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1
Tettey, Kwasi O'Boorh. "Racioethnic and migration status influence on job satisfaction: Evidence from Australia". Thesis, Tettey, Kwasi O'Boorh (2015) Racioethnic and migration status influence on job satisfaction: Evidence from Australia. PhD thesis, Murdoch University, 2015. https://researchrepository.murdoch.edu.au/id/eprint/27278/.
Testo completoAbstract (sommario):
The Australian labor market is characterized by a culturally diverse workforce. This in large part stems from the high representation of migrants in the workforce. In fact, the representation of migrants is reportedly higher than in most immigrant nations, including the United Kingdom (UK) and the United States of America (US). Nonetheless, in some of these countries, in particular the US, it appears there is an ongoing interest to ascertain whether or not there are discrepancies in the job satisfaction of workers from various cultural backgrounds. As a result, literature comparing the satisfaction of minorities with Whites is readily available, albeit conflicting. However, in Australia, this information is limited. The present research was therefore designed to provide some knowledge in this area.
Specifically, the research was undertaken to primarily establish if, within the Australian workforce, there are differences in job satisfaction levels on the basis of racioethnicity and migration status. It was also designed to ascertain if there are disparities on these bases in relation to life satisfaction. Further, the research was designed to assess the importance that is placed on job satisfaction facets by members of different racioethnic groups and with varying migration status. It also tested the possibility that people from different racioethnic backgrounds and with varied personality characteristics experience job satisfaction differently. In addition, the research examined disparities in perceived discrimination and its influence on the job satisfaction of people from different races and ethnicities. Altogether, nine research questions were addressed.
As part of addressing these questions, three main theories underlying job satisfaction, namely the motivation-hygiene theory, the job characteristics model, and the internal dispositional theory were tested. Using a survey questionnaire and interviews, data was collected from 413 participants—consisting of 388 survey respondents and 25 interviewees—and then analyzed using SPSS and NVivo. Consistent with the conclusions from overseas studies, it was found that race and ethnicity tend to predict both job and life satisfaction differently.
In general, there were significant differences in job satisfaction levels between Whites and people from minority races. Some significant differences were also found between ethnic groups. However, no such differences were observed between people with different migration status, although those born in Australia reported slightly higher levels of satisfaction. Also, in general, there were discrepancies in the job facets from which Whites and people from minority races derive satisfaction; there were discrepancies in the context of migration status and ethnicity as well. However, members of most racial and ethnic groups agreed that interpersonal relationships, communication, and work-life balance were important in terms of job satisfaction. In contrast, pay and promotion were considered less relevant.
Perceived discrimination was found to be considerably higher among minorities than Whites. It reduced job satisfaction levels and seemed to affect the satisfaction of members of some groups more than others. With regard to personality traits, there was little evidence to suggest that they influenced the job satisfaction levels of people from various racioethnic groups differently. Similarly, there was little evidence to suggest that people from different races as well as those with different migration status significantly vary in life satisfaction levels. However, slightly higher levels of satisfaction were recorded for Whites and people born in Australia compared with minorities and people born overseas. In addition, a larger proportion of members of ‘underprivileged ethnicities’ reported higher than expected levels of satisfaction and were more likely than their ‘Western ethnicities’ counterparts to be satisfied with their life in Australia. People born overseas, it was observed, were also more likely to be satisfied with life than those born in Australia.
The findings are interpreted with the support of relevant theories and data from the interviews. Conclusions and policy implications of the findings are presented, along with suggestions for further research.
2
Martin, G. R. "Job factors contributing to the job satisfaction and job dissatisfaction of primary principals in one Ministry of Education district in Western Australia". Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 1991. https://ro.ecu.edu.au/theses/1124.
