Dissertations / Theses on the topic 'Personnel management Australia'
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1
Hoffmann, Terrence Martin, and mikewood@deakin edu au. "Using competencies in human resource management: case studies in Australian companies." Deakin University, 1998. http://tux.lib.deakin.edu.au./adt-VDU/public/adt-VDU20050815.114903.
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This study investigated the use of competencies for human resource management in seven Australian companies. Despite advocacy for the use of competencies by Government Committees and Task Forces (For example Carmichael (1992), Mayer, (1992) and Karpin, 1995), and the existence of competency standards for eighty per cent of the Australian workforce, the competency approach has not been widely adopted. A review of the literature indicated that the term competency had several meanings with different implications for its use depending on the meaning. The study looked at how individuals have defined the term and applied the approach to human resource management practices.
Interviews were conducted with Human Resource and Training managers, and operative staff in companies using competencies. How they defined the term, described the rationale for using competencies, and applied competencies to selection, training, performance appraisal and remuneration were determined. Case studies were written for each company to describe their particular application of competencies.
Competencies were found to be defined in several ways by those interviewed. Some advantages of using competencies in human resource management applications were found. The amount of work involved in introducing the competency approach was described as a reason why competencies have not been more widely adopted.
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Clabaugh, Cecil A. "Downsizing : an analysis of organisational strategies and human resource management outcomes." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2001. https://ro.ecu.edu.au/theses/1070.
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The objective of this research was to examine the relationship between loss and retention of key employees in downsizing organisations and organisational performance. The purpose of this was to develop an understanding of the organisational performance that results when downsizing organisations are unable to retain their key workers. The secondary objective of the research was to examine the factors that make up a downsizing organisation's employee selection process in order to determine how these factors affect loss and retention of key workers. The research was guided by a theoretical framework developed by Kozlowski et al (1993) and Thornhill and Saunders (1998) and utilised a multi-method research approach suggested by Creswell (1994) and Eisenhardt (1989). The contextual issues in downsizing employee selection were examined through analysis of seven Western Australian case study organisations. The case studies, through structured interviews and secondary data, provided insight into the complexity of the employee selection process, enabled a rich contextual base which aided in understanding the downsizing process, informed the development of a survey instrument, and provided for triangulation of the data. Each organisation was analysed as a unique site. Cross-site analysis techniques, based on pattern analysis, provided a better understanding of the selection process (Miles and Huberman, 1984). The downsizing process for each organisation was mapped as a process model in order to compare the employee selection process across the organisations. The survey sampling frame was based on the Kompass Australia (1999) data set, which included around 26,000 organisations. A random sample of the data set resulted in selection of 1860 Australian organisations for survey. The firms constituted a wide cross-section of Australian private and public sector organisations and varied in size as well as type of company. Some 422 organisations responded to the survey for a response rate of 23%. Firms provided demographic information as well as data on the process used for employee selection, whether or not the firm lost key employees and managers, use of redundancy packages, use of selection strategies, and organisational performance subsequent to the downsizing. Factor analysis was used to develop a simplified classification system for organisational performance. This resulted in a reduction of the performance variables to two categories: employee performance and financial performance. The two factors of organisational performance were then used for cluster analysis in order to classify the organisations according to the two performance dimensions. The results of this stage of the analysis suggested that the best fit for modelling the groupings of performance was based on a three-cluster solution. It was discovered that most of the organisations, 52%, exhibited declines in both employee and financial performance. Additionally only 33% of the organisations improved both financial and employee performance, and some 15% of the organisations improved financial performance despite declines in employee performance. The three groups of organisations were then examined for differences in loss and retention of key managers and employees. Using chi-square tests, it was discovered that 66% of the organisations that suffered declines in both financial and employee performance lost key employees during the downsizing process and that only 32% of those organisations that improved both financial and employee performance lost key managers. The results were statistically significant and supported the premise that loss and retention of key managers and key employees is closely associated with organisational performance in downsizing firms. The effects of the employee selection process on loss and retention of key managers and employees were next examined. It was discovered that larger organisations tended to lose a disproportionate level of both key managers and key employees, that the greater the proportion of staff that were shed the greater the probability of loss of key managers and employees, and that certain types of industries, such as mining companies, insurance and financial institutions, and utilities, demonstrated a high proportion of loss of key managers. The factors influencing loss of key managers included transfers to lower paying jobs as a downsizing alternative to cost reduction, the use of delayering as a downsizing target, and use of across-the-board staff .cuts to achieve cost reduction. Strategies that resulted in retention of key managers included the use of a competitive selection process that utilised selection criteria such as skills and experience. Key employees were lost to organisations that transferred workers to lower paying jobs, reduced the number of working hours, downsized as a result of merger or takeover, downsized in order to achieve economic turnaround as the primary goal, close specific work sites, and used voluntary redundancy as the primary downsizing strategy. It is argued that these results have significant implications for human resource management theory and practice, suggesting that employees must be valued as strategic assets not only in periods of expansion, but during organisational contraction.
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Neilson, George A. "Expatriate selection, training, family issues and repatriation putting theory into best practice for expatriate success in Australia, Singapore and Malaysia." Thesis, Curtin University, 2002. http://hdl.handle.net/20.500.11937/274.
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For both large and small companies involved in the internationalisation of world-wide markets, the successful management of expatriate assignment is an important part of overseas commercial activities.This investigation was concerned with expatriate management in fifty, multinational and international organisations in Australia, Singapore and Malaysia to contribute to the enhancement of success and reduction of failure of expatriate assignments.Data was collected to heighten the awareness of practitioners and academics to the value of dealing differently with expatriates. In forecasting the value of expatriates and the importance of global trade in the future, it was shown that the most successful companies are those able to identify and select an ample number of appropriate international managers. Where suitable candidates for relocation are not selected, higher than normal turnover occurs.The unique Australasian models developed and tested in this thesis are a direct response to the results of current research and encourage current practice to be less static. resulting in the rate of expatriate failure being reduced substantially.
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Susomrith, Pattanee. "An examination of HR outsourcing in Australian organisations : motivations, process and performance." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2008. https://ro.ecu.edu.au/theses/179.
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The objective of this research was to explore the HR outsourcing process and examine the interaction and effects of the factors of business strategy, motivation, HR function outsourced, and the outcome. The interaction of these factors was modelled upon a theoretical framework based upon current literature. This framework was investigated using both a qualitative and quantitative approach. The goal of this research was to characterise these factors and identify the relationships between these factors. The qualitative approach consisted of six case studies where one-to-one interviews were conducted with HR managers of medium to large Australian organisations. The responses to the interview questions from each interviewee was analysed to determine outsourcing characteristics and unique issues not previously identified within current literature. These issues included: when an organisation does not have the resources to conduct thorough research into the identification and selection of a service provider then they will use the recommendations of peer organisations. When an organisation contracts a service provider a relationship is established that will bond the two parties. The length of the service contract is dependent upon the complexity of !he outsourced HR function. The quality of service from a service provider must match that of the organisation. Finally, the contract between the service provider and the organisation must contain provisions for a changing economic environment. The quantitative approach consisted of a survey distributed to 1995 medium to large Australian organisations identified from the Dunn and Bradstreet database. A total of 163 valid responses were received from which 124 outsourced one or more HR functions. This corresponded to a response rate of6.22%. The survey data was analysed using factor analysis to reduce the business strategy variable to two categories: Innovative-Quality Enhancement and Cost Leadership. Similarly, Factor analysis was used to reduce the variables of Motivation to four categories: HR Management, Learning, Reduced Cost and Political reason. The variable of Process was reduced to four categories: Reserved, Regular, Rapid and Relaxed. The outcome variables were reduced to two categories: Organisation and Operational. Cluster analysis was used to classify the cases based upon these reduced factors from which the relationships between these factors were analysed. The analysis found that no relationship existed between business strategy and motivation also no relationship was found between business strategy and outsourced HR function. A partial relationship was found between business strategy and process and another partial relationship was found between outsourced HR function and process similarly a relationship was found between process and outcome. Several relationships were found between motivation end outsourced HR function. The results from this exploratory research have significant implications for human resource management theory and practice. The developed theoretical framework provides a useful model of the HR outsourcing factors within Australia. This framework together with the unique factors identified through the qualitative analysis provides a significant platform from which additional research may be conducted.
