Relevant bibliographies by topics / Australian Workplace

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers

Academic literature on the topic 'Australian Workplace'

Author: Grafiati
Published: 4 June 2021
Last updated: 29 January 2023

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Journal articles on the topic "Australian Workplace"

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

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Purpose Workplaces are challenging environments which place workers at the risk of obesity. This is particularly true for Australian road transport industry workplaces. The Analysis Grid for Environments Linked to Obesity (ANGELO) framework is a public health tool which can be used to conceptualise obesogenic environments. It suggests that workplaces have a variety of roles (in the physical, economic, political and sociocultural domains) in responding to obesity in transport industry workplaces. The purpose of this paper is to present the findings which explore this idea. Design/methodology/approach The project used a mixed-methods approach located within a participatory action research framework, to engage workplace managers and truck drivers in the implementation and evaluation of workplace health promotion strategies. The project involved six transport industry workplaces in Queensland, Australia. Findings This study found that transport industry workplaces perceive themselves to have an important role in addressing the physical, economic, political and sociocultural aspects of obesity, as per the ANGELO framework. However, transport industry employees – specifically, truck drivers – do not perceive workplaces to have a major role in health; rather, they consider health to be an area of personal responsibility. Practical implications Balancing the competing perceptions of truck drivers and workplace managers about the workplace’s role in health promotion is an important consideration for future health promotion activities in this hard-to-reach, at-risk population. Originality/value The use of the ANGELO framework allows the conceptualisation of obesity in a novel workplace context.
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Chadwick, Sharlene, and Joanne Travaglia. "Workplace bullying in the Australian health context: a systematic review." Journal of Health Organization and Management 31, no. 3 (May 15, 2017): 286–301. http://dx.doi.org/10.1108/jhom-09-2016-0166.

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Purpose During the past decade, there has been increased attention into bullying behaviours in workplaces. Research to date has varied in design, the definition of what constitutes bullying behaviour, as well as the methods used to collect data and measure bullying incidence and prevalence. Nonetheless, studies demonstrate that bullying is a significant issue, which warrants an increased research focus to develop greater understanding of the concept, its effects and implications in, and for, the workplace. The purpose of this paper is to focus on capturing a range of international and Australian literature regarding workplace bullying behaviours in a health context from a management perspective. As a result, this paper identified the gaps in the literature when expanded specifically to an Australian health context. Design/methodology/approach The purpose of this review is to summarise the existing literature, both internationally and in Australia which examines workplace bullying behaviours in a health context from a management perspective. This describes the review of the literature on workplace bullying in a health context undertaken from January to April 2014. The “Preferred Reporting Systematic Reviews and Meta-Analyses” method was used to structure the review, which covered a wide range of literature from databases including MEDLINE, Embase, CINAHL and InformIT, as well as reports, and grey literature. Findings The review included 62 studies that met the inclusion criteria and reported either: factors contributing to workplace bullying, at least one significant example of workplace bullying behaviour or the impact of workplace bullying behaviours in a health context. Originality/value There is limited data on workplace bullying behaviours in an Australian health context. The literature supports there is value in future research to develop consistent definitions, policies, procedures and frameworks, which could help to prevent or address workplace bullying behaviours based on work being undertaken internationally.
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Hansen, Stephanie, Peta-Anne Zimmerman, and Thea F. van de Mortel. "Assessing workplace infectious illness management in Australian workplaces." Infection, Disease & Health 22, no. 1 (March 2017): 12–20. http://dx.doi.org/10.1016/j.idh.2016.12.005.

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

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Equal employment opportunity policies were introduced in Australia in the 1980s in response to women's disadvantaged workforce position. Australia's unique form of affirmative action was underpinned by legislation, and aimed to promote gender equity in the workplace via employer action. Throughout the 1990s there has been a policy shift away from collectivism towards individualism, and away from externally driven social programmes at the workplace towards managerialist driven social programmes. The main process for implementing progressive and inclusive equity programmes at the workplace is through human resource management policies that link employment diversity to organisational objectives (for example, productivity and profitability). Programmes titled “Managing diversity” have been introduced into some organisations, and today there are a variety of approaches towards equity policies in Australian organisations. The article proposes that a distinctive Australian version of managing diversity will develop in some organisations based on the prior national legislative framework.
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Mitchell, Richard, and Joel Fetter. "Australian Workplace Agreements and High Performance Workplaces: A Reply." Journal of Industrial Relations 45, no. 4 (December 2003): 528. http://dx.doi.org/10.1111/j.0022-1856.2003.00098.x.