Testo completoAbstract (sommario):
Recent changes in the Western Australian education system, resulting from the release and implementation of Better Schools in Western Australia: A Programme for Improvement (1987), have induced significant changes in the nature of the Western Australian primary principalship. Within this context of change, this research explores job factors contributing to the job satisfaction and job dissatisfaction of primary principals in one Ministry of Education district in Western Australia. Studies based on Herzberg's motivation-hygiene theory, conducted in educational and non-educational settings, in addition to previous principal job satisfaction research were important in the development of the study's conceptual framework and research questions. Data to address the research questions were collected through a modification of Flanagan's critical incident technique. During interview sessions, eighteen primary principals were each asked to provide four sequences of events: two relating to periods of job satisfaction, and two sequences relating to periods of job dissatisfaction. An a posteriori approach to content analysis revealed that eleven job factors contributed to the job satisfaction and job dissatisfaction of primary principals; seven job content factors and four job context factors. Four job content factors and two job context factors were identified as being bipolar. Results indicated that principals' job satisfaction was strongly related to the job content, and that job dissatisfaction was related both to the job content and to the job context. Based on the results obtained, a description of a work situation which would make principals more satisfied with their work was described, and recommendations for further research were proposed.
3
Lock, Graeme. "The prevalence and sources of perceived occupational stress among teachers in Western Australian government metropolitan primary schools". Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 1993. https://ro.ecu.edu.au/theses/1155.
Testo completoAbstract (sommario):
The aim of this study is to investigate the prevalence and sources of self- reported occupational stress among primary school teachers in Western Australian Government schools. Five specific objectives form the basis of this study. First, the study develops an instrument which measures the perceived levels of occupational stress and reveals the sources of such stress. Second, the study applies this instrument to determine the perceived levels, and sources, of occupational stress among primary school teachers in metropolitan Perth. Third, the study investigates differences in the perceptions of stress and stressors when categorised by socio-biographical characteristics of teachers. Fourth, the study investigates the relationship between occupational stress and satisfaction. Fifth, path analysis techniques are used to test the adequacy of a stress-stressor model derived from a priori assumptions and temporal sequence. A qualitative meta-analysis reveals characteristics of the literature which discursive reviews may omit. Such characteristics include trends in research interest in the topic of teacher stress over time and geographical area, the balance between types of studies, the relationship between types of studies, aspects of teacher stress and geographical area, findings of the studies, and determining categories into which the findings can be examined. Definitions of stress and burnout, definitions of teacher stress and teacher burnout, reasons for concern about teacher stress and teacher burnout, the prevalence of stress in the teaching profession, sources of stress in the teaching profession, perceptions of stress and stressors when categorised by socio-biographical characteristics, and the relationship between stress and occupational satisfaction are the areas from which information is accessed for the literature review. Prior to the development of a conceptual framework, the purpose of such a framework is discussed. The conceptual framework itself is developed from two broad areas. These include teacher stress and corporate management theory. The role of and contribution made by the present study to each of these areas is explained. The methodology of the present study is discussed in six broad areas. These include the preparatory phase, the sampling procedure, development of the research instrument ethical considerations, data collection, and data analysis. The process of structural equation or causal modelling forms the final section of this chapter. The outcomes which emerged from the study are analysed in relation to both the quantitative and qualitative data obtained during the investigation. In respect to the former these outcomes include the prevalence of stress among the teachers who participated in the study, differences in the numbers of responses in stress level categories, the perceived sources of stress, the identification of stress factors, differences In responses to perceptions of stress and stress factors when categorised by socio-biographical characteristics, analyses of the multi-item scales used in research instrument, the relationship between occupational stress, satisfaction and attitude towards teaching, and the development of a causal model of teacher stress. The qualitative information is discussed initially in terms of the socio-biographical characteristics of the teachers who were interviewed, as well as their perceived levels of occupational stress and satisfaction. Other information which is examined includes the perceived attitude of the Ministry of Education and/or Government of Westem Australia towards teachers, the nature of the identified stressful events, the incremental nature of normally non-stressful events, assessment of the research instrument and other information obtained during the data collection phase. The study concludes by summarising the entire research process, making implications based on the findings and suggesting areas for further research.