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Lee, Chao-Ying. "An empirical study of the impact of human resource configurations and intellectual capital on organisational performance in the Australian biotechnology industry." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2008. https://ro.ecu.edu.au/theses/237.
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The objective of this study is to examine the impact of human resource (HR) configurations (combinations) and intellectual capital (lC) in the Australian biotechnology industry. This study investigates how HR configurations facilitate the development of IC elements, which, in turn, enhance organisational performance. More specifically, it explores how HR configurations affect an organisation's level of IC; which IC elements contribute the most to the organisational perfomance; and whether innovation capital acts as a mediating variable between the three IC elements (human, organisational, and social capital) and organisational performance or whether it acts as an independent variable.
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Johnston, Louise C. "The relevance of strategic human resource management (SHRM) for the growing small business." University of Western Australia. Graduate School of Management, 2008. http://theses.library.uwa.edu.au/adt-WU2008.0111.
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[Truncated abstract] The commercial developments of the late 20th and early 21st centuries have come to signify profound and far-reaching change in the way that goods and services are designed, produced, marketed and delivered to customers in the world's international and domestic markets. In order to respond to a more intensively competitive trading environment that demands ever-increasing levels of product quality, customer service, organisational efficiency and business performance, the management of business entities has undergone fundamental alteration in form and content. It is within this context that two traditionally disparate business disciplines have emerged to play an important role in the new economic commercial order, that of small business management and that of Strategic Human Resource Management (SHRM). Historically eclipsed by the large and powerful mass-producing corporations, the small business sector has been more recently viewed as playing an increasingly prominent part in the creation of national and regional prosperity within the developed countries. The unprecedented interest in smaller firms and the desire to see them fulfill their economic and social potential have resulted in legislative reform and widespread initiatives by governments and other institutions designed to support and protect the smaller operators in their commercial endeavours. Similarly, in the post-industrial knowledge economy people have risen in prominence over other organisational resources as a key source of competitive commercial advantage. The role of intellectual capital in securing business success has fuelled the development of management technology and methods designed to enhance the contribution of human resources to business performance. Heralded by many as the defining managerial approach for enterprises that wish to build sustainable competitive advantage in the markets of today and the future, SHRM has come to the fore as a means to re-evaluate the importance of human contribution to business outcomes and guide management practice in leveraging the latent potential of a company's human assets. ... In general, the management of business strategy was found to possess low levels of structure and formality, effectively merging into the collective activities associated with owning and operating a small business. Similarly, when compared with the key elements of a strategic human resource management framework constructed specifically for this study, the data indicated that the strategic management of people is prevalent in smaller firms but that this again represents only partial adoption of normative models as commonly promoted for the larger business management context. It was concluded that the theoretical principles and concepts of SHRM demonstrate relevance for small companies on account of the status of the contemporary external commercial environment in which they must compete as well as the range of managerial benefits associated with strategic methodology and practice. However, currently there exist no suitable models of practice with supporting guidelines that respond to the unique contextual and operational needs and experiences typical of smaller firm owner-managers.
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Neilson, George A. "Expatriate selection, training, family issues and repatriation putting theory into best practice for expatriate success in Australia, Singapore and Malaysia." Curtin University of Technology, School of Management, 2002. http://espace.library.curtin.edu.au:80/R/?func=dbin-jump-full&object_id=13387.
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For both large and small companies involved in the internationalisation of world-wide markets, the successful management of expatriate assignment is an important part of overseas commercial activities.This investigation was concerned with expatriate management in fifty, multinational and international organisations in Australia, Singapore and Malaysia to contribute to the enhancement of success and reduction of failure of expatriate assignments.Data was collected to heighten the awareness of practitioners and academics to the value of dealing differently with expatriates. In forecasting the value of expatriates and the importance of global trade in the future, it was shown that the most successful companies are those able to identify and select an ample number of appropriate international managers. Where suitable candidates for relocation are not selected, higher than normal turnover occurs.The unique Australasian models developed and tested in this thesis are a direct response to the results of current research and encourage current practice to be less static. resulting in the rate of expatriate failure being reduced substantially.
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Morrow, Guy Richard. "Managerial creativity a study of artist management practices in the Australian popular music industry /." Phd thesis, Australia : Macquarie University, 2006. http://hdl.handle.net/1959.14/42648.
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Thesis (PhD)--Macquarie University, Division of Humanities, Department of Contemporary Music Studies, 2006.Bibliography: p. 377-385.
Introduction -- Literature review, discussion of methodologies and research orientation -- "20% of nothing": Australian rock music management -- Australian country music management -- Australian pop music management: the third party -- Conclusion: managerial creativity.
Artist managers 'create' careers for musicians, yet little has been written about their creativity in the academic domain. Thus this thesis develops the notion of managerial creativity. Artist managers build and maintain 'brands', and this is a creative industry function. The thesis begins with a description of what artist management is, then it reviews the way in which various Australian musicians' and artist managers' careers are created and maintained. A musical idea or product arises from the synergy of many sources and not only from the mind of a single person (Csikszentmihalyi, 1996). Therefore it is easier to enhance creativity by changing conditions in the environment the artist is located in than by trying to make artists think more creatively. Managerial creativity involves the creation and maintenance of the system, context or environment from which artistic creativity emerges and is therefore the facet of the music industry that can most effectively enhance musical creativity.
Mode of access: World Wide Web.
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Ngwenya, Bigboy. "Causes and effects of physical injuries to Prison Officers employed in a high risk and high need offender management environment in Western Australia." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2012. https://ro.ecu.edu.au/theses/492.
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Prison Officers (POs) involved in high need offender management frequently face risks that could affect their health, safety and wellbeing. Several studies have shown that direct client centred violence, inadequate management systems and the general nature of prison environments are major factors impacting on the well being of POs (Fisher & Gunnison, 2001; Kiekbusch, Price, & Theis, 2003; Mitchell, Mackenzie, Styve, & Gover, 2000).There is limited literature on causes and effects of physical injuries on this group of law enforcements officers. This is the first study conducted in Western Australia (WA) that investigated the causes and effects of physical injuries to POs and the impacts thereof on these individuals and the Department of Corrective Services (DCS) as an organisation. The study aimed to provide a recent credible data source which may influence policy decisions and procedures in WA corrective institutions. The study cohort of 146 POs completed a questionnaire that included variables, such as health and fitness, job demands, support and constraints to ascertain the causes and effects of physical injuries among this high risk cohort of workers. The age range of POs included in the study cohort (N = 146) was 21 - 71 years. In addition, all Department of Correctional Services (DCS) physical injuries databases from 2008 to 2010 were analysed and managers and employee welfare services staff completed a questionnaire. The results indicated that there is a positive relationship between current employment status and work related physical injuries as measured over the last two years. The major causes of physical injuries were from slips trips and falls and hitting objects with part of the body or against objects during the process of managing non compliant prisoners. Variables such as physical fitness, job demands, lack of recognition by society, and fear of blood borne infections were significant predictors of physical injuries amongst POs. However, a number of other risk factors, including age and body mass index (BMI), were not related to the prevalence of physical injuries. There are a number of recommendations from the study that can be implemented. These include formation of accident/incident investigation work groups to conduct and analyse incidents and propose long term preventive and corrective measures. In order to improve ways of dealing with mentally ill prisoners and the training curriculum of POs should include management of mentally ill prisoners in a prison setting. In dealing with the aging population affecting the Australian workforce, DCS should develop plans to attract young POs for succession planning. Comprehensive safe physical training and maintenance programs in prisons may benefit the POs in dealing with prisoners. Areas for future research may include; the role of mental health services in reducing physical harm in prisons and minimising the causes and effects of physical injuries to the prison frontline workforce.
