02662426211049503
Abstract: ‘Ad hoc organising’ is becoming an increasingly important topic in the growing literature on disrupted contexts. It is viewed as an emergent, largely unpredictable phenomenon. However, few theoretical frameworks exist for understanding how small and medium-sized enterprises (SMEs) engage in ad hoc organising, via the convergence of people and organisations, to alleviate suffering in a disrupted context. In this inductive, theory-building, multiple case study, we explore the way collective agency in an SME emerges in the process of ad hoc organising. Our findings identify two overlapping micro-processes that enable collective agency in a disrupted context: building collective efficacy and initiating communal coping. Together, these micro-processes lead to SME leaders achieving collective outcomes for the community in ad hoc organising. We discuss these findings in relation to the literature on ad hoc organising and SMEs in disrupted contexts.
Publisher: Wiley
Date: 11-04-2012
DOI: 10.1111/J.1365-2702.2011.03871.X
Abstract: Aims and objectives. The main aim of this study is to develop a path model to examine the effect of administrative stressors on nursing work outcomes in a s le of Australian public and non‐profit nurses. Background. The implementation of managerial reform initiatives has negative consequences on work outcomes. However, less is known about the effects of these stressors in public and non‐profit health care organisations. Design. An online, self‐completion questionnaire was sent to a random s le of nurses, employed in nursing‐related occupations. Participants. Useable surveys were received from 251 nurses. Methods. The path model was analysed using SmartPLS software (SmartPLS, Hamburg, Germany). Results. Public and non‐profit nurses experienced time and resource administrative‐related stressors (such as resource shortage and pay not as good as other people doing similar work). They relied on work‐related social support to reduce the negative consequences. Resource stressors led to job dissatisfaction while time stressors led to psychological strain. Nursing staff who reported better psychological health reported higher job satisfaction and higher level of commitment towards their organisations. Conclusions. Context‐specific administrative stressors have a negative impact on the work outcomes of public and non‐profit nurses. Work‐related social support mechanisms were found to mediate the negative consequences of administrative resourcing stressors on nursing job satisfaction. Relevance to clinical practice. Nursing managers have to be sympathetic and care for the negative experiences of nursing staff, especially when there is an increasing level of administrative expectations during organisational change. Senior management should take note of the stressors caused by the lack of resources such as information, staffing and resources, as these were found to lead to an increase in nurses seeking work‐related social support from their peers and supervisors. Effective implementation of these strategies would lead to a nursing workforce, which has higher level of psychological health, job satisfaction and organisational commitment.
Publisher: Wiley
Date: 12-10-2020
DOI: 10.1111/JAN.14583
Publisher: Cambridge University Press (CUP)
Date: 23-03-2022
DOI: 10.1017/JMO.2022.11
Abstract: There is scant research examining both the psychological (in idual) and leadership (environmental) influences on older workers. We firstly examine the influence of older workers' mindfulness on their job engagement, job satisfaction and turnover intentions. Secondly, we address effective leadership approaches for older workers, comparing two positive relational leadership styles, leader member exchange and leader autonomy support (LAS). We survey 1,237 participants from 28 organisations in New Zealand and employ structural equation modelling to test our hypotheses using AMOS 24.0. We find that mindful older workers enjoy greater wellbeing and are discerning of the leadership styles that most benefit their engagement, satisfaction and intentions to stay within the organisation. We find that mindfulness has direct importance and LAS has indirect importance on advancing the wellbeing of older workers. Mindful older workers exhibit greater work wellbeing than non-mindful workers, but they also demonstrate greater expectations and discernment of the leadership styles they encounter.
Publisher: Emerald
Date: 29-04-2021
Abstract: Drawing from the Job Demands-Resources (JD-R) framework and Conservation of Resources (COR) theory, the authors’ study examines the impact of high commitment HR management (HCHRM) practices and psychological capital (PsyCap) on job autonomy and job demands in predicting burnout in frontline food service employees. A moderated mediation model was developed and tested on 257 Australian workers employed in the food service industry. Hypotheses were tested using structural equation modeling. There was support for the mediation effect of HCHRM on burnout, via two sequential mediators: job autonomy and job demands. PsyCap was found to buffer (moderation) the effect of job demands on burnout. Frontline employees also perceived HCHRM to be a “negative signal” that was implemented for the good of management. The authors are aware of the potential of common method variance due to the cross-sectional research design. Future research should adopt a longitudinal research design or collect data from several sources of informants. As the authors did not find support for the optimistic perspective hypothesis, despite its theoretical and empirical relevance under JD-R and COR perspectives, they call for further research exploring the link between HRM, job design and psychological conditions in promoting employee wellbeing. Burnout is one of the most common and critical health issues faced by frontline food service employees. Food service organizations have to strategize their management practices to reduce employees' experience with burnout by implementing high commitment enhancing HR practices and developing employees' PsyCap. This study provided a better understanding of how (macro) HCHRM practices as an organizational resource reduce burnout of frontline food service employees via two (micro) mediators: job autonomy and job demands. PsyCap is an important personal resource that lessens burnout, consistent with the COR theory. These findings contribute to the literature on strategic HRM and its relationship to employee wellbeing.
