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Hale, Nicole, Andrea M. Murphy, Jon R. Adams, and Cylie M. Williams. "Effect of a smoke-free policy on staff attitudes and behaviours within an Australian metropolitan health service: a 3 year cross-sectional study." Australian Health Review 41, no. 1 (2017): 7. http://dx.doi.org/10.1071/ah15159.
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Objective In 2010, Peninsula Health (Vic., Australia), became smoke free as part of the locally developed smoking prevention and cessation strategy. The aim of the present study was to determine the effect of a smoke-free policy on smoking status and employee attitudes over a 3-year period. Methods Data were collected by three surveys 6 months before and 6 months and 3 years after policy introduction. Demographic data, smoking status and attitudes to the introduction of the smoke-free policy were collected for analysis. Results There were 3224 individual responses collected over three time points with similar demographics at each time. There were fewer employees smoking at 6 months (P = 0.010) and 3 years (P < 0.001) after implementation of the policy. There were more employees who felt positive towards the policy 3 years after its introduction (P = 0.028). There were greater odds of an employee not identifying as a smoker after the policy was in place than before the policy was implemented. Conclusions The introduction of a smoke-free policy within a health service was an upstream health intervention that was well accepted by staff and appeared to have a positive effect on smoking behaviours. What is known about the topic? There are an increasing number of environmental changes that seek to decrease smoking behaviours. Bans within workplaces have a direct effect on employee smoking behaviour. What does this paper add? Some employee groups demonstrated the greater odds of smoking when a smoke-free policy was in place. Employees felt positive towards this policy. What are the implications for practitioners? This policy change supports environmental changes affecting individual health-related behaviours.
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Chang, Joshua, Antonio Travaglione, and Grant O’Neill. "Job attitudes between unionized and non-unionized employees." International Journal of Organizational Analysis 25, no. 4 (September 4, 2017): 647–61. http://dx.doi.org/10.1108/ijoa-06-2016-1034.
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Purpose The purpose of this paper is to study job attitudes between unionized and non-unionized employees in Australia as recent research on attitudes among unionized employees has centred on topics such as attitudes towards unionization and involvement, but not on work-related attitudes. Design/methodology/approach This study uses a data set of over 5,000 responses from the Australia at Work survey. Ten attitudinal survey questions adapted from the Australian Workplace Industrial Relations Survey and the Australian Survey of Social Attitudes were used to compare work-related attitudinal differences between unionized and non-unionized employees. Findings Findings show that unionized employees perceive less manager–employee consultation, health and safety, dispensability, time flexibility, workload flexibility, managerial trust, fair treatment and pay equity. Originality/value Not much is known about the attitudinal differences between unionized and non-unionized employees, given the paucity of research on unionist job attitudes. Recent research in this area has centred on employee attitudes towards unionization and involvement as opposed to studying work-related attitudes. The findings can help the management predict behavioural responses between unionized and non-unionized employees for improved decision making.
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Solnet, David, Robert Ford, and Char-Lee McLennan. "What matters most in the service-profit chain? An empirical test in a restaurant company." International Journal of Contemporary Hospitality Management 30, no. 1 (January 8, 2018): 260–85. http://dx.doi.org/10.1108/ijchm-05-2016-0267.
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Purpose The purpose of this paper is to empirically test the validity of the service-profit chain (SPC) in a restaurant company context to comprehensively explicate the relationship between organizational practices, employee attitudes with customer and financial outcomes. Design/methodology/approach The method used both questionnaire and company proprietary data to measure the predicted SPC outcomes through structural equation modeling. The research data were obtained from employees, customers and management at five restaurants in one casual theme restaurant chain in Australia. Findings The findings indicate that revenue may be a more appropriate outcome than profit in the SPC, that context and individual unit circumstances matter and that there may be a time lag between organizational actions, employee behavior, customer satisfaction and financial outcomes. Research limitations/implications Because of the nature of field research, there are limitations. As restaurants were added during the study, data per unit were impacted. Moreover, budgetary constraints limited the number of customer surveys. Nonetheless, the data set includes management, customer, employee and proprietary financial measures which are rarely available in the research literature. These data allow a thorough study of the SPC that provides both important findings and a model for future investigations into the SPC. Practical implications As the SPC is a widely cited model used to explain the linkages between managerial and organizational actions and financial outcomes as they work through employee interactions with customers, the findings suggest that the chain may have a more direct impact on revenue than profit. Moreover, the data strongly suggest that context matters as the unique context of the restaurants had important influences on financial outcomes. The findings also indicate that a time lag exists between managerial and organizational actions and financial outcomes, suggesting that it can take time for such actions to ripple through the SPC. Originality/value Structural equation modeling and standardized measures allowed the authors to overcome prior limitations in SPC research. Moreover, SPC researchers seldom have access to the proprietary data that enabled a test of the entire SPC. Consequently, this study contributes new insights into this classic model’s value in predicting and explaining financial outcomes resulting from the actions of an organization’s leadership influencing employee behavior toward customers in the restaurant industry.
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JACOBY, SANFORD M. "Employee Attitude Surveys in Historical Perspective." Industrial Relations: A Journal of Economy and Society 27, no. 1 (January 1988): 74–93. http://dx.doi.org/10.1111/j.1468-232x.1988.tb01047.x.
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Kaman, Vicki S., and Jodie Barr. "Employee Attitude Surveys for Strategic Compensation Management." Compensation & Benefits Review 23, no. 1 (January 1991): 52–65. http://dx.doi.org/10.1177/088636879102300106.
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Moore, David G. "Employee Attitude Surveys in the United States." Relations industrielles 11, no. 3 (February 19, 2014): 150–60. http://dx.doi.org/10.7202/1022620ar.
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Summary The Author first discusses generally the employee attitude survey, describing the techniques commonly used, evaluating the ordinary questionnaire technique with its many drawbacks and limitations; these, however, can be — and have been — gradually corrected with time, and one of them has been refined into an instrument called the SRA Employee Inventory. The rest of the article is spent describing and assessing the Inventory, and finally giving the results and trends in employee attitudes which it has yielded.
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Parsons, Kathryn, Agata McCormac, Malcolm Pattinson, Marcus Butavicius, and Cate Jerram. "A study of information security awareness in Australian government organisations." Information Management & Computer Security 22, no. 4 (October 7, 2014): 334–45. http://dx.doi.org/10.1108/imcs-10-2013-0078.
