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Journal articles on the topic 'Australian Workplace'

Author: Grafiati

Published: 4 June 2021

Last updated: 29 January 2023

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1

Sendall, Marguerite C., Phil Crane, Laura McCosker, Marylou Fleming, Herbert C. Biggs, and Bevan Rowland. "Truckies and health promotion: using the ANGELO framework to understand the workplace’s role." International Journal of Workplace Health Management 10, no. 6 (December 4, 2017): 406–17. http://dx.doi.org/10.1108/ijwhm-09-2017-0070.

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Purpose Workplaces are challenging environments which place workers at the risk of obesity. This is particularly true for Australian road transport industry workplaces. The Analysis Grid for Environments Linked to Obesity (ANGELO) framework is a public health tool which can be used to conceptualise obesogenic environments. It suggests that workplaces have a variety of roles (in the physical, economic, political and sociocultural domains) in responding to obesity in transport industry workplaces. The purpose of this paper is to present the findings which explore this idea. Design/methodology/ap

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Chadwick, Sharlene, and Joanne Travaglia. "Workplace bullying in the Australian health context: a systematic review." Journal of Health Organization and Management 31, no. 3 (May 15, 2017): 286–301. http://dx.doi.org/10.1108/jhom-09-2016-0166.

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Purpose During the past decade, there has been increased attention into bullying behaviours in workplaces. Research to date has varied in design, the definition of what constitutes bullying behaviour, as well as the methods used to collect data and measure bullying incidence and prevalence. Nonetheless, studies demonstrate that bullying is a significant issue, which warrants an increased research focus to develop greater understanding of the concept, its effects and implications in, and for, the workplace. The purpose of this paper is to focus on capturing a range of international and Australi

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3

Hansen, Stephanie, Peta-Anne Zimmerman, and Thea F. van de Mortel. "Assessing workplace infectious illness management in Australian workplaces." Infection, Disease & Health 22, no. 1 (March 2017): 12–20. http://dx.doi.org/10.1016/j.idh.2016.12.005.

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Strachan, Glenda, John Burgess, and Anne Sullivan. "Affirmative action or managing diversity: what is the future of equal opportunity policies in organisations?" Women in Management Review 19, no. 4 (June 1, 2004): 196–204. http://dx.doi.org/10.1108/09649420410541263.

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Equal employment opportunity policies were introduced in Australia in the 1980s in response to women's disadvantaged workforce position. Australia's unique form of affirmative action was underpinned by legislation, and aimed to promote gender equity in the workplace via employer action. Throughout the 1990s there has been a policy shift away from collectivism towards individualism, and away from externally driven social programmes at the workplace towards managerialist driven social programmes. The main process for implementing progressive and inclusive equity programmes at the workplace is th

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5

Mitchell, Richard, and Joel Fetter. "Australian Workplace Agreements and High Performance Workplaces: A Reply." Journal of Industrial Relations 45, no. 4 (December 2003): 528. http://dx.doi.org/10.1111/j.0022-1856.2003.00098.x.

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Hills, Danny J., Catherine M. Joyce, and John S. Humphreys. "Prevalence and prevention of workplace aggression in Australian clinical medical practice." Australian Health Review 35, no. 3 (2011): 253. http://dx.doi.org/10.1071/ah10983.

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Objective. To determine the extent of aggression directed towards Australian doctors and the implementation of aggression prevention and minimisation strategies in medical workplaces. Methods. Data were obtained from the pilot phase (n = 321) of the Medicine in Australia: Balancing Employment and Life survey of the clinical medical workforce in 2010. Descriptive statistics were generated in relation to doctors’ experiences of aggression at work in the previous 12 months, and the implementation of workplace aggression prevention and minimisation strategies. Distributions of the outcome variable

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Hills, Danny J., Catherine M. Joyce, and John S. Humphreys. "Corrigendum to: Prevalence and prevention of workplace aggression in Australian clinical medical practice." Australian Health Review 37, no. 3 (2013): 408. http://dx.doi.org/10.1071/ah10983_co.

