Academic literature on the topic 'Management and organisational behaviour not elsewhere classified'

The knowledge of an employee is an important resource for the organisation and it is very vital for companies that employees share their knowledge. Knowledge sharing cannot happen easily, as it is an individual choice and cannot be forced. Previous studies have shown that organisational trust is a backbone of knowledge sharing behaviour (KSB). In this study, the new conceptual framework proposes drawing the relationship between factors that are influencing organisational trust and testing the relationships between organisational trust and KSB. This framework classified the most significant factors that influence KSB, both directly and indirectly, through an organisational trust. The research model of this study is built from an extensive review on the literature of knowledge management (KM), organisational behaviour, sociology, phycology, trust, and management studies. Since there are very few in-depth studies specifically on trust and KSB, research on trust from an organisational perspective was consulted. This study provides methodological contributions in the form of conceptualisations for organisational trust and KSB; in addition, it provides extra emphasis in details, by identifying the dimensions of KSB and organisational trust.

Purpose – The purpose of this paper is to propose five organisational factors associated with abuse, neglect and/or loss of dignity of older people resident in care homes. It derives from one set of findings from the ResPECT Study of Organisational Dynamics of Elder Care commissioned by Comic Relief and Department of Health through the Prevention of Abuse and Neglect In the Care of Older Adults programme. Design/methodology/approach – A knowledge synthesis method was selected to identify organisational aspects of elder mistreatment in residential care settings. The method was selected for its suitability in examining ill-defined and contested concepts such as; elder mistreatment – where the available evidence is dispersed and produced in varied forms. A rapid review comprising a search of three academic databases and a detailed examination of selected investigation reports into institutional mistreatment was followed by panel meetings with subject matter experts to complete the knowledge synthesis. Findings – This paper identifies and elaborates five organisational factors associated with elder mistreatment; infrastructure, management and procedures, staffing, resident population characteristics and culture. It also indicates macro-structural factors affecting care quality. Research limitations/implications – Further research is needed to elaborate the influence of these organisational factors on mistreatment and to understand any interactions. Practical implications – As an adjunct to personal factors, the knowledge synthesis indicates common organisational factors contributing to institutional abuse. This suggests that care quality is produced systemically and that it can collapse as a result of seemingly minor and unrelated organisational changes. Social implications – Care home safety and quality is an ongoing concern, with popular analysis frequently stopping at the point of describing individual errant behaviour. However, as “problem” organisations are closed down, “problem” organisational factors continue to recur elsewhere. Originality/value – The paper identifies and elaborates organisational aspects of elder mistreatment in residential care settings. The findings are original, valuable and grounded in relevant experience by the method of analysis and synthesis of the findings from inquiry reports as well as research and the contribution to the development of findings by those central to the issue, residents, relatives and care providers.

Purpose The endless manifestation of employee misbehaviours can be classified according to Robinson and Bennett’s (1995) employee deviance typology. Using this typology, the purpose of this paper is to examine the level of “judicial” tolerance for offences committed by employees across Australian workplaces that culminated in an arbitration hearing before the country’s federal industrial tribunal. Design/methodology/approach A content analysis was performed on 565 misbehaviour related, unfair dismissal arbitration decisions made by Australia’s federal industrial tribunal between July 2000 and July 2010. Using the count data that resulted, a logistic regression model was developed to determine which unfair dismissal claim characteristics influenced whether or not a dismissal was deemed to be an appropriate course of disciplinary action. Findings The results suggest that an arbitrator’s gender, experience and background have influence on his or her decision. Significance tests also verified that personal aggression, production deviance, political deviance and property deviance were all considered unacceptable in Australian workplaces. Importantly, the results enable the ordering of the range of tolerance. From this ordering, a picture emerged as to what factor may be framing the extremities of the arbitrators’ tolerance for the misbehaviours: the target (or victim) of the behaviour. Research limitations/implications Unfair dismissal claims that are settled through private conciliation, as they occur off the public record, could not be included in the analysis. Practical implications Society’s implicit stakeholder interest in what constitutes appropriate workplace behaviour is further testament to the HRM obligation to facilitate sustainable workforces. Management should consider whether dismissing a misbehaving employee is a reactionary approach to broader organisational issues associated with employee well-being and cultural norms. In order to contribute to sustainable workforces, HRM policies and actions should focus on limiting triggers that drive misbehaviour, particularly behaviours that result in harm to individuals as a matter of priority, followed closely by triggers to behaviours that result in harm to organisational profitability. Originality/value This paper presents new insights about the degrees to which various forms of employee misbehaviour are accepted in the workplace.

Growth and success of an organisation are primarily dependent on its ability to develop, leverage, and utilise its knowledge base. This study developed a model to test the impact of antecedents of knowledge Sharing (KS) on team performance. The antecedents were classified as organisational characteristics (structure, learning culture, employee training, reward system, top management support) and individual characteristic (emotional intelligence). The study is based on data collected with the help of structured questionnaires from 582 team members working under 69 teams in 26 surveyed organisations in India. Results suggest that high emotional intelligence increases the extent of KS and hence, has positive impact on team performance among cross-functional team members. Moreover, mutual trust among team members moderates KS behaviour and team performance. Thus, findings confirm the applicability and predictive power of the proposed model. Furthermore, this model contributes to the literature of predicting KS practices in cross-functional projects.

