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Автор: Grafiati
Опубліковано: 4 червня 2021
Оновлено: 1 лютого 2022

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  1. Статті в журналах
  2. Дисертації
  3. Книги
  4. Частини книг

Статті в журналах з теми "Employee attitude surveys Australia":

1

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.
2

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.
3

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.
4

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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5

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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6

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.
7

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.
8

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.
9

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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10

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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Статті в журналах Дисертації Книги

Дисертації з теми "Employee attitude surveys Australia":

1

Sakurai, Yuka. "Problems and prospects in cross-cultural interactions in Japanese multinational corporations in Australia." View thesis entry in Australian Digital Theses Program, 2001. http://thesis.anu.edu.au/public/adt-ANU20020122.092141/index.html.

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2

Omari, Maryam. "Towards dignity and respect at work an exploration of bullying in the public sector /." Connect to this title online, 2007. http://adt.ecu.edu.au/adt-public/adt-ECU2007.0005/01front-Omari,M.pdf.

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3

Barnes, Alison Kate School of Industrial Relations &amp Organisational Behaviour UNSW. "'The centre cannot hold': resistance, accommodation and control in three Australian call centres." Awarded by:University of New South Wales. School of Industrial Relations and Organisational Behaviour, 2005. http://handle.unsw.edu.au/1959.4/22026.

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Drawing upon case studies of three organisations operating six call centres in Australia, this thesis explores the manifestations and interplay of employee resistance and accommodation in response to five facets of employer control: electronic monitoring; repetitious work; emotional control; the built environment; and workplace flexibility. Accommodation refers to the ways workers protect themselves from and adapt to the pressures that make up their day-to-day experiences of work. Accommodation, unlike resistance, which implies opposition to control, may superficially resemble consent to control. I argue that resistance and accommodation are not polar opposites; rather they are both reflections of the conflict and tensions that lie at the heart of the employment relationship. At the study sites, employees utilised resistance and accommodation both separately and concurrently. An explanation of these seemingly contradictory responses and of the links among accommodation individual resistance and collective resistance lies in the concept of ???self???. In this thesis, ???self??? refers to workers??? perceptions of fairness, dignity and autonomy. I examine how these notions frame worker discontent and promote employee solidarity. ???Everyday resistance???, a concept first developed by Scott (1985) in relation to peasant struggles, is employed to highlight the existence of subterranean struggles in workplaces that otherwise appear to be harmonious. At the study sites, everyday resistance was a multi-faceted, widely employed strategy whose strength lay primarily in its immediate impact. There was, however, no necessary sequential development from accommodation, through everyday resistance to overt, formal forms of conflict. What was evident was that multiple responses to employer control could co-exist and inhibit or promote one another. But it was through organised collective resistance that more formalised gains were made and widely held grievances addressed. I suggest that, although everyday resistance may lay the groundwork for more formal struggles, one should not conclude that traditional collective resistance is ???genuine??? resistance and everyday resistance is simply a second-best prelude to it. Although conflict is always present, its intensity differs. If we are to understand the complexity of worker responses to managerial control, we need to expand the theoretical frameworks within which we analyse and interpret conflict.
4

Van, der Linde Marzanne. "The psychometric properties of an employee attitude survey for a South African Automotive Manufacturing Organization." Pretoria : [s.n.], 2009. http://upetd.up.ac.za/thesis/available/etd-04292009-121003/.

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5

Wong, Man-kit Bernard. "An evaluation study of hearing conservation measures and the effects of industrial noise in Hong Kong /." Hong Kong : University of Hong Kong, 2002. http://sunzi.lib.hku.hk/hkuto/record.jsp?B25436065.

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6

Sucharski, Ivan Laars. "Influencing employees' generalization of support and commitment from supervisor to organization." Access to citation, abstract and download form provided by ProQuest Information and Learning Company; downloadable PDF file, 191 p, 2007. http://proquest.umi.com/pqdweb?did=1253510051&sid=2&Fmt=2&clientId=8331&RQT=309&VName=PQD.

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7

Kelvin, William F. "Competing Identifications Among a Newspaper's Journalists and Advertising Salespeople." [Chico, Calif. : California State University, Chico], 2009. http://csuchico-dspace.calstate.edu/xmlui/handle/10211.4/170.

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8

Bryant, Melanie. "From organisational change to org. talk : a study of employee narratives." Monash University, Dept. of Management, 2003. http://arrow.monash.edu.au/hdl/1959.1/5725.

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9

Tse, Chi-tai Willie. "Developing a norm of organizational climate in Hong Kong /." [Hong Kong : University of Hong Kong], 1990. http://sunzi.lib.hku.hk/hkuto/record.jsp?B12792664.

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10

Lee, Ying-tong Sanna. "Work motivation in Japanese banks : a Hong Kong study /." Click to view the E-thesis via HKUTO, 2001. http://sunzi.lib.hku.hk/hkuto/record/B42575941.

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Книги з теми "Employee attitude surveys Australia":

1

Pty, 1st Executive. The great divide: The inaugual report on Australians attitudes to work. Melbourne: 1st Executive Pty., 2006.

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2

Wiley, Jack. Strategic employee surveys. San Francisco, CA: Jossey-Bass, 2010.

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3

Kendall, Stephanie. Employee attitude surveys: Communication line to higher productivity. New York, NY, U.S.A: Modern Business Reports, 1986.

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4

King, S. Janine. 2003 employee attitude survey: Analysis of employee comments. Washington, D.C: Office of Aerospace Medicine, Federal Aviation Administration, 2005.