4
Lunay, Ralph G. "A study of feelings of alienation among relief teachers servicing Western Australian government metropolitan primary schools". Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2005. https://ro.ecu.edu.au/theses/659.
Testo completoAbstract (sommario):
It is perhaps fair to say that the relief (substitute) teacher should be viewed as an extremely important educational resource, Reviewed literature spanning the better part of twenty years indicates that in parts of Australia, the United Kingdom and the United States, many students spend as much as one full year (or more) of their K-12 education having curriculum delivered to them by these individuals. Unfortunately, the literature also indicates that many relief teachers are still viewed by many as less than "real" teachers in terms of perceived competence, skill and capability. In addition to this, the existence of a number of pervasive, enduring systemic problems have been identified as being present in the educational systems of the abovementioned regions, which have been seen to impact negatively on the relief teacher, making the difficult job they do, even more arduous. There is reason to hypothesise that as a result of exposure to these problems, relief teachers could be expected to suffer from feelings of alienation and further "disconnection" from tenured (or contracted) colleagues, and that this may further marginalise them from the rest of the greater educational community. The purpose of this study was to ascertain whether feelings of alienation were present in relief teachers servicing Western Australian government metropolitan primary schools, and if so, what they identified as contributing to those feelings. Additionally the research attempted to ascertain what (if any) support strategies for relief teachers were actually offered by the schools that had been serviced by the subject population. The research itself was qualitative in nature, using semi-structured interviews as the main data gathering tool, with twenty "currently serving" relief teachers being interviewed. The current study established strong positive links between feelings of alienation in the subject population and exposure to a number of major systemic problems, which currently exist within the educational "system" of this state. The present research also identified a number of support strategies offered by some schools, which indicates some cognisance of the problems faced by relief teachers during the course of their work. " As a result of the research findings, several recommendations for further action emerged. Implementation of these should, logically, go some considerable way toward reducing feelings of alienation and disconnection among relief teachers, and more importantly augmenting their effectiveness as an arguably increasingly important educational resource.
5
Robinson, Janean. "A journey in (re)claiming teaching : A critical ethnography of Cape Neal High School". Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2005. https://ro.ecu.edu.au/theses/643.
Testo completoAbstract (sommario):
This thesis is a journey reflecting on my professional practice as a teacher. It also captures the lived experience of other teachers' stories as they were gathered from the ethnographic site; a secondary senior high school.
These collections draw out common themes, issues and dilemmas that teachers face within a dominant managerial discourse. These conversations also provide a 'voice' for those who are often controlled by their own labour into silence. "Dialogue is a moment where humans meet to reflect on their reality as they make and remake it" (Shor & Freire, 1987, p. 98).
I use the 'school effectiveness movement' as a window of investigation to study closely the impact of technical and rational thinking on the lives and work of teachers.
I provide emphasis throughout this thesis on the reclamation process of teaching, as I use my own personal biography of writing, reading, and critical investigation to challenge the disproportionate power relationships being experienced. This reclamation also highlights the moral and ethical dimensions of teachers' work. This provides a stark contrast to the 'corporate culture' continually inflicted on teachers, which denounces the presence and significance of the many sophisticated personal relationships that exist within learning communities.
It is intended that this thesis provide hope and encouragement for others interested in schools to pave their own way forward and reclaim a space of their own.
6
Sakurai, Yuka. "Problems and prospects in cross-cultural interactions in Japanese multinational corporations in Australia". View thesis entry in Australian Digital Theses Program, 2001. http://thesis.anu.edu.au/public/adt-ANU20020122.092141/index.html.
Testo completo
7
Cope, Vicki. "Portraits of nursing resilience: Listening for a story". Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2012. https://ro.ecu.edu.au/theses/553.