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

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Objective. To determine the extent of aggression directed towards Australian doctors and the implementation of aggression prevention and minimisation strategies in medical workplaces. Methods. Data were obtained from the pilot phase (n = 321) of the Medicine in Australia: Balancing Employment and Life survey of the clinical medical workforce in 2010. Descriptive statistics were generated in relation to doctors’ experiences of aggression at work in the previous 12 months, and the implementation of workplace aggression prevention and minimisation strategies. Distributions of the outcome variables were evaluated by doctor type and sex. Results. More than 70% of doctors experienced verbal or written aggression and almost a third experienced physical aggression. Higher proportions of hospital non-specialists and specialists-in-training experienced aggression from patients, patient relatives or carers and co-workers. Higher proportions of female doctors experienced verbal or written aggression from patient relatives or carers and co-workers. Overall, the more basic aggression prevention and minimisation strategies had been implemented in approximately two-thirds of clinical settings, with lower rates for more extended strategies. Conclusions. Many Australian doctors experience workplace aggression. The more widespread adoption of measures that support the prevention and minimisation of aggression in medical practice settings appears necessary. What is known about the topic? The limited research on workplace aggression in Australian medical practice primarily focusses on the prevalence of patient aggression in General Practice. What does this paper add? Current evidence is provided on the extent of workplace aggression directed towards Australian doctors from multiple sources and the implementation of workplace aggression prevention and minimisation strategies in diverse clinical settings. What are the implications for practitioners? More concerted efforts need to be undertaken to ensure that effective aggression prevention and minimisation strategies are implemented in medical practice.
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Hills, Danny J., Catherine M. Joyce, and John S. Humphreys. "Corrigendum to: Prevalence and prevention of workplace aggression in Australian clinical medical practice." Australian Health Review 37, no. 3 (2013): 408. http://dx.doi.org/10.1071/ah10983_co.

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Objective. To determine the extent of aggression directed towards Australian doctors and the implementation of aggression prevention and minimisation strategies in medical workplaces. Methods. Data were obtained from the pilot phase (n = 321) of the Medicine in Australia: Balancing Employment and Life survey of the clinical medical workforce in 2010. Descriptive statistics were generated in relation to doctors' experiences of aggression at work in the previous 12 months, and the implementation of workplace aggression prevention and minimisation strategies. Distributions of the outcome variables were evaluated by doctor type and sex. Results. More than 70% of doctors experienced verbal or written aggression and almost a third experienced physical aggression. Higher proportions of hospital non-specialists and specialists-in-training experienced aggression from patients, patient relatives or carers and co-workers. Higher proportions of female doctors experienced verbal or written aggression from patient relatives or carers and co-workers. Overall, the more basic aggression prevention and minimisation strategies had been implemented in approximately two-thirds of clinical settings, with lower rates for more extended strategies. Conclusions. Many Australian doctors experience workplace aggression. The more widespread adoption of measures that support the prevention and minimisation of aggression in medical practice settings appears necessary. What is known about the topic? The limited research on workplace aggression in Australian medical practice primarily focusses on the prevalence of patient aggression in General Practice. What does this paper add? Current evidence is provided on the extent of workplace aggression directed towards Australian doctors from multiple sources and the implementation of workplace aggression prevention and minimisation strategies in diverse clinical settings. What are the implications for practitioners? More concerted efforts need to be undertaken to ensure that effective aggression prevention and minimisation strategies are implemented in medical practice.
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Burgess, John, Kerry Brown, Adrian Wilkinson, and Keith Townsend. "Has Australia’s Road to Workplace Partnership Reached a Dead End?" International Journal of Comparative Labour Law and Industrial Relations 29, Issue 2 (June 1, 2013): 239–56. http://dx.doi.org/10.54648/ijcl2013016.

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Over the last fifteen years, a number of developed countries have pursued an agenda seeking to develop more collaborative management-union arrangements often labelled as partnerships. This article reviews the Australian road to partnerships by situating it within the context of developments in the UK and New Zealand. In 2009, Australia's then Deputy Prime Minister and Minister for Workplace Relations, Julia Gillard, suggested that Australian Industrial Relations were about to undergo a shift towards a new model of workplace interaction that included more collaboration and partnerships. We argue that rather than a substantial shift, this approach can be viewed as an evolution from the Accord years, disrupted for a period by the Howard Government. However, unlike similar regulatory regimes in the United Kingdom and New Zealand, the Australian Government has done little to entrench a system of partnerships at the workplace level. This article assesses the extent to which collaboration and partnership in Australia's modern IR system provides a roadmap to a new Australian IR landscape, or whether the failure of policy-makers to act has led to a dead-end for Australian partnerships. The practical implications of this agenda for the conduct of industrial relations are considered.
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Knott, Steve. "People, productivity and performance: the importance of workplace relations reform to Australia's resource future." APPEA Journal 55, no. 2 (2015): 458. http://dx.doi.org/10.1071/aj14093.

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After the past decade of unprecedented global investment into new resource projects and existing mine expansions in Australia, the next few years will see a large number of these new mega-projects finish construction and enter the production phase. During this industry transition, the performance and productivity of Australia's new resource projects will be critical for delivering the greatest returns to the nation and in determining whether more investment capital will find its way into the country. As Australia's resource industry rapidly transitions into this new long-term production phase, the author, Australian Mines and Metals Association (AMMA) Chief Executive Steve Knott, discusses how leadership, productivity and workplace relations reform will maximise new production capacity and create ongoing opportunities for future generations. In particular, the author explores why Australia's workplace relations system is an increasing concern for an industry subject to intensifying global competition and the reforms that could assist resources companies to do business, invest and create jobs. This extended abstract about all things people and productivity will examine: Australia's productivity performance against existing and emerging competitors. The importance of workplace relations for boosting resource industry productivity and positioning Australia to secure further waves of global investment. Key reform priorities for resource industry employers, and the workplace policy foundations that the industry needs for future productivity and competitiveness. Labour productivity in the wider context of skills, leadership and technology usage.
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Wissell, Shae, Leila Karimi, Tanya Serry, Lisa Furlong, and Judith Hudson. "Leading Diverse Workforces: Perspectives from Managers and Employers about Dyslexic Employees in Australian Workplaces." International Journal of Environmental Research and Public Health 19, no. 19 (September 22, 2022): 11991. http://dx.doi.org/10.3390/ijerph191911991.