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Objective. To determine the extent of aggression directed towards Australian doctors and the implementation of aggression prevention and minimisation strategies in medical workplaces. Methods. Data were obtained from the pilot phase (n = 321) of the Medicine in Australia: Balancing Employment and Life survey of the clinical medical workforce in 2010. Descriptive statistics were generated in relation to doctors' experiences of aggression at work in the previous 12 months, and the implementation of workplace aggression prevention and minimisation strategies. Distributions of the outcome variable

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Burgess, John, Kerry Brown, Adrian Wilkinson, and Keith Townsend. "Has Australias Road to Workplace Partnership Reached a Dead End?" International Journal of Comparative Labour Law and Industrial Relations 29, Issue 2 (June 1, 2013): 239–56. http://dx.doi.org/10.54648/ijcl2013016.

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Over the last fifteen years, a number of developed countries have pursued an agenda seeking to develop more collaborative management-union arrangements often labelled as partnerships. This article reviews the Australian road to partnerships by situating it within the context of developments in the UK and New Zealand. In 2009, Australia's then Deputy Prime Minister and Minister for Workplace Relations, Julia Gillard, suggested that Australian Industrial Relations were about to undergo a shift towards a new model of workplace interaction that included more collaboration and partnerships. We argu

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Knott, Steve. "People, productivity and performance: the importance of workplace relations reform to Australia's resource future." APPEA Journal 55, no. 2 (2015): 458. http://dx.doi.org/10.1071/aj14093.

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After the past decade of unprecedented global investment into new resource projects and existing mine expansions in Australia, the next few years will see a large number of these new mega-projects finish construction and enter the production phase. During this industry transition, the performance and productivity of Australia's new resource projects will be critical for delivering the greatest returns to the nation and in determining whether more investment capital will find its way into the country. As Australia's resource industry rapidly transitions into this new long-term production phase,

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Wissell, Shae, Leila Karimi, Tanya Serry, Lisa Furlong, and Judith Hudson. "Leading Diverse Workforces: Perspectives from Managers and Employers about Dyslexic Employees in Australian Workplaces." International Journal of Environmental Research and Public Health 19, no. 19 (September 22, 2022): 11991. http://dx.doi.org/10.3390/ijerph191911991.

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Background: Dyslexia is a specific learning disability affecting around 1 in 10 Australian adults. It presents unique challenges for employees in the workforce, yet community and workplace awareness of the challenges of dyslexia is limited. The aim of this preliminary research was to explore the experiences and perspectives of Australian employers and managers responsible for supervising employees with dyslexia in the workplace. Materials and Methods: Using a qualitative research design, we conducted in-depth interviews with four managers who had current or previous experience managing employe

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van Barneveld, Kristin. "Australian Workplace Agreements in Universities." Journal of Industrial Relations 51, no. 1 (February 2009): 59–74. http://dx.doi.org/10.1177/0022185608099665.

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This article details the use of Australian Workplace Agreements (AWAs) in universities after the Higher Education Workplace Relations Requirements (HEWRRs) mandated that all university staff be offered an AWA by the end of August 2006. It is clear from the evidence that, despite this requirement, at most universities there was little take-up of this form of individual employment arrangement. Of the few who did sign an AWA, one group stood out more than others — senior general staff. However at most universities, these workers have traditionally been employed on individual, common law contracts

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Pyman, Amanda, Julian Teicher, Brian Cooper, and Peter Holland. "Unmet Demand for Union Membership in Australia." Journal of Industrial Relations 51, no. 1 (February 2009): 5–24. http://dx.doi.org/10.1177/0022185608099662.