Testo completoAbstract (sommario):
The nursing workforce in Australia is a workforce under pressure. Within in-patient settings, rapidly increasing turnover of more acutely ill or co-morbid patients, and staff retention issues, place those staff that remain under extra pressure to maintain a quality service. In nurse education settings the increasing imperative to recruit more students into the profession combined with financial cutbacks leading to staff retention issues creates a similar tension. Yet many Registered Nurses (RNs) do remain in their chosen work setting displaying tenacity and resilience despite well documented trials and tribulations.
A qualitative approach, Portraiture, was used to construct a collection of portraits which enabled an exploration of the ‘why’ that relates to the individual nurse’s remaining in a workplace often described as awful.
A narrative analysis of the portrait data allowed a meaningful interpretation based in current literature and contemporary experience in uncovering the individual’s resilience and motivation to continue. The portraits give an overarching insight of the nurse participant’s world view and why each continues in her work. The traits and attitudes uncovered have implications for educators and employers of nurses as well as for consumers of nursing care.
Several recommendations arose from the findings in relation to further research, education and policy making. These recommendations could contribute to enhance a satisfying professional milieu for the practising nurse; and to the education and ongoing professional development of nurses which acknowledges the changing socio-political and fiscal environment in which nursing service takes place.
8
Vafeas, Caroline J. "Migration matters : the experience of United Kingdom registered nurses migrating to Western Australia". Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2013. https://ro.ecu.edu.au/theses/703.
Testo completoAbstract (sommario):
This qualitative study uses heuristic inquiry to investigate the unique journey of 21 registered nurses (RN) who migrated from the United Kingdom (UK) to Perth in Western Australia (WA) between 2003 and 2008. The study explores the reasons for migration as well as the professional, social and psychological impact on each participant and their accompanying family during the first two years of settling in a new country.
In the contemporary climate of international nurse mobility, many employers are attempting to attract new employees, often with tantalising offers of an immediate visa and the enticement of a better climate and standard of living. Migration is costly financially and socially, with many nurses finding that the dream does not live up to the reality.
The purpose of this study is to search for the essence of the phenomenon of migration for RNs from the UK moving to WA, including the psychological and sociocultural adaptation experienced by the participants. With the focus being to capture the experience of UK migrant nurses in WA, heuristic inquiry was chosen as the research methodology, offering the researcher an opportunity to be included in the study due to personal experience as an RN migrating to WA in 2003.
The professional and personal challenges faced by the participants are examined in detail and offer an insight into the complicated and often frustrating process faced by UK nurses when migrating to WA. Three main themes were uncovered during the heuristic process: (a) making the move: finding a way; (b) new life: fitting in; and (c) here to stay. Heuristic inquiry encouraged the development of a creative synthesis to represent the whole experience and resulted in my distinctive representation, Nurse migration: A model for success. This model is underpinned by the theoretical framework used to support the research, the work of Kingma who identified the main push and pull factors affecting the decision of nurses to migrate.
Three main coping strategies identified in this study were: (a) developing resilience; (b) finding a new professional identity; and (c) having the ability to adapt to a new life. Feelings of belonging were found to be necessary to make the move a success, with the need for new friends and a replacement family being a high priority for all participants. This study also highlighted many issues that need to be considered by future UK migrant nurses before embarking on such a massive upheaval to their professional and personal life. Policy makers and Australian employers must consider the total impact of migration upon the nurses they employ and investigate how they can improve conditions that may allow them to “live the dream” both professionally and personally.
9
Barnes, Helen, e n/a. "The work attitudes and job perceptions of Commonwealth Government Libraians : with descriptive data on Commonwealth Government librarianship as an occupation". University of Canberra. School of Information, Language and Culture Studies, 1987. http://erl.canberra.edu.au./public/adt-AUC20060607.154822.