Publisher: Emerald
Date: 13-11-2019
Publisher: Informa UK Limited
Date: 31-05-2016
DOI: 10.1111/JSBM.12244
Publisher: Informa UK Limited
Date: 04-08-2014
Publisher: Bristol University Press
Date: 14-04-2023
DOI: 10.1332/239788223X16789866214981
Abstract: Despite the reported positive impact of informal personal care on the cared for, carers themselves experience a range of adverse health outcomes. In addition, Australian care policies primarily target the cared for, while the needs of carers tend to be disregarded. This article draws on data collected from 36 interviews with carers who were offered an opportunity to engage in a pilot training programme focused on enhancing opportunities. Viewed through the lens of self-determination theory, the training served as a stimulus in supporting carers’ psychological needs, demonstrating that more targeted, nuanced and meaningful supports are required to maintain carers’ motivation and well-being.
Publisher: Wiley
Date: 04-09-2013
DOI: 10.1111/JAN.12239
Abstract: The study used Social Exchange Theory as a lens to examine associations between nurses' support antecedents (supervisor-nurse relationships and perceived organizational support) and their job attitudes (job satisfaction, organizational commitment and engagement). Similar to many other westernized countries, there is a shortage of nurses working as nurses in Australia. The attrition of nurses from the workplace continues to be a challenge for many countries, with resultant calls for improved retention rates. The design employed in this study was a Survey. A self-report survey of 1600 nurses employed in five private sector hospitals throughout Australia was completed during 2010-2011, resulting in 510 completed surveys. A mediation path model was developed to test the hypotheses and results of Partial Least Squares analysis showed that both support antecedents (supervisor-nurse relationships and perceived organizational support) positively led to engagement and job satisfaction. Subsequently, nurses more satisfied with their jobs were also more committed to their organizations, ultimately leading to lower intentions to quit. In addition, job satisfaction was found to mediate the relationships between organizational commitment and turnover intentions, plus between supervisor-subordinate relationships and turnover intentions. In the context of a shortage of nurses and higher than average turnover rates, the findings suggest that it is important to improve nurses' job satisfaction and organizational commitment to improve retention. However, the findings also suggest that workplace relationships and organizational management are currently far from ideal.
Publisher: Wiley
Date: 2007
DOI: 10.1002/HRM.20160
Publisher: Wiley
Date: 29-10-2021
Abstract: Diversity and inclusion (D& I) bring many benefits to society, particularly in public sector organisations servicing increasingly erse communities. To deliver public value, government agencies at all levels must more intentionally direct public sector knowledge, skills, and experiences to shape the current and future capabilities of a more erse and inclusive workforce. Fully optimising workplace D& I has proven elusive. An evolving array of new and residual policy and practice elements has led to a mismatch of goals and outcomes. Moreover, many accepted ‘best’ practice approaches are out‐of‐step with rapidly shifting societal and workforce compositions and mechanisms and societal expectations for organisations to reflect and embrace D& I. Accommodating these shifts demands a bolder, more agile ‘next’ practice approach that is fit‐for‐purpose in creating and maintaining a modern, erse, inclusive workplace. This practice‐focused article constructs a Capability Maturity Model to guide D& I decision‐making and support continuous improvement.