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Unmet demand for union membership is defined as employees in non-union workplaces who would join a union if given the opportunity. Unmet demand is a significant issue for Australian unions as union density continues to decline and the current legislative environment remains hostile. This article gauges the contours of unmet demand for union membership in Australia, drawing on responses to the Australian Worker Representation and Participation Survey (AWRPS 2004). It finds a significant level of unmet demand for union membership in Australia. Unmet demand varies according to workplace and emplo

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Hills, Danny J., Catherine M. Joyce, and John S. Humphreys. "Workplace aggression prevention and minimisation in Australian clinical medical practice settings – a national study." Australian Health Review 37, no. 5 (2013): 607. http://dx.doi.org/10.1071/ah13149.

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Introduction This report describes the extent to which 12 workplace aggression prevention and minimisation actions have been implemented in Australian clinical medical practice settings. Methods Using a cross-sectional, self-report survey conducted as part of a national longitudinal study of the Australian medical workforce, differences in the proportions of medical clinicians reporting the implementation of 12 aggression prevention and minimisation actions in their main workplace were determined. Results Only one-third of aggression prevention and minimisation actions achieved point-prevalenc

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Al-Saggaf, Yeslam, Oliver Burmeister, and John Weckert. "Reasons behind unethical behaviour in the Australian ICT workplace." Journal of Information, Communication and Ethics in Society 13, no. 3/4 (August 10, 2015): 235–55. http://dx.doi.org/10.1108/jices-12-2014-0060.

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Purpose – The purpose of this study is to investigate the reasons behind unethical behaviour in the Australian Information and Communications Technology (ICT) workplace. Design/methodology/approach – The study employed a qualitative research methodology. A total of 43 ICT professionals were interviewed during the month of February 2014 in six Australian capital cities. All interviews were conducted face-to-face and followed a semi-structured interviewing format utilising open-end questions and further probing questions. The purposive sample represented ICT professionals from large and small or

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Reid, Alison, Alison Daly, Anthony D. LaMontagne, Allison Milner, and Elena Ronda Pérez. "Descriptive study of workplace demand, control and bullying among migrant and Australian-born workers by gender: does workplace support make a difference?" BMJ Open 10, no. 6 (June 2020): e033652. http://dx.doi.org/10.1136/bmjopen-2019-033652.

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ObjectiveThe objective of this study is to examine the relationship between bullying in migrants and Australians and types of workplace Iso-strain, by gender.Design and settingTwo descriptive cross-sectional surveys of the Australian working population.ParticipantsAustralian-born workers of Caucasian ancestry (n=1051, participant response rate=87.3%) and workers born in New Zealand (n=566), India (n=633) and the Philippines (n=431) (participant response rate=79.5%).Primary and secondary outcomes measuresUsing logistic regression, we examined whether self-reported assessment of various forms of

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Marchington, Mick. "Surveying the Practice of Joint Consultation in Australia." Journal of Industrial Relations 34, no. 4 (December 1992): 530–49. http://dx.doi.org/10.1177/002218569203400402.

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In the last few years, a number of articles have pointed to the groiving relevance of joint consultation within Australian workplaces, a view which is stipported by the data from the 1990 Australian Workplace Industrial Relations Survey. The purpose of this paper is to extend the brief analysis contained in Industrial Relations at Work, and analyze the role played by joint consultative committees across employing organizations as a whole. In particular, evidence is examined relating to the growth/ decline of consultation, its links with other mechanisms for developing employee involvement, the

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Sendall, Marguerite C., Alison Brodie, Laura K. McCosker, Phil Crane, Marylou Fleming, Herbert C. Biggs, and Bevan Rowland. "Truckies and the Australian transport industry: Managers’ perspectives about enablers and inhibitors to workplace health promotion." Work 68, no. 1 (January 29, 2021): 161–69. http://dx.doi.org/10.3233/wor-203365.