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Purpose – The purpose of this paper is to investigate the human-based information security (InfoSec) vulnerabilities in three Australian government organisations. Design/methodology/approach – A Web-based survey was developed to test attitudes, knowledge and behaviour across eight policy-based focus areas. It was completed by 203 participants across the three organisations. This was complemented by interviews with senior management from these agencies. Findings – Overall, management and employees had reasonable levels of InfoSec awareness. However, weaknesses were identified in the use of wireless technology, the reporting of security incidents and the use of social networking sites. These weaknesses were identified in the survey data of the employees and corroborated in the management interviews. Research limitations/implications – As with all such surveys, responses to the questions on attitude and behaviour (but not knowledge) may have been influenced by the social desirability bias. Further research should establish more extensive baseline data for the survey and examine its effectiveness in assessing the impact of training and risk communication interventions. Originality/value – A new survey tool is presented and tested which is of interest to academics as well as management and IT systems (security) auditors.
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Fraser, Catriona, and Barbara F. Kelly. "Listening between the lines." Australian Review of Applied Linguistics 35, no. 1 (January 1, 2012): 74–93. http://dx.doi.org/10.1075/aral.35.1.04fra.
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This paper investigates the effect of listener attitudes on the ability to understand a foreign (non-Australian) accent. The research focuses on individual listener characteristics, such as attitude and frequency of contact with accented speakers, rather than speech production. Data was collected through a web-based survey and analysis employed both quantitative and qualitative methodologies. Correlation was found between a negative attitude toward other ethnicities and ability to correctly transcribe foreign-accented speech, with a stronger correlation between a negative attitude and comprehensibility. Qualitative analysis of participant comments highlighted discrepancies in attitude testing methods and indicated that an accent can inspire many assumptions, the most common being that foreign-accented speakers have a lower level of education than Australian-accented speakers. The results suggest that future research in this area should always try to account for individual participant characteristics.
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Rogelberg, Steven G., Alexandra Luong, Matthew E. Sederburg, and Dean S. Cristol. "Employee attitude surveys: Examining the attitudes of noncompliant employees." Journal of Applied Psychology 85, no. 2 (April 2000): 284–93. http://dx.doi.org/10.1037/0021-9010.85.2.284.
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Sahi, Robert J. "Using tailored employee attitude surveys to measure HR's effectiveness." Employment Relations Today 23, no. 3 (September 1996): 55–63. http://dx.doi.org/10.1002/ert.3910230307.
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Fauth, Thorsten, Kate Hattrup, Karsten Mueller, and Brandon Roberts. "Nonresponse in Employee Attitude Surveys: A Group-Level Analysis." Journal of Business and Psychology 28, no. 1 (April 18, 2012): 1–16. http://dx.doi.org/10.1007/s10869-012-9260-y.
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SCHNEIDER, BENJAMIN, STEVEN D. ASHWORTH, A. CATHERINE HIGGS, and LINDA CARR. "DESIGN, VALIDITY, AND USE OF STRATEGICALLY FOCUSED EMPLOYEE ATTITUDE SURVEYS." Personnel Psychology 49, no. 3 (September 1996): 695–705. http://dx.doi.org/10.1111/j.1744-6570.1996.tb01591.x.
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Rajamanthri, Dr Senani. "Current trends of HRM towards Effectiveness of the organisation." Archives of Business Research 9, no. 5 (May 11, 2021): 1–10. http://dx.doi.org/10.14738/abr.95.10135.
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Human Resource Management (HRM) like many other fields in Business continues to rely largely on trends in the practices strategic objectives in maximising the performance of the employee while understanding them towards the effectiveness of the organisation. The HR Management Trends is the one which is concerned with focusing on the organizational design, system, HR and policies. It is essential that Human Resource Management is operating appropriately and in accordance with the latest trends impacted by ‘Covid19’ and technology to be able to deal with the business life challenges. In the study, current trends of HRM and their implications are identified and evaluated in understanding the present challenges towards better performing organisational activities following the design, system, HR and policies leading to the effectiveness of the company ensuring sustainable competitive advantage. Methodology utilizes the reviewing the current findings on studies coupled with a survey done with senior managers/HR managers of the corporate sector in the world with special reference to Australia.
 Hence, in addition to the literature review, this study was based on senior line managers and HR managers, and measures a range of subjective and objective outcomes. The analysis confirms the strong positive relationship between HR focused practices and HR effectiveness and it is proven that more the strong HR focused practices leads to higher range of performance outcomes. The associations are mostly stronger for HR effectiveness. There are low levels of agreement between HR and line managers about HR effectiveness and where agreement exists; it is not associated with superior outcomes. According to the study it is revealed that trends including personalisation of individual needs, work-life balance, Trusting issue of technology and leaders, Balancing three bottom-lines via proper managing HR towards CSR and sustainability, attitude towards Development, decreasing of the Employee Experience, withdrawn Paternalism, People Analytics, More expectation out of less effort (smart move), dealing with big innovative technology, HR is about People, HR Innovation Labs mainly resulted by the trends including handling the Covid19 context. This study, therefore, confirms the importance of HR effectiveness by well addressing these upcoming trends including handling the impact of Covid19 towards higher productivity and sustainable competitive advantage through proper managing most valuable live resource: people. It could be safely concluded that impact of coronavirus (Covid19) towards HRM as an accelerator for defining the role of the corporation, remote working, re-skilling, skills based hiring, and the transformation of corporate learning.
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Webber, Mardi, Aspa Sarris, and Max Bessell. "Organisational Culture and the Use of Work–Life Balance Initiatives: Influence on Work Attitudes and Work–Life Conflict." Australian and New Zealand Journal of Organisational Psychology 3 (April 1, 2010): 54–65. http://dx.doi.org/10.1375/ajop.3.1.54.
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AbstractThe study examined attitudes toward work–life balance (WLB) using survey data from 292 employees in an Australian university. Organisational culture, as it relates to how and when employees can use WLB initiatives, was investigated. In particular, the study examined employees' differing perceptions of organisational culture within a single organisation, with particular reference to: managerial support of WLB initiatives, career consequences of using WLB initiatives, organisational time expectations that may interfere with non-work activities, and the level of employee control over workload and when employees can take time off. As predicted, perceptions of managerial support of WLB initiatives were related to initiative use; however, overall initiative use was not related to perceived career consequences (e.g. using initiatives will damage one's career progress), organisational time expectations (e.g., long working hours), or levels of employee control (e.g., employee control over workload). Results showed that perceptions of a supportive organisational culture were positively related to organisational commitment and negatively related to work–life conflict and employees' intentions to leave. Further, the study results show that employees' perception of organisational culture was more strongly associated with the outcomes (e.g., work attitudes, work–life conflict) than the number of WLB initiatives used by employees.
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Mamman, A. "Australian managerial attitudes towards employee relations: A comparison with the British National Survey." Asia Pacific Journal of Human Resources 43, no. 3 (December 1, 2005): 381–403. http://dx.doi.org/10.1177/1038411105052711.
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Arndt, Aaron D., Anusorn Singhapakdi, and Vivian Tam. "Consumers as employees: the impact of social responsibility on quality of work life among Australian engineers." Social Responsibility Journal 11, no. 1 (March 2, 2015): 98–108. http://dx.doi.org/10.1108/srj-06-2013-0075.