Publisher: Wiley
Date: 08-07-2012
Publisher: Springer Science and Business Media LLC
Date: 28-03-2012
Publisher: Wiley
Date: 23-06-2013
DOI: 10.1111/JAN.12198
Abstract: To integrate existing theoretical perspectives on change management, subjective fit and occupational stress to better understand the effects of change on employee adjustment. Although subjective fit with organizational goals and objectives has been shown to have positive effects on employee adjustment, its role in the organizational change-occupational stress context is not understood. This represents a caveat in research when considering the notion that those who feel that they fit with the organization's goals may be better equipped to reconcile and deal with change. A cross-sectional survey of nurses from public and non-profit sector hospitals was conducted. Data were collected from 252 public and non-profit sector nurses via online surveys. Data were collected from June-October in 2010. Structural equation modelling was used to test the direct and indirect effects among the focal variables. The results showed that public and non-profit nurses experience flexibility-limiting and flexibility-promoting change initiatives and that these are differentially related to the perception of administrative stressors and adjustment with these relationships directly and indirectly influenced by perceptions of subjective fit. Flexibility-limiting change initiatives led to lower levels of subjective fit, higher levels of administrative stressors and less favourable adjustment. On the other hand, flexibility-promoting change practices led to higher levels of subjective fit, lower levels of administrative stressors and ultimately better adjustment. The results further the theoretical understanding of the role of subjective fit in organizational change and occupational stress theories.
Publisher: Informa UK Limited
Date: 11-07-2016
Publisher: Informa UK Limited
Date: 07-2011
Publisher: SAGE Publications, Inc.
Date: 2008
Publisher: SAGE Publications, Inc.
Date: 2008
Publisher: Wiley
Date: 12-06-2011
Publisher: Wiley
Date: 02-01-2202
DOI: 10.1002/SMI.3239
Abstract: Guided by the effort‐recovery model and the dualistic model of passion, we tested a conditional process model that examined the relationships between work engagement, workplace passion, psychological detachment, and psychological distress among Japanese professionals. We conducted an online panel survey across two time points, six weeks apart ( N = 202 matched responses) where we measured all the variables at both instances. Findings show that engaged employees become susceptible to psychological distress due to decreased levels of psychological detachment. The moderating role of work passion was partially supported: being obsessively passionate towards work exacerbates this relationship further while contrary to expectations, the moderating role of harmonious passion was not significant. Findings suggest the possibility that engaged employees are less likely to switch off, which predisposes them to ill‐being at work, and this becomes apparent among employees with less volitional opportunities in the workplace.
Publisher: Informa UK Limited
Date: 13-05-2015
Publisher: Elsevier BV
Date: 08-2018
Publisher: SAGE Publications
Date: 28-10-2022
DOI: 10.1177/0734371X221130977
Abstract: This article examines the impact of psychosocial safety climate (PSC) levels and strength on the job stress and psychological distress of emergency services workers within street level bureaucracies (SLBs). The reason for the research is because the nature of their work and organizational context pre-disposes them to elevated level of psychological distress, and places them at a higher risk of subsequent debilitating physical and mental diseases, which is a cost borne by employees, their families, friends, SLBs, and taxpayers. Survey data was obtained from 274 emergency services workers (including police, and paramedics), nested within 43 workgroups, in Australia. Multilevel regression indicated that lower levels of PSC were associated with higher levels of job stress and psychological distress. Also, PSC strength had a partial moderating effect. The findings justify governments intervening legislatively to ensure SLBs’ take responsibility for ensuring a supportive PSC to mitigates the impact of exposure to workplace trauma.
Publisher: Emerald
Date: 2006
DOI: 10.1108/09534810610643686
Abstract: Modern bureaucracies are under reconstruction, bureaucracy being no longer “modern” they are becoming “post” bureaucratic. Defining the post‐bureaucratic organization as a hybrid form provides insight into the intrinsic difficulties involved in the refurbishment of large complex organizations. The purpose of this paper is to examine these difficulties empirically. The paper describes the case of an Australian public sector agency, subject to “corporatization” – a metamorphosis from a strictly public sector outlook to one that was imputedly more commercial. It focuses on the transition from personnel management to strategic HRM in the HR function. A series of difficulties affected these changes: difficulties in inventing a new identity differences in perception of that identity organizational philosophy towards strategic HRM unsuitability of extent networks and identity conflicts. Two factors emerge as the core explanation for the difficulties encountered: the “stickiness of identity” and the difficulties associated with network development. The paper outlines the difficulties experienced in the putative “refurbishment” of a large public sector agency as it made its way to “corporatization”.