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Trudinger, Dave. "The Comfort of Men: A Critical History of Managerial and Professional Men in Post-war Modernisation, Australia 1945-1965." University of Sydney. History, 2004. http://hdl.handle.net/2123/718.
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This thesis is a critical history of managerial and professional men in post-Second World War Australia. The attention that I have given managerial and professional men has been determined by my own political desire to problematise the continued accomplishment of hegemony. As subjects, these men and their discursive practices enable scrutiny of the regenerative labour necessary to sustain power and necessary to realise the material results that accrue to those performing such work. My thesis examines the practices of particular groups of managerial and professional men within four discrete social settings or terrain during the post-war period. I interrogate the operations of managerial and professional men in personnel management (the terrain of work), in market research (the terrain of the market), in parenting and marriage guidance (the terrain of the family) and in the service club Rotary (the terrain of the civic). In each of these terrains I find managerial and professional men framing problems and enacting solutions. A process or intervention that makes natural the connections of interest (of advantage or disadvantage) being constantly recreated; an intervention that expresses a comfort with the mechanics and entailments of hegemony. To enable my critical history I apply, in each terrain, a framework comprising three core elements. I historicize the accomplishment of hegemony; testing the emergence of government and positive expressions of power during post-war modernisation in the local contexts of managerial and professional men�s interventions. I people hegemony; identifying the practices of managerial and professional men as resources for doing social relations (in particular the relations of gender and class) and crucial to the operation of hegemony. And, thirdly, I demonstrate the interventions of these men to be interested; unravelling the possessive investments managerial and professional men make through their interventions. My scrutiny of managerial and profession men and their practices, my choice of terrains in which to study them, my analysis of the process enacted in these terrain and the sources that I have utilised are not intended to assemble a biography of men�s experiences or ideal masculinities. Rather, my thesis provides a biography of interventions in order to disassemble that which appears not to be anything in particular: the ordinary regeneration of hegemony by ordinary men doing ordinary things.
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Teo, Stephen Tai Theng. "Strategic human resource management in a corporatised public sector organisation." Thesis, Queensland University of Technology, 2000.
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Paki, Dionne. "What do primary school principals from the Yamaji region or Mid West Education District say about their school's bullying prevention and management guidelines and practices and how they support the strengths and needs of Aboriginal students and their families?" Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2010. https://ro.ecu.edu.au/theses/150.
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Background: Australia‟s Aboriginal and Torres Strait Islanders are over represented in poor health and education outcomes. Little is known about the bullying experiences of Aboriginal school age children and young people. This Master's study aimed to investigate the policies and practises school principals use for bullying prevention and management in primary schools located in the Yamaji region or Midwest Education District of Western Australia.This study was conducted in conjunction with the Child Health Promotion Research Centre‟s Solid Kids, Solid Schools project. Solid Kids, Solid Schools is a four-year study that aimed to contextualise the bullying experiences of Yamaji school-age children and young people; and develop a locally relevant and culturally secure bullying prevention and management resource.
Method: Thirty-one principals and four deputy principals of primary school aged students participated in either a semi-structured telephone interview or survey. Instrument items asked principals: how often staff at their school used 12 bullying management strategies; to describe and rate the effectiveness of 25 bullying prevention guidelines and strategies; and to describe enablers and barriers to working with Aboriginal students who are bullied or who bully others.Participant responses were matched for compliance with evidence-based recommendations (Cross, Pintabona, Hall, Hamilton, & Erceg, 2004, p. 11) and national policy as set out in the National Safe Schools Framework (NSSF) (Department of Education Science and Training; DEST, 2003) for school bullying prevention and management. Participant responses were also compared to a culturally secure bullying prevention and management model to determine if their guidelines and strategies are culturally secure and could respond to the strengths and needs of Aboriginal students.
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Dennis, Simone J. "Sensual extensions : joy, pain and music-making in a police band." Title page, contents and abstract only, 2002. http://web4.library.adelaide.edu.au/theses/09PH/09phd4115.pdf.
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Bibliography: leaves 210-226. Based on 18 months ethnographic fieldwork about the ways in which members of the South Australian Police Band make music. Studies their disconnection from the body of the community, acheived via an embodiment of emotional disconnection; the power of the Department to appropriate a particular order of emotion for the purposes of power; and, the misrecognition of the appropriation of emotion by members of the public who are open to the Department's emotional domination. The context material describes the reasons for the existence of the police band in the police view, while the core material of the thesis is concerned with describing what it is that police band members do, and what they do most of all is, in their own words, experience something that they call "the feel".
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Wajnryb, Ruth. "The pragmatics of feedback a study of mitigation in the supervisory discourse of TESOL teacher educators /." Phd thesis, Australia : Macquarie University, 1994. http://hdl.handle.net/1959.14/23100.
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Thesis (PhD)--Macquarie University, School of Education, 1994.Includes bibliography.
Introduction ; The research question and the professional context of the inquiry -- Literature review: substantive survey -- Literature review: methodological survey -- Research method -- The prgamatics of feedback -- An ethnographic portrait of supervision -- Perceptions of mitigation -- Conclusion.
This research project investigates the language of supervisory conferences. A grounded theory approach is taken to the analysis of data drawn from teacher educators in TESOL (Teaching of English to Speakers of Other Languages) in their feedback discussions with teachers following observed lessons.--Supervisory talk is investigated within a linguistic framework of politeness theory: while the supervisory role includes the obligation of criticism, the act of criticism is constrained by the face-to-face encounter of the supervisory conference. A central construct is the notion of fragility: the supervisory conference-an event which is equated with the talk that achieves it - is considered to be inherently fragile. The aim of the project is to investigate the language so as to uncover the source of the fragility.--Findings suggest that the perceived tension derives from a tug-of-war of essential elements: while the supervisory position affords discoursal power (the right to raise and pursue topics, take long turns, drive the discourse etc), the fa-threatening nature of the event obliges supervisors to resort to social/strategic skills to protect the teacher's face, as well as their own. The textualisation of this restraint takes the form of linguistic mitigation - devices rooted in syntax and semantics that allow supervisors to undercut the force of their own assertions. Mitigation is posited as the means by which supervisors resolve the clash-of-goals that is central to their role. However, mitigation is risky because it may interfere with message clarity.-- The product of the grounded study is a typology of utterance-level mitigation. The typology has three macro-categories (syntactic, semantic and indirectness) and fourteen sub-categories.-- The study was triangulated through an ethnographic investigation of supervisory concerns about feedback; and through an experiment designed to gauge teachers' perceptions of variously mitigated supervisory language. Findings from both studies corroborate the central tenet by contributing images of supervision that support the clash-of-goals thesis.--The projected applied outcome is in supervisor training where, it is suggested, strategic training delivered in a framework of politeness theory would reduce the unwitting dependence on mitigation and hence the risk of message distortion.--Suggestions for further research conclude the study.
Mode of access: World Wide Web.
413 leaves
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Chew, Janet Cheng Lian. "The influence of human resource management practices on the retention of core employees of Australian organisations : an empirical study." Thesis, Chew, Janet Cheng Lian (2004) The influence of human resource management practices on the retention of core employees of Australian organisations : an empirical study. PhD thesis, Murdoch University, 2004. https://researchrepository.murdoch.edu.au/id/eprint/656/.
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Employee retention is one of the challenges facing many business organisations today. For many organisations, strategic staffing has become a concern because the ability to hold on to highly talented core employees can be crucial to future survival. This empirical study examined the current human resource management (HRM) practices of Australian organisations in the retention of their core employees. In particular, the research identified the core elements of HRM practices, which strongly influence the decision for core employees to stay.
The study comprise three phases: (1) a preliminary investigation, utilising the Delphi Technique to obtain the opinions of an expert panel of thirteen, (2) in-depth interviews, involving twelve human resource managers of Australian organisations and (3) a quantitative survey of 800 employees from nine Australian organisations.