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BACKGROUND: There is little published research about managers’ views about implementing and embedding workplace health promotion interventions. OBJECTIVE: To shed light on research-to-practice challenges in implementing workplace health promotion interventions in the Australian road transport industry. METHODS: In this Participatory Action Research project, managers from small-to-midsized companies in the Australian road transport industry were asked their views about enablers and barriers to implementing nutrition and physical activity interventions in their workplace. RESULTS: Managers ident

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Alexander, Michael, Roy Green, and Andrew Wilson. "Delegate Structures and Strategic Unionism: Analysis of Factors in Union Resilience." Journal of Industrial Relations 40, no. 4 (December 1998): 663–89. http://dx.doi.org/10.1177/002218569804000409.

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This article examines the pattern of union membership decline in Australia using the 1995 Australian Workplace Industrial Relations Survey data set (AWIRS 95), including the panel of surviving workplaces drawn from the 1990 survey. It confirms recent studies that suggest that the decline is more or less comprehensive, but points to some diversity in the longitudinal findings. In particular, the article tracks the growth of delegate structures in the previous five years in unionised workplaces, employee attitudes to unions, and the much slower rate of derline associated with 'active unionism',

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Foley, Meraiah, Sue Williamson, and Sarah Mosseri. "Women, work and industrial relations in Australia in 2019." Journal of Industrial Relations 62, no. 3 (March 18, 2020): 365–79. http://dx.doi.org/10.1177/0022185620909402.

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Interest in women’s labour force participation, economic security and pay equity received substantial media and public policy attention throughout 2019, largely attributable to the federal election and the Australian Labor Party platform, which included a comprehensive suite of policies aimed at advancing workplace gender equality. Following the Australian Labor Party’s unexpected loss at the polls, however, workplace gender equality largely faded from the political agenda. In this annual review, we cover key gender equality indicators in Australia, examine key election promises made by both m

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Smith, Camis. "Aboriginal employment—Chevron's journey." APPEA Journal 55, no. 2 (2015): 425. http://dx.doi.org/10.1071/aj14060.

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Advancing Aboriginal participation in the workplace comes with its challenges, and those experienced in the oil and gas industry are unique. Barriers to participation need to be regularly evaluated and addressed for success. Although Chevron Australia's focus on Aboriginal employment is fairly recent, it receives strong internal support from senior and corporate leadership. It will be important in the future to further this commitment and build ownership throughout the organisation to achieve long-term results and meet business needs and skills gaps. Camis Smith, Chevron Australia's Aboriginal

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Rajendran, Diana, Karen Farquharson, and Chandana Hewege. "Workplace integration: the lived experiences of highly skilled migrants in Australia." Equality, Diversity and Inclusion: An International Journal 36, no. 5 (June 19, 2017): 437–56. http://dx.doi.org/10.1108/edi-11-2016-0094.

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Purpose The purpose of this paper is to explore how highly skilled migrants to Australia integrate into the workplace, focussing on the factors that foster or hinder that integration. Design/methodology/approach An inductive method using an interpretive methodological approach was employed. In-depth interview data were analysed thematically. Findings Informal workplace practices, such as informal peer mentoring and having an “empathetic” supervisor, also assisted with integration, as did migrant self-help strategies. Factors hindering integration included structural barriers outside the organi

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Lewkowski, Kate, Jane S. Heyworth, Ian W. Li, Warwick Williams, Kahlia McCausland, Corie Gray, Elinor Ytterstad, et al. "Exposure to noise and ototoxic chemicals in the Australian workforce." Occupational and Environmental Medicine 76, no. 5 (January 25, 2019): 341–48. http://dx.doi.org/10.1136/oemed-2018-105471.

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ObjectiveTo determine the current prevalence of exposure to workplace noise and ototoxic chemicals, including co-exposures.MethodA cross-sectional telephone survey of nearly 5000 Australian workers was conducted using the web-based application, OccIDEAS. Participants were asked about workplace tasks they performed and predefined algorithms automatically assessed worker’s likelihood of exposure to 10 known ototoxic chemicals as well as estimated their full shift noise exposure level (LAeq,8h) of their most recent working day. Results were extrapolated to represent the Australian working populat

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SMITH, DEREK R., PETER A. LEGGAT, and LAURENCE J. WALSH. "Workplace Hazards Among Australian Dental Students." Australian Dental Journal 54, no. 2 (June 2009): 186–88. http://dx.doi.org/10.1111/j.1834-7819.2009.01116_8.x.

