Relevant bibliographies by topics / Employees – Australia – Attitudes

Academic literature on the topic 'Employees – Australia – Attitudes'

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Published: 10 December 2022
Last updated: 29 January 2023

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Journal articles on the topic "Employees – Australia – Attitudes"

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Chang, Joshua, Antonio Travaglione, and Grant O’Neill. "Job attitudes between unionized and non-unionized employees." International Journal of Organizational Analysis 25, no. 4 (September 4, 2017): 647–61. http://dx.doi.org/10.1108/ijoa-06-2016-1034.

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Purpose The purpose of this paper is to study job attitudes between unionized and non-unionized employees in Australia as recent research on attitudes among unionized employees has centred on topics such as attitudes towards unionization and involvement, but not on work-related attitudes. Design/methodology/approach This study uses a data set of over 5,000 responses from the Australia at Work survey. Ten attitudinal survey questions adapted from the Australian Workplace Industrial Relations Survey and the Australian Survey of Social Attitudes were used to compare work-related attitudinal differences between unionized and non-unionized employees. Findings Findings show that unionized employees perceive less manager–employee consultation, health and safety, dispensability, time flexibility, workload flexibility, managerial trust, fair treatment and pay equity. Originality/value Not much is known about the attitudinal differences between unionized and non-unionized employees, given the paucity of research on unionist job attitudes. Recent research in this area has centred on employee attitudes towards unionization and involvement as opposed to studying work-related attitudes. The findings can help the management predict behavioural responses between unionized and non-unionized employees for improved decision making.
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Arndt, Aaron D., Anusorn Singhapakdi, and Vivian Tam. "Consumers as employees: the impact of social responsibility on quality of work life among Australian engineers." Social Responsibility Journal 11, no. 1 (March 2, 2015): 98–108. http://dx.doi.org/10.1108/srj-06-2013-0075.

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Purpose – The aim of this paper is to investigate whether consumer values influence work-related attitudes. Employees often feel conflict among different aspects of their lives. Although most extant research has focused on the effect of family values on work attitudes, we investigate whether a fit between employees’ socially responsible consumption orientation (SRCO) and firm corporate social responsibility (CSR) influences employee higher-order quality of work life. Design/methodology/approach – Survey data from 112 members of an engineering association in Australia. Findings – The results show that employees’ consumer life roles can influence their work-related perceptions. However, contrary to expectations, the positive influence of CSR on higher-order quality of work life is weaker for employees who are more socially responsible consumers. Research limitations/implications – Further research should examine other industry contexts and cultures. Also, because the SRCO construct is very broad, further research should examine specific social issues. Practical implications – CSR can be an important strategy for retaining employees, even those with lower SRCO. Originality/value – This research shows that customer values influence important work-related attitudes, such as higher-order quality of work life and organizational commitment. Furthermore, we show that “fit” between consumption orientation responsibility and firm CSR does not necessarily enhance work-related attitudes because employees high in SRCO likely hold the firm to a different standard of social responsibility.
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Haque, Amlan, Mario Fernando, and Peter Caputi. "Perceived human resource management and presenteeism." Asia-Pacific Journal of Business Administration 11, no. 2 (July 16, 2019): 110–30. http://dx.doi.org/10.1108/apjba-02-2018-0038.

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PurposeThe purpose of this paper is to investigate the mediating effect of employee turnover intentions (ETI) on the relationship between perceived human resource management (PHRM) and presenteeism. The notion of presenteeism is described as coming to work when unwell and unable to work with full capacity.Design/methodology/approachUsing social exchange theory and structured equation modelling, hypotheses were tested using responses from 200 full-time Australian employees.FindingsThe results show that employees’ PHRM significantly influenced presenteeism and ETI. As predicted, PHRM negatively influenced presenteeism and ETI positively influenced presenteeism. The direct influence of PHRM on presenteeism was fully mediated by ETI.Practical implicationsThis paper suggests that organisations expecting to address presenteeism by promoting PHRM may experience an adverse result when employees conceal turnover intentions.Social implicationsForm the perspective of social exchange, this study focuses on ETI as a mediating variable and sheds light on employees’ hidden attitudes about their jobs to explain how PHRM can influence presenteeism in Australia. Consequently, the findings should help both organisations and employees to identify ways that PHRM can reduce presenteeism.Originality/valueThis paper examines the unique meditational role of ETI in the relationship between PHRM and presenteeism, which is an area of inquiry that has not been fully examined in the literature of HRM. In addition, it examines presenteeism among Australian employees in relation to PHRM.
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Sinyagina, Natalia Yu. "New trends in HR technologies: overview of foreign studies." SHS Web of Conferences 103 (2021): 01033. http://dx.doi.org/10.1051/shsconf/202110301033.

