Business Commons^™

Using An Industry-Aligned Capabilities Framework To Effectively Assess Student Performance In Non-Accredited Work-Integrated Learning Contexts, Denise Jackson, Linda Riebe, Stephanie Meek, Madeleine Ogilvie, Alf Kuilboer, Laurie Murphy, Nathalie Collins, Karina Lynch, Mandy Brock

Research outputs 2014 to 2021

This study recognises how Industry 4.0 is influencing labour market demands of graduating students and how ongoing discord between employers and educators regarding their preparation is driving work-integrated learning across the sector. Stakeholder involvement in capability development requires expected performance standards to benchmark students for learning and assessment purposes, especially in non-accredited contexts which lack defined standards of competency. Industry stakeholders were engaged to review, validate and extend an established capabilities framework to reflect mega-trends posed by contemporary work and to define dimensions of standardised assessment for the purpose of work-integrated learning. Findings highlighted the need for graduates that are …

Mining Safely: Examining The Moderating Role Of Safety Climate On Mineworkers' Mental Health And Safety Behavior Nexus, Emmanuel K. Amoako, Saviour A. Nubuor, Abdul-Razak Suleman, Amin A. Bawa, Bridget Akwetey-Siaw

Research outputs 2022 to 2026

Purpose: The study aims to investigate the impact of anxiety and depression (dimensions of mental health) on mineworkers' safety behaviors (safety compliance and safety participation) while examining the moderating role of safety climate on these relationships. Design/methodology/approach: A quantitative research approach with an explanatory cross-sectional survey research design was adopted. A total of 274 purposively selected mineworkers participated in the study. Responses were obtained from participants through a structured questionnaire which was analyzed using the partial least square structural equation modeling. Findings: Anxiety had a significant negative effect on safety compliance but not participation. However, depression was found to have …

Older Worker-Orientated Human Resource Practices, Wellbeing And Leave Intentions: A Conservation Of Resources Approach For Ageing Workforces, Ben Farr-Wharton, Tim Bentley, Leigh-Ann Onnis, Carlo Caponecchia, Abilio De Almeida Neto, Sharron O’Neill, Catherine Andrew

Research outputs 2022 to 2026

At a time where there are ageing populations, global shortages of skilled labour, and migration pathways impacted by the COVID-19 pandemic, retaining older workers presents as a vital strategic initiative for organizations globally. This study examines the role of Human Resource Practices (HRPs), which are oriented towards accommodating the needs of an ageing workforce in mitigating psychological distress and turnover intentions. The study collected self-reported survey data from 300 Australian employees over the age of 45, over two time points. Using structural equation modelling, the study analyzed the extent to which Older Worker-oriented Human Resources Practices (OW-HRPs) translate into employee …

Green Human Resource Management And Employee Innovative Behaviour: Does Inclusive Leadership Play A Role?, Azadeh Shafaei, Mehran Nejati

Research outputs 2022 to 2026

Purpose: This study examines the relationship between green human resource management (green HRM) and employee innovative behaviour. It also investigates the mediating role of job satisfaction to explore the mechanism through which green HRM is related to employee innovative behaviour. Additionally, it examines the moderating role of inclusive leadership to determine the boundary condition of the relationship between green HRM and employee innovative behaviour. Design/methodology/approach: The study used a quantitative research approach using survey and collected 508 responses from full-time employees in Australia. Findings: The authors have found support for all the hypothesised relationships in the study. Specifically, green HRM …

In The Search For Greener Buildings: The Role Of Green Human Resource Management, Subhadarsini Parida, Christopher Chan, Subramaniam Ananthram, Kerry Brown

Research outputs 2022 to 2026

The environmental performance of green buildings is receiving attention from built environment stakeholders. We introduce the concept of green human resource management (GHRM) to analyze how the performance gap in green buildings can be minimized using a human-focused design perspective. We utilize signaling theory and abilities–motivation–opportunity (AMO) theory to explain the interactions between environmental proactivity, GHRM, pro-environmental behaviors, job performance, and environmental performance. Survey data were collected from 460 employees working in Leadership in Energy and Environmental Design (LEED)-certified green buildings in India and analyzed using structural equation modeling (SEM). Findings highlight that GHRM is likely to motivate employees to …