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Purpose – The aim of this paper is to investigate whether consumer values influence work-related attitudes. Employees often feel conflict among different aspects of their lives. Although most extant research has focused on the effect of family values on work attitudes, we investigate whether a fit between employees’ socially responsible consumption orientation (SRCO) and firm corporate social responsibility (CSR) influences employee higher-order quality of work life. Design/methodology/approach – Survey data from 112 members of an engineering association in Australia. Findings – The results show that employees’ consumer life roles can influence their work-related perceptions. However, contrary to expectations, the positive influence of CSR on higher-order quality of work life is weaker for employees who are more socially responsible consumers. Research limitations/implications – Further research should examine other industry contexts and cultures. Also, because the SRCO construct is very broad, further research should examine specific social issues. Practical implications – CSR can be an important strategy for retaining employees, even those with lower SRCO. Originality/value – This research shows that customer values influence important work-related attitudes, such as higher-order quality of work life and organizational commitment. Furthermore, we show that “fit” between consumption orientation responsibility and firm CSR does not necessarily enhance work-related attitudes because employees high in SRCO likely hold the firm to a different standard of social responsibility.
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Bianchi, Constanza, and Gary Mortimer. "Drivers of local food consumption: a comparative study." British Food Journal 117, no. 9 (September 7, 2015): 2282–99. http://dx.doi.org/10.1108/bfj-03-2015-0111.
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Purpose – The purpose of this paper is to empirically explore antecedents of local food purchase intention in two food producing countries with different cultural backgrounds. Design/methodology/approach – An online survey was employed to collect data from consumers located in Chile (n=283) and Australia (n=300). A proposed model is tested with structural equation modelling. Findings – Attitude towards consuming local food is a strong and direct driver of intentions to purchase local food in both countries. Attitude towards supporting local agri-businesses and consumer ethnocentrism are found to positively impact attitude towards consuming local food in both countries. Attitude towards local agri-businesses also has a direct effect on intentions to purchase local food in Australia, but not in Chile. Interestingly, subjective norms are not found to affect intentions to consume local food in either country. Research limitations/implications – The paper examines factors affecting the attitude towards and behavioural intention regarding local food consumption and develops an extended model of local food consumption. An outcome of this new model is the inclusion of personal variables, which influence local food purchasing behaviour. Practical implications – Producers and retailers need to develop campaigns explaining how consuming local food supports local businesses and farmers, which will reinforce personal values associated with local consumption. Originality/value – This is the first study to demonstrate that positive attitudes towards local foods are important drivers of local food purchase behaviour, independent of the cultural characteristics or level of economic development within a country.
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Lu, Ying, Ramanie Samaratunge, and Charmine E. J. Härtel. "Predictors of acculturation attitudes among professional Chinese immigrants in the Australian workplace." Journal of Management & Organization 22, no. 1 (June 11, 2015): 49–67. http://dx.doi.org/10.1017/jmo.2015.19.
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AbstractProfessional Chinese immigrants (PCIs) are expected to substantially contribute to the relief of skills shortage and the bolstering of Australia’s economic and social development. However, they have encountered many adjustment difficulties arising from cultural and social differences after entering into the Australian workplace. There is a dearth of research to shed light on the adaptation of PCIs in Australia. To bridge this gap, this paper investigates PCIs’ acculturation preference and explores the predictors of each acculturation attitude. Our survey of a sample of 220 PCIs revealed that PCIs have a predominant preference to maintain their home culture, whereas logistic regressions revealed that length of residence in the host country, English proficiency, perceived social support at work and interdependent self-construal could predict the acculturation choices among PCIs. This study provides valuable information for managers and organizations in developing effective acculturation programs to assist immigrant employees with adaptation to a new workplace.
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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 rationale for its implementation at work, the shape and character of joint consultative committees, as well as the participants' attitudes towards these schemes. There appears to have been an increase in consultation recently, and—contrary to some observers—the committees themselves seem to be well received by those who are involved in them. The analysis also suggests that at least two rather different models of consultation appear to be operating in Australia, largely dependent upon the degree and strength of unionization at the workplace. It is argued that the links between consultation and collective bargaining should be more closely examined if there is a further move towards devolved negotiations in Australia.
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Trounson, Justin S., Christine Critchley, and Jeffrey E. Pfeifer. "Australian Attitudes Toward Asylum Seekers: Roles of Dehumanization and Social Dominance Theory." Social Behavior and Personality: an international journal 43, no. 10 (November 19, 2015): 1641–55. http://dx.doi.org/10.2224/sbp.2015.43.10.1641.
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We employed a theoretical model of dehumanization to identify the factors influencing attitudes toward asylum seekers within an Australian context. Specifically, we hypothesized that Australians high in social dominance orientation (SDO) would be more likely than those low in SDO to dehumanize asylum seekers. Participants (N = 311) completed an online survey designed to assess SDO, their attitudes and emotions toward asylum seekers, and their tendency to engage in dehumanization. Results indicated that the model can be successfully applied to an Australian context and that dehumanization played a significant role in influencing our participants' attitudes toward asylum seekers. Findings are discussed in terms of future research as well as policy implications for Australian immigration issues.
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Hunter, Jayden R., Brett A. Gordon, Stephen R. Bird, and Amanda C. Benson. "Perceived barriers and facilitators to workplace exercise participation." International Journal of Workplace Health Management 11, no. 5 (October 1, 2018): 349–63. http://dx.doi.org/10.1108/ijwhm-04-2018-0055.
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Purpose Workplace exercise programmes have been shown to increase employee participation in physical activities and improve health and fitness in the short-term. However, the limited breadth of employee engagement across organisations combined with declining exercise adherence within individual studies indicates a need for better-informed programmes. The purpose of this paper is to investigate relationships between employee moderate-vigorous physical activity (exercise) participation and their perceived barriers and facilitators to engagement in onsite exercise, to inform the design and implementation of future workplace exercise interventions. Design/methodology/approach An online survey identified employee demographics, exercise (International Physical Activity Questionnaire), perceived barriers (Corporate Exercise Barriers Scale) and facilitators to exercise at an Australian university. Findings Of the 252 full-time employees who responded, most reported meeting (43.7 per cent) or exceeding (42.9 per cent) exercise guidelines over the previous week. A lack of time or reduced motivation (p<0.001), exercise attitude (p<0.05), internal (p<0.01) and external (p<0.01) barriers towards workplace exercise participation were all associated with failure to attain government-recommended volumes of weekly exercise. Personal training (particularly for insufficiently active employees) and group exercise classes were identified as potential exercise facilitators. Walking, gym (fitness centre), swimming and cycling were identified as the preferred modes of exercise training. Practical implications Employees not meeting recommended volumes of exercise might require additional support such as individualised gym and cycling programmes with personal supervision to overcome reported exercise barriers to improve exercise participation, health and fitness. Originality/value This study identifies specific barriers and facilitators to workplace exercise participation perceived by university employees. These findings can be used to inform the design and implementation of workplace exercise programmes aiming to achieve wider workplace engagement and greater exercise adherence, particularly of less active employees.