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The main aim of this work is theoretical studies of trends in HR technologies based on foreign and Russian publications and practice. This article highlights the most obvious trends of working with talented employees supported by attitude to talented persons, the analysis of various types of attitudes to them is performed; it is mentioned that positive attitude at present is one of the most important properties demanded by employers, since quite often it adds positive properties to a working team. The data were collected, classified and generalized using theoretical analysis, content analysis, and analytical synthesis of more than 50 scientific publications by researchers and practitioners from Australia, Great Britain, Germany, Russia, and the USA. This article presents the most significant results of the study. The trends of shifting the focus from equality in the relation to employees to fairness and the importance of fitting the culture of relations into the corporate culture are characterized. Generalized typology of talented employees is presented. The reasons of talented employees for leaving the company are analyzed. The importance of evaluation of skills to communicate with people, to find compromise is described, as well as of skills required for execution of this or that activity. Necessity of long-term well-considered relations with people, who are at the top in their working area, is mentioned.
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Deery, Stephen J., and Andrea Mahony. "Temporal Flexibility: Management Strategies and Employee Preferences in the Retail Industry." Journal of Industrial Relations 36, no. 3 (September 1994): 332–52. http://dx.doi.org/10.1177/002218569403600302.

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The introduction of more flexible working time arrangements has become an important managerial objective in Australia. This is particularly the case in the retail services sector where management has sought to obtain greater freedom to match staffing levels more closely to fluctuations in the volume of customer demand. Such arrangements may not, however, be in accordance with employee preferences. The aim of this paper is to examine the issue of temporal flexibility by looking at the employment policies of a large retailing firm as well as the attitudes of its employees to the introduction of flexible working hours. Contradictions are identified in the company's labour utilization strategy, which have attendant costs for both the employees and the organization.
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Hale, Nicole, Andrea M. Murphy, Jon R. Adams, and Cylie M. Williams. "Effect of a smoke-free policy on staff attitudes and behaviours within an Australian metropolitan health service: a 3 year cross-sectional study." Australian Health Review 41, no. 1 (2017): 7. http://dx.doi.org/10.1071/ah15159.

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Objective In 2010, Peninsula Health (Vic., Australia), became smoke free as part of the locally developed smoking prevention and cessation strategy. The aim of the present study was to determine the effect of a smoke-free policy on smoking status and employee attitudes over a 3-year period. Methods Data were collected by three surveys 6 months before and 6 months and 3 years after policy introduction. Demographic data, smoking status and attitudes to the introduction of the smoke-free policy were collected for analysis. Results There were 3224 individual responses collected over three time points with similar demographics at each time. There were fewer employees smoking at 6 months (P = 0.010) and 3 years (P < 0.001) after implementation of the policy. There were more employees who felt positive towards the policy 3 years after its introduction (P = 0.028). There were greater odds of an employee not identifying as a smoker after the policy was in place than before the policy was implemented. Conclusions The introduction of a smoke-free policy within a health service was an upstream health intervention that was well accepted by staff and appeared to have a positive effect on smoking behaviours. What is known about the topic? There are an increasing number of environmental changes that seek to decrease smoking behaviours. Bans within workplaces have a direct effect on employee smoking behaviour. What does this paper add? Some employee groups demonstrated the greater odds of smoking when a smoke-free policy was in place. Employees felt positive towards this policy. What are the implications for practitioners? This policy change supports environmental changes affecting individual health-related behaviours.
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Lu, Ying, Ramanie Samaratunge, and Charmine E. J. Härtel. "Predictors of acculturation attitudes among professional Chinese immigrants in the Australian workplace." Journal of Management & Organization 22, no. 1 (June 11, 2015): 49–67. http://dx.doi.org/10.1017/jmo.2015.19.