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Background: Dyslexia is a specific learning disability affecting around 1 in 10 Australian adults. It presents unique challenges for employees in the workforce, yet community and workplace awareness of the challenges of dyslexia is limited. The aim of this preliminary research was to explore the experiences and perspectives of Australian employers and managers responsible for supervising employees with dyslexia in the workplace. Materials and Methods: Using a qualitative research design, we conducted in-depth interviews with four managers who had current or previous experience managing employees with dyslexia. We used a deductive approach to analyse the data and categorise responses to the study questions. Results: Participant responses indicated that there is a lack of awareness and understanding of dyslexia within Australian workplaces. Participants identified challenges facing employees with dyslexia in the workplace including, differing personal levels of confidence and comfort in disclosing disability; the possibility of discrimination, and a lack of inclusive organisational practices and processes. Suggestions for ways to improve workplaces for dyslexic employees included: additional support for leaders and managers to drive inclusive leadership, and additional training for leaders and managers on how to best support employees with dyslexia. Conclusions: While only a small sample size, this study indicates that further research is needed to better understand the working environment of Australian leaders and managers. It appears that leaders and mangers need skills and knowledge to better support employees with dyslexia and in doing so create more inclusive workplaces.
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Dissertations / Theses on the topic "Australian Workplace"

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Hutchinson, Jacquie. "Workplace bullying in Australian public service administrations." UWA Business School, 2008. http://theses.library.uwa.edu.au/adt-WU2009.0014.

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This is a study of workplace bullying policy in the public service. The research draws on interviews with policy actors from three groups located in four Australian states and one Australian territory. The groups are senior managers, policy implementors and employee advocates. The study is also informed by research and popular literature to examine how assumptions about what the problem is in workplace bullying dictates the direction taken in policy development. Unlike much of the research into workplace bullying that is based on psychological theorisations, this study is influenced by scholars who focus on the power imbalances that underpin workplace bullying. The key argument in this thesis is that the conceptual dominance of 'gender neutrality' operates to mask the gendered power imbalances which perpetuate bullying behaviour. Hence, to start to address workplace bullying, the effects of power must be acknowledged and addressed in the organisational policy responses to the growing phenomenon of workplace bullying. However, analysing the effects of power is insufficient if gender is not made visible in the analysis. The methodological touchstone for this is Carol Bacchi's 'whats the problem' approach (1999), which is taken further through feminist organisational theory, post modernist understandings of power realtions and a critique of New Public Management practices. The thesis shows how workplace bullying policies in Australian public service administrations have been carefully crafted as gender-neutral, and interweaves data and literature to develop a thesis for why such an approach is a deeply flawed outcome of gender politics. This thesis concludes with some modest suggestions about how organizations might more effectively develop more effective gender-sensitive approaches to workplace bullying.
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Sharma, Manish. "Workplace Bullying: An exploratory study in Australian academia." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2017. https://ro.ecu.edu.au/theses/2013.