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Talukder, A. K. M., Margaret Vickers, and Aila Khan. "Supervisor support and work-life balance." Personnel Review 47, no. 3 (April 3, 2018): 727–44. http://dx.doi.org/10.1108/pr-12-2016-0314.
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Purpose The purpose of this paper is to investigate the relations between supervisor support (SS), work-life balance (WLB), job attitudes and performance of employees in the Australian financial sector. More specifically, the study explore the impact of SS, WLB and job attitudes on employees’ job performance (JP). Design/methodology/approach Using an online panel, the data comprised 305 employees working in financial organisations to test a model with structural equation modelling. A list of survey items was tested that replicated extensively in work-life research in the past. Findings The research contributed to the existing literature by identifying a significant mechanism through which SS was linked to WLB that influenced job satisfaction, life satisfaction and organisational commitment and JP given the paucity of such research in the Australian financial sector. Originality/value The study would guide employers, employees and managers involved in the financial sector to implement policies which aim to augment JP and promote balance between work, home and life.
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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', While it has been argued, not least by Joe Isaac (1958), that workplace organisation tended to 'atrophy' under compulsory arbitration, there is no automatic process by which it will correspondingly flourish under more decentralised bargaining arrangements. The AWIRS 95 findings suggest that the future of unions will be determined by a range of factors, which include their ability to build and co-ordinate delegate networks and hence the role of the state in providing legislative support for workplace organisation and fair wages. We argue that this, not a return to centralised wage restraint, sbould be the focus of strategic unionism.
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RYAN, ANN MARIE, DAVID CHAN, ROBERT E. PLOYHART, and L. ALLEN SLADE. "EMPLOYEE ATTITUDE SURVEYS IN A MULTINATIONAL ORGANIZATION: CONSIDERING LANGUAGE AND CULTURE IN ASSESSING MEASUREMENT EQUIVALENCE." Personnel Psychology 52, no. 1 (March 1999): 37–58. http://dx.doi.org/10.1111/j.1744-6570.1999.tb01812.x.
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Schay, Brigitte W. "Effects of Performance-Contingent Pay on Employee Attitudes." Public Personnel Management 17, no. 2 (June 1988): 237–50. http://dx.doi.org/10.1177/009102608801700212.
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This article compares the effects of two different pay-for-performance systems implemented as a result of the Civil Service Reform Act of 1978. Analyses are based on responses to five annual attitude surveys administered between 1979 and 1984 to civilian employees at four Navy R&D laboratories. Two of the labs, located in California, implemented pay for performance for all their white collar employees under a CSRA demonstration project testing an integrated approach to pay performance appraisal and position classification. The other two labs, located on the East coast, served as a comparison group for the federal-wide merit pay system covering supervisors and managers. Overall results were found to be more positive for the two demonstration labs in California.
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Holland, Peter Jeffrey, Brian Cooper, and Rob Hecker. "Electronic monitoring and surveillance in the workplace." Personnel Review 44, no. 1 (February 2, 2015): 161–75. http://dx.doi.org/10.1108/pr-11-2013-0211.
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Purpose – Electronic monitoring and surveillance (EMS) practices provide new challenges in the workplace. The purpose of this paper is to examine the relationship between EMS in the workplace on employees’ trust in management. Design/methodology/approach – This paper is based upon data from the 2012 Australian Electronic Workplace Survey of 500 randomly sampled employees. Controlling for a range of personal, job and workplace characteristics, the data were analysed using OLS and ordered probit regression. Findings – The regression analyses identified that EMS has, on average, a negative relationship with trust in management. The authors further differentiated the sample to examine the potential impact of EMS on trust between manual and non-manual employees. The study found the relationship between EMS and trust in management was only evident for manual workers. Research limitations/implications – Future research should investigate the extent to which employee attitudes, commitment and engagement are impacted, and the individual-level and organisational-level outcomes of EMS. Causal inferences are necessarily limited and the research does not address managers’ underlying motives. Although self-reported data on EMS reflect objectively measured characteristics of the organisation. Practical implications – EMS can have negative effects on the employment relationship through the loss of trust in management, especially for manual workers. Tangible effects may flow from this through withdrawal behaviour such as employee exit from the organisation. Social implications – The findings of this study provide evidence to add to the debate on the extent and impact of EMS in the workplace and its impact on employees, the employment relationship and productivity. Originality/value – Workplace surveillance is one of the most contentious issues facing employers, workers, unions, government and legal experts. However, little research has been undertaken on the effects of EMS on important job-related attitudes such as trust. The current paper remedies some of these deficits.
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Barrett, Rowena. "Small firm training: just meeting the day-to-day needs of the business." Employee Relations 37, no. 5 (August 3, 2015): 547–67. http://dx.doi.org/10.1108/er-05-2014-0048.
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Purpose – The purpose of this paper is to explore what the attitudes of small firm owner-managers are to developing the skills of their key resources and then examine how these and other factors affect owner-managers’ preferences for training these employees. Design/methodology/approach – This study of training in small road transport firms in West Australia is cast in light of the literature on human resource management in small firms underpinned by insights drawn using the resource based view of the firm. Small firms (less than 20 people) dominate this industry, while the increasing freight task, and extreme distances between West Australian ports, towns and mines highlight this sectors’ importance. Survey results from 39 small road transport firms and interviews with nine owner-managers are analysed. Findings – Legislative, regulatory and licensing requirements were shown to be a key determinant of skills development. Employers ensured that basic standards for employee certification and qualification were met, as the penalty for not doing so would be too high. Regulations drove the need for certain types of training – licenses, fatigue management, occupational health and safety, handling dangerous goods, the Maritime Security Identification Card card, forklift license, mine site inductions – while owner-managers knew where to get the training their staff needed. Although regulation appeared most visible in prescribing what happened in relation to training for drivers, the relevance of owner-managers’ attitudes could not be ignored, nor could conditions in the firms external environment as this shaped how these requirements were met. Research limitations/implications – The RBV is useful in showing how skill development enabled similarity in skills across firms, while the attitudes owner-managers and economic and social conditions meant what happened in firms around skill development varied. The importance of small firm owner-managers’ attitudes are clearly highlighted and shown to influence organizational decisions and choices around training, but these were not independent of the regulatory framework and the economic and social conditions within which the firm operated. The small firms in this study did engage workers in formal training when necessary but it was put in the context of the idiosyncratic approach of the owner-manager and the day-to-day needs of the firm. “Training” was essentially about ensuring certain types of skills were held by employees and then passing on knowledge to ensure the behavior of employees was consistent with the owner-manager’s vision for the firm in its current environment. Originality/value – Ways industry and government can encourage training activity that goes beyond the day-to-day firm needs are suggested.