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AbstractProfessional Chinese immigrants (PCIs) are expected to substantially contribute to the relief of skills shortage and the bolstering of Australia’s economic and social development. However, they have encountered many adjustment difficulties arising from cultural and social differences after entering into the Australian workplace. There is a dearth of research to shed light on the adaptation of PCIs in Australia. To bridge this gap, this paper investigates PCIs’ acculturation preference and explores the predictors of each acculturation attitude. Our survey of a sample of 220 PCIs revealed that PCIs have a predominant preference to maintain their home culture, whereas logistic regressions revealed that length of residence in the host country, English proficiency, perceived social support at work and interdependent self-construal could predict the acculturation choices among PCIs. This study provides valuable information for managers and organizations in developing effective acculturation programs to assist immigrant employees with adaptation to a new workplace.
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Davis, Paul J., Yuliya Frolova, and William Callahan. "Workplace diversity management in Australia." Equality, Diversity and Inclusion: An International Journal 35, no. 2 (March 14, 2016): 81–98. http://dx.doi.org/10.1108/edi-03-2015-0020.

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Purpose – The purpose of this paper is to identify Australian managers’ attitudes and understandings regarding workforce diversity management (WDM) and the practices and incorporation of WDM in organisations. Design/methodology/approach – Methodology is quantitative. A questionnaire in the form of a self-administered survey instrument was mailed to 650 managers (325 HR managers and 325 other managers) in Sydney, Melbourne and Brisbane. Findings – The research found that workforce diversity is not especially well understood or appreciated; especially by non-HR managers. Organisations appear generally not to prioritise WDM and levels of senior manager engagement with the topic are tentative. Statistical analysis highlighted considerable divergence of opinion across the surveyed group. Research limitations/implications – As an exploratory study, further research is encouraged to better understand cause and effect relationships pertaining to the findings. Practical implications – There are implications for HR managers or those in related roles who might design, implement and promote WDM initiatives. There are implications for consultants, employees and senior managers regarding education, awareness and support of diversity objectives. Originality/value – Addresses a gap in the literature by looking at contemporary attitudes and practices regarding WDM in Australian organisations. Provides the first empirical comparison between HR and other managers on the topic.
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Barrett, Rowena. "Small firm training: just meeting the day-to-day needs of the business." Employee Relations 37, no. 5 (August 3, 2015): 547–67. http://dx.doi.org/10.1108/er-05-2014-0048.