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Workplace bullying is a behaviour which adversely affects individuals, organisations and the community at large. While substantial research has been conducted on workplace bullying in different work settings, limited research exists on this behaviour at universities; no comprehensive studies have to date been conducted in the context of Australian academia. This study therefore contributes through breaking new ground by exploring bullying within the increasingly corporatised and competitive Australian higher education sector. New Public Management (NPM) practices, diminished government funding, and limited resources risk transforming this sector into a full-fledged industry focused on corporate objectives to achieve operational profitability. Universities’ primary commitment to further higher education and quality research may also be overshadowed by the bids to achieve revenue maximisation. The resultant competitive workplaces staffed by a more contingent workforce may also influence bullying experienced by both academic and professional staff in universities. While prior research has shown that competitive work environments can facilitate workplace bullying, no known previous study explored the bullying experiences of academic and professional staff in the Australian higher education sector. This study’s primary aim was therefore to explore the nature, influencing factors and consequences of workplace bullying for both academic and professional staff within Australian academia. Being an exploratory study, this research adopted a qualitative approach to gather a rich description of bullying experienced by both these distinct workstreams in universities. Individual accounts of being bullied at work were gathered by interviewing academic and professional staff from four Western Australian public universities. Thematic analysis of these confidential semi-structured interviews provided insights into the interplay of various underlying factors which enable workplace bullying. While many of this study’s findings resonate with the established literature on the subject, others are unique to the two-tiered context of Australian higher education sector. This study’s participants, explicitly as well as implicitly, linked bullying behaviours in their workplaces to the volatile economic environment of the Australian higher education sector, and increased competition amongst its workforce. As the sector’s changing employment patterns have moved towards a more contingent workforce, the sense of insecurity amongst university employees has developed to a point where many may prefer to endure bullying rather than reporting it formally. One strong theme emerging from this study’s data was the role that organisational and individuals’ culture(s) played in the occurrence of workplace bullying. Participants identified their universities’ work culture as one which tolerated workplace bullying, despite the considerable impact on individual victims. Some participants also noted the differences in individuals’ cultural backgrounds as triggers for bullying. In light of this study’s findings, measures to ameliorate workplace bullying may include steps to spread awareness and respect about cultural differences amongst the universities’ workforce. Universities might also consider explicitly addressing these issues in its anti-bullying policies. This study’ findings also underlined the lack of consistently implemented, robust anti-bullying policies in universities to safeguard employees’ wellbeing. On an individual level, power was found to be at the core of bullying. The power differentials between the victims and the alleged perpetrators stemmed from the hierarchical organisational structures existing in the universities. Although hierarchies are set in universities to accomplish its objectives, these structures often result in power being concentrated with certain individuals who may misuse it to bully others. In some cases, it appeared that bullying was being used to counter a perceived threat that high performing individuals posed to the alleged perpetrators’ established power and organisational status. Data analysis also highlighted the adverse consequences of bullying for both individuals and organisations. Workplace bullying was found to have harmful effects on an individual’s psychological and physical health; its negative impacts extended beyond the workplace to victims’ home life with their family and friends. On an organisational level, workplace bullying resulted in lower levels of staff productivity and engagement, while increasing universities’ employee turnover and damaging institutional reputations. This study, therefore, highlights how the adverse consequences of bullying experienced by academic and professional staff may prove particularly detrimental to their universities. While the productivity losses due to workplace bullying may be less obvious in universities than in other organisations, they can impair the intellectual contribution these academic institutions make to society. Such contribution can be in the form of the quality of teaching and research outputs, as well as the provision of support services for the students and staff at these institutions. Since this study incorporated the inputs of both academic and professional staff, its findings may represent the views held by the larger workforce in the Australian higher education sector. This study also provides a base for further qualitative and quantitative studies of workplace bullying within and beyond Australian academia.
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Burke, Peter, and peter burke@rmit edu au. "A social history of Australian workplace football, 1860-1939." RMIT University. Global Studies, Social Science and Planning, 2009. http://adt.lib.rmit.edu.au/adt/public/adt-VIT20100311.144947.

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This thesis is a social history of workplace Australian football between the years 1860 and 1939, charting in detail the evolution of this form of the game as a popular phenomenon, as well as the beginning of its eventual demise with changes in the nature and composition of the workforce. Though it is presented in a largely chronological format, the thesis utilises an approach to history best epitomised in the work of the progenitors of social history, E.P. Thompson and Eric Hobsbawm, and their successors. It embraces and contributes to both labour and sport history-two sub-groups of social history that are not often considered together. A number of themes, such as social control and the links between class and culture, are employed to throw light on this form of football; in turn, the analysis of the game presented here illuminates patterns of development in the culture of working people in Victoria and beyond. The thesis also provides new insights into under-re searched fields such as industrial recreation and the role of sport in shaping employer-employee relations. In enhancing knowledge of the history of grass roots Australian football and demonstrating the workplace game's links with the growth of unionism and expansion of industry, the thesis therefore highlights the complexity and interconnectedness of economic development, class relations and popular culture in constructing social history.
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Hutchinson, Marie L. "Bullying in the workplace a study of Australian nurses /." View thesis, 2007. http://handle.uws.edu.au:8081/1959.7/33181.

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Thesis (Ph.D.)--University of Western Sydney, 2007.
A thesis presented to the University of Western Sydney, College of Business, in fulfilment of the requirements for the degree of Doctor of Philosophy. Includes bibliographies.
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Boddy, Clive R. "Corporate psychopaths in Australian workplaces : their influence on organisational outcomes." Thesis, Curtin University, 2009. http://hdl.handle.net/20.500.11937/2594.

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This thesis describes the construct of psychopathy and the study of psychopaths. It identifies that psychopaths have been studied extensively in their criminal manifestations but that there is a large and recognised gap in the literature and a stated need for the study of successful psychopaths and Corporate Psychopaths. The thesis outlines the research instrument used to identify such people in a 2008 survey of management behaviour among 346 managers in Australia. The robust statistical validity and reliability of the instrument is described, and the high level of face validity of the resultant findings is noted. The research defined Corporate Psychopaths as psychopaths who work in corporations. Operationally, Corporate Psychopaths were defined as those managers who scored above 12 on a psychopathy measure of their behaviour. It investigated outcomes in terms of the influence of the presence of Corporate Psychopaths on organisational constraints, withdrawal from the workplace, workplace conflict and bullying, workload, levels of job satisfaction and perceived levels of corporate social responsibility.Nearly all of the dependent variables deployed in the current research show a significant relationship with Corporate Psychopaths in the expected direction. Findings highlight that while Corporate Psychopaths comprise only a small minority of employees and managers, they have a significant, negative influence on organisational outcomes. Corporate Psychopaths create disorder in the workplace on a scale previously unimagined and unidentified until now. They directly or indirectly account for large amounts of rudeness and bullying and significant amounts of other types of employee-related work difficulties. They also have a strongly negative influence on a whole host of workplace outcomes, including withdrawal from the workplace, workplace constraints and job satisfaction.The presence of Corporate Psychopaths in organisations thus costs organisations in lost employee time as they withdraw from the organisational environment and in sub-optimal employee performance as they cope with extra organisational constraints. The presence of Corporate Psychopaths in organisations presents unnecessarily difficult working conditions for employees as they cope with a hostile working environment and with myriad negative influences associated with poor levels of job satisfaction. This has practical implications for organisational and human resource management as discussed in the thesis.
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Bakker, Susette. "Covert violence in nursing: A Western Australian experience." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2012. https://ro.ecu.edu.au/theses/455.