The findings revealed greater insights into the HRM-retention relationship and provided empirical validation of the relationship. More specifically, the research identified eight retention factors that influence the decision of core employees to stay. These specific factors consisted of two bundles of practices: HR factors (e.g., person organisational fit, remuneration, reward and recognition, training and career development, challenging job opportunities) and Organisational factors (e.g., leadership behaviour, company culture and policies, teamwork relationship and satisfactory work environment). The outcome of the HRM-retention relationship was examined through organisational commitment and turnover intention using multiple regression analysis.
The findings of this study revealed positive significant co-relationships between the eight factors and organisational commitment. Moreover, it was highlighted that commitment acted as a partial mediator of remuneration, recognition and reward, training and career development and work environment on intent to stay. Commitment fully mediated the relationship person organisational fit, teamwork relationship, culture and policies and intention to stay.
The study produced a model suitable for use by human resource practitioners as a guide in determining what initiatives an organisation should adopt to retain their critical employees.
This research has also made a contribution by illuminating the current employment relationships in Australian organisations and providing relevant empirical evidence to support the theoretical model of Human Resource Architecture, developed by Lepak and Snell (1999) and, as a result, creating a configuration for an Australian Human Resource Architecture model.
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Chew, Janet Cheng Lian. "The influence of human resource management practices on the retention of core employees of Australian organisations : an empirical study." Chew, Janet Cheng Lian (2004) The influence of human resource management practices on the retention of core employees of Australian organisations : an empirical study. PhD thesis, Murdoch University, 2004. http://researchrepository.murdoch.edu.au/656/.
Full textAbstract:
Employee retention is one of the challenges facing many business organisations today. For many organisations, strategic staffing has become a concern because the ability to hold on to highly talented core employees can be crucial to future survival. This empirical study examined the current human resource management (HRM) practices of Australian organisations in the retention of their core employees. In particular, the research identified the core elements of HRM practices, which strongly influence the decision for core employees to stay.
The study comprise three phases: (1) a preliminary investigation, utilising the Delphi Technique to obtain the opinions of an expert panel of thirteen, (2) in-depth interviews, involving twelve human resource managers of Australian organisations and (3) a quantitative survey of 800 employees from nine Australian organisations.
The findings revealed greater insights into the HRM-retention relationship and provided empirical validation of the relationship. More specifically, the research identified eight retention factors that influence the decision of core employees to stay. These specific factors consisted of two bundles of practices: HR factors (e.g., person organisational fit, remuneration, reward and recognition, training and career development, challenging job opportunities) and Organisational factors (e.g., leadership behaviour, company culture and policies, teamwork relationship and satisfactory work environment). The outcome of the HRM-retention relationship was examined through organisational commitment and turnover intention using multiple regression analysis.
The findings of this study revealed positive significant co-relationships between the eight factors and organisational commitment. Moreover, it was highlighted that commitment acted as a partial mediator of remuneration, recognition and reward, training and career development and work environment on intent to stay. Commitment fully mediated the relationship person organisational fit, teamwork relationship, culture and policies and intention to stay.
The study produced a model suitable for use by human resource practitioners as a guide in determining what initiatives an organisation should adopt to retain their critical employees.
This research has also made a contribution by illuminating the current employment relationships in Australian organisations and providing relevant empirical evidence to support the theoretical model of Human Resource Architecture, developed by Lepak and Snell (1999) and, as a result, creating a configuration for an Australian Human Resource Architecture model.
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Boyce, G. R. "Training and educating the strategic corporal." Quantico, VA : Marine Corps Command and Staff College, 2008. http://handle.dtic.mil/100.2/ADA490789.
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Fache, Élodie. "Impérialisme écologique ou développement ? : Les acteurs de la gestion des ressources naturelles à Ngukurr en Australie." Thesis, Aix-Marseille, 2013. http://www.theses.fr/2013AIXM3037.
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En Australie du Nord, une nouvelle catégorie d'acteurs sociaux aborigènes a émergé dans les années 1990 : les « rangers ». Fondés sur la professionnalisation et la formalisation de responsabilités « traditionnelles » envers la terre et la mer, leurs emplois et programmes sont présentés comme des mécanismes de « gestion des ressources naturelles » et de conservation de la biodiversité contrôlés par les communautés autochtones, tout comme un support de « développement » local. Cette thèse propose un regard critique sur le système des rangers en partant de la question suivante : constitue-t-il une manifestation « d'impérialisme écologique » ? L'ethnographie (2009-2010) des interactions sociales mises en jeu par les activités du groupe de rangers de la communauté de Ngukurr (Terre d'Arnhem, Territoire du Nord) y est associée à une contextualisation et à une analyse articulant échelles locale, régionale et nationale et discours international. Le système des rangers reflète diverses logiques endogènes et exogènes qui dépassent ses objectifs affichés de résilience environnementale et socio-économique. Il repose sur des rapports de pouvoir et des négociations complexes entre les différents acteurs impliqués (dont l'État australien), entre « savoirs écologiques traditionnels » et science, et entre rapports sociaux locaux et bureaucratiques. Cette étude met au jour le processus de bureaucratisation et les multiples ingérences et ambivalences inhérents à ce système, qui (re)produit des distinctions et tensions sociales. Elle souligne également la fonction de médiateurs qu'endossent les rangers ainsi que l'ambiguïté de la position de chercheur dans un tel contexteIn Northern Australia, a new category of Indigenous social actors emerged in the 1990s: “rangers”. Their jobs and programmes are based on the professionalization and formalization of “traditional” responsibilities for the land and sea. They are presented as natural resource management and biodiversity conservation mechanisms controlled by Indigenous communities and as a basis for local “development”.This thesis proposes a critical view of the ranger system, starting from the following question: is this system a form of “ecological imperialism”? The ethnography (2009-2010) of the social interactions at work in the activities of the Ngukurr community's ranger group (Arnhem Land, Northern Territory) is combined with a contextualization and an analysis linking local, regional and national levels with the international discourse.The ranger system reflects various endogenous and exogenous logics that go beyond its stated aims of environmental and socioeconomic resilience. It is based on complex power relations and negotiations between the different actors involved (including the Australian State), between “traditional ecological knowledge” and science, and between local and bureaucratic social relationships. This study reveals the bureaucratization process and the many external interventions and ambivalences inherent in this system which (re)produces social distinctions and tensions. It also highlights the mediator or broker role played by the rangers as well as the ambiguous position of the researcher in such a context
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Antoniak, Edward Information Technology & Electrical Engineering Australian Defence Force Academy UNSW. "A study of organisational effectiveness : contingent coupling of human, structural and financial resources through knowledge management practices." Awarded by:University of New South Wales - Australian Defence Force Academy, 2008. http://handle.unsw.edu.au/1959.4/39033.
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This dissertation presents the findings of an empirical study of the effectiveness of knowledge management practices in an environment of principal-agent and market testing conditions in the Australian Defence Organisation (ADO) during the period 2001-2005. Using a grounded theory research approach and a longitudinal case study, the ADO's workforce planning community of practice is the focus of the study. The research is conducted in the context of the knowledge-based view of the firm, which holds that organisational effectiveness and thus sustained competitiveness is dependant on the continual creation, application and protection of new and unique knowledge. Pertinent knowledge management theories are reviewed and reframed in terms of loose coupling concepts, which are then used to describe the variety of knowledge creating relationships and opportunities for workforce planning that become apparent during the course of field research studies. The impact of market testing, as a precursor to outsourcing, on the creation of new knowledge in workforce planning is examined progressively during field studies. The role of leadership in maintaining effective workforce knowledge management practices emerges as the primary category in the loose coupling analysis process. The paper suggests that in order to sustain competitive advantage in workforce planning that is conducted in a commercial support or market testing environment, trust-based leadership and the use of appropriate knowledge management practices are necessary. The dissertation has important implications for research and practice. Specifically, the loose coupling framework provides a focus for literature reviews in future research of knowledge management and, in terms of professional practice, the framework is developed into an aide-m??moire that can be used to enhance knowledge management practices to meet workforce planning objectives. The aide-m??moire potentially has wider application as a tool to assess the effectiveness of knowledge management within the organisation as well as informing the selection of remedial knowledge management practices. Limitations of the paper are acknowledged and recommendations are made for further research.