AbstractFurther research into seismicity caused by natural gas production from the Groningen field is necessary to improve the assessment of seismic risk and develop means to control and reduce it. Research into subsurface aspects is primarily of relevance to assess the seismic hazard component in the cause-and-effect chain that governs the seismic risk. It requires a wide range of research activities that can be broadly classified as follows: •Increasing understanding of the physical mechanisms that govern production-induced seismicity, in particular source mechanisms, compaction behaviour, propagation of energy to the surface, and the effects of fluctuating production.•Reducing uncertainty by acquiring additional field data to improve statistical inference, and developing statistical methods and procedures that can cope with the non-stationary nature of the process.•Developing tools and techniques to improve risk management, and support operational control and policy measures under uncertainty.An essential requirement for further research will be the possibility of developing competing theories for many aspects of the modelling chain. This requires an overall hazard and risk assessment methodology that can accommodate multiple models, and an organisational structure that facilitates the comparison of competing approaches while safeguarding their independent development. This will have to be supported by the availability of reliable data via shared databases. Finally, the scientific community should be prepared to make a major effort to translate their research results into popular scientific versions in order to keep stakeholders abreast of progressive insight into the origin, predictability and prevention of induced seismicity.

This article aims to analyse an intercultural telephone invitation given by a Chinese tutor to an Australian student, and highlight general principles of intercultural invitations. This anecdote is based on a true story that took place in a university in Australia, but the persons' names used here are fictitious for the sake of confidentiality. Below is the transcript of the actual conversation between the Chinese tutor Dr Lin Liang (L) and his student Catherine Jones (C): C: Catherine speaking. L: Hi, Catherine, this is Lin. C: Hi, Teacher Lin. L: I would like to invite you to our New Year's party to be held in my house this Saturday evening. C: This Saturday? I am afraid I won't be able to make it because I am going to my best friend's birthday party. L: You know this is the end of our school year. It would be so nice for all of our classmates to gather together. C: But I have already promised my friend. L: En... It is a pity... C: Sorry about that, but -- L: Never mind. Enjoy your party then. C: Thanks. L: That's OK, bye. C: Bye. However, the story does not end here. About two hours later, Dr Lin rang Catherine a second time, asking if it was still possible for her to consider attending the Saturday party. Late in the evening around 9.00 pm, Dr Lin rang her yet again to invite her to the party, saying it would be OK even if she stayed just for a short while. The next day, Catherine lodged a complaint with the Dean, alleging that Dr. Lin's repeated calls constituted sexual harassment. Dr. Lin was highly distressed to learn of the complaint, and explained that he just wanted to indicate sincerity and warmth as required by an invitation, and had no other intentions. This communication breakdown invites a number of questions: What are the factors underlying Catherine's interpretation that Dr. Lin's repeated calls constituted sexual harassment? What are the factors underlying Dr. Lin's contention that his actions were intended to emphasise his sincerity? What factors would need to be recognised in order to facilitate culturally competent performances on both their parts? In order to answer these questions, this article will adopt a holistic approach based on an analytic framework encompassing three theoretical dimensions. This framework is comprised as follows: Differences in intercultural exchange and politeness behaviour; Aristotle's distinction between the three orientations of persuasive/rhetorical appeal; ethos, pathos, and logos; Austin and Searle's theory of speech acts, as applied to politeness behaviour and felicity conditions in communicative interaction as applied to the act of inviting. These approaches are conceptualised as three overlapping spheres, and their relatedness can be further illustrated: Figure 1 First and foremost, the case study in question is related to an intercultural interaction between the Australian and Chinese culture, and some research findings in relevant areas may help highlight the differences in politeness behaviour between high-context and low-context cultures (Hall). According to Hall, high-context cultures such as Chinese tend to stress the use of internalised or implicit message while low-context cultures tend to emphasise the use of explicit messages. In other words, in Chinese culture, the message may have some shared implied meanings that may go beyond the linguistic forms used in the message. Kaplan's model on oriental circularity and western linearity seemed to in accordance with Hall's model. Young's exploration of the directness and indirectness of American and Chinese requests further substantiated this point. In a similar way, differences may arise in determining the criteria for appropriate behaviour relating to the use of other directives across cultures. As Gao and Ting-Toomey suggest, Chinese culture seems to pay attention to qing (reciprocity and feelings of obligation) and guanxi (relationship building), while in low-context cultures such a stress tends to be missing. This difference may also help explain the differences in communicative patterns as discussed by Kaplan and Young. Zhu found that in making a sales offer, Chinese companies often try to establish a long-term relationship with their clients ("Structural Moves"). In contrast, Australian companies seem to mainly focus on promoting products. The stress on qing in Chinese culture may also be a crucial factor that contributes to the different criteria for a polite invitation as compared to the Australian culture. The following discussion will further explore the other two parameters (see Figure 1) the two cultures differ in when making an invitation, which may have finally led to the breakdown in communication between Dr. Lin and Catherine. As shown in Figure 1, the argument underpinning this approach is that a given illocutionary act reflects culture-specific preferences for certain persuasive/rhetorical orientations, thereby affecting the socio-linguistic performance, i.e. parole as opposed to langue (Cullen) related to politeness principles. In short, the persuasive/rhetorical orientation varies between cultures, which means that the nature of ostensibly equivalent illocutionary acts also varies. Consequently, cross-cultural competence will be limited unless one is aware of the rhetorical and politeness codes implicit in the performance of certain communicative actions. Note that rhetorical orientation may also influence the politeness behaviour directly as a specification of that orientation. This in turn requires an awareness of cultural preferences toward certain persuasive/rhetorical orientations. The interconnections