Dissertations / Theses on the topic 'Management and organisational behaviour not elsewhere classified'

"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.

This exploratory study investigates the combined effects on firm performance of Chinese SMEs in Sarawak due to the managerial characteristics of owners / managers and business strategy as moderated by business environment. A review of the existing literature reveals that each of these constructs has been examined either alone or in some combinations and has contributed to the firm performance. Prior studies have raised concern on underspecified models or methodological problems that may have prevented a fuller understanding of potential multivariate relationships among these constructs as relate to one another and to performance.

Research into the use of information by health care professionals has generally been conducted in countries dominated by the biomedical model. In these contexts, illness is considered to have a scientifically identifiable physical cause, and treatment practices within the formal health care sector are prescribed and managed in accordance with this definition. Yet there are also contexts where other belief systems inform and guide the way that people think about their health. In comparison to the biomedical model, these contexts have contributed very little to our understanding of how health professionals develop their knowledge. This research investigates how primary health care workers (PHCWs) in one such context, Papua New Guinea (PNG), develop their knowledge about the health services they provide. In order to discover and understand the differing views of these PHCWs, 69 semi-structured interviews were conducted in three culturally and geographically diverse regions of PNG. In explaining the diagnostic and treatment practices they use, these participants provided insights into not only how PHCWs engage with information but also how it informs their professional practice. These data were analysed, interpreted and discussed using a framework consisting of four, primary but interconnecting aspects: the context in which information was provided, the interactions with the sources of information, the processes by which information was understood, and the outcomes realized as a result of the information being used. Findings indicated that the majority of participants in this study acknowledged, if not incorporated, information pertaining to biomedicine, Christianity and Indigenous belief systems into their diagnostic and treatment practices. Even when these belief systems clearly contradicted each other, PHCWs did not in general feel the need to make a conscious choice between them. From their comments it would appear that four factors contributed to this ability to incorporate diverse and often conflicting ideas into the way that patients were cared for. First, all of the belief systems were considered legitimate by at least one group of people connected to the community in which the PHCW worked. Second, although varying in degrees of availability and accessibility, members of these groups were able to disseminate information pertaining to the belief system they supported. Third, the PHCW had no particular affiliation with any one of these groups but instead regularly interacted with a range of different people. Lastly, the PHCW worked in situations where health practices were not generally well supervised by their employers and therefore they were relatively free to choose between various diagnostic and treatment practices. The qualitative interpretive approach adopted in this thesis contributes to the field of human information behavior by affirming that conflict is in the eye of the beholder. When a number of belief systems coexist and all are considered legitimate, information about them is freely available, and the recipients actions are neither constrained by their own dogma, nor imposed upon by others, individuals may quite comfortably embrace diverse beliefs. These findings may also contribute to a better understanding of health management practices in developing countries by suggesting that health professionals are not merely personifications of a biomedical model. Instead, the study demonstrates that multiple belief systems can be combined by PHCWs, and that in turn this benefits the formal health care sector through increased treatment options that are both appropriate and effective in such circumstances.

In the information era, e-learning is considered as one of the means to increase the global competitiveness of a nation. Before e-learning is largely implemented in education system, it is important to assess the e-learning readiness of a society. However, previous research always focus on measuring the e-learning readiness of commercial organisations and tertiary institutions, leaving a huge research gap on the use and readiness of e-learning in primary and secondary schools. This thesis developed a model for identifying e-learning readiness levels of teachers in Hong Kong schools, with the aim of creating a general model which could be transferred to other countries which are less developed than Hong Kong, yet which all share common Asian cultures. This was a multi-stage research project, incorporating model building and empirical testing of a model based on the existing academic literature, through questionnaire surveys to both in-service and pre-service teachers triangulated by series of in-depth interviews.

The land-grant university system was founded in the 19th century as a public means to help improve people’s everyday lives. A century and a half later, the challenges that the public faces to live a quality life are constantly changing, creating a need for the land-grant system to respond and adapt to continue to fulfill its mission. While the literature contains a wealth of conceptual papers addressing the role and mission of land-grant universities, relatively few papers could be found that reported empirical data or proposed and tested metrics for public engagement constructs. The current study sought to address this void in the literature through the investigation of factors influencing Indiana residents’ level of interest in engaging with Purdue University. Mail survey methods were used in which up to three contacts were made with adult members of 4,500 Indiana households identified through address-based sampling. Stratified random sampling was employed to ensure adequate rural household participation for other project purposes. Usable responses were received from 1,003 households representing 87 Indiana counties for a total response rate of 26%.

Human society is presently beset by an array of anthropogenic social-ecological crises that threaten the sustainability of the social-ecological systems that sustain our livelihoods. While research alone will not rectify these issues, it can help to answer key questions that must be addressed to develop effective solutions. To address such questions in a cohesive, compelling manner, social-ecological research can be bounded, structured, and distilled through innumerable organizing principles or theoretical frameworks. For this dissertation, I focused on the geographic region of Tierra del Fuego and sought to draw from the array of disciplines and methods that use sound as a lens for biological, ecological, and/or social inquiry. I also endeavored to consider various temporal, spatial, and organizational scales while investigating a selection of topics with a) specific importance in the social-ecological systems of Tierra del Fuego and b) general relevance to global social-ecological challenges. Chapter 1 provides an introduction to the dissertation, and Chapter 6 serves as a conclusion.

The objective of Chapter 2, “Biogeographical and analytical implications of temporal variability in geographically diverse soundscapes”, was to provide some guidance to passive acoustic monitoring (PAM) practitioners on how to design appropriate temporal sampling schemes based on the temporal variability of the sounds one wishes to measure and the power and storage limitations of acoustic recorders. We first quantified the temporal variability of several soundscape measurements and compared that variability across sites and times of day. We also simulated a wide range of temporal sampling schemes in order to model their representativeness relative to continuous sampling.

For Chapter 3, “Sentinels for sentinels: passive acoustic and camera trap monitoring of sensitive penguin populations”, we tested the utility of PAM to monitor behavior and abundance of Magellanic (Spheniscus magellanicus) and southern rockhopper penguins (Eudyptes chrysocome) at different spatial and temporal scales. We conducted in situ observations of the acoustic behavior of each species, and we compared acoustic metrics with penguin counts from narrowly focused camera traps and larger-extent observations of colony density.

Chapter 4, “Acoustic monitoring shows invasive beavers (Castor canadensis) increase avian diversity in Tierra del Fuego”, is focused on impacts of the invasive North American beaver (Castor canadensis) on Fuegian bird communities. We sought to determine how bird communities might differ between intact riparian forests, beaver ponds, and beaver meadows created by pond drainage. We conducted PAM and classic avian point counts under each of these conditions across seasons to test for differences between impact conditions and to compare the two methodologies.

For Chapter 5, “Human-nature connection and soundscape perception: insights from Tierra del Fuego, Argentina”, we evaluated the relationship between soundscape perception and nature relatedness by conducting surveys and soliciting responses to soundscape audio prompts. We also examined the potential for any demographic influences on nature relatedness or soundscape perception in the context of local social tensions.