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Fletcher, Louise Maree 1975. "Enhancing international strategic predisposition and organisational culture for the effective management of human resources in Australian multinational hotels." Monash University, Dept. of Management, 2005. http://arrow.monash.edu.au/hdl/1959.1/5137.
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Dall, Natalie. "Perceptions of financial counselling in Western Australia." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 1996. https://ro.ecu.edu.au/theses/934.
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The development of financial counselling in Australia during the past decade has been complex and fragmented. Financial counselling and rural counselling services within Western Australia are funded from a range of government, non-government and church based groups. This has contributed to problems in the identification of basic definitions of the need for services, the role of the financial counsellor and service models or functions. The failure to define the role of the financial counsellor and the needs to be addressed by financial counselling services, "appears to be the most important historic weakness in the field." (Wyse et al., 1990, p.2). A consequence of the initial failure to define the role of the financial counsellor has meant that definitions have evolved retrospectively rather than in a planned fashion in response to need. This conflict and confusion over the role of financial counsellors has created a situation where financial counsellors may not have a shared philosophy of their profession. Central to the debate has been the lack of clarification of the role of financial counsellors and the relative priorities of casework, community education and policy action. Casework and advocacy on behalf of clients have typically been regarded by funding bodies as the most important responsibilities, since casework statistics provide quantitative accountability for public funds. (Wyse et al., 1990, p.2). A study conducted by Ryan (1990) suggested that different ideological beliefs among financial counsellors would have a significant effect on their casework practice. Different ideologies may result in counsellors assessing cases differently and recommending different courses of action to clients. Other implications of counsellors having different ideologies are that they may have different perceptions of client problems and the role they adopt in assisting clients. (Ryan, 1990, p.31). It was thought that financial counsellors would have different views of the purpose of their work and the outcomes they hope to achieve as a consequence of being recruited from a wide range of different educational and experiential backgrounds. Other factors such as the diverse range of prior experiences, lack of uniform training, different work locations and available resources were suggested as being likely to influence the perceptions that financial counsellors have of their work. Individual counsellors may be working from very different paradigms making it difficult to identify a clear philosophy for financial counselling as a profession. The study was designed to investigate the perceptions of financial counselling in Western Australia by conducting in-depth interviews with financial counsellors and their clients. The interviews were analysed and interpreted to draw conclusions about the relationships between the perceptions of financial counsellors and their clients regarding the intended and actual functions of financial counsellors in meeting client needs. The responses from both financial counsellors and clients indicate that perceptions of the role of the financial counsellor, outcomes and strategies used to achieve outcomes are consistent. The results of this study indicate that financial counsellors are in fact working toward similar goals and have similar views of their work. The findings do not support the literature and anecdotal evidence which suggests that financial counsellors may not share the same philosophy of their profession. It is anticipated that the results of this study will assist in the development off future policies, practices and training programs for financial counsellors in Western Australia.
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Willer, Fiona. "A good fit: Health-oriented size acceptance and Australian dietetic practice." Thesis, Queensland University of Technology, 2021. https://eprints.qut.edu.au/211444/1/Fiona_Willer_Thesis.pdf.
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This thesis explored the suitability of health-oriented, size-accepting approaches for use in Australian dietetics counselling with weight-concerned adults. Across three studies, this work established that such an approach has an acceptable evidence base to drive Australian dietetics practice and may be a superior method to support higher dietary quality and lower eating disorder risk when compared with weight-centric approaches.
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Blumberg, Sandra [Verfasser], Dominic [Gutachter] Busch, and Hartmut [Gutachter] Schroeder. "There is nothing that can replace a personal relationship - Practicing Intercultural Competence in German Multinational Corporations in Australia / Sandra Blumberg ; Gutachter: Hartmut Schroeder , Dominic Busch." Frankfurt (Oder) : Europa-Universität Viadrina Frankfurt, 2017. http://d-nb.info/1126967424/34.
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Blumberg, Sandra Verfasser], Dominic [Gutachter] [Busch, and Hartmut [Gutachter] Schroeder. "There is nothing that can replace a personal relationship - Practicing Intercultural Competence in German Multinational Corporations in Australia / Sandra Blumberg ; Gutachter: Hartmut Schroeder , Dominic Busch." Frankfurt (Oder) : Europa-Universität Viadrina Frankfurt, 2017. http://nbn-resolving.de/urn:nbn:de:kobv:521-opus4-2374.
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Elsbury, O. James, and n/a. "An examination of a military performance appraisal system and the selection of commanders; perceived validity, prototypes and sources of error." University of Canberra. Applied Science, 1996. http://erl.canberra.edu.au./public/adt-AUC20050307.155449.
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Performance appraisal has been well established as an important management tool for improving individual and organisational performance, and has attracted considerable research interest over the past fifty years. Many previous studies of performance appraisal have been conducted either in laboratory settings, or have tended
to focus narrowly on raters and/or the appraisal process, or of necessity have excluded from consideration the group dynamics prevalent in large organisations. Additionally, although it has long been recognised that the purpose of performance appraisal can affect ratings, little appears to have been done in situ on performance appraisal as a part of a complex personnel management system. One consequence of this approach has been a degree of uncertainty on the utility of laboratory and other findings to working appraisal systems. Moreover, previous examinations have focused on civilian
organisations even though military organisations have an equally long history of using performance appraisal for a range of purposes. Using a sample (N = 577) of senior air force officers from three adjacent rank levels, this study examined the relationships between performance appraisal rating leniency, the perceived causes of leniency, and two personnel selection processes based on appraisal data. Rating leniency was perceived to be widespread, and was found to be associated with a lack of confidence (or mistrust) in several aspects of the performance appraisal system and related officer selection processes. While officer groups did not show any practically significant
differences in perception of the prototype of the ideal commander (the leader), raters used a range of prototypes for estimating officers' promotion potential and suitability for command. Officers from one employment specialisation tended to stand apart in their view of the appraisal system and personnel selection processes, and the lower ranking officers surveyed tended to be more critical of the performance appraisal system and selection processes than were the higher ranking officers. In terms of selection process outcomes, 21.7% of officers were not satisfied with the management and leadership style of their commander, and officers at the lower organisational levels were found to be significantly (p<.005) more satisfied with their commander that those at the highest level. Satisfaction was found to be predicted by a multiple regression equation (R2=.72, p<.001), with the elements of the equation reinforcing the importance of a human-relations orientation for effective leaders. This study suggests that the behaviour of a working performance appraisal system can be predicted by established theory and that a model of system effectiveness may be possible, embracing rating errors, rating format, reliability factors (such as dyadic quality and period of observation), criterion validity of the appraisal instrument, and rater trust in the system. Additionally, this study suggests that upwards appraisal may be a useful input to the process for selecting leaders, if only to indicate which appraisal dimensions are perceived by subordinates to be important.
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Bell, Francesca A. "The requirement to be fit and proper: What does it mean to Australian psychologists?" Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2015. https://ro.ecu.edu.au/theses/2072.
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The phrase fit and proper is used in the Health Practitioners Regulation National Law Act (Qld), 2009, which came into effect nationally in 2010 and governs psychologists. As with previous legislation that used the phrase, the legislator does not define fit and proper, leaving it up to each profession to determine its exact meaning and inform the courts accordingly. A review of the literature established that to date no Australian psychologist has attempted to define the construct. This means that Australian lawyers do not get any guidance from psychologists regarding how they should interpret the phrase fit and proper in relation to psychologists. Ideally, however, the beliefs of psychologists as a group should inform any definition of what constitutes a fit and proper psychologist. In the absence of such research, the purpose of this study was to determine Australian psychologists’ understanding of the construct.
During Stage One, semi-structured interviews with 16 Western Australian psychologists explored what they considered constituted a fit and proper psychologist. Using a grounded theory approach, the data analysis revealed 2 superordinate components to fitness and propriety. Participants believed that a fit and proper psychologist had 11 person features. These person features could be split into 3 categories, namely capability, character, and conduct. The second component, termed system issues contained the categories of selection and screening, monitoring, regulation, and prevention and remediation.