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van Barneveld, Kristin. "Australian Workplace Agreements under Work Choices." Economic and Labour Relations Review 16, no. 2 (May 2006): 165–91. http://dx.doi.org/10.1177/103530460601600208.

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Gollan, Paul J. "Australian Workplace Agreements: An Employer Response." Journal of Industrial Relations 46, no. 1 (March 2004): 116–24. http://dx.doi.org/10.1111/j.0022-1856.2004.00130.x.

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Crockett, Geoffrey, and Peter Dawkins. "The Australian Workplace Industrial Relations Survey." Australian Economic Review 27, no. 4 (October 1994): 113–18. http://dx.doi.org/10.1111/j.1467-8462.1994.tb00867.x.

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Willis, Ralph. "The Australian Workplace Industrial Relations Survey." Labour & Industry: a journal of the social and economic relations of work 1, no. 3 (October 1988): 404–6. http://dx.doi.org/10.1080/10301763.1988.10669051.

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Kitay, Jim. "Analyzing Workplace Industrial Relations: The Australian Workplace Industrial Relations Survey Typology." Journal of Industrial Relations 33, no. 4 (December 1991): 547–63. http://dx.doi.org/10.1177/002218569103300409.

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Easteal, Patricia, and Allison J. Ballard. "Shutting-up or speaking-up: Navigating the invisible line between voice and silence in workplace bullying." Alternative Law Journal 42, no. 1 (March 2017): 47–54. http://dx.doi.org/10.1177/1037969x17694793.

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In this article, we identify and discuss individual and organisational factors which contribute to bully victims’ or targets’ decisions about whether or not to voice complaints about workplace bullying in Australian workplaces. This article examines the costs of voice and silence in workplace bullying matters for both targets and organisations. ‘Voice’ is understood as existing on a continuum, which ranges from informally voicing concerns about bullying behaviour to making a formal complaint or report within the workplace or to an external agency. The ‘silence’ of workplace bullying is also co

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Madison, Jeanne. "Australian registered nurses describe the health care workplace and its responsiveness to sexual harassment:." Australian Health Review 20, no. 2 (1997): 102. http://dx.doi.org/10.1071/ah970102.

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This report is a summary of findings from a 1995 study of Australian registered nursesand their perceptions of their health care workplaces, especially as it relates to sexualharassment. There is little Australian-based empirical research available to guidehospitals and health care facilities in developing appropriate policies regarding sexualharassment. Additionally, hospitals have few assessment tools at their disposal todetermine if policies and procedures are well known and effective. As the majoremployer of registered nurses, hospitals and health care facilities need to be concernedabout

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Purse, Kevin. "Workplace Health and Safety Deregulation in South Australia." Journal of Industrial Relations 41, no. 3 (September 1999): 468–84. http://dx.doi.org/10.1177/002218569904100307.

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In July 1998 the Soutb Australian goverment released a Discussion Paper concern ing the future of occupational bealth and safety regulation in South Australia. In examining the paradigm shift proposed in the Discussion Paper, this paper highlights the importance of workplace health and safety as public polig issues in Australia and seeks to locate the Discussion Paper within the broader context of deregulatory changes in the administration of occupational health and safety legislation that have occurred in South Australia in recent years. It identifies several fundamental flaws in the proposal

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Singleton, Judith A., Esther T.-L. Lau, and Lisa M. Nissen. "Do legislated carbon reduction targets influence pro-environmental behaviours in public hospital pharmacy departments? Using mixed methods to compare Australia and the UK." PLOS ONE 16, no. 8 (August 18, 2021): e0255445. http://dx.doi.org/10.1371/journal.pone.0255445.