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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 generally not to prioritise WDM and levels of senior manager engagement with the topic are tentative. Statistical analysis highlighted considerable divergence of opinion across the surveyed group. Research limitations/implications – As an exploratory study, further research is encouraged to better understand cause and effect relationships pertaining to the findings. Practical implications – There are implications for HR managers or those in related roles who might design, implement and promote WDM initiatives. There are implications for consultants, employees and senior managers regarding education, awareness and support of diversity objectives. Originality/value – Addresses a gap in the literature by looking at contemporary attitudes and practices regarding WDM in Australian organisations. Provides the first empirical comparison between HR and other managers on the topic.
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Braithwaite, J., J. I. Westbrook, and J. L. Callen. "The Importance of Medical and Nursing Sub-cultures in the Implementation of Clinical Information Systems." Methods of Information in Medicine 48, no. 02 (2009): 196–202. http://dx.doi.org/10.3414/me9212.
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Summary Objective: To measure doctors’ and nurses’ perceptions of organisational culture and relate this to their attitudes to, and satisfaction with, a hospital-wide mandatory computerised provider order entry (CPOE) system in order to illuminate cultural compositions in CPOE use. Methods: A cross-sectional survey design was employed. Data were collected by administering an organisational culture survey (Organisational Culture Inventory, OCI) along with a user-satisfaction survey to a population of 103 doctors and nurses from two clinical units in an Australian metropolitan teaching hospital. Clinicians from the hospital had used the CPOE system since 1991 to order and view clinical laboratory and radiology tests electronically for all patients. The OCI provides a measure of culture in terms of three general styles which distinguish between: constructive; passive/defensive, and aggressive/defensive cultures. The cluster which best describes the overall culture is the one that has the highest percentile score when the percentile scores of the four cultural norms included in the cluster are averaged. The user satisfaction survey asked questions relating to satisfaction with, and attitudes to, the system. Results: We found identifiable sub-cultures based on professional divisions where doctors perceived an aggressive-defensive culture (mean percentile score = 43.8) while nurses perceived a constructive culture (mean percentile score = 61.5). There were significant differences between doctors and nurses on three of the attitude variables with nurses expressing more positive views towards CPOE than doctors. Conclusion: The manifestation of sub-cultures within hospitals and the impact this has on attitudes towards clinical information systems should be recognized and addressed when planning for system implementation. Identification and management of the cultural characteristics of different groups of health professionals may facilitate the successful implementation and use of clinical information systems.
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van Eeden, Lily M., Bradley P. Smith, Mathew S. Crowther, Chris R. Dickman, and Thomas M. Newsome. "‘The dingo menace’: an historic survey on graziers’ management of an Australian carnivore." Pacific Conservation Biology 25, no. 3 (2019): 245. http://dx.doi.org/10.1071/pc18031.
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Studies of environmental history provide an important lens through which to analyse our contemporary thinking and practices. Here we consider historic management of the conflict caused by dingo predation on livestock. We present unpublished findings of a comprehensive national survey of graziers’ attitudes, knowledge and interactions with dingoes that was conducted by Professor N.W.G. Macintosh in the 1950s. By analysing the 137 responses from this survey, we sought to determine the factors that shaped graziers’ attitudes and management decisions. The four most popular management methods employed to protect livestock from dingoes were trapping (80%), ground-baiting (68%), fencing (44%), and shooting (34%). Whether a respondent had sheep or not was the strongest determinant of which management methods were used, with sheep graziers less likely to use ground-baiting and shooting and more likely to use trapping and fencing. While some patterns among responses were evident, the study reveals the complex nature of graziers’ experiences with dingoes and suggests that, given the lack of scientific evidence available to them at the time of Macintosh’s survey, their decisions, observations, and attitudes were influenced by contextual factors. We use this analysis to consider how history has shaped contemporary dingo management. While the economic, social and environmental context has changed since Macintosh’s survey over 60 years ago, some historical attitudes and practices surrounding dingoes have endured and attacks on livestock by dingoes continue to be regarded as a major threat to graziers.
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TAYLOR, PHILIP, CHRISTOPHER MCLOUGHLIN, ELIZABETH BROOKE, TIA DI BIASE, and MARGARET STEINBERG. "Managing older workers during a period of tight labour supply." Ageing and Society 33, no. 1 (December 3, 2012): 16–43. http://dx.doi.org/10.1017/s0144686x12000566.
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ABSTRACTThis article reports on a recent survey of employer attitudes and policies towards older workers in Australia at a time of sustained economic growth and ongoing concerns about labour shortages. Findings from a survey of 590 employers with more than 50 employees in the State of Queensland point to an unusually strong orientation towards the recruitment of older workers among respondents, although the retraining of older workers is not prioritised by the majority. The issue of workforce ageing is viewed as being of medium-term importance by the majority of respondents, although for a substantial number the issue is of immediate concern. Both sector and organisation size are predictive of the application of a broad range of policies targeting older workers, with public-sector and larger organisations more likely to be active. Concerns about workforce ageing and labour supply are predictive of employer behaviours regarding older workers, suggesting that sustained policy making may be emerging in response to population ageing over and above more immediate concerns about labour shortages and that this broad thrust of organisational policy making may be immune to the point in the economic cycle. This study found no evidence that the flexible firm will not countenance an ageing workforce.
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Mueller, Karsten, Manuel C. Voelkle, and Keith Hattrup. "On the relationship between job satisfaction and non-response in employee attitude surveys: A longitudinal field study." Journal of Occupational and Organizational Psychology 84, no. 4 (April 7, 2011): 780–98. http://dx.doi.org/10.1348/096317910x526777.
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Talukder, A. K. M. Mominul Haque, and Maria Carmen Galang. "Supervisor Support for Employee Performance in Australia: Mediating Role of Work‐Life Balance, Job, and Life Attitude." Journal of Employment Counseling 58, no. 1 (March 2021): 2–22. http://dx.doi.org/10.1002/joec.12154.
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Pusey, Michael, and Marion McCutcheon. "From the Media Moguls to the Money Men? Media Concentration in Australia." Media International Australia 140, no. 1 (August 2011): 22–34. http://dx.doi.org/10.1177/1329878x1114000106.
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This article examines how the Howard government's 2006 media ownership rules affected the concentration of ownership of Australian commercial television and radio services and newspapers. It reviews the historical context of these changes and presents new data on ownership in the light of attitude surveys showing that a large majority of Australians believe media owners have too much power. It shows that the new ownership regime has led to more rather than less concentration of ownership, and explains how the 2006 rules both give primacy to economic market considerations and further sideline other priorities of quality and democratic governance of the media.