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Purpose – The purpose of this paper is to explore what the attitudes of small firm owner-managers are to developing the skills of their key resources and then examine how these and other factors affect owner-managers’ preferences for training these employees. Design/methodology/approach – This study of training in small road transport firms in West Australia is cast in light of the literature on human resource management in small firms underpinned by insights drawn using the resource based view of the firm. Small firms (less than 20 people) dominate this industry, while the increasing freight task, and extreme distances between West Australian ports, towns and mines highlight this sectors’ importance. Survey results from 39 small road transport firms and interviews with nine owner-managers are analysed. Findings – Legislative, regulatory and licensing requirements were shown to be a key determinant of skills development. Employers ensured that basic standards for employee certification and qualification were met, as the penalty for not doing so would be too high. Regulations drove the need for certain types of training – licenses, fatigue management, occupational health and safety, handling dangerous goods, the Maritime Security Identification Card card, forklift license, mine site inductions – while owner-managers knew where to get the training their staff needed. Although regulation appeared most visible in prescribing what happened in relation to training for drivers, the relevance of owner-managers’ attitudes could not be ignored, nor could conditions in the firms external environment as this shaped how these requirements were met. Research limitations/implications – The RBV is useful in showing how skill development enabled similarity in skills across firms, while the attitudes owner-managers and economic and social conditions meant what happened in firms around skill development varied. The importance of small firm owner-managers’ attitudes are clearly highlighted and shown to influence organizational decisions and choices around training, but these were not independent of the regulatory framework and the economic and social conditions within which the firm operated. The small firms in this study did engage workers in formal training when necessary but it was put in the context of the idiosyncratic approach of the owner-manager and the day-to-day needs of the firm. “Training” was essentially about ensuring certain types of skills were held by employees and then passing on knowledge to ensure the behavior of employees was consistent with the owner-manager’s vision for the firm in its current environment. Originality/value – Ways industry and government can encourage training activity that goes beyond the day-to-day firm needs are suggested.
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Pavett, Cynthia M., and Gary Whitney. "Quality values, attitudes, and behavioral predispositions of employees in Mexico, Australia, and the United States." Thunderbird International Business Review 40, no. 6 (November 1998): 605–32. http://dx.doi.org/10.1002/(sici)1520-6874(199811/12)40:6<605::aid-tie6>3.0.co;2-d.

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Dissertations / Theses on the topic "Employees – Australia – Attitudes"

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Wakefield, Lynette Florence, and mikewood@deakin edu au. "Workplace education and training: Are Tafe teachers prepared for their evolving roles?" Deakin University, 1996. http://tux.lib.deakin.edu.au./adt-VDU/public/adt-VDU20050815.103545.

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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.
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King, Carolyn. "The relationship between transportation mode choice and well-being: An ecological perspective." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 1999. https://ro.ecu.edu.au/theses/1211.

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The present study is based on an ecological analysis of transport and wellbeing as devised by Stokols and Novaco (1981). This study seeks to examine the link between transport mode and well-being. One hundred and eight Participants (N= 1 08) filled out a questionnaire that contained the psychological well-being scales of self-efficacy, general health and perceived stress; and the organizational scales of job satisfaction and absenteeism. The participants were divided into groups of 18 according to which transport mode they used. The transport mode groups were drive alone, train, bus, car pool, walk or cycle. It was hypothesized that there would be a significant difference in well-being between transport modes, that alternative modes of transport would score better than the drive alone category and that transport mode had an effect on psychological and organizational well-being. Findings supported that there was a difference in well-being between transport modes with the cycle and drive alone categories being significantly different to the bus, car pool and walk categories. Only the alternative mode of cycle performed better on the well-being scales than the drive alone category which did not support our second hypothesis. Transport mode did have an effect across both the psychological and organizational categories. Research and practical implications are discussed and directions for future research are highlighted.
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Martinez, Julia. "Racism in the Northern Territory [manuscript] : the attitudes of administrators, pastoralists and unionists to Aborigines employed in the cattle industry during the Depression, 1929-1934." Thesis, The University of Wollongong, 1995. http://hdl.handle.net/1885/276260.

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This thesis investigates the racism exhibited by Administrators, Pastoralists and Trade Unionists towards Aborigines employed in the Northern Territory cattle industry during the Depression years, 1929 to 1934. Their racism is examined within the framework of sociological and historical theories of racism. An historical evolution of racism is outlined, showing that from Colonial history emerged Colonial racism, which regarded 'natives' as an inferior race destined to serve as a cheap source of labour for European colonists. This racism occurred in two main forms: as a 'primitive' and violent racism; and as a 'civilised', paternalistic racism. The development of nationalism coincided with the rise of a Nationalistic racism which defined the nation as an homogeneous people, excluding all others as inherently inferior. As the colonial era drew to an end, and colonial 'natives' began to immigrate to Europe, their position within the modern nation-states became problematic. Where they continued to be regarded as a source of cheap labour, their exploitation provoked a racist reaction from the working class, referred to as Migrant Labour racism or Competitive racism. This thesis argues that European racism in the Northern Territory can only be fully understood if we consider that each of these forms of racism existed simultaneously. This historical anomaly saw the merging of a dependent colonial frontier with a modern nation-state, and the racist attitudes of the Europeans reflect this situation. The Administrators legitimised their racism with arguments of Social Darwinism while seeking to promote Nationalistic racism. Economic considerations, however, made the arguments of Colonial racism appear attractive. The Pastoralists exhibited Colonial racism in all its forms, both primitive and paternalistic. In their official dealings, they also utilised arguments of Nationalistic and Scientific racism. The Unionists exhibited a Competitive racism which was tempered by left-wing influences which advocated an end to racial discrimination as the only solution to Aboriginal competition. In each group, the manifestations of racism were complex and varied, revealing that racist ideology w as inextricably linked with social, economic and political considerations.
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Howell, Andrea (Andrea Christine) 1957. "Vision, values and commitment : an examination of the congruence between individual and organisational values and the impact of the degree of congruence on employee commitment." Monash University, Dept. of Management, 2004. http://arrow.monash.edu.au/hdl/1959.1/5485.