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Covert violence in the workplace has been extensively theorized amongst social scientists as having negative effects on the worker’s self esteem, job satisfaction and stress, resulting in increased absenteeism and a reduction in productivity, and yet it continues to fester in nursing. The purpose of this research was twofold. The first was to answer the question, ‘What are the characteristics of covert violence experienced by Western Australian nurses?’ and through the description of Western Australian nurses’ experience of covert violence and describe the characteristics related to this to form a definition of covert violence. The second question was ‘What are the causes of covert violence experienced by Western Australian nurses? This study explored nurses’ experiences of covert violence using an interpretive phenomenological approach as described by van Manen (1997). A literature review was conducted to establish the findings of studies in relation to covert violence in other countries and to compare similar works in Australia. Using literature review findings, interview questions were designed to identify episodes of covert violence amongst nurses, the background to the reported events and a comment by the participants as to how these episodes were dealt with. A proposed model of the causes of covert violence in nursing was developed from the literature review to be tested in relation to the research findings. Research participants were all Registered Nurses with the Nurses’ Board of Western Australia who were asked to identify and discuss their experiences of covert violence in their workplaces. The data collected was analysed using pattern matching for qualitative evaluation. Results obtained from the data analysis identified the most important factor leading to covert violence was the juxtaposition of power and powerlessness and how it was influenced by community expectations of healthcare, staffing and client characteristics, infra-staff issues and management systems. Based on the research findings a revised model of causes of covert violence was developed to identify how power and powerlessness affect the outcomes of patient care, staff morale and the ultimate retention of staff in the health service in particular and in the profession generally. To record the incidences of covert violence and how they can be dealt with, a risk action plan and a model of obligations to prevent covert violence in nursing was developed that would not only serve its purpose in the nursing profession. From these questions it was possible to develop a Risk Control Action Plan that can be applied in response to reports of covert violence and to prevent covert violence in the nursing workplace, and can be adapted to address a similar situation in any other workplace. The tools developed include ways of reducing patient stress, methods of improving staff relationships, and management tools for issues that need to be addressed by nurses and administrators. Recommendations for further research to extend this study and to test the covert violence prevention tools developed as a result of this research are made. It is anticipated that use of the revised model of covert violence in nursing, definition of covert violence and tools developed as a result of the research findings will minimise incidences of covert violence, resulting in greater job safety and satisfaction for nurses, a reduction in staff absenteeism due to job stress, and an improvement in nursing retention and productivity.
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Lawrence, Felicity J. "Prevalence and consequences of negative workplace cyber communications in the Australian public sector." Thesis, Queensland University of Technology, 2015. https://eprints.qut.edu.au/88058/1/Felicity_Lawrence_Thesis.pdf.

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This research studied the prevalence and impact of workplace cyberbullying as perceived by public servants working in government organisations across Australia. Using Social Information Processing theory, this research found employees reported task- and person-related cyberbullying that was associated with increased workplace stress, diminished job satisfaction and performance, and reduced confidence in their organisations' anti-bullying intervention and protection strategies. Furthermore, workplace cyberbullying can create a concealed, online work culture that undermines employee and organisational productivity. These results are significant for employers' duty-of-care obligations, and represent a cogent argument for improved workplace cultures in support to Australia's future organisational and economic performance.
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Xu, Jia. "Implementation of workplace learning in the accountancy schools of Australian universities." Thesis, Queensland University of Technology, 2015. https://eprints.qut.edu.au/84346/1/Jia_Xu_Thesis.pdf.

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This exploratory study seeks to further our understanding of Work-Integrated Learning (WIL) programs in the Accountancy schools of Australian universities. It emphasises the significance of the role of the university in monitoring and administrating these programs. The study uses a qualitative method with mainly open-ended questions via an online questionnaire. The responses from senior accounting academic decision-makers identified the major forms of WIL used and the most challenging issues. WIL is perceived to be an important program that should be included in degree courses, and strong efforts should be made to overcome the challenges involved in conducting such a program.
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Sayers, Roslyn, and roslyn sayers@rmit edu au. "Australia's Changing Workplace: A Generational Perspective." RMIT University. Economics, Finance and Marketing, 2006. http://adt.lib.rmit.edu.au/adt/public/adt-VIT20070122.102821.