The Role Of Inclusive Leadership In Fostering Organisational Learning Behaviour, Mehran Nejati, Azadeh Shafaei

Research outputs 2022 to 2026

Purpose: Organisational learning is fundamental in establishing a fearless organisation, creating a competitive advantage and maintaining a sustained growth. While research suggests that leaders can influence organisational learning, there is currently no empirical evidence on how inclusive leadership fosters organisational learning behaviour. Therefore, the purpose of this study is to investigate the relationship between inclusive leadership and organisational learning behaviour. It also seeks to explore the mediating role of psychological safety and climate for initiatives in the mentioned relationship. Design/methodology/approach: The study used a two-wave quantitative examination with 317 respondents. Online survey was used to collect data from randomly selected …

The Role Of Authentic Leadership On Healthcare Street-Level Bureaucrats’ Well-Being During The Pandemic, Nasim Salehi, Yvonne Brunetto, Tom Dick

Research outputs 2022 to 2026

This study uses Conservation of Resources Theory, to explain Street-Level Bureaucrats’ (SLBs) workplace behavioural responses to threats to their well-being. We examine whether authentic leadership within street-level organisations positively impacts employee well-being by increasing SLBs’ perception of personal resources, and reducing their perceptions of work harassment. The research design comprises a survey that solicited quantitative and qualitative data from 163 healthcare SLBs working in Australian hospitals during the pandemic in April 2020. Analysis of the means indicates low levels of satisfaction with leadership and low levels of well-being for SLBs. The structural equation modelling findings show that poor leadership is …

Are We Talking About The Same Thing? The Case For Stronger Connections Between Graduate And Worker Employability Research, Jos Akkermans, William E. Donald, Denise Jackson, Anneleen Forrier

Research outputs 2022 to 2026

Purpose and approach: This article presents the case for creating stronger connections between research on graduate and worker employability. We offer a narrative review of commonalities and differences between these research streams and offer thoughts and suggestions for further integration and mutual learning. Findings: We outline some of the main theories and concepts in the graduate and worker employability domains. Furthermore, we analyze how these show considerable overlap, though they have barely connected with each other yet. We also formulate an agenda for future research that would spur stronger connections between the fields. Finally, we turn to our fellow authors, …

Employability For Inclusion: The Urgent Need For A Biopsychosocial Model Perspective, Mollie Dollinger, Tim Corcoran, Denise Jackson, Sarah O'Shea

Research outputs 2022 to 2026

Definitions of disability are changing, shifting from a narrow medical diagnosis to a biopsychosocial model of disability, where disability is conceptualised as a series of relational conditions that can potentially disadvantage individuals within environments. Implications of this new understanding of disability will have significant effects in the higher education sector, where there is increasing participation of disabled students. In this paper, we discuss one aspect of these implications through the topic of graduate employability. In doing so, we generate a new concept ‘Employability for Inclusion’ that can be utilised as an equity-focused lens for universities to consider how employability initiatives …

Managing Emotional Labour: The Importance Of Organisational Support For Managing Police Officers In England And Italy, Yvonne Brunetto, Ben Farr-Wharton, Paresh Wankhade, Chiara Saccon, Matthew Xerri

Research outputs 2022 to 2026

This paper empirically examines the impact of organisational psychological support on employees’ outcomes as an example of the ‘Common Good HRM’ model on the well-being–performance continuum of police officers, using a Conservation of Resources (COR) theoretical framework. The study uses Structural Equation Modelling to analyse data from 220 Italian police and 228 English police officers to compare the impact of Perceived Organisational Support (POS) on organisational stress, employees’ resilience, and engagement. The findings show that low Perceived Organisational Support (POS) leads to high stress, which then comprises employees’ resilience and likely demotivates them from being engaged on the job, explaining …

“Viewed With Suspicion, Considered Idle And Mocked-Working Caregiving Fathers And Fatherhood Forfeits”, Jasmine Kelland, Duncan Lewis, Virginia Fisher

Research outputs 2022 to 2026

Existing academic literature consistently points to a changing role for modern fathers in which they take an egalitarian role in the caregiving responsibilities for their children. Despite this, fathers are observed to continue to dominate the realms of full-time working, aligning to more traditional breadwinning mentalities than such trends might suggest, raising questions around inequality. Fathers at work have previously been found to encounter challenges within the workplace when they alter, or consider altering their work patterns due to caregiving responsibilities. Employing a sample of working parents and managers, this paper explores how caregiving fathers are perceived within organizations and …