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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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Omari, Maryam. "Towards dignity and respect at work: An exploration of bullying in the public sector." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2007. https://ro.ecu.edu.au/theses/45.

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Organisations today function in complex and dynamic environments which exert continual pressure to change and compete. Employees are often seen as a key to success in this world, as flexible and adaptable resources. The quality of their work life therefore takes on an important role in ensuring they reach their full potential. A long-standing safety and performance issue in the workplace is bullying, or mobbing as it is called in the European literature. Bullying can have adverse effects for individuals, including both the perpetrator and the victim, as well as their families, the organisation, and ultimately the wider society.
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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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Davies, Jennifer Olivia. "The relationship between perceived organisational ethical climate and employee commitment in the Australian hospitality industry." Diss., 2015. http://hdl.handle.net/10500/19164.

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The purpose of this study was to determine the relationship between perceived organisational ethical climate and employee commitment within an Australian hospitality organisation, with the objective of determining whether employees' perceptions of the organisational ethical climate influenced their commitment towards their organisation, as well as the associated implications. The Ethical Climate Questionnaire and the Employee Commitment Survey were utilised as measuring instruments. The overall finding revealed a statistically significant relationship between the two variables with the results indicating that organisations possess numerous ethical climates which are perceived by employees in a manner which in turn affects their commitment towards their organisation. It is concluded that employees who are more committed to their organisations have improved attendance records and show lower absenteeism and turnover rates. The findings of this study confirmed existing research and generated new knowledge applicable to the hospitality sector.
Industrial & Organisational Psychology
MCOM (Industrial and Organisational Psychology)
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Day, Carla Lynelle. "The role of values in employee decision making in the Australian Department of Defence." Phd thesis, 2006. http://hdl.handle.net/1885/151194.

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Books on the topic "Employees – Australia – Attitudes"

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

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Book chapters on the topic "Employees – Australia – Attitudes"

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Shililu, Henry Milimu. "The Impact of Job Demands Variables in the Job Demands Resources Model." In Advances in Human Resources Management and Organizational Development, 33–63. IGI Global, 2022. http://dx.doi.org/10.4018/978-1-7998-7396-9.ch002.

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The purpose of this chapter is to report on the findings of a study that was conducted by the author to investigate the impact of job demands variables on emotional exhaustion and emotional ill-health. A sample of 173 drawn from employees who worked for different organizations in the Pacific, mainly Australia, the African region, the Indian subcontinent of India, Nepal, Pakistan, Bangladesh, and Sri Lanka, and employees who professed Christian and Hindu religions. A broad range of ages, occupations, ethnicities, religions, and cultures was represented in the sample, that is, the targeted population were employees whose different contexts and characteristics (e.g., attitudes, occupations, ages, marital status, religion, opinions, behaviors, and other defined variables) could be measured and allowed to generalize the results. The study used a quantitative research design. A diversity of findings were established with some findings being consistent with the JD-R theory and previous studies across the cultures while other findings were not consistent with previous studies and the JDR theory.
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Sari, Tanti Kartika. "Understanding Employee Attitudes to SNS Implementation in the Australian Banking Sector." In Advances in E-Business Research, 121–44. IGI Global, 2015. http://dx.doi.org/10.4018/978-1-4666-7262-8.ch006.