Testo completoAbstract (sommario):
This study has three major purposes: to describe systematically the practice of
librarianship in Australian Commonwealth Government departments and agencies
from the perspective of librarians employed in that environment; to relate the
characteristics of government librarianship to librarians' perceptions of and
attitudes to their work; and to assess the extent to which the work of Commonwealth
Government librarians needs to be redesigned to improve the level of job satisfaction
they experience. A subsidiary purpose is to test the job characteristics theory of
work motivation on a population of librarians.
Information was gathered by a survey questionnaire on a range of variables relating
to librarians and their perceptions of different aspects of their jobs. The primary
instrument for gathering data on perceptions was the complete form of the Job
Diagnostic Survey.
The population under investigation comprised those Commonwealth Government
department and agency librarians employed on a full-time, permanent basis under
the Public Service Act 1922. and located in Canberra. Because the population was
small but diverse, it was decided to survey the total population rather than a random
or stratified sample. One hundred and eight usable responses were received which
represented a response rate of 83 percent.
The results of the survey were analysed using the Statistical Package for the Social
Sciences. Frequency distributions and Pearson's Product-Moment Correlations were
calculated to determine the percentage of respondents who selected each option and the
strength of relationships between pairs of variables.
The study found that Commonwealth Government department and agency librarians in
Australia are highly satisfied with their work generally, and with the environment
in which it is performed. None of the null hypotheses relating to Commonwealth
Government librarians and job satisfaction were rejected. All but one of the null
hypotheses retating to the application of the job characteristics model to
Commonwealth Government librarians are rejected.
The study concludes by identifying issues and areas for further research in public
sector librarianship.
10
Georgiou, Jonathan. "Exploring the benefits of attracting, recruiting and retaining mature age employees up to and beyond the traditional age of retirement: Perspectives from Western Australia". Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2015. https://ro.ecu.edu.au/theses/1632.
Testo completoAbstract (sommario):
There has been a recent upsurge in media attention surrounding Australia’s ageing workforce. A review of academic, media and grey literature highlighted inadequacies in existing workplace polices, as well as flaws in financial and social security schemes. Of particular concern were persistent negative attitudes and counterproductive policies regarding mature age employees (MAEs). Poor retention rates among this cohort of workers aged 45 years and over are leading to skilled labour shortages and losses in corporate knowledge. This expected mass exodus of mature cohorts into retirement has been predicted to negatively impact the socio-economic sustainability of ageing societies world-wide and is a pertinent issue for Western Australia (WA).
The overarching objective of this study was to identify the ‘place’ of mature cohorts within WA workplaces and promote strategies that will improve the employment conditions and overall quality of life of ageing workforces. Research questions aimed to address the need for greater mature age employment up to and beyond pensionable age; identify ‘gaps’ in policies and programmes; and explore how mature cohorts were perceived (valued) and the extent their departure may affect WA society (labour force).
By using a mixed methods research design, this Doctoral dissertation developed a conceptual framework for limiting significant issues individuals, businesses and society may experience as a result of WA’s ageing workforce; whilst simultaneously promoting the benefits of maturity and mature age employment. This Re-Model draws upon the community development work principles of social justice, empowerment and social capital; and is further contextualised by methods of best practice identified from the triangulation of secondary sources, quantitative data and qualitative inquiry. Primary data collection involved the completion of 362 surveys, followed by 27 semistructured interviews and four focus group activities, with a cross section of MAEs, volunteers, their employers, retirees and unemployed cohorts from across WA.
Over one-third of current MAEs, employers and volunteers in this study reported they intended working later than the traditional age of retirement, with 71 per cent of this sample planning to semi-retire. Furthermore, almost 60 per cent of a sample that had previously exited the labour force was working at the time of data collection as semi-retirees or rehired retirees (rehirees). Collectively, these statistics indicated that despite predictions of mass disengagement among mature cohorts, most of this crosssection of Western Australians are seeking to remain in (or re-enter) the WA workforce beyond pensionable age. However, quantitative and qualitative findings revealed several barriers to their continued engagement, including access to ‘age-friendly’ workplaces; a dearth of targeted training (career) development and employment assistance; and a lack of value attributed to mature age skills and experience, particularly deleterious in WA’s youth-centric culture.