between them and the theoretical utility of this approach will be made explicit in the course of this discussion. Austin and Searle conceptualise the speech acts as comprising of locution (langue) and illocution (parole). What is of vital importance is the illocutionary force of an utterance which is the performance of a speech act, such as an invitation. According to Searle, an invitation is a directive used to get the addressee to do something. Invitation can be understood as a particular form of persuasive speech act. It is generally intended to produce a particular response (i.e. acceptance). As an illocutionary action, an invitation seeks to establish a relationship of social expectations between the host and invitee. This requires certain felicity conditions to be met. In other words, for the speech act to be socially significant, it must create a shared sense of meaning in regard to some perceived change or modification to existing social relations. These are often so obvious that they require little explanation. However, felicity conditions in speech-acts are culture-specific and may include rhetorical and politeness devices that are not obvious to other cultures. Politeness behaviour in invitations, related to using appropriate language forms, is an important element in competent illocutionary performance. Leech contends that polite illocutions are likely to be seen as minimising the addressee's cost and maximising his/her benefits, and the opposite is true for the addresser. Politeness behaviour can also be further explained in the light of Brown and Levinson's face-saving theory. Many actions we perform with words are potential face-threatening acts, such as requests and invitations (Brown and Levinson). The addresser is thus often confronted with negative face wants and has to address them by applying Leech's principles, in which maximising the addressee's benefits is the dominant strategy to gain politeness. However, strategies to maximise the addressee's benefits can be culture-specific. This is further connected to the persuasive/rhetorical orientation. Based on Aristotle, the appeal from ethos emphasises the persuader's (host's) character and status or other social conventions which might oblige compliance. The appeal from pathos emphasises emotion/feelings (either positive or negative) in inducing the desired response. The appeal from logos emphasises reason and the logical consistency of the proposal with the ideas and motives of the persuadee (invitee). Moran and Stripp found that western cultures tend to have a logical orientation, while others such as Japanese and Chinese tend to be characterised by emotional or dogmatic orientations. In a similar manner, Chinese scholars seem to address ethos, logos and pathos at the same time, in particular the logos and pathos. These principles remain a well-accepted principle in Chinese writing theories. Li, for example, clearly explicates the persuasive principle in writing as qing li (the combination of the emotional and logical approaches). The explicitly preferred qing (feelings/emotions) can be seen as part of the Confucian values relating to harmony, consensus and relationship building as noted by Hofstede and Bond. The different rhetorical orientations are also further explored by Campbell. This difference may suggest that the preferred rhetorical orientations are also a key aspect underpinning competent illocutionary performance. For example in Chinese invitations, a stress on the emotional approach may validate behaviours such as repeating the invitation even after initial refusal. However, a stress on the logical orientation, such as in western cultures, may negate the validity of these politeness conditions. This clearly points out the necessity of understanding the criteria for competent performance across cultures. The felicity conditions of invitation in Euro-Australian culture require, first, that the potential host be in a legitimate position to offer hospitality, and second, that the potential guest be -- at least theoretically -- able and willing to accept. Thirdly, the locutionary form of politeness requires use of conventionally appropriate terms of address and wording. The illocutionary form requires that the host symbolically offer hospitality to the invitee without the imposition of charges or other demands. Furthermore, the implied benefit to the invitee would ideally be achieved though implied cost to the host (even if the invitee is addressed as if their presence constitutes the bestowal of a favour). Fourthly, depending on the nature of the relationship between the host and invitee, certain persuasive/rhetorical orientations are preferred over others (eg. an appeal to emotion may seem out of place in formal invitation). The initial invitation meets these criteria. Dr. Lin offers and Catherine declines, citing a plausible and legitimate reason for being unavailable. From Catherine's perspective, the felicity conditions for invitation are now redundant. She has already declined in a manner which makes it clear that she is socially obliged to be elsewhere. From a persuasive/rhetorical perspective, the first invitation was primarily based on an appeal from logos/reason. i.e. Dr. Lin did not know that Catherine had already committed herself to other plans and it would be reasonable to suppose that she might appreciate being invited to a social occasion. This was backed up by a secondary appeal from pathos/emotion, whereby Dr. Lin pointed out that it would be nice for the whole class to get together. However, the priority of attending a best friend's birthday-party over-rides both these appeals. In Euro-Australian culture, close personal friends enjoy greater social priority than classmates or more distant associates. For Dr. Lin, however, the politeness criteria for invitation were still applicable. From a Chinese cultural perspective, the illocutionary performance of invitation may require repetition of the offer, even if the initial approach has been declined. According to Zhu (Business Communication), in Chinese culture repeating invitations is an accepted ritual to indicate sincerity and hospitality. Thus in Dr. Lin's view the second approach is required to perform the illocutionary act competently. The persuasive appeal, however, has become oriented toward ethos, reflecting Chinese conventions pertaining to politeness behaviour. For Dr. Lin not to repeat the invitation might suggest that Catherine's presence was of merely casual concern. Therefore the sincerity of the invitation demanded the gesture of repetition, regardless of the logical grounds cited for the initial refusal. Unfortunately, Dr. Lin and Catherine perceive the second invitation in very different ways based on the illocutionary performance criteria of their respective cultures. For Catherine, the logical basis for her initial refusal renders Dr. Lin's performance incompetent, and creates uncertainty about his apparent motives. In Euro-Australian culture, the repeated invitation makes no logical sense, since a perfectly legitimate reason for declining has already been provided. Therefore the communicative action cannot be interpreted as an invitation. If it is, then it is performed in a culturally incompetent fashion which could legitimately be construed as pestering. Repeating an invitation which has already been