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The Australian banking sector has utilised Social Networking Sites (SNS) to support companies' sustainability through customer engagement. Numerous studies have been conducted on issues associated with SNS, including teamwork, communication, trust, and security. These studies have usually been concerned with the perspectives and attitudes of customers and organizations, and sometimes, employers. This chapter is based on a Master's degree dissertation research aimed at filling the gap by investigating the opinions of the Australian banking sector employees, in particular those who use the SNS application as a work tool. The Honeycomb framework is used as the theoretical basis with six underlying factors being ascertained as a result of Exploratory Factor Analysis (EFA). The findings are discussed, and recommendations are proposed which are intended to increase the benefits to be gained from SNS adoption. The analysis results make a significant theoretical, methodological, and practical contribution.
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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.
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Ha, Huong. "Online Security and Consumer Protection in Ecommerce An Australian Case." In Strategic and Pragmatic E-Business, 217–43. IGI Global, 2012. http://dx.doi.org/10.4018/978-1-4666-1619-6.ch010.

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Given the nature of the e-market, both regulatory and self-regulatory measures have been employed by Australia to protect e-consumers. However, the efficiency and effectiveness of the current framework of e-consumer protection have not been sufficiently evaluated. This chapter aims to (i) discuss the current approaches to protect e-consumers in terms of security in Australia, (ii) find out the level of awareness, the view and attitudes of e-consumers regarding online security and institutes involved in e-consumer protection, (iii) investigate how e-consumers protect themselves from online incidents, and (v) discuss policy implications for protection of e-consumers in terms of security. Overall, this chapter provides a better insight of how e-consumers are protected regarding security in Australia. It will help relevant stakeholders in developing and fine tuning policies to ensure a secure e-market for all. Finally, it will elicit further research on how to better protect e-consumers in the e-market.
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Velliaris, Donna M. "Professional Business Communications." In Academic Language and Learning Support Services in Higher Education, 163–88. IGI Global, 2020. http://dx.doi.org/10.4018/978-1-7998-2878-5.ch007.