Primary data also highlighted several enabling factors for mature age employment. ‘Flexibility’ and ‘autonomy of choice’ were cited as key dimensions across all aspects of paid work, volunteering and retirement – whether in terms of worklife- balance; the individuation of training and development; or options available to those transitioning out of traditional employment. Data indicated that sustainable cultural change required more than just the removal of negative policies or introduction of punitive legislation. Maintaining a positive outlook among mature age individuals and simultaneously educating (younger) co-workers, employers, policy-makers (stakeholders) and society about the virtues of maturity and non-traditional work (skills) were considered essential to changing societal attitudes, behaviour and culture.
11
Winter, Richard (Richard Philip) 1957. "Quality of work life of academics in Australian universities". Monash University, Dept. of Management, 2001. http://arrow.monash.edu.au/hdl/1959.1/8748.
Testo completo
12
Lawrence, Felicity J. "Prevalence and consequences of negative workplace cyber communications in the Australian public sector". Thesis, Queensland University of Technology, 2015. https://eprints.qut.edu.au/88058/1/Felicity_Lawrence_Thesis.pdf.
Testo completoAbstract (sommario):
This research studied the prevalence and impact of workplace cyberbullying as perceived by public servants working in government organisations across Australia. Using Social Information Processing theory, this research found employees reported task- and person-related cyberbullying that was associated with increased workplace stress, diminished job satisfaction and performance, and reduced confidence in their organisations' anti-bullying intervention and protection strategies. Furthermore, workplace cyberbullying can create a concealed, online work culture that undermines employee and organisational productivity. These results are significant for employers' duty-of-care obligations, and represent a cogent argument for improved workplace cultures in support to Australia's future organisational and economic performance.
13
Keusch, Fiona. "A study of the level of job satisfaction and its determinants, in a regional office of a large Australian government department /". Title page, contents and abstract only, 1989. http://web4.library.adelaide.edu.au/theses/09P/09pk43.pdf.
Testo completo
14
Reid, Carol. "Examination of relationships and mediating effects of self-efficacy, locus of control, coping and the practice environment on caring efficacy and job satisfaction in Australian registered nurses". Thesis, Queensland University of Technology, 2012. https://eprints.qut.edu.au/53139/1/Carol_Reid_Thesis.pdf.
Testo completoAbstract (sommario):
Background to the Problem: Improving nurses' self-efficacy and job satisfaction may improve the quality of nursing care to patients. Moreover, to work effectively and consistently with professional nursing standards, nurses have to believe they are able to make decisions about their practice. In order to identify what strategies and professional development programmes should be developed and implemented for registered nurses in the Australian context, a comprehensive profile of registered nurses and factors that affect nursing care in Australia needs to be available. However, at present, there is limited information available on a) the perceived caring efficacy and job satisfaction of registered nurses in Australia, and b) the relationships between the demographic variables general self-efficacy, work locus of control, coping styles, the professional nursing practice environment and caring efficacy and job satisfaction of registered nurses in Australia.
This is the first study to 1) investigate relationships between caring efficacy and job satisfaction with factors such as general self-efficacy, locus of control and coping, 2) the nursing practice environment in the Australian context and 3) conceptualise a model of caring efficacy and job satisfaction in the Australian context.
Research Design and Methods: This study used a two-phase cross-sectional survey design. A pilot study was conducted in order to determine the validity and reliability of the survey instruments and to assess the effectiveness of the participant recruitment process. The second study of the research involved investigating the relationships between the socio-demographic, dependent and independent variables. Socio-demographic variables included age, gender, level of education, years of experience, years in current job, employment status, geographical location, specialty area, health sector, state and marital status. Other independent variables in this study included general self-efficacy, work locus of control, coping styles and the professional nursing practice environment. The dependent variables were job satisfaction and caring efficacy.