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Bryant, Christina, Bei Bei, Kim Gilson, Angela Komiti, Henry Jackson, and Fiona Judd. "The relationship between attitudes to aging and physical and mental health in older adults." International Psychogeriatrics 24, no. 10 (May 30, 2012): 1674–83. http://dx.doi.org/10.1017/s1041610212000774.
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ABSTRACTBackground: Attitudes are known to exert a powerful influence on a range of behaviors. The objective of this study was to investigate the contribution of attitudes toward one's own aging to satisfaction with life and physical and mental health measured in a sample of community-dwelling older adults.Methods: Adults who were part of a larger study of health and well-being in rural and regional Australia aged ≥60 years (N = 421) completed a cross-sectional postal survey comprising the Attitudes to Aging Questionnaire, the 12-Item Short Form Health Survey (SF-12), the Satisfaction with Life Scale, the Geriatric Anxiety Inventory, and the Center for Epidemiological Studies Depression Scale.Results: Overall, attitudes to aging were positive in this sample. More positive attitudes to aging were associated with higher levels of satisfaction with life, better self-report physical and mental health on the SF-12, and lower levels of anxiety and depression, after controlling for confounding variables. Better financial status and being employed were both associated with more positive attitudes to aging and better self-reported physical health. Relationship status was also significantly associated with mental health and satisfaction with life, but not physical health.Conclusion: The promotion of successful aging is increasingly becoming important in aging societies. Having positive attitudes to aging may contribute to healthier mental and physical outcomes in older adults. Overcoming negative stereotypes of aging through change at the societal and individual level may help to promote more successful aging.
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Cairncross, Grant, and Stephen Kelly. "Human resource development and ‘casualisation’ in hotels and resorts in Eastern Australia: Getting the best to the customer?" Journal of Management & Organization 14, no. 4 (September 2008): 367–85. http://dx.doi.org/10.1017/s183336720000314x.
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AbstractThis paper provides an analysis of human resource development and knowledge capital management relations practices used by hotels and resorts in 2007. The study examined the employment instruments used, methods of employee recruitment, selection, staff turnover trends, remuneration policies, attitudes to knowledge capital and the application of service quality measurement. The findings indicate that larger foreign-owned organisations have adopted more innovative approaches than smaller Australian-owned hotels and resorts, while skill shortages and generational attitude changes have driven more inventive retention strategies in both groups. It was also found that in spite of the adoption of more enlightened human resource strategies, staff turnover, particularly casual staff turnover, remains problematic and could negatively impact upon customer satisfaction.
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Cairncross, Grant, and Stephen Kelly. "Human resource development and ‘casualisation’ in hotels and resorts in Eastern Australia: Getting the best to the customer?" Journal of Management & Organization 14, no. 4 (September 2008): 367–85. http://dx.doi.org/10.5172/jmo.837.14.4.367.
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AbstractThis paper provides an analysis of human resource development and knowledge capital management relations practices used by hotels and resorts in 2007. The study examined the employment instruments used, methods of employee recruitment, selection, staff turnover trends, remuneration policies, attitudes to knowledge capital and the application of service quality measurement. The findings indicate that larger foreign-owned organisations have adopted more innovative approaches than smaller Australian-owned hotels and resorts, while skill shortages and generational attitude changes have driven more inventive retention strategies in both groups. It was also found that in spite of the adoption of more enlightened human resource strategies, staff turnover, particularly casual staff turnover, remains problematic and could negatively impact upon customer satisfaction.
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Cummins, Phyllis, Takashi Yamashita, and Christopher Phillipson. "DISPARITIES IN HUMAN CAPITAL INVESTMENT OVER THE GENDERED LIFE COURSE: AN INTERNATIONAL COMPARISON." Innovation in Aging 3, Supplement_1 (November 2019): S3—S4. http://dx.doi.org/10.1093/geroni/igz038.009.
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Abstract Income disparities by gender are a persistent problem throughout the world. These disparities place women at risk for economic insecurity both while working and in retirement. Education and continued skill upgrading are key to reducing income disparities, but it is well documented that both older men and women are less likely to participate in adult education and training (AET) than their younger counterparts. In this symposium we present gender and age-based differences in AET in Australia, Canada, England/Northern Ireland and the United States. Also, given the increasing use of technology, technology-related problem-solving skills are compared across these four nations. In addition, we discuss current, and potentially new, country level policies and practices that facilitate the provision of AET over the second half of the life course. Yamashita and colleagues use data from the Program for the International Assessment of Adult Competencies (PIAAC) to provide an overview of AET participation, income, and technology-related problem-solving skills by sex and age groups in the four countries. Vickerstaff and van der Horst use data from five different organizations in the United Kingdom to examine attitudes of older workers about participation in training and the extent to which these attitudes result from self-imposed ageism. Taylor presents survey data from Australia that analyzes types of training women are undertaking, factors associated with participation in training, and the importance of employer support. Finally, Harrington and Cummins use PIAAC data to analyze age variations in AET participation and gender differences in employer sponsored training in Canada.
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Zumrah, Abdul Rahim. "Examining the relationship between perceived organizational support, transfer of training and service quality in the Malaysian public sector." European Journal of Training and Development 39, no. 2 (February 16, 2015): 143–60. http://dx.doi.org/10.1108/ejtd-09-2014-0066.
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Purpose – This study aims to investigate the relationships among perceived organizational support (POS), transfer of training outcomes to the workplace and service quality in the context of public sector organizations in Malaysia. Design/methodology/approach – The data for this study have been collected from three sources, the employees of public sector organizations in Malaysia, their supervisors and their colleagues through surveys. Findings – The findings reveal that transfer of training has a mediating effect on the relationship between POS and service quality. Practical implications – The findings illustrate that both elements, which are the support from organization (in terms of valuing employee contribution and caring about their well-being) and employee work attitude (applying the knowledge, skills and attitudes that are learned during training on the job) are significant in influencing employee service quality. Originality/value – This study adds to the small number of studies examining the mediator of the POS and service quality relationship. Such research is essential to understand a mechanism that links POS and service quality. This study also extends the literature by examining together the factor (POS) and the consequence (service quality) of transfer of training. To date, the number of empirical studies that have examined the factors and the consequences of transfer of training in one framework is still limited.
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Quintal, Vanessa, Michael Lwin, Ian Phau, and Abhinav Sood. "Festival Personality and How It Influences Visitor Attitude and Intention." Event Management 24, no. 6 (November 20, 2020): 665–84. http://dx.doi.org/10.3727/152599519x15506259856543.
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This study explores festival personality for its impacts on visitor attitude and intention toward festivals. Two distinct and popular festivals held at a botanic park in Western Australia were selected for the research. A total of 481 local and international visitors participated in the self-administered, pen-and-paper and online surveys. The Excitement personality attribute was unique to the Chili Festival, whereas the Cheerfulness personality attribute was unique to the Tulip Festival. Both festivals embodied the Imagination personality attribute, suggesting the place in which a festival is held may embody its own attributes, which contribute to the holistic personality of the festival. For both festivals, the personality attributes had significant impact on favorable visitor attitude, resulting in their positive intention toward these festivals. The study paves the way for researchers to extend brand personality research to the event tourism domain, particularly in the niche sector of festivals. The enhanced understanding lends input into how festival organizers, brand managers, and marketers can manage the positioning, differentiation, and communication strategies of their festivals in this competitive sector.
