| Project Name |
Brief Description |
Investigators |
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The Institutionalisation of Ethics in Organisations: Perceptions of Australian managers
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The purpose of this research is to study managerial perceptions of the institutionalisation of ethics in organisations. The general objective of the study is to identify managers’ perceptions of the various implicit and explicit ways corporations in Australia seek to institutionalise ethics. Moreover, it will seek to identify managers’ perceptions of the impact of the institutionalisation of ethics on their organisational commitment, esprit de corps and job satisfaction.
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Ramudu Bhanugopan
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Employability of Graduates in China
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This study recognises the important industrial, business skills and personal attributes necessary to support the ‘employability’ of undergraduate business students in China. The students were surveyed regarding their perceptions on the importance of certain general business and industrial skills and personal attributes which contribute to employability of the students in the industries in China. Results suggest the overall importance of establishing a platform for the career advancement of graduates. Based on the findings, specific implications related to employers, and students were identified. The study offers new insights into the concept of employability by reclamation of the value of skills and personal attributes required at work place. The study addresses a foundation to support the ‘job-readiness’ and ‘employability’ of business graduates.
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Ramudu Bhanugopan
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Interactive Leadership Practices of Expatriate Managers in China: Strategic Implications for Cultural Convergence and Intercultural Competence
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This project aims to contribute to the development of an empirically based theory which describes, understands and predicts the required leadership behaviours and skills of expatriates in China. The research seeks to examine the perceptions of Chinese employees (who have expatriate bosses) regarding five key ‘Interactive Leadership’ practices, namely: trust, motivation, commitment, satisfaction and teamwork derived from the work of House et. al. (GLOBE, 1995). The GLOBE study identified six dimensions based on 21 underlying specific leader behaviours and skills across 16 countries. Nevertheless, China was not included in that study. Thus a gap exists in the literature; and our understanding of, key leadership behaviours and skills for a significantly important business environment, and this study aims to make a contribution to closing that gap.
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Ramudu Bhanugopan
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Enabling the Rural Academic Practice
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This project funded by Australian General Practice Training involves an investigation of six rural and regional general practice clinics involved in hosting learners (medical students, interns, registrars). Specifically, the project evaluates the organisational processes involved in current training schemes and develops recommendations for single-level or non-learner clinics to develop into a multi-level learner organisation. It focuses on understanding organisational culture as well as the barriers and enablers for organisational change.
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Melanie Bryant, Debra Nestel (Monash University) and James Brown (Southern General Practice Training, Vic)
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Organisational Socialisation in Rural Healthcare Organisations
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This project explores organisational socialisation processes used in rural healthcare organisations as a means of attracting and retaining health workers.
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Melanie Bryant
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Age, Transition and Occupational Identity Construction
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How do personnel from the armed forces adapt their occupational identity when facing transition from service to civilian life?
The intention of this research is to examine what happens when skilled and trained personnel are required to exit their employment on the grounds of age, and seek employment in a different environment. What affect does this transition have on their construction of their sense of ‘professional’ self-identity as they seek to establish an alternative career?
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Fiona Douglas
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Professional Identity Construction of Accountants Who Choose to Work for Aid Agencies in the Not-For-Profit Sector
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Research Scoping Project: Professional identity construction of accountants who choose to work for aid agencies in the not-for-profit sector.
Accountancy has traditionally been represented as a professional career with prospects for significant financial reward. This research seeks to compare accountants working for aid agencies in a domestic setting in Australia, and in an international setting, focusing on aid agency headquarters in Sydney. This will be a small scale study that can be both a freestanding research project and has the potential to provide scoping for a larger research project.
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Fiona Douglas and Jenny Kent
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Climate Change and Leadership
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Exploration of the types of leadership required to combat climate change. Through the use of focus groups, literature searches and policy documents.
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Kerry Tilbrook
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Generational Attitudes to Women Bosses - Gen X & Y and Baby Boomers
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A project exploring possible generational differences in attitudes to women in leadership positions and as managers. Are issues of gender and leadership still important to gen X & Y?
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Kerry Tilbrook and Zelma Bone
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How do Transactional and Transformational Leadership Styles Affect the Employees Retention, Well Being and Job Satisfaction in the Workplace?
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This quantitative study will examine the impact of transactional and transformation leadership styles on intention to leave, well being and job satisfaction of employees
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Janet Chew and Antonia Girardi (Murdoch University)
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Developing a Multi-level Conceptual Framework (strategic, tactical and operational) to Manage International Students in Higher Education
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Although researchers have examined several aspects of international student management, no comprehensive framework exists. This mixed method mode of study will develop a multi level conceptual framework for the management of international students which deals with strategic, tactical and operational practices. These practices will enable higher education institutions to manage international students effectively, resulting in benefits to all stakeholders
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Janet Chew, Brian D’Netto and Sarbari Bordia (ANU)
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Perceptions of Generation Y on Job Design
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This study will focus on Job Design for Gen Ys. It will examine Gen Ys perspective of Job Design and investigate the views of HR managers on job design for Gen Ys. Gen Ys are the future workers and it will be useful for organisations to understand the preferences of these workers so that jobs can be design to accommodate them and this will indirectly lead to better fit and retention of Gen Ys in the workplace.