declined may appear to be an emotional appeal. While an illocutionary invitation based on pathos conceivably may be competent in Euro-Australian culture, the only circumstances that it would occur in is between relatively close friends. The power-relations between Catherine, as student, and Dr. Lin, as tutor, precludes felicity in this case. Thus the same locutionary action is interpreted as two quite different illocutionary actions. This depends on the interpreter's culturally specific understanding of the social significance of the locution. Since Catherine's cultural conventions would implicitly deny the validity of a repeated invitation, the communicative action must be construed as something else. Catherine may have classified the repeated invitation as a minor issue of little consequence. However, when Dr. Lin called her up to invite her a third time, she interpreted the illocutionary act as harassment. From a contemporary Euro-Australian perspective, pestering may be irritating, but harassment is political in nature. Three factors lead Catherine to this conclusion. First, after two previous declinations, the third invitation could not fulfil the illocutionary performance criteria of a legitimate invitation. In particular, the persuasive/rhetorical orientation of the repeated appeals were not oriented toward logos, as befits the formality of the lecturer-student relation. Indeed, it was Dr. Lin's apparent attempt to approach Catherine in a non-formal manner (apparently oriented toward pathos rather than logos) which led her to this interpretation. Second, the fact that Dr. Lin' social status is higher than Catherine's introduced the problem of the implicit power-relations in the discourse. For Catherine, the third invitation was intrusive and pushy, and it seemed that her explanations had been ignored. The evening call demanded that she re-engage in the discourse of day-time student-tutor power-relations. Since she is subordinate to Dr. Lin, other strategies through which she might have asserted her rights may have carried the risk of subsequent disfavour. However, she obviously resented what she perceived as an attempt to inappropriately use status to interfere with her personal affairs and sought out higher authority to rectify the situation, hence the complaint of harassment made to the Dean. Ironically, Dr. Lin's third invitation in the evening may well have been intended to reduce the social distance between himself and Catherine created by workplace space-time power-relations. For Dr. Lin, the first invitation expressed the illocutionary intent. The second call made sure that the invitee was made to feel assured of the sincerity of the invitation, and the third ring expressed the would-be host's appreciation. Establishing a host-guest relationship is a key illocutionary function in Chinese invitation. Note though, that there may also be a 'face' consideration here. Dr. Lin attempts to facilitate Catherine's attendance by pointing out that it would be acceptable to attend for a brief period. This suggests a re-emphasis on the orientation to logos, since it points out a compromise which allows Catherine to attend both parties. It also allowed Dr. Lin to save 'face' by not having his invitation totally disregarded. However, it failed as an illocutionary performance because the felicity conditions for polite invitation had already been violated as far as Catherine was concerned, even though they remained intact throughout for Dr. Lin. In conclusion, it can be seen from the above analysis of the communication breakdown that persuasive orientations and politeness principles are interrelated and culturally sensitive. Euro-Australian culture stresses the logical orientation in illocutionary performance whereas Chinese culture seems to emphasise both the logical and emotional approaches. Without a recognition of this difference, specific politeness behaviours in intercultural invitations can lead to illocutionary incompetence. This has been exemplified by Catherine's misconstrual of Dr. Lin's intended invitation-performance as harassment. Therefore in intercultural communication, one ought not to judge a speech act such as an invitation based on one's own culture's felicity conditions. First and foremost, a basic understanding of persuasive orientations between cultures is essential. With appropriate understanding of these principles one can avoid misinterpreting the intent of the addresser, thus overcoming barriers in intercultural communication. Specifically, further appreciation of the interplay between rhetorical orientation, politeness codes and felicity conditions in illocutionary performances in different cultures is required for a fuller comprehension of potential cross-cultural incompetence. With this in mind, greater tolerance can be achieved, and intercultural competence enhanced. References Aristotle. Aristotle on Rhetoric: A Theory of Civic Discourse. Trans. George A. Kennedy. New York: Oxford UP, 1991. Austin, John. L. How to Do Things with Words. New York: Oxford UP, 1962. Brown, Penelope, and Stephen C. Levinson. Politeness: Some Universals in Language Usage. Cambridge, UK: Cambridge UP, 1987. Campbell, Charles. P. "Rhetorical Ethos: A Bridge between High-Context and Low-Context Cultures? The Cultural Context in Business Communication. Eds. Susanne Niemeier, Charles P. Campbell and René Dirven. Philadelphia: John Benjamins, 1998. 31-47. Cullen, Johnathan. Saussure. 2nd ed. London: Fontana, 1985. Ge Gao, and S. Ting-Toomey. Communicating Effectively with the Chinese. Thousand Oaks: Sage, 1998. Hall, E. T. Beyond Culture. Garden City, NY: Anchor, 1977. Hofstede, G., and M. H. Bond. "The Confucius Connection: From Cultural Roots to Economic Growth." Organisational Dynamics 16.4 (1988): 4-21. Kaplan, R. B. "Cultural Thought Patterns in Inter-Cultural Education." Language Learning 16 (1966): 1-20. Leech, Geoffery. Principles of Pragmatics. New York: Longman, 1983. Li Xiaoming. "Good Writing" in Cross-Cultural Context. Albany, NY: State U of New York P, 1996. Moran, R. T., and W. G. Stripp. Successful International Business Negotiations. Houston: Gulf, 1991. Searle, John R. Speech Acts: An Essay in the Philosophy of Language. Cambridge, UK: Cambridge UP, 1969. Young, Linda Wai Ling, ed. Crosstalk and Culture in Sino-American Communication. Cambridge, UK: Cambridge UP, 1994. Zhu Yunxia. Business Communication in China. New York: Nova Science Publishers, 1999. ---. Structural Moves Reflected in English and Chinese Sales Letters. Discourse Studies (In Press). Citation reference for this article MLA style: Zhu Yunxia, Peter Thompson. "Invitation or Sexual Harassment? An Analysis of an Intercultural Communication Breakdown." M/C: A Journal of Media and Culture 3.4 (2000). [your date of access] <http://www.api-network.com/mc/0008/invitation.php>. Chicago style: Zhu Yunxia, Peter Thompson, "Invitation or Sexual Harassment? An Analysis of an Intercultural Communication Breakdown," M/C: A Journal of Media and Culture 3, no. 4 (2000), <http://www.api-network.com/mc/0008/invitation.php> ([your date of access]). APA style: Zhu Yunxia, Peter Thompson. (2000) Invitation or sexual harassment? An analysis of an intercultural communication breakdown. M/C: A Journal of Media and Culture 3(4). <http://www.api-network.com/mc/0008/invitation.php> ([your date of access]).