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Way, Christine, Deborah Gregory, Michael Doyle, Laurie Twells, Brendan Barrett, and Patrick Parfrey. "Health care provider outcomes during and shortly after acute care restructuring in Newfoundland and Labrador." Journal of Health Services Research & Policy 10, no. 2_suppl (October 2005): 58–67. http://dx.doi.org/10.1258/135581905774424519.
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Objectives To monitor changes in human resource indicators during six years of restructuring in Newfoundland and Labrador, and to measure providers’ perceptions of reform impact and attitudinal and behavioural reactions comparing changes in the St John's region, where hospital aggregation occurred, to other regions. Methods Data on human resource indicators from 1995/96 to 2001/02 were obtained and analysed. The Employee Attitude Survey was sent to acute care staff (n=5353) to assess perceptions of reform impact on workplace conditions, work-related attitudes, turnover intentions and personal characteristics. The response rate for 2000 and 2002 was approximately 42% (n=1222 and 1034, respectively). Only respondents to both surveys (n=589) were used in the analysis. Results Increases in average employee and full-time equivalent numbers occurred in the St John's region, despite hospital closure and aggregation. Increases in staff dislocation and turnover were observed, but paid sick hours decreased. Sick leave and overtime costs increased. Although perceived workplace conditions, and attitudes and behaviours were generally negative, there was evidence of improvement over time, especially in St John's. Few significant regional or provider group differences were observed on most study variables. Conclusions Aggregation of hospitals in StJohn's did not lead to a decrease in employee counts, or deterioration in human resource indicators or attitudes. However, province-wide initiatives are needed to promote more positive work environments and increase organizational effectiveness.
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Bryson, Alex, Harald Dale-Olsen, and Kristine Nergaard. "Gender differences in the union wage premium? A comparative case study." European Journal of Industrial Relations 26, no. 2 (April 12, 2019): 173–90. http://dx.doi.org/10.1177/0959680119840572.
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Trade unions have changed from being male dominated to majority-female organizations. We use linked employer–employee surveys for Norway and Britain to examine whether, in keeping with a median voter model, the gender shift in union membership has resulted in differential wage returns to unionization among men and women. In Britain, while only women receive a union wage premium, only men benefit from the increased bargaining power of their union as indicated by workplace union density. In Norway, however, both men and women receive a union wage premium in male-dominated workplaces; but where the union is female dominated, women benefit more than men. The findings suggest British unions continue to adopt a paternalistic attitude to representing their membership, in contrast to their more progressive counterparts in Norway.
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K. Bass, Deborah. "Status of Dugong Dugong dugon and Australian Snubfin Dolphin Orcaella heinsohni, in the Solomon Islands." Pacific Conservation Biology 16, no. 2 (2010): 133. http://dx.doi.org/10.1071/pc100133.
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Dugong Dugong dugon are listed as Vulnerable on the IUCN Red List and are thought to be in global decline. The species has become extirpated from many areas in its range in the Indo-Pacific, and the largest remaining population is believed to occur in the coastal waters of northern Australia and Melanesia. This study is the first survey done to assess the current status of dugongs in the Solomon Islands, an archipelago potentially providing extensive dugong habitat within the many coastal lagoons and seagrass meadows. In a region where traditional hunting of dugong is carried out, in addition to the increasing threats to its coastal habitat, the survival of the dugong is uncertain. Interview surveys were conducted to assess abundance, distribution, level of traditional hunting and mortality, and community attitude towards conservation of the species. The surveys provide a provisional insight into the dugong population and mortality in the Solomon Islands. The surveys also obtained sighting data for the Australian Snubfin Dolphin Orcaella heinsohni, a species endemic to Australia and Melanesia, but for which little occurrence information is available. The results indicate that dugong occur throughout the Solomon Islands, but rates of anthropogenic mortality are of concern, emphasising the potential value of protected areas and community engagement projects for the conservation of dugongs in this region.
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Quintal, Vanessa Ann, Michael Lwin, Ian Phau, and Sean Lee. "Personality attributes of botanic parks and their effects on visitor attitude and behavioural intentions." Journal of Vacation Marketing 25, no. 2 (April 8, 2018): 176–92. http://dx.doi.org/10.1177/1356766718760089.
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The current exploratory study conceptualizes botanic park personality and explores its effects on visitor attitude and behavioural intentions. To achieve this, a renowned botanic park in Western Australia was selected. Pen-and-paper and online surveys were self-administered to 481 local and international respondents in two main studies. Two botanic park personality attributes were identified, namely, ‘excitement’ and ‘competence’, which aligned with the destination personality literature. These attributes impacted on attitude as well as subsequent intentions to visit and recommend the botanic park for local and international respondents. Findings offer researchers a platform to advance further studies on botanic park personality that may be extended to other nature-based tourism attractions. The identified and distinctive botanic park personality attributes help to guide practitioners in shaping the positioning and differentiation strategy to attract visitors and enhance the park’s financial sustainability.
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Rodwell, John, and Angela Martin. "The importance of the supervisor for the mental health and work attitudes of Australian aged care nurses." International Psychogeriatrics 25, no. 3 (November 19, 2012): 382–89. http://dx.doi.org/10.1017/s1041610212001883.
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ABSTRACTBackground: The work attitudes and psychological well-being of aged care nurses are important factors impacting on the current and future capacity of the aged care workforce. Expanding our understanding of the ways in which the psychosocial work environment influences these outcomes is important in order to enable organizations to improve the management of human resources in this sector.Methods: Using survey data from a sample of 222 Australian aged care nurses, regression analyses were employed to test the relative impact of a range of psychosocial work environment variables derived from the demand-control-support (DCS) model and organizational justice variables on satisfaction, commitment, well-being, and depression.Results: The expanded model predicted the work attitudes and well-being of aged care nurses, particularly the DCS components. Specifically, demand was related to depression, well-being, and job satisfaction, job control was related to depression, commitment, and job satisfaction, and supervisor support and interpersonal fairness were related to well-being. The contributions of informational and interpersonal justice, along with the main and interaction effects of supervisor support, highlight the centrality of the supervisor in addressing the impact of job demands on aged care nurses.Conclusion: Psychosocial variables have utility beyond predicting stress outcomes to the work attitudes of nurses in an aged care setting and thus present further avenues of research for the retention of nurses and improved patient care.