Determining Factors In Graduate Recruitment And Preparing Students For Success, Denise Jackson, Linda Riebe, Flavio Macau

Research outputs 2022 to 2026

Purpose: This study aims to investigate graduate employer perceptions of determining factors in recruitment decisions and their preferred use of recruitment channels. This study drew on the employability capitals model to interpret findings and identify ways to better prepare higher education students for recruitment and selection. This is particularly important in declining graduate labour markets, further weakened by COVID-19. Design/methodology/approach: This study gathered data from surveying 183 Australian employers from different organisational settings. Responses were analysed using descriptive and multivariate techniques, the latter exploring variations by role type, sector and organisation size. Findings: Findings reaffirmed the criticality of students having …

Youth Participation: Adultism, Human Rights And Professional Youth Work, Tim Corney, Trudi Cooper, Harry Shier, Howard Williamson

Research outputs 2022 to 2026

This article argues that the right of young people to participate in decisions being made about them forms the basis for professional youth work practice. The authors consider the nature of ‘participation’ and its relation to human rights, and introduces the concept of ‘adultism’ and the challenges for youth workers combatting ‘adultist’ beliefs and practices in the work of participation. The paper considers the benefits and limitations of youth participation models, and addresses the relationship between rights-based participation practice, and critical pedagogy (dialogical) in youth work.

Congregating As A Social Phenomenon; The Social Glue That Binds, Martin Maccarthy, Ashlee Morgan, Claire Lambert

Research outputs 2022 to 2026

Purpose:

This study aims to consolidate and hone existing spectating and crowd theory. This is achieved by marrying socio-cultural ideas and concepts from related disciplines.

Design/methodology/approach:

This conceptual review examines what people do when they congregate at an event, and in doing so, answers the question of what they forgo when denied a crowd. Concepts are teased from the literature as to what happens during participatory congregation (in company, in situ), punctuated by relegation without it.

Findings:

Related concepts are organised into a typology. The metamodel is the essence of the paper and includes four themes: (1) identity construction, (2) …

The Career Resilience Of Senior Women Managers: A Cross-Cultural Perspective, Uma Jogulu, Esmé Franken

Research outputs 2022 to 2026

This article examines how cultural contexts influence the demonstration of resilient behaviors of women senior managers in large organizations. We compare the experiences of Malaysian and Australian women overcoming key challenges and obstacles in their career journeys by engaging in the resilience strategies of network leveraging, learning, and adaptability. Our findings reveal the unique, complex, and contextual nature of career resilience, and show how resilience can be demonstrated, often differently, across culture and context. Our study adds to the existing body of literature in the areas of careers, gender in the workplace, and resilience, by highlighting how senior women sustain …

The Prospective Applicability Of The Strengths-Based Approach To Managing And Developing Employees In Small Businesses, Chamila Kumudunee Wijekuruppu, Alan Coetzer, Pattanee Susomrith

Research outputs 2014 to 2021

Purpose:

The strength-based approach is promulgated as a management practice that improves individual productivity and performance. This study's purpose is to explore the prospective applicability of the strengths-based approach to managing and developing employees in small businesses. The study focuses on four domains of practice: selection, training, performance evaluation and task assignment.

Design/methodology/approach:

The study employed semi-structured, face-to-face interviews to obtain data. The units of analysis were managers and employees of small businesses. Eleven managers and 19 employees were interviewed. Data analysis involved thematic analysis with the NVivo 12 software program.

Findings:

First, the small businesses used a strengths-based approach …

Front-Line Management During Radical Organisational Change: Social Exchange And Paradox Interpretations, Bassam Buhusayen, Pi-Shen Seet, Alan Coetzer

Research outputs 2014 to 2021

© 2021 by the authors. Licensee MDPI, Basel, Switzerland. External shocks have severely affected the aviation sector with detrimental impacts on airport service employees. Service-sector organizations tend to implement radical organizational change to survive and front-line managers face often-opposing demands. This study aims to shed light on how front-line managers cope by utilizing social exchange-based strategies during radical organizational change. This study uses an exploratory qualitative design and thematically analyses data obtained from 40 semi-structured interviews with senior managers, front-line managers and employees working for an airline services provider operating in a major international airport in Australia. The study finds …

High Commitment Hrm And Burnout Of Frontline Food Service Employees: A Moderated Mediation Model, Stephen T. Teo, Diep T. N. Nguyen, Azadeh Shafaei, Tim Bentley

Research outputs 2014 to 2021

Purpose:

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.