Publisher: Elsevier BV
Date: 2016
DOI: 10.1016/J.APERGO.2015.07.019
Abstract: The prevalence of telework and other forms of mobile working enabled by digital technology is increasing markedly. Following a socio-technical systems approach, this study aims to examine the role of organisational social support and specific support for teleworkers in influencing teleworker wellbeing, the mediating role of social isolation, potentially resulting from a person-environment mismatch in these relationships, and possible differences in these relationships between low-intensity and hybrid teleworkers. Teleworkers' (n = 804) perceptions of support and telework outcomes (psychological strain, job satisfaction, and social isolation) were collected using an on-line survey of teleworking employees distributed within 28 New Zealand organisations where knowledge work was undertaken. Organisational social support and teleworker support was associated with increased job satisfaction and reduced psychological strain. Social isolation mediated the relationship between organisational social support and the two outcome variables, and some differences were observed in the structural relationships for hybrid and low-intensity teleworker sub-s les. These findings suggest that providing the necessary organisational and teleworker support is important for enhancing the teleworker-environment fit and thereby ensuring desirable telework outcomes.
Publisher: Informa UK Limited
Date: 23-01-2017
Publisher: Informa UK Limited
Date: 31-10-2018
Publisher: Hindawi Limited
Date: 04-08-2014
DOI: 10.1111/JONM.12249
Abstract: To examine the relationships between leader-member exchange (LMX), workplace learning options (teamwork, training and development), empowerment and organisational commitment, for nurses in Australia, England and Brazil. The supervisor-employee relationship is fundamental to management theory and practice within the work context of Organisation for Economic Cooperation and Development (OECD) countries. Survey-based, self-report data were collected from 1350 nurses in 23 acute-care hospitals during 2011. Significant relationships were found between key Social Exchange Theory antecedents (LMX and teamwork) and outcomes (organisational commitment) for nurses in Australia and England, but not in Brazil. As expected, the path between teamwork and organisational commitment was significant in the three countries. The findings affirm the importance of LMX as a management tool affecting employee outcomes in OECD countries. In contrast, LMX cannot be assumed to play an important role within a context that operates a dual employment structure coupled with a culture accepting of 'Jeitinho' workplace relationships. Informal workplace relationships - 'Jeitinho' (similar to the Chinese 'guanxi') may be worthy of examination within BRICS (Brazil, Russia, India, China and South Africa) countries such as Brazil.
Publisher: Informa UK Limited
Date: 09-10-2015
Publisher: Springer International Publishing
Date: 05-08-2018
Publisher: SAGE Publications
Date: 16-10-2023
Publisher: MDPI AG
Date: 27-04-2016
Publisher: Hindawi Limited
Date: 26-07-2013
DOI: 10.1111/JONM.12120
Abstract: To examine the mediating effect of coping strategies on the consequences of nursing and non-nursing (administrative) stressors on the job satisfaction of nurses during change management. Organisational change can result in an increase in nursing and non-nursing-related stressors, which can have a negative impact on the job satisfaction of nurses employed in health-care organisations. Matched data were collected in 2009 via an online survey at two time-points (six months apart). Partial least squares path analysis revealed a significant causal relationship between Time 1 administrative and role stressors and an increase in nursing-specific stressors in Time 2. A significant relationship was also identified between job-specific nursing stressors and the adoption of effective coping strategies to deal with increased levels of change-induced stress and strain and the likelihood of reporting higher levels of job satisfaction in Time 2. The effectiveness of coping strategies is critical in helping nurses to deal with the negative consequences of organisational change. This study shows that there is a causal relationship between change, non-nursing stressors and job satisfaction. Senior management should implement strategies aimed at reducing nursing and non-nursing stress during change in order to enhance the job satisfaction of nurses.
Publisher: SAGE Publications
Date: 12-2000
DOI: 10.1177/009102600002900412
Abstract: This study explores the adoption of strategic human resource management (HRM) by examining the extent of linkages between HRM and business planning using the Golden and Ramnujam's (1985) strategic integration framework. The s le is drawn from monopolized statutory public sector organizations (PSOs) which have undergone corporatization in Queensland, Australia. The findings provide support for arguing that commercialization provides the impetus for the HRM function to achieve an improved level of strategic integration with the business planning process. Evidence also suggests that after corporatization, HRM functions within these corporatized PSOs have achieved a strategic status within the business planning process.