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This research investigates generational differences in Australian workers. In particular it focuses on changing trends and influences in the workplace and how different generations view and deal with these changes. The study focuses on Baby Boomers (born 1945-1963), Generation X (born 1964-1977) and Generation Y (born 1978 - 1994) across four industry sectors: Corporate, Education, Government and Not for Profit. The Australian workforce currently consists of four generations - all having distinct characteristics, working styles, needs and expectations. These differences pose challenges and opportunities to workforce management. The first step in managing the generations and their differences is to identify where the differences lie and to understand how best to cope with and exploit these differences. This research, in taking a generational cohort perspective towards analysing the modern workplace, seeks to explore how the different generations view the trends and influences that impact their work; and their attitudes towards technology, communication, work/life balance, organisational loyalty, attraction, engagement and retention. The study uses a multi-phase qualitative approach and includes in-depth interviews with a range of Australian industry experts; discussion groups held with Gen Ys, Gen Xers and Baby Boomer employees, in four organisations across four industry sectors; and in-depth interviews with senior executives in the same four organisations. This research will have significance to all organisations especially those that employ workers from across the generations and who are managing a multigenerational workforce. The findings will have practical application to organisational policy development in areas such as, work/life balance, attraction, engagement and retention of employees, reward and recognition systems, technology in the workplace and training and development. The study adds to the body of knowledge in workforce management, and in particular to the emerging body of knowledge on generational cohort analysis of the workplace in the Australian context. The study found significant generational differences that when harnessed and managed effectively, can contribute to the output and performance of the organisation as a whole.
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Hyde, Penny. "Australian psychologists' perceptions and experiences of client threats." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2014. https://ro.ecu.edu.au/theses/863.

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There is empirical evidence that workplace violence is increasing, particularly in settings where health care professionals such as psychologists are employed, and often these incidents are perpetrated by clients. Given that client violence can have wide ranging and serious consequences, it is not surprising that researchers are focussing on this issue. One notable finding is that psychologists feel that they do not have the training or confidence to manage the violent behaviour of clients. A review of the relevant literature was undertaken to determine why psychologists feel ill prepared for such incidents. Whilst there is a wide range of definitions of client violence, it appears that many of the professionals’ concerns about various forms of client behaviour go beyond these definitions of violence. There is an array of client behaviours that make professionals feel their wellbeing is at risk which fall outside the general definition of violence. Consequently, the term client threats may be more appropriate. There is no research in which psychologists were directly asked what client interactions they perceived as putting their wellbeing at risk and, without this information, professional advice to them may not be effective. The purpose of this research project was to determine psychologists’ experiences and perceptions of client threats. Stage 1 included interviews with 45 psychologists which indicated that their experiences and perceptions of client threats could be best conceptualised by developing a preliminary theory of client threat. In stage 2 a Delphi approach, with a panel of experts, helped formulate a modified Client Threat Theory that proposes a three phase model outlining the process through which psychologists experience these threats. This theory begins with a client behaviour being observed and conceptualised as a threat (activation phase), then influential factors are assessed (risk assessment), and lastly a management plan is formulated and applied in response to the threat (execution phase). This research project also provides a detailed understanding of how the participating psychologists experienced client threats. It was discovered that threatening experiences were triggered by more than violent client behaviours and that a term broader than violence was needed to encompass these experiences. The types of threats reportedly experienced by participants were physical, sexual, verbal, psychological, reputational, and financial in nature. Participants also reported feeling threatened when they perceived that a client behaved in a threatening manner towards people known to them, such as colleagues and family members. This provides a basis from which future researchers could develop a comprehensive definition and theory of client threat, along with efficient and effective tools to reduce its occurrence and deal with it more effectively.
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Books on the topic "Australian Workplace"

1

Dollard, Maureen F., and Tessa S. Bailey. The Australian workplace barometer: Psychosocial safety climate and working conditions in Australia. Samford Valley, Queensland: Australian Academic Press, 2014.

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Mark, Wooden, and Sloan Judy, eds. Productive relations?: Australian industrial relations and workplace performance. North Sydney, Australia: Allen & Unwin, 1992.

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Adams, Jennie. Australian Boss: Diamond Ring. Toronto: Harlequin, 2010.

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Riley, Dan. Investigation of staff bullying in Australian schools. Ryde, N.S.W: D. Riley, D.J. Duncan, J. Edwards, 2009.

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Collaboration in intercultural discourse: Examples from a multicultural Australian workplace. Frankfurt am Main: P. Lang, 1996.

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Drago, Robert. The changing role of trade unions in Australian workplace industrial relations. Adelaide: National Institute of Labour Studies, 1998.

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Shaw, Julie. Cultural diversity at work: Utilising a unique Australian resource. Chatswood, Sydney, NSW: Business & Professional Pub., 1995.

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Bertone, Santina. Diversity and dollars: Productive diversity in Australian business and industry. Melbourne, Vic: Workplace Studies Centre, Victoria University of Technology, 1997.

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Cope, Bill. Productive diversity: A new, Australian model for work and management. Annandale, N.S.W: Pluto Press, 1997.

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Tisdell, C. A. Workplace exchange of personnel between companies in Australia and in Japan: Economic/technological advantages and policy considerations. [Newcastle, Australia]: Dept. of Economics, 1985.

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Book chapters on the topic "Australian Workplace"

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Jenkins, Kym, and Samuel B. Harvey. "Australian Experiences." In Mental Health in the Workplace, 49–66. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-04266-0_4.