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Pharmaceuticals and their packaging have a significant negative impact on the environment providing a very strong argument for action on the part of pharmacists and pharmacy technicians to engage with pro-environmental behaviours (PEBs) in their workplaces. The aims of this research were therefore to investigate in hospital pharmacists and pharmacy technicians, 1) factors affecting engagement with workplace PEBs, and 2) determine if legislated carbon reduction targets in the UK influenced workplace PEBs in the UK compared with Australia which does not have legislated carbon reduction targets.

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Bohatko-Naismith, Joanna, Maya Guest, Carole James, Dimity Pond, and Darren A. Rivett. "Australian general practitioners' perspective on the role of the workplace Return-to-Work Coordinator." Australian Journal of Primary Health 24, no. 6 (2018): 502. http://dx.doi.org/10.1071/py17084.

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General practitioners (GPs) play a key role in the return-to-work process, and yet their experiences working with workplace Return-to-Work Coordinators (RTWCs) have rarely been studied. The aim of this paper is to provide insights from the GP perspective about their experiences with workplace RTWCs and their preparedness for the role. GPs from Australian states and territories where legislation mandates workplaces employ a RTWC were requested to complete a questionnaire on their experiences with workplace RTWCs. Fifty GPs completed a questionnaire on the preparedness of RTWCs in relation to th

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Barton, Georgina, Kay Hartwig, and Anh Hai Le. "International Students’ Perceptions of Workplace Experiences in Australian Study Programs: A Large-Scale Survey." Journal of Studies in International Education 23, no. 2 (July 18, 2018): 248–64. http://dx.doi.org/10.1177/1028315318786446.

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Across the globe, there are increased numbers of students undertaking university-level study in foreign countries. Many of the programs they enroll in include a workplace experience (also known as work integrated learning, internship, and/or practicum). The Work Placement for International Student Programs (WISP) project was conducted across Australia and aimed to identify current practices related to international students’ workplace experiences as well as develop resources to improve these experiences overall. This article focuses on an Australian large-scale survey ( n = 252) designed to ex

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Lansbury, Russell D., Edward M. Davis, and David Simmons. "Reforming the Australian Workplace through Employee Participation." Economic and Labour Relations Review 7, no. 1 (June 1996): 29–45. http://dx.doi.org/10.1177/103530469600700103.

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Hawke, Anne, and Mark Wooden. "The 1995 Australian Workplace Industrial Relations Survey." Australian Economic Review 30, no. 3 (September 1997): 323–28. http://dx.doi.org/10.1111/1467-8462.00032.

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Catling, Christine J., Fiona Reid, and Billie Hunter. "Australian midwives’ experiences of their workplace culture." Women and Birth 30, no. 2 (April 2017): 137–45. http://dx.doi.org/10.1016/j.wombi.2016.10.001.

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Cook, Aiden P., Tanya Oliver, and Lester Ramsay. "Radiographer Reporting: Discussion and Australian workplace trial." Radiographer 51, no. 2 (August 2004): 61–66. http://dx.doi.org/10.1002/j.2051-3909.2004.tb00002.x.

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O'Hanlon, Michael. "Improve productivity and safety through a mentally healthy workplace." APPEA Journal 55, no. 2 (2015): 423. http://dx.doi.org/10.1071/aj14058.

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Twenty percent of Australians experience a mental health condition each year, making it an issue to be addressed. Research undertaken by accountancy services firm PwC highlighted that the cost to Australian employers as a result of untreated mental health conditions is A$10.9 billion a year, with the most of this cost—A$10.7 billion—as a result of absenteeism and lost productivity. Much behaviour associated with poor mental health also becomes risk factors for workplace safety. The oil and gas industry has a strong focus on process and personal safety. A workplace that has a high level of ment

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Cain, Patricia, Alison Daly, and Alison Reid. "How Refugees Experience the Australian Workplace: A Comparative Mixed Methods Study." International Journal of Environmental Research and Public Health 18, no. 8 (April 12, 2021): 4023. http://dx.doi.org/10.3390/ijerph18084023.