Publisher: Wiley
Date: 15-11-2013
DOI: 10.1111/JAN.12309
Publisher: Wiley
Date: 18-10-2013
Publisher: Public Library of Science (PLoS)
Date: 08-01-2021
DOI: 10.1371/JOURNAL.PONE.0244426
Abstract: Workplace bullying are prevalent among the nursing workforce. Consequences of workplace bullying include psychological stress and workplace accidents and injuries. Psychological hardiness is proposed as a buffer for workplace bullying and psychological stress on workplace accidents and injuries. This study adopted the Affective Events Theory and Conservation of Resources Theory to develop and test a moderated mediated model in two field studies. Study 1 (N = 286, Australian nurses) found support for the direct negative effect of workplace bullying on workplace accidents and injuries with psychological stress acting as the mediator. The mediation findings from Study 1 were replicated in Study 2 (N = 201, New Zealand nurses). In addition, Study 2 supplemented Study 1 by providing empirical support for using psychological hardiness as the buffer for the association between psychological stress and workplace accidents and injuries. This study offers theoretical and empirical insights into the research and practice on psychological hardiness for improving the psychological well-being of employees who faced workplace mistreatments.
Publisher: Informa UK Limited
Date: 10-2008
Publisher: Emerald
Date: 22-04-0030
DOI: 10.1108/IJEBR-06-2021-0482
Abstract: This paper examines how some specific psychological characteristics and stress levels of small and medium-sized enterprise (SME) key decision-makers (founders/managers) (KDMs) influence firm goal attainment based on two firm aspiration types. This study hypothesizes that perceived resilience, social skills (self-promotion, ingratiation, expressiveness, social adaptability), and stress of SME KDMs will differently influence firm performance goal achievement based on firm historical versus social aspirations. IBM AMOS v27 is used to test these hypotheses on survey data of 267 Australian SME KDMs. The study reveals that KDMs’ perceived resilience, social skills and stress differentially impact the achievement of firm performance goals when selecting firm-level historical and social aspirations. Resilience and some specific social skills can even have a detrimental effect on achieving firm goals when applying historical and social aspirations. Historical aspirations are based on the firm’s performance history, while social aspirations are based on the performance of a reference group of competitor firms. The differences in the relationship between these characteristics and the two aspiration types are also explained. Furthermore, the study reveals the important role of perceived stress levels in achieving firm performance goals, using both aspiration types. This study is the first to investigate how the perceived use of some specific psychological characteristics of SME KDMs influence the ability to meet firm performance goals based on the discretionary use of historical and social aspirations and the relationship between these aspiration types. In this context, the paper explains the reasons for the differences and similarities in their use. Thus, this study provides an important empirical contribution to research on the emergent domain of micro-foundational SME goals.
Publisher: IEEE
Date: 09-2012
Publisher: Elsevier BV
Date: 02-2022
Publisher: Wiley
Date: 28-11-2011
Publisher: Elsevier BV
Date: 04-2014
Publisher: Emerald
Date: 18-10-2011
DOI: 10.1108/09534811111175797
Abstract: The purpose of this paper is to examine a collaborative non‐profit network which is undergoing organizational change. The authors present a case study of an employment‐services network in its first year of change, as the network implemented various activities to enhance its performance. A grounded‐theory approach was adopted to study the organizational and collaborative processes within the member‐site and Head‐Office levels. It was found that member‐site leadership was the critical factor influencing site culture and site performance, and that high‐performing sites were initiating collaborative activities with other sites. Head‐Office leadership also influenced site performance and collaboration, but its initiatives were only moderately successful. The findings also indicate that change efforts should focus on leadership at both the site and network levels, and may need to begin with low‐performing sites. The paper discusses the implications of leadership on the implementation of collaborative networks in the employment services sector. The qualitative findings of the study add to, and help to explain, earlier research findings on the questions of how public sector organizations utilize various activities to implement collaborative networks and their impact on managerial practice.