The aim with Stage Two was to determine whether other Australian psychologists agreed that the 11 person features described a fit and proper psychologist, and if they did, how they ranked them. A cognitive interviewing strategy was employed to add rigour to the design of a questionnaire and to provide confirmation of the person features constructed from the Stage One interviews. The cognitive interview process established that 2 of the original 11 person features were too broad. As a result, both of these features were split into two, giving a total of thirteen person features that were included in the questionnaire. A representative sample of 226 Australian psychologists completed the questionnaire that collected both qualitative and quantitative data. Participants classified 8 features as critically important and 5 as important features of a fit and proper psychologist, with self-awareness ranked as the most important feature.
An analysis of the qualitative data revealed a third superordinate component, termed moderators. Moderators, such as impact on practice, alter each person feature from a black and white concept to a nuanced and more complex one. Moderators build flexibility into the person features and allow for the role of each in fitness and propriety to alter according to a psychologist’s life stage and circumstance.
Australian psychologists believe that a fit and proper psychologist exists in a professional system comprising psychologists themselves and bodies that perform a variety of functions related to the establishment, development, and regulation of standards in the profession. A fit and proper psychologist possesses 13 key person features that can be maintained because of moderating factors. This understanding has implications for psychologists, service users, regulators, and the judiciary.
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Taylor, Christopher George. "The Good Bloke in Contemporary Australian Workplaces: Origins, Qualities and Impacts of a National Cultural Archetype in Small For-Profit Businesses." Antioch University / OhioLINK, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=antioch1566171729886909.
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Deans, Carolyn. "Non-traumatic stressors in deployed military personnel : impact on mental health." Thesis, 2006. http://hdl.handle.net/1885/150886.
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Hao, Huang. "The cross cultural management: Australia Vs China." Doctoral thesis, 2019. http://hdl.handle.net/10071/22874.
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The era of globalisation presented opportunities for China corporations to expand to overseas markets. After the execution of the China-Australia Free Trade Agreement in 2015, there is a considerable interest for Chinese corporations to invest and expand to Australia. Notwithstanding the favourable legal and political environment to support the expansion of Chinese corporations, including China based banks to Australian market; one potential hindrance to such expansion plan is the cultural differences between both countries. This dissertation aims to research on the potential issues arising from the cultural differences faced by China banks in their expansion plan to overseas market in particularly Australia and also how resolve such differences OCAI scores indicate that banks in mainland China scored higher for hierarchy culture (50.11) compared to overseas banks (30.11) which indicate that China banks’ structure are designed to maintain the stability and control of the banks by higher management. Interview conducted with nineteen (19) respondents indicates that there are contrasting views by the respondents on whether cultural differences play an important role in human resource management for banks. For client facing role, some respondents view that cultural similarity could be an advantage when dealing with clients but some consider ability and knowledge to be more important. Notwithstanding this, cultural differences are definitely an important aspect for human resource management for banks expanding to overseas market with different culture. It is recommended that bank management to employ a mixture of team with both Chinese and Australian cultural background to cater to different clientele and also staffs to headquarter office.A era da globalização ofereceu oportunidades às multinacionais Chinesas de se expandirem para os mercados estrangeiros.Após a implementação do Acordo de Comércio Livre entre a China e Australia em 2015,há um considerável interesse das multinacionais Chinesas investirem e expandirem-se na Austrália. Não obstante o contexto legal e politico favorável à expansão das multinacionais Chinesas,incluindo a banca Chinesa operando no mercado Australiano, as diferenças culturais, entre os dois paises poderão constituir um obstaculo a essa expansão. Esta dissertação procura investigar em que medida os problemas potenciais resultantes das diferenças culturais que os bancos Chineses poderão enfrentar no decurso do seu plano de expansão para mercados internacionais e particularmente para a Austrália e tambem como dar resposta a tais diferenças Os resultados do questionário OCAI indicam que os bancos na China Continental tem valores mais elevados na cultura hierárquica (50.11) o que sugere qua as estruturas dos bancos da China são desenhadas para garantir a estabilidade e o control pela direção de topo. Entrevistas a dezanove (19) inquiridos sugerem queestes têm perspectivas contrastantes no que se refere à importância do papel das diferenças culturais na gestão dos recursos humanos dos bancos. No que se refere às relaçoes com os clientes alguns dos inquiridos consideram que a semelhança cultural pode ser uma vantagem mas outros consideram mais importantes as capacidades e o conhecimento. Apesar disso as diferenças culturais são em ultima análise um aspecto importante na gestão dos recursos humanos nos bancos em expansão para um Mercado exterior com uma diferente cultura. Recomenda-se que a gestão dos bancos empregue equipas mixtas com culturas tanto Chinesas como Australianas tanto para lidarem com diferentes clientelas como nas equipas da direção de topo.
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Bunzel, Dirk, University of Western Sydney, and Faculty of Business. "Real numbers, imaginary guests, and fantastic experiences : the Grand Seaside Hotel and the discursive construction of customer service." 2000. http://handle.uws.edu.au:8081/1959.7/27816.
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Based on a fourteen-month period of ethnographic research conducted in an Australian Coastal hotel, this thesis explores the issues of management in a flexible organization. Using a textual approach to the study of organizations, the thesis focusses on the customer service discourse, its constituents, and the processes of its symbolic (re-) production in the hotel studied. Using a variety of textual data-among them academic publications from authors as diverse as Foucault, Clegg, Haugaard, Ritzer and Castoriadis; various forms of fieldnotes; and detailed descriptions of ritual and ceremonial events - the thesis not only provides a vivid account of organizational life at the hotel, it also identifies aspects of the latter such as meetings, training and reward programmes, and customer response schemes, as disciplinary technologies applied to govern both employees and customers. Extending the considerations about the disciplinary qualities of the customer service discourse and linking them with the issues of new forms of control as recently debated in the larger field of organization studies, the thesis will identify the processes of imagination, normalization, and subjugation as central to the establishment of a new management doctrine: corporate culturism. This discussion will also reveal the essentially hybrid nature of control under this new doctrine and it will expose the process of managing meaning as fundamental to its constitution and endurance. Respectively, the thesis will identify the hotel studied as an organization that thrives on corporate culturism. As the thesis represents a contribution to the field of (organizational) ethnography, it will - by recurrently reflecting on some of the contemporary debates in the field- implicitly address status and practicability of empirical (ethnographic) research in a postmodern world.Doctor of Philosophy (PhD)
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Eggert, Gunhild Marlene. "Rewarding care : a theory of nurses' care provision." Phd thesis, 2013. http://hdl.handle.net/1885/150036.