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There is a growing body of evidence indicating poorer working conditions for migrant workers, particularly refugees, compared with native-born workers. Our objectives were to compare exposure to workplace psychosocial stressors in working refugees with other migrant groups and Australian-born workers of Caucasian ancestry and to describe the working experience of refugees. Cross-sectional surveys collected information on the workplace stressors of job complexity, control, security, bullying, and racial discrimination from six migrant groups (n = 1062) and Caucasian Australians (n = 1051); semi

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Gollan, Paul J., and Jonathan Hamberger. "Australian Workplace Agreements and High Performance Workplaces: A Critique of Mitchell and Fetter." Journal of Industrial Relations 45, no. 4 (December 2003): 521–27. http://dx.doi.org/10.1111/j.0022-1856.2003.00097.x.

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Talati, Zenobia, Carly Grapes, Emily Davey, Trevor Shilton, and Simone Pettigrew. "Implementation Outcomes Following Participation in a Large-Scale Healthy Workplace Program Conducted Across Multiple Worksites." American Journal of Health Promotion 34, no. 5 (April 3, 2020): 512–19. http://dx.doi.org/10.1177/0890117120911504.

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Purpose: To measure implementation outcomes of a freely available workplace health promotion program (Healthier Workplace Western Australia [HWWA]) that provides employees with services and supports to make changes in their workplaces. Setting: Western Australian workplaces. Subjects: Employees accessing HWWA services. Intervention: A range of services (training sessions, tailored advice, grant schemes, online resources) were offered relating to nutrition, physical activity, smoking, alcohol consumption, and mental health. Design/Measures: Of the 1627 individuals e-mailed 6 months after partic

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Mellifont, Damian. "Last Bastion Nevermore! A Qualitative Exploration of the Australian Government’s Fifth National Mental Health and Suicide Prevention Plan from the Perspective of Lessening Mental Stigma and Sanism in the Workplace." Studies in Social Justice 13, no. 2 (February 21, 2020): 283–303. http://dx.doi.org/10.26522/ssj.v13i2.1836.

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The need to advance mental health through greater levels of social and economic inclusion represents a pressing policy issue. Within Australia, this policy focus has been progressed at a national level. This exploratory study aims to critically investigate The Fifth National Mental Health and Suicide Prevention Plan in terms of its potential to help reduce mental stigma and discrimination within Australian workplaces. Qualitative content analysis was applied to the national policy document as well as to 12 academic texts retrieved from a Google Scholar search and meeting inclusion criteria. St

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Marchington, Mick. "The Growth of Employee Involvement in Australia." Journal of Industrial Relations 34, no. 3 (September 1992): 472–81. http://dx.doi.org/10.1177/002218569203400306.

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In recent years, a number of case studies have reported a growth in the extent of direct employee involvement in specific workplaces in Australia. On the basis of secondary analysis of the Australian Workplace Industrial Relations Survey data, the author demonstrates that this is in fact a more general phenomenon, even at workplaces where unions have traditionally been well organized. At the same time, the overall pattern of growth has been tempered by a smaller but not insignificant number of deaths as schemes have been discontinued. Suggestion schemes and quality circles have been the techni

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Louise, Gibson, and Norris Kimberley. "Psychological wellbeing and mental health outcomes in Australian Nurses and Midwives." Archives of Nursing Practice and Care 8, no. 1 (September 6, 2022): 017–27. http://dx.doi.org/10.17352/2581-4265.000061.