Publisher: Emerald
Date: 05-06-2017
Abstract: The purpose of this paper is to examine whether management supports police officers adequately, or whether police have to rely on their in idual attributes, specifically psychological capital (PsyCap), to cope with red tape and stress. Work outcomes/consequences examined were discretionary power, affective commitment and turnover intentions. A cross-sectional design using a survey-based, self-report strategy was used to collect data from 588 police officers from USA, who are most engaged with the public. The data were analysed using AMOS and a structural model to undertake structural equation modelling. Two significant paths were identified Path 1: management support to red tape to discretionary power to affective commitment and turnover intentions and Path 2: supervisor relationships to PsyCap to stress to affective commitment and turnover intentions. Further, management support predicted PsyCap, red tape and police stressors. Red tape increased police stressors and turnover intentions. The use of self-report surveys is a limitation, causing common methods bias. Using Harmon’s one-factor post hoc test, the authors were able to provide some assurance that common method bias was of no major concern. As far as is known, this study is the first to examine, for police officers, how PsyCap impacts upon negative factors (stress and red tape) and enhances positive drivers for employees. Examining the impact of an in idual attribute – PsyCap – provides an important piece of the organizational puzzle in explaining the commitment and turnover intentions of police officers. By examining the impact of both organizational and in idual factors, there is now more knowledge about the antecedents of police outcomes.
Publisher: Wiley
Date: 30-12-2013
DOI: 10.1002/HRM.21598
Publisher: Emerald
Date: 10-05-2021
Abstract: Internships are utilized globally to recruit graduate employees. However, there is a limited understanding of the process by which interns convert into regular employees, particularly in non-Western research contexts. Integrating attraction–selection–attrition (ASA) theory and proactive career behaviors, this study identifies the mechanisms influencing interns' intentions to convert into regular employment in host organizations in Vietnam. Time lagged, questionnaire data were collected from 669 final-year undergraduate business and economics students who participated in internship programs in a large metropolitan city in Vietnam. The results indicate that the interns who exhibit proactive career behaviors are more likely to foster high-quality reciprocal relationships with their supervisors and work colleagues during internships. These positive relations magnify interns' intentions to become regular employees via their perceived person–organization fit. This study has implications for higher education institutions and host organizations when designing internship programs to maximize employment outcomes via conversion of interns into regular employees. Previous studies have not tested the critical aspect of ASA theory regarding the personalities of the interns when building work-related relationships that result in the person–organization fit before accepting job offers from host organizations.
Publisher: Emerald
Date: 16-10-2017
Abstract: The purpose of this paper is to explore how HIWS may shape organisational capabilities, in particular organisational ambidexterity (OA) – the ability to be both adaptable to the wider world, and internally aligned so that existing resources are used well. Given the demands on public agencies to manage conflicting objectives, and to do more with less in increasingly complex environments, this paper improves our understanding of how HIWS can contribute to public sector performance. The paper sheds light inside the black box of the HIWS/organisational performance link. This multi-level quantitative study is based on a survey of 2,123 supervisory staff, and 9,496 non-supervisory employees in 56 government organisations. The study identifies two paths to organisational performance. The first is a direct HIWS performance link. The second is a double mediation model from HIWS to organisational systems, to OA and then performance. A focus on developing HIWS provides an alternative means to public sector performance, than restructuring or other performative activities. This is one of the few studies that explore how HIWS can develop collective as well as in idual capabilities. Studies in the public sector are particularly rare.
Publisher: Informa UK Limited
Date: 18-05-2020
Publisher: Emerald
Date: 10-08-2012
DOI: 10.1108/00400911211254262
Abstract: The purpose of this study is to examine variables explaining students’ positive and negative experiences of groupwork and connect country of residence with the perception of generic skills development and self‐reported satisfaction with groupwork. It also aims to examine the effect of prior training in groups from the perspective of Australian and Non‐Australian permanent residency Business students. Respondents were 389 undergraduate and postgraduate Business students at an Australian metropolitan university. A path model was developed and analysed using partial least squares modeling. Students’ country of residence had a significant influence on reporting of generic skill development and experience of groupwork. Self‐reported improvement in generic skills after groupwork assessment was associated with reporting of fewer negative and more positive aspects of working in groups. The findings were limited by using data collected from students enrolled in one undergraduate and one postgraduate subject at the conclusion of a group assignment from one university. Future research should test the model by extending it to other universities and non‐Business units. Future research should rely on a longitudinal design, where the survey is carried out at the beginning and the end of the group assessment. It is important to ensure both domestic and international students acquire generic skills through groupwork and that prior training in groupwork takes place before group assessments. The study provides empirical evidence supporting the incorporation of generic skill teaching into academic practice prior to assigning groupwork to students.
Publisher: Informa UK Limited
Date: 08-2005
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: 09-07-2015
Publisher: Informa UK Limited
Date: 04-2005
Publisher: Wiley
Date: 13-05-2020
Location: United Kingdom of Great Britain and Northern Ireland
Location: New Zealand
No related grants have been discovered for Stephen Teo.