Design/methodology/approach:

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.

Findings:

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 …

Workplace Bullying, Psychological Hardiness, And Accidents And Injuries In Nursing: A Moderated Mediation Model, Stephen T. T. Teo, Diep Nguyen, Fiona Trevelyan, Felicity Lamm, Mark Boocock

Research outputs 2014 to 2021

© 2021 Teo et al. This is an open access article distributed under the terms of the Creative Commons Attribution License, which permits unrestricted use, distribution, and reproduction in any medium, provided the original author and source are credited. 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 …

Participation In Change, Job Characteristics, And Hedonic Well‐Being Of Senior Public Managers: The Moderation Effect Of Change Information, Stephen T. Teo, Diep Nguyen, Azadeh Shafaei, David Pick

Research outputs 2014 to 2021

This study contributes to Hobfoll's Conservation of Resources theory by testing a moderated mediation model of the relationship between participation in change and senior managers’ hedonic well‐being. Using data collected from 266 Australian senior managers employed in the Commonwealth and State public sector, we tested the interaction of participation in change and change information with job satisfaction, an example of hedonic well‐being at work. Findings from the path analysis produced two new insights. First, both participation in change and information about change are key resources that senior managers can deploy to protect and enhance their job satisfaction. Second, information about …

Green Human Resource Management: A Two-Study Investigation Of Antecedents And Outcomes, Azadeh Shafaei, Mehran Nejati, Yusmani Mohd Yusoff

Research outputs 2014 to 2021

Purpose

The study aimed to provide insights on antecedent and outcome of green HRM at the organisational level and the outcome of green HRM at the individual level. It also sought to examine the mechanism through which green HRM would lead to employees’ positive outcome.

Design/methodology/approach

A quantitative study design using a two-study approach was employed to collect and analyse the data. For study 1, 206 hotels from Malaysia were included in analysis at the organisational level, while in study 2 at the individual level, 508 employees from different sectors provided insights through an online questionnaire. For both studies, partial …

Exploring The Influence Of Emotional Labour, Emotional Intelligence, Emotional Regulation, And Emotional Valence On Employee Job Satisfaction And Burnout, Kirsty Lee Wilson

Theses : Honours

This thesis investigated the measures of emotional labour surface acting and deep acting, emotional intelligence, emotional regulation and positive and negative affect as influences on employee wellbeing outcomes of job satisfaction and burnout. A questionnaire was administered to over 2,000 client-facing employees in the USA and Canada. Results from the data analysis found that employees subjected to high levels of emotional labour in client facing roles experienced higher levels of negative affect or outlook. Those scoring higher on the emotional labour surface acting subscale scored significantly higher for negative effect. Additionally, higher scores in deep acting emotional labour were also …

Professional Self-Care Practices, Emotional Work And Burnout In Australian Psychology Academics, Claudia Yael Hoenig

Theses : Honours

This study examined whether professional self-care practices (PSCP) had a moderating effect on the relationship between emotional work (EW) performed and burnout symptoms experienced among Australian academics teaching psychology. Seventy-seven Australian psychology academics ranging from 27 to 64 years, with an average of 13.34 years of academic experience, and representing the full range of academic levels from Associate Lecturer to Professor, and predominantly females, participated in the study. Participants completed an online survey comprising three questionnaires: the Maslach Burnout Inventory (MBI), Intensive Emotion Work Inventory (IEW) and Professional Self-Care Scale (PSCS), addressing levels of PSCP, EW performed and frequency and …

Turnaround Management Of Airport Service Providers Operating During Covid-19 Restrictions, Bassam Buhusayen, Pi-Shen Seet, Alan Coetzer

Research outputs 2014 to 2021

© 2020 by the authors. Licensee MDPI, Basel, Switzerland. Many sectors worldwide have been impacted by government restrictions resulting from the COVID-19 pandemic. For example, restrictions on travel have resulted in major losses for organizations operating within the aviation sector. This study aims to emphasize the challenges faced by these organizations while they implement turnaround management strategies. The study is based on 30 semi-structured interviews with frontline managers working for airline service providers in three different departments of an airport in Australia. The organization has implemented several turnaround management strategies to survive the crisis caused by COVID-19 restrictions, creating new …