"Destabilisation of the nursing workforce due to poor retention creates inconsistencies and disruptions to the delivery of health care services. It can also have a negative impact on patient care and safety. If registered nurses remain in their jobs then hospitals and the health care system will realise significant savings in costs associated with replacing registered nurses. The impact of the nursing shortage is that health care facilities will continue to have difficulty replacing registered nurses once they have left. Focusing on nurse retention rather than on recruitment, may be a useful strategy to address the nursing shortage. Organisational commitment as a construct in workforce research has been related both negatively to turnover intentions and positively related to retention amongst employees. This construct was applied to this research which used a Grounded Theory methodology to examine how registered nurses understand organisational commitment and its link to retention. The registered nurse participant group came from acute care hospitals in Australia. The findings of this research are posited privileging the voices of the participants. Results add to the existing body of knowledge and are able to be explained and supported by existing literature within the field. The purposive sample group contributed to this study by participating in semi-structured in-depth interviews in which they described and discussed their commitment and their experiences related to workplace commitment and its link to retention. The main finding of this study was that the registered nurse participants understood organisational commitment to be at the ‘local’ level. That is, being committed to their work unit, to their nursing practice within the work unit and to the patients within the work unit. The strength of the participants’ organisational commitment, and hence their retention, was influenced positively or negatively by the management behaviours of their Nurse Managers. These findings formed the substantive theory of how registered nurses understand organisational commitment and its link to retention"--Abstract.