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In today's competitive business environment, students need to build strategic communication skills to effectively manage business activities, and their ability to effectively communicate is central to them gaining and maintaining employment. Attributes considered desirable by employers include a good work ethic, a positive attitude, analytical skills, critical thinking and problem solving, initiative, leadership ability, maturity, self-motivated, teamwork skills, technological competence, and an overall willingness to learn. Significantly, in the associated literature, the ability to communicate well—verbally and in writing—is a quality that consistently appears near or at the ‘top' of the list of desired employability traits. With that in mind, this chapter is largely descriptive and examines the design, delivery, and effectiveness of a 2016 pilot project involving inclusion of Pearson's ‘MyWritingLab' (MWL) into one Australian School of Management's core-course titled ‘Professional Development in Business'.
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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.
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"ley, 1999). The impetus for understanding the underlying dynamics of dishonest behavior among students stems from the conviction that, apart from assuming the role of an educational and credentialing agency, the primary focus of an academic institution is to provide an environment for personal development of our youth in the moral, cognitive, physical, social, and aesthetic spheres. An atmosphere that promotes academic honesty and integrity is a precondition for generating, evaluat-ing, and discussing ideas in the pursuit of truth, which are at the very heart of aca-demic life. Research has shown that dishonesty in college, cheating in particular, is a predic-tor of unethical behavior in subsequent professional settings (e.g., Sierles, Hendrickx, & Circel, 1980). More recently, Sims (1993) also found academic dis-honesty to be significantly related to employee theft and other forms of dishonesty at the workplace. Sim's findings suggest that people who engaged in dishonest behav-iors during their college days continue to do so in their professional careers. Further-more, Sim's findings indicate that people who engaged in dishonest behaviors during college are more likely to commit dishonest acts of greater severity at work. Existing research on academic dishonesty has largely been conducted in Eu-rope and North America. The results of these studies suggest that a large percent-age of university students indulge in some form of cheating behaviors during their undergraduate studies (e.g., Newstead, Franklyn-Stokes, & Armstead, 1996). Sur-vey findings also suggest that not only is student cheating pervasive, it is also ac-cepted by students as typical behavior (e.g., Faulkender et al., 1994). Although the research conducted in the Western context has increased our under-standing of academic dishonesty among students, the relevance of these results to the Asian context is questionable. Differences in sociocultural settings, demo-graphic composition, and specific educational policies may render some compari-sons meaningless. Different colleges also vary widely in fundamental ways, such as size, admission criteria, and learning climate. These factors render the comparabil-ity of results obtained from different campuses difficult. Cross-cultural studies con-ducted to examine students' attitudes toward academic dishonesty have found evidence that students of different nationalities and of different cultures vary signifi-cantly in their perceptions of cheating (e.g., Burns, Davis, Hoshino, & Miller, 1998; Davis, Noble, Zak, & Dreyer, 1994; Waugh, Godfrey, Evans, & Craig, 1995). For example, in their study of U.S., Japanese, and South African students, Burns et al. found evidence suggesting that the South Africans exhibited fewer cheating behav-iors than the Americans but more than the Japanese at the high school level. How-ever, at the college level, the cheating rates for South African students were lower compared to both their American and Japanese counterparts. In another cross-national study on academic dishonesty, Waugh et al. (1995) examined cheating behaviors and attitudes among students from six countries (Australia, the former East and West Germany, Costa Rica, the United States, and Austria) and found significant differences in their perceptions of cheating. Stu-." In Academic Dishonesty, 47–56. Psychology Press, 2003. http://dx.doi.org/10.4324/9781410608277-7.

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Conference papers on the topic "Employees – Australia – Attitudes"

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Van Der Vyver, Glen, and Michael Lane. "Are Universities to Blame for the IT Careers Crisis?" In InSITE 2006: Informing Science + IT Education Conference. Informing Science Institute, 2006. http://dx.doi.org/10.28945/2990.

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At a time when the IT industry in general and the IT academy in particular face major challenges, some accuse universities of producing graduates with poor or inappropriate skills. This qualitative study, based on interviews with fifteen senior IT executives and managers in the Australian financial services industry, examines what employers seek when they recruit new graduates. We find that employers now expect much more from IT graduates. They require a blend of technical, business and people skills combined with the right attitude. Furthermore, requirements are highly mediated by contextual factors such as company size and corporate culture. We also find that universities are not perceived as negatively as some would have it. Universities face a significant challenge in producing graduates with much wider skill sets. Although this study was conducted in Australia, we are of the opinion that the issues discussed are relevant in the wider international context.
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Reports on the topic "Employees – Australia – Attitudes"

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Bongomin, Godfrey, Chelsea Huggett, Juhi Jain, Sunetra Lala, Relvie Poilapa, Elis Lee, Chloe Morrison, Novika Noerdiyanti, Rosie Sanderson, and Proshanto Roy. Emerging Practice for the Engagement of Men and Boys in WASH, Frontiers 20. The Sanitation Learning Hub, Institute of Development Studies, July 2022. http://dx.doi.org/10.19088/slh.2022.005.

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This document accompanies Frontiers of Sanitation: Engaging men for gender transformative WASH, Part 2, which explores the extent to which engaging men and boys in WASH processes is leading to transformative change in gender roles, attitudes, and sustainable change in reducing gender inequalities across households, communities, organisations, and policy. Practical examples are presented here from Uganda, Zambia, Timor-Leste, Papua NewGuinea (PNG), Solomon Islands, Bangladesh, India, Indonesia, Vanuatu,and Nepal. Each of these examples, all of which are from projects funded by the Australian Government’s Water for Women Fund, describe interventions that employed different gender-transformative approaches to engage with and reach men and boys. They also describe the projects’ successes and challenges.
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