“... A Bit Of A Joke”: Policy And Workplace Bullying, Margaret Hodgins, Duncan Lewis, Sarah Maccurtain, Patricia Mcnamara, Victoria Hogan, Lisa Pursell

Research outputs 2014 to 2021

© The Author(s) 2020. Workplace bullying is pervasive and has negative impacts on organizations and their employees. Despite this, organizations generally do not deal well with the problem. Anti-bullying, or Dignity-at-Work policies, do not adequately protect employees from the harms caused by bullying. This study, based on data from the 2018 Irish Workplace Behavior Study, explores experience of organizational responses to workplace bullying, drawing on interviews with participants from three large Irish organizations. One overarching theme and five sub themes emerged from the thematic content analysis, reinforcing earlier findings regarding the complex and problematic nature of workplace bullying and opaque …

‘I’M My Own Boss…’: Active Intermediation And ‘Entrepreneurial’ Worker Agency In The Australian Gig-Economy, Tom Barratt, Caleb Goods, Alex Veen

Research outputs 2014 to 2021

Platform firm in the gig-economy are disrupting work as a social practice, production systems and recasting capital-labour relations. This qualitative study examines worker agency in the Australian food-delivery sector; a segment where platforms actively intermediate both product and labour markets. Within this sector, worker agency poses a potential challenge to platform-organisations; however this study reveals how these platforms’ work organisation and market regulation constrain agency potential. Shaped by the work’s spatio-temporal features, organisational fixes and institutional context, it is shown how food-delivery workers, transiently attached to the labour market, predominantly engage in ‘entrepreneurial agency’ – a low-level agency expression aimed …

Job Embeddedness And Turnover Intentions: The Moderating Role Of Affectivity Traits, Career Stages And Perceptions Of Organisational Politics, Emmanuel Twumasi Ampofo

Theses: Doctorates and Masters

The study tested the applicability of job embeddedness (JE) theory in Ghana. It also examined moderating effects of affectivity traits, career stage and perceptions of organisational politics (POP) on the JE–turnover intentions relationship. Analyses revealed that composite JE and its dimensions and sub-dimensions (except community fit) were negatively related to turnover intentions. Affectivity traits, POP and career stages moderated the JE–turnover intentions relationship. The study expands the predictive validity of JE to Ghana and adds to the few moderators that have been identified in previous studies. Strategies for increasing managerial employees’ embeddedness and reducing their turnover are proposed.

Does Job Embeddedness Predict Turnover Intentions In Smes?, Alan Coetzer, Chutarat Inma, Paul Poisat, Janice Redmond, Craig Standing

Research outputs 2014 to 2021

Purpose: There is an absence of research examining job embeddedness in SMEs. Results of job embeddedness studies may not apply to SMEs, because the process of managing a SME differs from that of the large firm. The purpose of this paper is to examine relationships between on-the-job embeddedness, as well as each of its sub-dimensions, and turnover intentions; and group cohesion, on-the-job embeddedness and turnover intentions. Design/methodology/approach: Data were collected from 147 employees in SMEs located in Perth, Western Australia and 350 employees from SMEs operating in four business centres in South Africa. After invariance testing, data from the two …

Hr Orientations And Hr Department Effectiveness In Vietnam, Diep T. N. Nguyen, Stephen T. Teo

Research outputs 2014 to 2021

Purpose

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.

Design/methodology/approach

Study 1 consisted of 405 line managers and the authors used this sample to test the proposed …

Is Leadership The Key To Public Sector Retention In Regional Western Australia? An Exploratory Study, Damian Lambert

Theses: Doctorates and Masters

This research reviewed retention factors affecting the West Australian public sector (WAPS) in regional areas seeking to determine whether a leadership development program (LDP) could provide a strategic HRM solution. Using a mixed methods approach views of 9 leaders and 156 regional WAPS employees provided insights on retention issues and how a LDP might be designed and delivered to regional employees. Despite the attraction and retention factors impacting the WAPS, it was found that a LDP designed specifically for the regions can assist to attract talented staff and to a lesser extent improve retention in the regions.