Despite the intense scholarly focus on leadership development in corporate settings, the importance of developing good leaders in police organisations has received scant attention. The dearth of scholarship on police leadership means that the distinctive demands of policing are often overlooked in addressing the question of unique leadership requirements. This gap also suggests that we do not yet understand how the characteristics of policing drive a need for tailored approaches to developing police leaders. This research addressed this gap in the literature by initially exploring how senior officers learn the art of leadership within an Australian policing context through interviews with jurisdictional experts (Study 1). The focus of this research then centred on commissioned officers within the Queensland Police Service (QPS) through a survey questionnaire (Study 2) and stakeholder interviews (Study 3). Drawing upon the literature and theoretical frameworks of leader development models, this investigation explored what development methods best advanced officers’ leadership together with other factors that facilitated or constrained their development. The research then centred on the extent to which recognised factors—such as the unique challenges of policing, the existence of feedback and the extent of support—lead to the enhancement of senior police leaders. Study 1 explored policy frameworks across eight (8) Australian police agencies that revealed each jurisdiction applied a unique approach to leader development, reflecting the parochial and independent way each agency administered its policing functions. In study 2 the survey questionnaire yielded a 61 percent response rate comprising officers who were predominately male, highly educated and mature (in age and service). Inherent cultural and organisational characteristics encouraged officers to adopt a “cradle to the grave” approach to their policing careers. In the final study, interviews with twenty (20) QPS commissioned officers revealed participants comprised a small cohort of survivors who had successfully navigated the politically charged police environment. This study highlighted officers’ journeys in acquiring their leadership was underscored by being contextually grounded within the difficult and challenging organisational milieu of policing. In addressing the research questions, the three studies, when analysed, broadly supported the 70:20:10 learning model which theorises leadership is primarily acquired by job experiences (70%) and to a lesser extent through relationships (20%) and via formal or structured learning (10%). This model did not present as a measured outcome which arose from allocating resources or priorities according to a clearly defined 70:20:10 outcome ‘rule’. Instead, the (approximate) 70:20:10 distribution of leadership learning was almost certainly the outcome of an interaction between the structure of the police leadership environment and the reality of the field. This research found on the job work was their primary “classroom” for learning leadership, with the majority of learning acquired through informal means (i.e. job experiences and relationships). However, the three components of the 70:20:10 process needed to be better articulated, planned and seamlessly integrated. In particular, more tangible and coherent links need to be developed between formal learning and informal learning and greater acknowledgement that informal learning requires the same levels of support and feedback to that supplied for formal learning. The research found superiors played a pivotal role in the leadership development process; either as facilitating or hindering an officers’ leadership. The findings revealed that many superiors were found wanting as role models with officers’ learning more about what leadership behaviours to avoid replicating; by observing the key characteristics of superiors who were bad role models (i.e. reverse role-modelling). Diverse cultural factors were found to hinder officers from advancing their leadership including the rank orientated and risk adverse culture and the powerful tradition of favouring management over leadership. Various macro-organisational characteristics also stymied officers’ development including the failure to integrate leadership development into the organisations’ infrastructure, evidenced by policies and frameworks that lacked strategic maturity and intent. The findings also broadly support the two-part leadership development model promoted by McCauley et al. (2010a). Within the fertile contextual milieu of policing, officers’ key characteristics were highlighted in the first component of the model. Commissioned officers were a highly homogenous group that were winners who had flourished within the unique developmental system and distinctive police culture. Their characteristics were critical in scaling the rungs of the highly competitive and occasionally brutal leadership ladder, including possessing warrior like skills that reflected the deeply entrenched macho police culture. The research also lent support to the second part of the model comprising vital elements of challenge, support (coupled with feedback), together with the pivotal elements of (i) leadership context with (ii) varied developmental experiences, moulded by challenge, feedback and support. The research highlighted that the quality and extent of support and feedback provided by superiors, coupled with their key characteristics proved instrumental in officers’ developing as leaders. Arguably more strategic roles played by senior leaders are part science and part art, however, the findings suggest there is relatively little “science”, (formal learning) and a great deal of art (on-the-job training). Officers were thrown into significant, ill-controlled and unpredictable challenges, often with a considerable lack of training and resources, and it was the on-the-job challenges that ultimately defined them as leaders. Another key issue that emerged was that officers were not being “developed” by the police service but had rather survived the difficulties thrown up by their work. This meant the nature of police “leadership development” resulted in survivors becoming leaders and the ad hoc system of police development may have inadvertently “weeded out” talented individuals. Superiors’ permeated this process by possessing a hopeful but ultimately naïve assumption that informal learning occurred naturally and by merely adopting a “set and forgot” approach would eventually culminate in officers’ automatically acquiring leadership capability. Such an approach reflects a “cream rises to the top” philosophy of leader development involving the misconception that the best talent will emerge regardless of the quality of developmental experiences provided. Finally, this program of research highlighted a conflict between how headquarters would like to see policing and police leadership training, and the reality of how officers acquired their leadership primarily in the field. At a senior level, police may well imagine or wish that the process was more structured and orderly, and governments require the process to be documented and predictable, but out in the field a battle is ongoing, despite the wishes of leadership. So there is a tension, or juxtaposition between a desire for order, and a reality of chaos in the police workplace which has implications for how leaders are developed.