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Duckett, Stephen. "The Australian Healthcare Workforce." In Workplace Reform in the Healthcare Industry, 30–59. London: Palgrave Macmillan UK, 2005. http://dx.doi.org/10.1057/9780230596009_3.

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Gibbons, K. S., and Helen MacGillivray. "Education for a Workplace Statistician." In Topics from Australian Conferences on Teaching Statistics, 267–93. New York, NY: Springer New York, 2014. http://dx.doi.org/10.1007/978-1-4939-0603-1_15.

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Westbrooke, Ian, and Maheswaran Rohan. "Statistical Training in the Workplace." In Topics from Australian Conferences on Teaching Statistics, 311–27. New York, NY: Springer New York, 2014. http://dx.doi.org/10.1007/978-1-4939-0603-1_17.

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Johnstone, Richard. "The Australian Framework for Worker Participation in Occupational Health and Safety." In Workplace Health and Safety, 31–49. London: Palgrave Macmillan UK, 2009. http://dx.doi.org/10.1057/9780230250529_3.

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Moussa, Mahmoud. "Barriers on Innovation in Australian Public Sector Organisations." In The Palgrave Handbook of Workplace Innovation, 179–96. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-59916-4_10.

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Moghimi, Solmaz (Sally), and Nuttawuth Muenjohn. "Innovation-Enhancing Leadership in the Australian Tourism Industry." In The Palgrave Handbook of Workplace Innovation, 543–58. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-59916-4_29.

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Short, Tom, and Roger Harris. "Leading Multiple Generations in the Australian Rail Workplace." In Workforce Development, 135–50. Singapore: Springer Singapore, 2014. http://dx.doi.org/10.1007/978-981-287-068-1_9.

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Oostvogel, Karen, Marieke Koornneef, and Rob F. Poell. "Strategies of HRD Practitioners in Different Types of Organization: A Qualitative Study Among 18 South Australian HRD Practitioners." In Supporting Workplace Learning, 11–25. Dordrecht: Springer Netherlands, 2010. http://dx.doi.org/10.1007/978-90-481-9109-3_2.

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Moussa, Mahmoud. "Examining and Reviewing Innovation Strategies in Australian Public Sector Organisations." In The Palgrave Handbook of Workplace Innovation, 317–33. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-59916-4_17.

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Conference papers on the topic "Australian Workplace"

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Luxton, Ric. "Creating an Incident and Injury Free Workplace - An Australian View." In International Conference on Health, Safety and Environment in Oil and Gas Exploration and Production. Society of Petroleum Engineers, 2012. http://dx.doi.org/10.2118/156858-ms.

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Wahidin, Herman, Jenny Waycott, and Steven Baker. "The challenges in adopting assistive technologies in the workplace for people with visual impairments." In OzCHI '18: 30th Australian Computer-Human Interaction Conference. New York, NY, USA: ACM, 2018. http://dx.doi.org/10.1145/3292147.3292175.

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Matejka, Des. "Project-Based Learning in Online Postgraduate Education." In InSITE 2004: Informing Science + IT Education Conference. Informing Science Institute, 2004. http://dx.doi.org/10.28945/2773.

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The Faculty of Education at Australian Catholic University offers an online postgraduate course that focuses on the use of e-learning tools to facilitate changes in thinking, teaching and learning. It incorporates project-based learning techniques that require participants to learn how to apply selected ICT and e-learning tools to improve learning within their workplace. This has been based upon ongoing evaluations to determine ways in which experience with information and communications technology (ICT) and e-learning tools bring about a change of perspectives about their own teaching. Through identifying factors that inhibit, as well as promote their learning, the program focuses upon learning about ICT and e-learning tools to inform participants about their own teaching. This paper discusses how the implementation of an online postgraduate course has helped to facilitate a problem-based approach that provides a social construction for learning, by allowing the sharing of resources, discussion of approaches about implementation issues and the showcasing of final student projects.
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Murphy, Kylie, Tracey Parnell, Rodney Pope, Clarissa Hughes, Marguerite Bramble, Jess Biles, Simone OConnor, Michael Curtin, Lisa Speedie, and Evan Plowman. "Improving Evidence-Based Practice education in healthcare courses: A Participatory Action Research multiple-case study." In Fifth International Conference on Higher Education Advances. Valencia: Universitat Politècnica València, 2019. http://dx.doi.org/10.4995/head19.2019.9152.

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This paper synthesises the results of three participatory action research (PAR) studies undertaken to improve the integration of evidence-based practice (EBP) education in three undergraduate health courses at one Australian university: Bachelor of Nursing, Bachelor of Occupational Therapy, and Bachelor of Physiotherapy. The PAR process with interested academics uncovered a range of EBP education strengths and weaknesses in the three courses. Common themes were evident, which are likely to be applicable in other similar courses. Identified weaknesses included a lack of explicit teaching about the meaning, principles, steps, and importance of EBP, partly stemming from a lack of shared understanding. A relative lack of emphasis on certain EBP steps was also noted, particularly the first step of ‘asking’ questions. A lack of communication with workplace learning (WPL) supervisors about how to facilitate EBP was also noted, raising concerns about variable EBP-education quality across WPL settings. Opportunities for improvement were identified by academics in each course, across multiple subjects and year levels. In our experience, PAR has been a highly constructive approach to EBP curriculum improvement. We encourage consideration of a PAR approach for addressing similarly complex curriculum challenges.
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Raven, Melissa. "22 Workplace mental health: a strategic driver of overdiagnosis." In Preventing Overdiagnosis Abstracts, December 2019, Sydney, Australia. BMJ Publishing Group Ltd, 2019. http://dx.doi.org/10.1136/bmjebm-2019-pod.128.