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Australian nurses' job satisfaction has been investigated at intervals since the 1970s. From the year 2000 studies showed for the first time that nurses were dissatisfied with the quality of their care. In the preceding decade Australian State governments undertook reforms to significantly increase public hospitals' productivity. This thesis proposes that the definition of hospitals' product as 'discharged patients' contributed to changing hospitals' operations in such a way that nurses missed out on important job rewards. This thesis explores (1) the role nurses' satisfaction with their patient care plays in nurses' production function, (2) how the reforms instituted undermined nurses' ability to give the care they perceived as meeting professional standards, and (3) how restoring nurses' satisfaction with care returns double dividends to nurses' employers in terms of improved nursing productivity and better patient outcomes. The policy makers who designed the reforms to increase public hospitals' productivity understood hospitals' production function to be analogous to factories' production of goods. This conceptualisation overlooks that hospitals' mix of outputs consists mainly of services delivered directly to patients. It is difficult to gain efficiencies in the production of direct services through a reduction of labour inputs because (1) labour inputs become service outputs, and (2) services are produced and consumed simultaneously. Because nurses' product is the service of providing patient care, reductions in nurses' time and skill per patient frequently diminish the quality of nursing care, reducing nurses' job satisfaction. Nurses' job satisfaction results from the size of their aggregate rewards, both extrinsic and intrinsic to nursing work. Empirically, nurses' perceived quality of their care is shown to make the greatest contribution to nurses' job satisfaction. Nurses derive intrinsic job returns in terms of meaning and enjoyment gained from attending to their patients. Nurses' perceived drop in the quality of care reduces their intrinsic job rewards, explaining nurses' poor professional morale discovered by the studies undertaken from the year 2000. For hospital administrators, nurses' low levels of returns on their care giving are of concern because these intrinsic returns have an incentive effect on nurses' care performance. The more care a nurse gives, the more intrinsic returns she generates. Highly vocationally committed nurses earn the best care-giving returns. Sustaining committed nurses' care performance matters to employers because the care these nurses give informally sets high standards for their team. The incentive effect of nurses' care giving is of further significance to employers because nursing work is difficult to supervise and extrinsic motivators, such as monitoring, are very costly to apply. However, strategies to increase nursing productivity can be carefully designed to take account of the nature of nurses' care product and/or to decrease barriers to nurses' care giving. In this case employers can enjoy the double dividends of nurses' sustained high output of care and good patient outcomes. Other policy approaches to restoring nurses' intrinsic rewards include (1) the incremental improvement of quality of patient care, (2) giving nurses organisational voice, and (3) providing formal recognition for excellence in nursing care.
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Arnold, Lisa. "The devolution revolution : the effect of human resource management reform in the Australian Public Service." Phd thesis, 2009. http://hdl.handle.net/1885/149594.
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Bopping, Derek Jeames. "Secrecy and service-loyalty in the Australian Defence Force : understanding the social psychology of problematic non-disclosure." Phd thesis, 2004. http://hdl.handle.net/1885/146526.
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Wilson, Anne 1953 Apr 24. "Self-employed nurse entrepreneurs expanding the realm of nursing practice: a journey of discovery." 2003. http://thesis.library.adelaide.edu.au/public/adt-SUA20030711.100333.
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Includes bibliographical references. Electronic publication: Full text available in PDF format; abstract in HTML format. Private practice as a career option for nurses has been slowly increasing since the 1980's. However, the reasons for this development have not been fully investigated so that it can be understood and placed within the changing contexts of health care and health services. The expansion and extension of nurses' roles is a contemporary topic in health care reform and therefore one that deserves investigation. The aims of this study were to develop a theory on private practice nursing and to describe the characteristics and work of the self-employed nurse in Australia. Electronic reproduction.[Australia] :Australian Digital Theses Program,2001.xvii, 350 leaves : ill. (some col.) ; 30 cm.
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Wilson, Anne. "Self-employed nurse entrepreneurs expanding the world of nursing practice: a journey of discovery." 2003. http://hdl.handle.net/2440/37903.
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Private practice as a career option for nurses has been slowly increasing since the 1980's. However, the reasons for this development have not been fully investigated so that it can be understood and placed within the changing contexts of health care and health services. The expansion and extension of nurses' roles is a contemporary topic in health care reform and therefore one that deserves investigation. The aims of this study were to develop a theory on private practice nursing and to describe the characteristics and work of the self-employed nurse in Australia. Nurses working in a variety of settings have been able to provide information on being self-employed. In doing so, this study was able to describe the persona of the nurse entrepreneur, explore the reasons why nurses and midwives in Australia establish private fee-for-service practices, identify the factors which have influenced this action and describe the scope of practice of nurses and midwives in private practice. This combined Delphi technique and Grounded Theory study is the first in-depth study of Australian nurses and midwives in private practice. The study enables nurses to provide direct information on being self-employed and enhances the profession's ability to articulate about this area of nursing. The significance of the research is in increasing the understanding of this area of practice development and affords greater insight into its efforts to improve and maintain quality nursing services within the Australian health care system. One hundred and six nurses and midwives were invited to participate in the study, in which participants completed two rounds of semi-structured postal questionnaires. Delphi technique was applied to rate responses on Likert scales to ascertain respondents' consensus on certain topics. Participants were also provided the opportunity to make additional comments. Results indicated that nurses in private practice are well experienced with an average of 21 years nursing experience and hold several qualifications. Job satisfaction, being able to be more involved in achieving quality health outcomes and maximising skills and abilities are significant influences for private practice. These results suggest that private practice nursing can contribute effectively to broadening the range of primary health services available to the population and to addressing the issues of retention and recruitment of nurses. Self-employed nurse entrepreneurs push the boundaries of the profession and expand the realm of nursing practice. Entrepreneurship is a path for the future of nursing as it offers expanded career opportunities for nurses and opportunities for increased ambulatory health services. In addition, the broad, expert knowledge nurses hold on many aspects of health can be disseminated throughout the health sector to the advantage of corporate health partners. There is further development required in this innovative and expanding area of the nursing profession.Thesis (Ph.D.)--Department of Clinical Nursing, 2003.
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Dery, Kristine Frances. "How do organisations align human resource management with information technology: an exploratory study of four Australian firms." 2003. http://repository.unimelb.edu.au/10187/2364.
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While there is significant evidence to suggest that the alignment of Human Resources (HR) and Information Technology (IT) has a positive impact on firm performance, there is little discussion on how to achieve alignment. Literature in both the HR and IT disciplines provides confirmation of the need to identify and address the people management issues in order to realise the expected returns from IT investments. This research will contribute to these discussions with insights into how an organisation with alignment between IT and HR might appear, who should be responsible for the alignment, and how enabling and inhibiting factors impact the alignment process.
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Vipond, Maureen. "A study of staff satisfaction in two call centres." Thesis, 2000. https://vuir.vu.edu.au/18221/.
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The Telecommunications industry has undergone significant changes during the
1990's. In Australia, deregulation has strongly impacted upon organisations
competing within the industry. Telstra, Australia's largest telecommunication
company has been challenged to improve its organisational performance, increase its
competitiveness and improve organisational effectiveness in order to manage change
effectively.
In response to global competition, political and economic changes Telstra has
downsized to ensure that it survives and achieves value for all stakeholders.
This study investigated:
• what interventions Telstra used at the time of and following downsizing
• whether these interventions were designed to ensure employee commitment and
loyalty and staff satisfaction
• current levels of commitment and loyalty at two Telstra Call Centres
This study takes the form of both qualitative and quantitative research in the form of a
comparative study between two Call Centres and analyses its impact upon call centre
staff. A questionnaire was designed and distributed to employees in city and regional
call centres. The results were discussed and analysed in reference to the current
literature and extend upon the work done by Brockner (1992) and Cameron (1994) for
example.
This study will provide a valuable guide to all organisations planning large scale
change and in particular will help Telstra to better plan their downsizing and change
management programmes.
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Bryar, Peter John. "An analysis of shift working rosters used within the Australian Army component of the Defence Integrated Secure Communications Network (DISCON)." Thesis, 1996. https://vuir.vu.edu.au/18147/.
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Non standard working hours such as those experienced by rotational shift workers
have a wide ranging impact upon job and roster satisfaction, performance,
behaviour, sleep, quality of work and family life. The shift roster plays an important
role in moderating the influence of non standard working hours on the individual and
the group though it is well documented that shift work does affect everyone
differently. Aspects of shift work that appear to be disadvantageous for many
individuals can be considered to be beneficial by others depending upon the work
circumstances and the needs of the individual and family.
This study is concerned with shift work within a section of the Australian Defence
environment - the Defence Integrated Secure Communications Network (DISCON)
- Royal Australian Army Corps of Signals component, an area previously untouched
by academic or other research. The significance of this study is that whilst it has
focussed on a unique work environment the findings are not at variance to other shift
working research.
The Australian Army, through units of the Royal Australian Corps of Signals, has the
responsibility of managing and operating the Switching and Communications Centres
throughout the states of Victoria and Queensland, and within the cities of Canberra
and Sydney. Shift workers and the shift working rosters operating within these units
are the focus of this study.
The purpose of this study is to compare the four shift working rosters operating
within the four different Army units with DISCON and determine which one is most
appropriate in terms of current roster design guidelines and shift worker preference.