This study addresses the degree of satisfaction of participants who have completed purchasing training courses within a Certification System and the extent that the objectives of these courses align with participants' work needs. This research is relevant by contributing to two organisations. It also provides future application to the specific industry in which the research is situated as purchasing processes are similar across private sector, public sector and non profit sector.

The development of the research strategy for this study was an iterative process as research questions were developed and refined as part of routine work practices. The choice of methodology was driven by the researcher's desire to meet managers' and business researchers' expectations that problem solving efforts should relate in clear statements of research questions and research objectives. This was important as this research is focused on an investigation where the outcomes provide information concerning a specific training intervention for those in the workforce with purchasing responsibilities.

The results from the research provided evidence that people who have completed the courses have recognised that there is both a learning and a career pathway for those with purchasing responsibilities. This recognition is desirable if purchasing, as a function in organisations is to be more strategic in its focus. The training courses of the Certification System meet the needs of purchasing staff and the training has begun to impact on the culture in the public sector.

A tangible outcome of this research has been the development of a questionnaire to collect data about courses and the System. This questionnaire has been used in the field and is now available for future use to conduct further studies that can add to the sample selection and further articulate the level of sophistication of the role of purchasing as a strategic function in organisations.

The trans disciplinary perspective of this research has offered the prospect of generating relevant knowledge and skills and new ways of solving problems for the purchasing field (CQU 2002). The application of the findings and use of the questionnaire developed as part of the research begin to link the worlds of business, work and education. Whilst the findings from this research are specific to the actual context, they may be used to inform considerations of potential stakeholders.

The purpose of this research was to develop a behaviour management plan and to adopt a process by which this could be achieved. Behaviour management is an area of specialisation receiving increased attention. Schools in Queensland are required to develop a behaviour management plan by the end of 1994. The case study school was a small, rural primary school situated in the Sunshine Coast region of Queensland. The school community comprised of 143 students, one teaching principal, six teachers, five ancillary staff and 100 parents. All sections of the school community were represented in the study including 50% of the parents who responded to a survey during the process of the development of the plan. The process of the development of the plan and the plan itself could be adapted for other schools to use. The researcher facilitated an action research model, beginning with local issues and involving the participants in a reflection on their own practice. The process presented in this study encourages school communities to develop their behaviour management plans through action research.

This thesis provides an account of how one primary school in the Capncomia Region of the Queensland Education Department set about implementing Central Office Policy, 'Managing Behaviour within a Supportive School Environment' (1993), by developing their own management plan to deal with the occurrence of disruptive and antisocial behaviour in a school environment. This work presents a basis for critical understanding of strategies for developing such a plan. The study provides a focus from which future policy, professional development and community education programs seeking to improve behaviour management in a primary school may be accomplished. Through a reflective analysis of key issues arising from one school's experience. the study raises questions and experiences that heighten the awareness of the problems and issues involved in school based policy implementation. The methodology employed a qualitative case study framework with a critical interpretive intent. Analysis of the data generated several practical recommendations for the successful implementation of Education Department policy at a school management level.

This study attempts to establish a link between pain and behaviour (especially inappropriate behaviour). By identifying this link, it is hoped that some of the more common methods of behaviour management may be altered so that behaviour, which is essentially an expression of pain, might be managed more effectively in school, home and society at large. In the literature search, biological studies on pain added a particular dimension to the direction of the study and together with sociological and psychological studies on behaviour, fanned a link between the two. The methodology employed is a case study of a teenage, primary school male child, separated from his mother and living with his father. The student is given the pseudonym "Miff' in this study. Evidence is strong for the validity of the findings of the study, which were supported by data in Miff's case history, the external surveys, and Miffs own testimony. The findings of the study give rise to the recommendations that the Queensland Education Department alter its approach to behaviour management policy and practice, on how it structures and funds behaviour management programs, and how it trains and deploys behaviour management personnel. This study has brought into focus, patterns and insights into the behaviour management of children, which were hitherto only implied.

The core principles of the Queensland Ambulance Service (QAS) that are founded on improving the health and well-being of all persons have remained relatively stable since 1892. This is despite changes in organisational structure, policies, protocols and procedures employed by operational paramedics. The primary scope of QAS operations is focused on the pre-hospital aspects of the health care continuum and has seen changes over time, with particularly rapid changes in the last two years to the content and nature of paramedic clinical practice. Timely and appropriate pain management in the pre-hospital environment is paramount to effective patient care. It is readily identified as a priority within the paramedic profession. Numerous studies have identified many factors that hinder the delivery of adequate pain management to patients with pain. A comprehensive review of the literature related to prehospital pain management, education and barriers to pain management has been conducted. This thesis has attempted to identify if educational programs improved knowledge and changed clinical behaviour, specifically patient care interventions and patient health outcomes. This information is valuable to those who develop clinical standards and education for ambulance services. As a result, this information could be used to help design programs that better meet the educational needs of paramedics and ultimately the needs of their patients and the community. The literature did not sufficiently identify the influences on clinical behaviour other than knowledge, so from this outcome it was identified that future studies must examine a theoretical model that can be used to assess paramedics’ intention to administer morphine to patients experiencing pain. The Theory of Planned Behaviour (TPB) was identified as an effective model for analyzing paramedic behavioural intention; it was recognised that this theory might help to identify and better understand the constructs of attitudes, social norms and behavioural control beliefs that influence paramedics’ intention to administer opioids to patients with pain. The purpose of this study was to analyse the ability of the direct measures of the Theory of Planned Behaviour (TPB) Model to mediate factors influencing ambulance paramedics’ intention to administer Morphine to patients with pain. Participants of this study were Advanced Care and Intensive Care Paramedics who were deemed competent in Morphine administration through the education division of the Queensland Ambulance Service. Data were collected by means of a questionnaire that used the constructs of the TPB, including subjective norm, perceived behavioural control and attitude. While participants reported strong intentions to administer Morphine they also reported negative attitudes towards the behaviour (morphine administration). The constructs of the TPB explained 26 per cent of the variance in intention to administer Morphine with subjective norm being the strongest significant predictor. The findings related to specific attitudes and normative pressures provide an understanding into paramedic’s pain management behaviour. This research may be the first step to identify if concepts taught in the classroom are being transferred to the clinical setting. Potential findings that may be identified in this study could be used to improve organisational awareness of factors that contribute to the future education and professional development of QAS Paramedics.