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Hassall, Maureen, Ben Seligmann, Danellie Lynas, Joel Haight, and Robin Burgess-Limerick. "Predicting Human-System Interaction Risks Associated with Autonomous Systems in Mining." In 13th International Conference on Applied Human Factors and Ergonomics (AHFE 2022). AHFE International, 2022. http://dx.doi.org/10.54941/ahfe1002313.

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Industry is implementing increasing amounts of automation into operations. The Australian mining industry is no exception as it is introducing autonomous mining vehicles and trains, remote controlled processing plants and the use of drones and robots to do survey and inspection work. Often these technologies are adopted to improve operational efficiencies and to reduce workers' exposure to high risk situations. However, in most mining environments, the adoption of automated technologies has not completely removed humans from the operation. Humans still need to interact with the technology to clean, service and maintain it. Humans also have to perform other tasks in the automated mining environment such as inspection of ground conditions, mapping mining and dump areas, maintaining roads and infrastructure etc. Thus, introducing automation into mining environments has the potential to introduce new and significant human-system interaction safety risks. The emergence of these new safety risks are evident in recent accidents in the mining industry as well as in other industries that have introduced automation. Traditionally, risk based approaches have been used in the Australian mining industry and other industries to identify and treat safety related risks. Such approaches include the use of hazard identification techniques (HAZID), Workplace Risk Assessment and Control (WRAC), Failure Mode and Effects Analysis or Failure Modes and Effects Criticality Analysis (FMEA or FMECA), and Process or Job based Hazard Analysis (PHA or JHA). These traditional techniques have helped reduce fatal and catastrophic incidents in the mining industry but deficiencies in their application has also been highlighted in a number of major accident investigation reports. In addition, recent research has suggested that that traditional risk identification techniques by not be effective for new, software-enabled technologies that are embedded in socio-technical systems with complex or dynamic human-system interactions. In response new socio-technical risk assessment approaches have been develop such as System Theoretic Process Analysis (STPA) and Strategies Analysis for Enhancing Resilience (SAfER). However no publications could be found that seek to understand from a end-user perspective the efficacy of the traditional and new techniques in assessing human-system interaction risks associated with the introduction of autonomous and automated technologies in mining environments.To begin to address this gap, research was conducted that sought to answer the question - What combination of risk assessment techniques delivers the most effective means of identifying risks associated with human-system interactions in remote and autonomous mining operations? The research method involved have mining industry professionals trial four techniques - Preliminary Hazard Analysis (HAZID), Failure Mode and Effects Criticality Analysis (FMECA), Strategies Analysis for Enhancing Resilience (SAfER), and System Theoretic Process Analysis (STPA) (Systems-theory Method) - in a workshop environment. Three different workshops were conducted each of which focused on a different automated technology. The first focused on identifying human-system interaction safety risks in surface mine automated haulage areas. The second focused on identifying human-system interaction safety risk associated with autonomous longwall mining operations underground. The third focused on human-system interaction safety risks associated with remote controlled operation of ore processing plants. After the workshop trialed each technique, the participants were survey to collect their perceptions of the usability and usefulness of each technique. Results from the participant feedback suggest that each techniques was able to identify potentially hazardous human-system interactions but that each had strengths and weaknesses depending on whether risks were being assessed risks pre or post implementation. A hybrid or combination approach was suggested with further testing of the proposed approach being recommended.
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Reid, Alison, Jun Chih, Renee Carey, Ellie Darcey, and Corie Gray. "O02-5 Workplace discrimination and mental health among ethnic minority workers in australia." In Occupational Health: Think Globally, Act Locally, EPICOH 2016, September 4–7, 2016, Barcelona, Spain. BMJ Publishing Group Ltd, 2016. http://dx.doi.org/10.1136/oemed-2016-103951.10.

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Qi, Jiwen, Li Li, and Gang Lei. "Economic Operation of a Workplace EV Parking Lot under Different Operation Modes." In 2021 31st Australasian Universities Power Engineering Conference (AUPEC). IEEE, 2021. http://dx.doi.org/10.1109/aupec52110.2021.9597755.

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Whyte, A., and M. Luca. "Building Information Modelling (Bim) & Integrated Project Delivery (Ipd): Workplace Utilisation In W. Australia." In The Seventh International Structural Engineering and Construction Conference. Singapore: Research Publishing Services, 2013. http://dx.doi.org/10.3850/978-981-07-5354-2_aae-15-287.

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Connaughton, PA. "1651e Solar ultraviolet exposure – a review of risks and preventive strategies in australian workplaces." In 32nd Triennial Congress of the International Commission on Occupational Health (ICOH), Dublin, Ireland, 29th April to 4th May 2018. BMJ Publishing Group Ltd, 2018. http://dx.doi.org/10.1136/oemed-2018-icohabstracts.1215.

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