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Bush, R. D., R. Barnett, I. J. Links, and P. A. Windsor. "Using abattoir surveillance and producer surveys to investigate the prevalence and current preventative management of Caseous lymphadenitis in Merino flocks in Australia." Animal Production Science 52, no. 7 (2012): 675. http://dx.doi.org/10.1071/an11271.
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The prevalence of Caseous lymphadenitis (CLA) in Australia was estimated to be 5.2% using 2009 abattoir surveillance data from all States supplied by Animal Health Australia involving 5029 lines comprising 1 339 463 sheep. This is a decrease from the 26% estimated in a similar study in 1995. There was a significant difference (P < 0.001) in CLA prevalence between all states except Tasmania and Victoria (P = 0.75) with prevalences of 12.8 and 12.9%, respectively. Western Australia recorded the lowest prevalence with 1.0%. The average CLA prevalence for New South Wales was 5.3% and within three surveyed Livestock Health and Pest Authority regions (Tablelands, Central North and Central West) was 2.9, 4.9 and 4.4%, respectively. The attitude of the majority of producers surveyed in these three Livestock Health and Pest Authority areas was that CLA was of little or no significance (75%) but were aware of the need for CLA control with ~68% using 6-in-1 vaccine, though only 39.9% as recommended. It appears that the prolonged use of CLA vaccination has been successful in reducing the prevalence of CLA across Australia and particularly in New South Wales. Further improvements in communication of information on preventative management practices associated with lice control, importance of using an approved vaccination program, plus increasing producers’ awareness of the importance of CLA control, are indicated.
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Ragusa, Angela T., and Andrea Crampton. "Alternative Transportation Enterprises for Rural Australia: An Organizational Study of Greener Options and Use." International Journal of Rural Management 15, no. 2 (October 2019): 269–92. http://dx.doi.org/10.1177/0973005219872934.
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Economic and social norms/behaviours challenge ‘greener’ transportation alternatives in rural Australia’s car-dependent society. Surveys ( n = 412) and interviews ( n = 44) conducted at a rural Australian organization reveal experiences with, and perceptions about, carpooling, public transportation, greener cars and walking/cycling campaigns. Infrastructure, cultural norms and life-stage demands competed against pro-environmental transportation actions, even if self-identifying as ‘pro-environment’. Discussed amid cognitive dissonance and impression management theory, findings support ‘attitude/action’ gaps in environmental psychology research. Interview participants knew vehicles degraded the environment and 81 per cent surveyed used environmental ratings in car purchasing decisions. Thus, deficit-based communication theory and public health campaigns are limiting approaches. Change management requires innovative solutions, not awareness-raising campaigns, to achieve organizational carbon neutrality goals beyond ‘offsetting’ and address the reasons—inconvenience and social/physical undesirability—interviewees shared about their ability/willingness to walk/cycle/share-drive.
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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 Organisational Citizenship Behaviour-Individual (OCB-I)), although not all paths were accepted for each country. Statistically significant differences were found between the Australian and USA samples for both the measurement and structural models, with the sample from the USA showing much higher levels of satisfaction with workplace relationships, higher levels of psychological wellbeing, OCB-I, and lower perceptions of work harassment. Practical implications – The findings provide implications that Australian and US local government employees, positioned closest to the public, experience work harassment probably as a result of chronic under-resourcing both in terms of manpower and other resources, and coupled with unrealistically high-performance targets. The results depict that such work harassment is resulting in lower psychological wellbeing (USA only) and lower extra-role behaviour associated with OCB-I (Australia and USA). Originality/value – The value of this paper is that it benchmarks the impact of workplace relationships on work harassment for local government employees across two Anglo-American countries.
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Caldwell, Tanya M., and Anthony F. Jorm. "Mental Health Nurses' Beliefs About Interventions for Schizophrenia and Depression: A Comparison with Psychiatrists and the Public." Australian & New Zealand Journal of Psychiatry 34, no. 4 (August 2000): 602–11. http://dx.doi.org/10.1080/j.1440-1614.2000.00750.x.
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Objective: The main objective of this paper was to investigate and compare mental health nurses' beliefs about interventions for schizophrenia and depression with those of psychiatrists and the public. Factors affecting nurses' beliefs were also investigated. Method: This research used methods employed in previous surveys of professional and public beliefs. A postal survey of 673 Australian mental health nurses was carried out. The survey was comprised of a vignette describing a person with either depression or schizophrenia. Participants rated whether particular medical, psychological and lifestyle interventions were helpful, harmful or neither. Factors examined included: nurses' age, sex, degree of contact with similar problems, work setting, level of highest qualification and whether their education was hospital-based or completed within the tertiary sector. Results: The nurses agreed with psychiatrists (but not the public) about the interventions most likely to be helpful, such as antidepressants for depression and antipsychotic medication for schizophrenia. However, there were many differences between nurses, psychiatrists and the public. Nurses were more likely than psychiatrists to believe that certain non-standard interventions such as vitamins, minerals and visiting a naturopath would be helpful. Nurses' beliefs tended to form a bridge between the attitudes of psychiatrists and the public for some of these non-standard interventions. Age, work setting and qualifications were related to nurses' intervention beliefs. Conclusions: Mental health practitioners need to be aware of a range of beliefs within mental health services. The acknowledgement of differing belief systems is important for high quality, integrated care.
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Dyball, Maria Cadiz, Andy F. Wang, and Sue Wright. "(Dis)engaging with sustainability: evidence from an Australian business faculty." Accounting, Auditing & Accountability Journal 28, no. 1 (January 19, 2015): 69–101. http://dx.doi.org/10.1108/aaaj-05-2014-1692.
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Purpose – The purpose of this paper is to explore how the lack of staff engagement with a university’s strategy on sustainability could be an enabling lever for organisational change. It examines the attitudes and views of employees of a business faculty at an Australian metropolitan university as it attempts to adopt a holistic approach to sustainability. Design/methodology/approach – The paper opted for a case study using data from an on-line survey, semi-directed interviews with key management personnel and archival material. Responses were analysed using Piderit’s (2000) notion of ambivalence. Findings – The paper provides empirical insights into why staff lacked engagement with the university’s strategy on sustainability. It suggests that staff were ambivalent, displaying dissonance in their personal beliefs on sustainability, the university’s strategy and the extent of their intentions to support the university. Staff were willing to offer ideas on how the university could, in the future, change towards sustainability. These ideas allow the possibility for the university to learn to adjust the scope of the implementation of its sustainability strategy. Research limitations/implications – The research results may lack generalisability. Therefore, researchers are encouraged to further examine staff attitudes on sustainability in higher education using Piderit’s notion of ambivalence. In-depth interviews and focus group discussions could allow a better understanding of harmony and dissonance in cognition of and intention for university sustainability strategies and initiatives by academic, professional and sessional staff. Practical implications – The paper includes implications for staff engagement with sustainability in higher education. Originality/value – This paper fulfils an identified need to study how staff engagement with sustainability in higher education can be enabled for organisational learning.