Organisations are increasingly looking beyond their organisational boundaries to evaluate how resources can be utilised to survive and grow the business. Different inter-organisational relationships have emerged as important resources in supply chains. The decision about what type of inter-firm relationship is appropriate for a specific circumstance appears complex and demands a particular degree of managerial attention. Supply chain researchers agree that in many instances, not all inter-firm relationships need to be either cooperative or collaborative and that there is no unique relationship suitable for all circumstances. While marketing channel theories and supply chain theories can provide some explanation for a wide range of inter-organisational relationships, the existing literature lacks a comprehensive explanation of the interplay between the attributes of relationships, the desired outcomes and differing inter-firm relationships. Consequently, this research seeks to fill the gap in the literature by first explaining the power that relational factors such as trust, power, interdependency, longevity and sharing, have in predicting the types of inter-firm relationships a firm participates in and, second, by understanding and discussing the linkages between achieved benefits, such as reduced costs, improved quality, flexibility, speed and reliability of an organisation involved in an array of relationships. In order to address the gap a theoretical framework was tested through a three stages methodology, which involved convergent interview, self-administered questionnaire and a case study. Qualitative data was analysed by using content analysis techniques in which patterns were identified from the data while quantitative data was analysed using confirmatory factor analysis and multiple regression analysis. The road freight transport industry was chosen as the research setting to examine inter-organisational relationships because of its complexity and competitiveness in the Australian setting. This thesis concludes that trucking firms are only marginally shifting from loose to closer relationships, so they tend primarily to be adversarial players and as such expect to achieve four primary outcomes. These are improvements in operational cost, flexibility, quality and reliability.-- Abstract

Engineering students are expected to develop professional skills in addition to their technical knowledge as outcomes of accredited engineering programs. Among the most critical professional skills is the ability to work effectively in a team. Working effectively in teams has learning benefits and also provides an environment for developing other professional skills such as communication, leadership skills, and time management. However, students will develop those skills only if their teams function effectively.

This dissertation includes three studies that together inform team formation and management practices to improve team dynamics. The first study investigates mixed-gender team dynamics to determine whether those teams are realizing their potential. The second study explores the relationship of individual psychological safety and students’ team member effectiveness and the moderating effects of team-level psychological safety. The third study explores self-rating bias among first-year engineering students and its relationship to student characteristics and dimensions of team-member effectiveness.

Although mixed-gender teams had equal team dynamics with all-male teams, more team facilitation and training are needed to improve the experience of mixed-gender teams. Asian, Black, and Hispanic/Latino students, as well as students with lower GPA, report lower psychological safety, which is associated with lower team-member effectiveness. Team-level psychological safety moderated this effect for Asian and Hispanic/Latino students. Students’ effort in teams was associated with lower self-rating bias, likely an indication of greater self-awareness. Together, these studies and their findings contribute to a broader understanding that there are interrelationships among team composition, team dynamics, and team-member effectiveness, and that these relationships differ based on student characteristics such as race/ethnicity, gender, and prior knowledge. This work adds to the body of research demonstrating the importance of teaching students about effective teamwork, conducting regular peer evaluations of team functioning, and interpreting those peer evaluations carefully to avoid perpetuating any biases. This work also demonstrates the usefulness of psychological safety as an important indicator of marginalization.

This thesis critically analyses the definitions of strategy within the management control literature, the relationship between resource-based view of strategy and the balanced scorecard, as well as the impact of these on manager's perceived performance. Contingency theory has been used as the overall framework for this thesis. The thesis discusses the interaction between changes in management control systems and organisational changes through the use of the Laughlin framework and the three mechanisms of institutional isomorphic suggested by DiMaggio and Powell.

The importance of middle managers is frequently noted in the context of strategic management and other key decisions (Floyd & Wooldridge, 1996; Gold, 1998; Kettunen, 2002). The role of the middle managers can, however, be much greater because they are responsible with other creative individuals for the innovations of their subunits. They assume the responsibility for developing many information systems to serve the processes of the organisation. There has been some criticism of the limited scope of information system innovation research (Lyytinen & Rose, 2003a, 2003b). The purpose of this article is to show that the information systems of an education institution can be classified according to the information environments (IEs) and other characteristics such as the organisational levels. The analysis reveals the creative class of a higher education institution (HEI) which assumes responsibility for developing the information systems in cooperation with the other units of the institution and networks. The empirical case of this article illustrates the information environments and information systems of the Turku University of Applied Sciences (TUAS). It is argued that technology and behaviour are not dichotomous in an information environment; they are inseparable. The analysis helps education management to develop the institution’s information systems in an innovative way.