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Aim: To examine the intrapersonal and organizational factors that contribute to pathogenic and salutogenic psychological outcomes in Australian nurses and midwives. Design: The conceptual framework Factors associated with Salutogenic and Pathogenic Outcomes in Australian Midwives and Nurses was used as a guide for this exploratory, cross-sectional study. Method: Participants were recruited from public, private, and community settings throughout Australia. Six hundred and fifteen participants completed an online survey assessing job satisfaction, professional quality of life, ways of coping, re

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Xerri, Matthew, Rod Farr-Wharton, Yvonne Brunetto, and Dennis Lambries. "Work harassment and local government employees: Australia and USA." International Journal of Public Sector Management 29, no. 1 (January 11, 2016): 54–71. http://dx.doi.org/10.1108/ijpsm-05-2015-0094.

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Purpose – The purpose of this paper is to compare the impact of management and colleagues on the perception of work harassment and outcomes of local government employees in Australia and the USA. Design/methodology/approach – Completed surveys from local government employees (265 from the USA and 250 from Australia) were analysed using structural equation modelling and an ANOVA. Findings – The results depict support for the overall measurement and structural models showing that workplace relationships impact on work harassment, and in turn employee outcomes (psychological wellbeing and Organis

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Hawkins, Natasha, Sarah Jeong, and Tony Smith. "Creating Respectful Workplaces for Nurses in Regional Acute Care Settings: Protocol for a Sequential Explanatory Mixed Methods Study." JMIR Research Protocols 10, no. 1 (January 11, 2021): e18643. http://dx.doi.org/10.2196/18643.

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Background Negative workplace behaviour among nurses is an internationally recognised problem, despite the plethora of literature spanning several decades. The various forms of mistreatments and uncaring attitudes experienced by nurses include workplace aggression, incivility, bullying, harassment and horizontal violence. Negative behaviour has detrimental effects on the individual nurse, the organisation, the nursing profession and patients. Multi-level organisational interventions are warranted to influence the “civility norms” of the nursing profession. Objective The aim of this study is to

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Davis, Paul J., Yuliya Frolova, and William Callahan. "Workplace diversity management in Australia." Equality, Diversity and Inclusion: An International Journal 35, no. 2 (March 14, 2016): 81–98. http://dx.doi.org/10.1108/edi-03-2015-0020.

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Purpose – The purpose of this paper is to identify Australian managers’ attitudes and understandings regarding workforce diversity management (WDM) and the practices and incorporation of WDM in organisations. Design/methodology/approach – Methodology is quantitative. A questionnaire in the form of a self-administered survey instrument was mailed to 650 managers (325 HR managers and 325 other managers) in Sydney, Melbourne and Brisbane. Findings – The research found that workforce diversity is not especially well understood or appreciated; especially by non-HR managers. Organisations appear gen

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Bornstein, Josh. "Employees are losing: Have workplace laws gone too far?" Journal of Industrial Relations 61, no. 3 (March 22, 2019): 438–56. http://dx.doi.org/10.1177/0022185619834321.

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Concern about the economic, social and political cost of growing income inequality is propelling a debate about the loss of employee bargaining power – both in Australia and other Organisation for Economic Co-operation and Development countries. The evidence of a pronounced decline in the bargaining power of employees in the Australian labour market is overwhelming. The decline is consistent with a collapse in workplace bargaining as a result of a bargaining framework that has not kept up with major structural change in the labour market. In the absence of decisive legislative intervention, th

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John Fisher, K., Sigrid Deeds, and Roderick Siebel. "Strengthening health promotion in Australian workplaces." Australian Health Review 20, no. 1 (1997): 31. http://dx.doi.org/10.1071/ah970031.

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The Australian workplace has emerged as an important venue for influencing thehealth of employees through regulations and behaviour change programs. Recentsurveys have highlighted a growth in this activity but the effectiveness of these programsin changing unhealthy work practices and policies is questionable. The need forstrengthening programs by stronger designs and evaluation, and addressingorganisational factors and employee participation in planning and implementationprocesses is documented. Efforts in that direction in Queensland are cited. Buildingon these existing foundations, redirect

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