DISCON was established to support the operations of the Australian Defence Force
and Department of Defence for the rest of this century and beyond. DISCON is
Defence's first secure, integrated communications system, and will be used for
command and control of the Australian Defence Force as well as management and
administration of the Defence Organisation. DISCON operates by means of
interconnected switching centres which direct all incoming message traffic to its
destination and link Defence establishments Australia-wide. DISCON Switching
Centres serve a particular region through Communications Centres and decentralised
communications terminals.
DISCON has brought with it new technology, new equipment and a range of new
services to its subscribers. DISCON provides facilities for the passage of voice
(secure and insecure telephone), facsimile, telegraph and electronic data and is
expected to support the current range of tactical (field) external networks and
individual tactical radio communication. There has also been a major change to the
communications doctrine of providing pre-determined facilities, and subscribers no
longer have to rely purely upon area or regional communications centres to service
their communications needs of formal message traffic, facsimile and data
transmission. Communications terminals have been decentralised to a large extent
bringing them closer to the user - in some cases directly to them. Switching centres
have also taken on the additional responsibility of providing advice to subscribers
whilst communication centres are assisting with user education.
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Hamilton, Margaret. "Everything old is new again : a contemporary history of the establishment of the Centrelink Virtual College." Phd thesis, 2007. http://hdl.handle.net/1885/149866.
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Hanlon, Clare. "Managing the pulsating effect in major sport event organisations." Thesis, 2002. https://vuir.vu.edu.au/15261/.
Full textAbstract:
Managing sporting events has become big business in the Australian sporting and events scene. The economic and social benefits to the community arising from these events can be significant. However, the special characteristics of these events can produce problems for the management of the human resources within the organisations coordinating the event. The primary aim of this research was to determine how the nature of a pulsating major sport event impacts on management practices in each of the essential human resource (HR) stages. The secondary aim was to reveal the extent to which these management practices were tailored to the pulsating nature of events. The findings were then used to design a benchmark of personnel management practices
that could be used to more effectively manage pulsating major sport event organisations.
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Mazumder, Parimal. "Performance appraisal with a view to employee motivation in the Australian public service : a case study of Western Melbourne Institute of TAFE, and Darebin City Council, Melbourne." Thesis, 1997. https://vuir.vu.edu.au/33009/.
Full textAbstract:
The purpose of this research was to investigate the motivation of the employees in the
Austrahan pubhc service with special attention to the Western Melbourne Institute Of
TAFE (TAFE), and Darebin City Council (DCC), located in Melbourne. The
dependent variables considered in this study were: age, education, decision making
process, employee development programs, measurement and feedback of actual
results, opportunities for advancement, group cohesion, and performance based pay
systems.
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Kairys, Moira Rose. "Identifying Skills Required for Senior Managers in Vocational Education Training - An Australian Perspective." Thesis, 2016. https://vuir.vu.edu.au/32640/.
Full textAbstract:
Senior managers in Australian vocational education training (VET) are an integral
part of the success of sector that contributes to Australia's economic growth and
business productivity with the delivery of training to almost four million students
annually.
Senior managers are often promoted from teacher to manager on the basis of practical
vocational and teaching experience, rather than their management and leadership skills
and are often inadequately trained or prepared for the role of leadership. Therefore, it
is important to examine whether senior managers are equipped with the required
leadership skills for effective leadership in VET.
This thesis utilises a new online survey of 100 senior managers employed in VET in
Australia in order to identify the leadership skills required for senior managers by
testing the Leadership Skills Strataplex Model (LSSM). The model highlights the
importance of four broad leadership skills of cognitive, interpersonal, business and
strategic skills. The study also explores the interaction of the skills required for
current role, promotion and training provider type. The study conducts an exploratory
and confirmatory factor analysis to identify broad and specific skills that are
perceived as important. The new evidence indicates that (a) the strataplex model is
not supported by the data (b) cognitive skills are perceived to be utilised the most,
followed by strategic, interpersonal and business skills (c) business skills, problem
solving/managing teams skills and strategic skills are identified as the most important
skills required for senior managers and (d) skill importance does not seem to depend
on training provider type.
Australian vocational education is increasingly complex and competitive and training
providers need to recognise that the sector requires higher levels of leadership skills.
Although cognitive skill requirements are high, senior managers also need higher
levels of business, problem solving/managing teams and strategic skills.
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Comodromos, George. "How academics respond, adapt and cope with the transformational changes in the Australian Higher Education Sector." Thesis, 2016. https://vuir.vu.edu.au/33621/.
Full textAbstract:
The objective of this thesis is to investigate the work life factors of Australian academics and see which of these lead to the adoption of transformational change. The context of the thesis is the Higher Education Sector and the research examines the metamorphic changes in this sector that have been mostly driven by neo-liberal and deregulation policies by successive governments over the past three decades. The thesis adopts and develops the constructivist grounded theory method. The primary data source was developed from face-to-face interviews with 33 (male and female) academics from Monash and Melbourne universities, conducted over a period of five months. These two universities were chosen from the Group of Eight (Go8) elite universities in Australia because they are highly resourced, quality branded and populated with high academic performance students. They represent Australian academics working at their peak performance and their personnel are considered the most highly regarded in the sector. Constructivist grounded theory, as presented by Charmaz (2010), was chosen as a methodology for this thesis because the ontological perspective that reality is created within a social construct and the epistemological perspective that the researcher and participants are both actively involved in the construction of the grounded theory, best suits the mindset of the researcher and the research question. The findings of the research resonate with the literature of institutional change, particularly that of Thelen and Mahoney (2010), and the typology of academics that was created from the research findings further contributes to knowledge in the area of change management theory. The intention of this thesis is to provide a platform to launch further research into the area of organisational change management, particularly in the Higher Education Sector.
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Polacsek, Meg. "Self-empowering to maintain and enhance personal identity as an older adult with depression." Thesis, 2018. https://vuir.vu.edu.au/37862/.
Full textAbstract:
Australians have one of the longest life expectancies in the world, but up to 15% of older Australians living at home experience depression. Increasing attention is being paid to understanding the clinical aspects of depression in older age. However, less is known about how older Australians living in the community experience and self-manage depression, and the factors that influence these processes. The purpose of this qualitative grounded theory study was to explicate the self-management strategies used by older adults diagnosed with depression to optimise their well-being. Data collection and analysis were informed by Corbin and Strauss’ (2015) approach to grounded theory. Data were collected through 32 individual interviews, observations and questionnaires. The key conceptual findings of the study comprise a core problem, a core category and three related categories. The basic social psychological problem was conceptualised as Struggling to maintain personal identity as an older adult with depression. The core category, Self-empowering to maintain and enhance personal identity as an older adult with depression, was abstracted through simultaneous data collection and analysis, and constant comparison. This goal was achieved through the three interlinked strategies of Taking Stock, Accessing Support and Reclaiming Self-identity. Participants’ efforts were influenced by three contextual determinants: Perspectives on age and depression influencing help-seeking, Ability to navigate and access the health care system, and Individual capacity for self-management. When drawn together, these elements comprise a substantive theory that reflects a shift from a narrow biomedical discourse of depression in older age to a broader experiential focus on individuals as experts for managing long-term conditions. The findings of this study have implications relating to policy, professional practice, the portrayal of age and depression, older adults and their significant others, and future research.
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Yuksel, Harun. "Personal and professional experiences of turkish qualified teachers in Victorian schools." Thesis, 2013. https://vuir.vu.edu.au/21717/.
Full textAbstract:
The aim of this research was to identify the personal and professional experiences of Turkish primary and secondary teachers, who are currently teaching, or have previously taught in Victorian schools. This research drew upon these teachers’ experiences to make recommendations for future teacher education, training, professional development and/or induction programs. These recommendations if implemented will support future Turkish teachers in adapting to the Victorian education system. The induction programs and facilities are expected to encourage overseas graduate teachers, who are currently not in the teaching system, to re-enter the workforce as teachers in Victoria.