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Janet Chew, Brian D' Netto and Ezaz Ahmed (UCQ)
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Conceptualising the Adoption of ‘Management Fads’
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A conceptual article which presents a alternative view of fad adoption; suggesting that managers’ adoption of a new ideas is a more considered approach than is often credited.
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Pamela Mathews
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Assessing the Internet Readiness of CSU Enrolled Students in China Using the MEBIR (Management Education by Internet Readiness) Scale
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A quantitative study exploring student’s perceptions of undertaking on-line studies in management. Issues relating to course satisfaction, interaction and technology are examined (among others).
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Pamela Mathews and Ramudu Bhanugopan
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Employee Perceptions of Human Resource Diversity Management Practices in Australia: A National Study
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This study funded by the Australian Workers Union examined Employee perceptions of the benefits and challenges of workforce diversity and HR diversity management practices adopted in the Australian manufacturing sector. We found that overt discrimination does not exist in the Australian manufacturing sector. However, Australian employers appear to adopt a “legalistic compliance approach” and have not considered workforce diversity as a source of competitive advantage. Employers have not adopted effective HR diversity management practices. The Australian manufacturing sector has failed to value diversity or capitalize on the benefits of workforce diversity. Inadequate recognition of overseas skills, ineffective communication, increased training costs, and social isolation were perceived as the main challenges while a stronger work ethic among multicultural employees, greater opportunities to learn from other cultures, lower absenteeism and less labour turnover were regarded as major benefits of workforce diversity. Overall, we found migrant workers are disadvantaged in the Australian workplace.
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Brian D’Netto, Manjit Monga (UniSA), Jie Shen (UniSA) and John Chelliah (UTS)
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Effects of HR Diversity Management on Employee Knowledge Sharing: Mediating Role of Trust in the Organization
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This study explored the effect of Human resource (HR) diversity management (i.e., managing diversity through HRM practices) on employee knowledge sharing willingness and behaviour and examined the mechanism underlying this link. Multilevel analyses of data from 716 respondents in 37 Chinese firms revealed that organizational level HR diversity management practices explained significant variances in the average score of employee knowledge sharing within the firm. The relationship between HR diversity management and knowledge sharing was fully mediated by employee trust in the organization. Moreover, cooperative norms moderated the second stage of the mediation. The findings of this research provide important insights into the relationship between HR diversity management and employee work attitudes and behaviour. The paper concludes by considering the theoretical and practical implications of these findings.
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Jie Shen (UniSA), Ningyu Tang (Shanghai Jiatong University) and Brian D’Netto
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The Link Between Cultural Intelligence and Effective Leadership
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isation has resulted in the disappearance of cultural borders and the rise of a new borderless world. As a result of isation, the workforce has become increasingly diverse with respect to national and cultural origins. leadership can play a significant role in managing this international workforce. Effective leadership can enhance organisational performance. leaders who successfully work across borders are considered to have a high level of ‘cultural intelligence’ (often referred to as CQ). Cultural Intelligence (CQ) refers to an individual’s capacity to function and manage effectively in culturally diverse settings. The main research question in this study seeks to determine if there is a link between cultural intelligence (CQ) and effective leadership. In addition, we assess whether the four components of cultural intelligence (CQ) are equally important. We also examine the impact of cultural distance on the link between cultural intelligence (CQ) and effective leadership. The findings of this study indicate that there is a positive link between CQ and effective leadership. Individuals who have high CQ are also effective in their leadership roles. However, the data indicates that CQ is a complex and multi dimensional construct and all components of CQ are not equally important for effective leadership. The data supports the impact of ‘cultural distance’ on the link between CQ and effective leadership. We discuss the limitations of our study and the scope for future research.
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Thomas Verghese (UniSA) and Brian D’Netto
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Perceptions and Impact of Psychological Contract Breach Among Bank Employees in Bangladesh
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There is a dearth of research on psychological contract breach in non-western contexts. The aim of the present study is to understand the perceptions and impact of psychological contract breach among bank employees in Bangladesh, a developing country in South Asia. Semi-structured interviews were conducted with 57 bank employees in Dhaka city, Bangladesh. Thematic analysis of the interviews revealed the types of breach, employee feelings and behavioural consequences as a result of a psychological contract breach. The present research expands the psychological contract literature by conducting the study in a non western context and identifying employee responses after psychological contract breach occurs. The findings of this study will help HR Departments manage human resources more effectively.
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Ezaz Ahmed (UCQ), Brian D’Netto and Prashant Bordia (ANU)
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