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5

Kruse, Douglas. Employee ownership, employee attitudes, and firm performance. Cambridge, MA (1050 Massachusetts Avenue, Cambridge, MA 02138): National Bureau of Economic Research, 1995.

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6

Christian, Scholz. Mitarbeiterbefragung: Aktuelle Trends und hilfreiche Tipps. München: Rainer Hampp Verlag, 2012.

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7

Finnegan, Richard P. The power of stay interviews for engagement and retention. Alexandria, VA: Society for Human Resource Management, 2011.

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8

Wiley, Jack. Driving organizational success with strategic employee surveys. San Francisco: Jossey-Bass, 2010.

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9

Chaudron, David. Master of all you survey: How to use surveys to improve organizations, teams and leaders. San Diego, CA: Organized Change Publications, 2006.

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10

Connolly, Paul M. Employee surveys: Practical and proven methods, samples, examples. 2nd ed. Old Saybrook, CT: Performance Programs, 2006.

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Частини книг з теми "Employee attitude surveys Australia":

1

"10. Employee Attitude Surveys." In Researching the World of Work, 157–70. Cornell University Press, 2018. http://dx.doi.org/10.7591/9781501717710-013.

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2

Saari, Lise M., and Charles A. Scherbaum. "From Identified Surveys to New Technologies." In Employee Surveys and Sensing, 391–406. Oxford University Press, 2020. http://dx.doi.org/10.1093/oso/9780190939717.003.0024.

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Employee surveys and privacy issues have become increasingly complex with the movement toward identified surveys, integrated databases, expanded analytics, the advancement of technology, and changing regulations. The purpose of this chapter is to review and provide recommendations on data privacy and ethical considerations related to employee attitude measurement, including new technologies. This is followed by a review of the ethical considerations related to employee surveys, including the ever-changing legal landscape. The authors then summarize select new technologies that collect employee attitude data and discuss the challenges they pose. They close with recommendations for the use of employee surveys and evolving technologies.
3

Galliott, Jai, Bianca Baggiarini, and Sean Rupka. "Empirical Data on Attitudes Toward Autonomous Systems." In Lethal Autonomous Weapons, 137–58. Oxford University Press, 2021. http://dx.doi.org/10.1093/oso/9780197546048.003.0010.

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Combat automation, enabled by rapid technological advancements in artificial intelligence and machine learning, is a guiding principle in the conduct of war today. Yet, empirical data on the impact of algorithmic combat on military personnel remains limited. This chapter draws on data from a historically unprecedented survey of Australian Defence Force Academy cadets. Given that this generation of trainees will be the first to deploy autonomous systems (AS) in a systematic way, their views are especially important. This chapter focuses its analysis on five themes: the dynamics of human-machine teams; the perceived risks, benefits, and capabilities of AS; the changing nature of (and respect for) military labor and incentives; preferences to oversee a robot, versus carrying out a mission themselves; and the changing meaning of soldiering. We utilize the survey data to explore the interconnected consequences of neoliberal governing for cadets’ attitudes toward AS, and citizen-soldiering more broadly. Overall, this chapter argues that Australian cadets are open to working with and alongside AS, but under the right conditions. Armed forces, in an attempt to capitalize on these technologically savvy cadets, have shifted from institutional to occupational employers. However, in our concluding remarks, we caution against unchecked technological fetishism, highlighting the need to critically question the risks of AS on moral deskilling, and the application of market-based notions of freedom to the military domain.
4

Hasegawa, Hiroshi, Julian Chen, and Teagan Collopy. "First-Year Japanese Learners' Perceptions of Computerised vs. Face-to-Face Oral Testing." In New Technological Applications for Foreign and Second Language Learning and Teaching, 203–20. IGI Global, 2020. http://dx.doi.org/10.4018/978-1-7998-2591-3.ch010.

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This chapter explores the effectiveness of computerised oral testing on Japanese learners' test experiences and associated affective factors in a Japanese program at the Australian tertiary level. The study investigates (1) Japanese beginners' attitudes towards the feasibility of utilising a computer-generated program vs. a tutor-fronted oral interview to assess their oral proficiency, and (2) the challenges and implications of computerised oral testing vis-à-vis Japanese beginners. It presents the initial findings of the qualitatively analysed data collected from student responses to open-ended survey questions and follow-up semi-structured interviews. A thematic analysis approach was employed to examine student perceptions of the two different test settings and their effects on students' oral performance in relation to test anxiety. Despite the fact that computerised oral testing was overall perceived to be beneficial for streamlining the test process and reducing learners' test anxiety, the findings also identified its limitations.
5

Ali, Ahmed. "Modern Technology and Mass Education." In Global Information Technologies, 1806–21. IGI Global, 2008. http://dx.doi.org/10.4018/978-1-59904-939-7.ch130.

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This case study examined the effectiveness and significance of the Internet and interactive video broadcasting as instructional and communication media in a global virtual learning system. The study explored how differences in students’ technology experiences, curriculum, cultures, and access to technology influence learning and student attitude in a technology-based distance education environment. The research also investigated whether the use of online references and materials is adequate and appropriate for successful distance learning. The setting was a virtual campus that linked universities in the U.S., Australia, and Canada with learning centers in different African countries. E-mail and face-to-face interviews, observations, and Web-based surveys were utilized to collect the data. The study reveals that students had mixed perceptions about the effectiveness of technology, with positive attitudes exhibited towards interactive video and some anxiety and dissatisfaction with the use of the Internet.

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