Results: A confirmatory factor analysis of the Brisbane Practice Environment Measure (B-PEM) was conducted. A five-factor structure of the B-PEM was confirmed. Relationships between socio-demographic variables, caring efficacy and job satisfaction, were identified at the bivariate and multivariable levels. Further, examination using structural equation modelling revealed general self-efficacy, work locus of control, coping style and the professional nursing practice environment contributed to caring efficacy and job satisfaction of registered nurses in Australia.
Conclusion: This research contributes to the literature on how socio-demographic, personal and environmental variables (work locus of control, general self-efficacy and the nursing practice environment) influence caring efficacy and job satisfaction in registered nurses in Australia. Caring efficacy and job satisfaction may be improved if general self-efficacy is high in those that have an internal work locus of control. The study has also shown that practice environments that provide the necessary resources improve job satisfaction in nurses. The results have identified that the development and implementation of strategies for professional development and orientation programmes that enhance self-efficacy and work locus of control may contribute to better quality nursing practice and job satisfaction. This may further assist registered nurses towards focusing on improving their practice abilities. These strategies along with practice environments that provide the necessary resources for nurses to practice effectively may lead to better job satisfaction. This information is important for nursing leaders, healthcare organisations and policymakers, as the development and implementation of these strategies may lead to better recruitment and retention of nurses. The study results will contribute to the national and international literature on self-efficacy, job satisfaction and nursing practice.
15
Manson, Jennifer Margaret. "Person-job fit and its relationship with work attitudes: a study of Christian missionaries from Australasia : a thesis presented in partial fulfillment of the requirements for the degree of Master of Science in Psychology at Massey University, Albany, New Zealand". Massey University, 2007. http://hdl.handle.net/10179/998.
Testo completoAbstract (sommario):
Do Christian missionaries who exhibit good person-job fit, (‘aligned’ with host nation colleagues and ‘in harmony’ with expatriate colleagues), experience more positive work attitudes? Personjob fit was conceptualized in terms of competencies. Perspectives on what competencies the role of missionary requires were obtained from 3 groups of subject matter experts: host nation colleagues, missionaries, and mission agency leaders. In Study I, subject matter experts (host nation colleagues, n=22, missionaries, n=25, and agency leaders, n=23) rated the ‘Universal Competency Framework’ (SHL) 20-level competencies. Host nation colleagues differed significantly on 3 of the competencies, suggesting that in this sample, the perspective of expatriates on the role of a missionary was not fully aligned with that of host nation colleagues. In Study 2, a sample of 130 current overseas missionaries self-assessed their performance and provided their own ratings of the importance of the competencies used in Study 1. Measures of Person-Job fit (Demands-Abilities fit, Supplies-Values fit and Perceived Performance) were regressed against outcome variables (job satisfaction, work engagement and satisfaction with life). Results indicated that a person’s fit with the job as described by both host nation colleagues (Alignment) and other expatriates (Harmonization) is positively associated with job satisfaction, work engagement and satisfaction with life. These results offer support for competencies as an effective method of describing missionary roles. Possible implications for enhancing the effectiveness and well-being of missionaries, and other aid and development workers, are discussed.
16
Kim, Wansik. "Job satisfaction and life satisfaction : the effects of demographic background, objective job conditions and psychological dispositions in Australia". Phd thesis, 1989. http://hdl.handle.net/1885/128791.
Testo completoAbstract (sommario):
Theories and research on social stratification and inequality show
that some structural dimensions of work are closely related to work
rewards and life situations outside work; and that individuals wi t h
different demographic background are more or less likely to enter
certain jobs and to experience differing lives outside work. Other
social and psychological theories and research suggest that some
dispositions significantly affect individuals ' perceptions and
interpretations of their life situations.
This study examines the extent to which sets of background
variables, objective job conditions and dispositions influence the
subjective quality of work and nonwork life, and the well-being of
Australian workers. Analysing data from a national representative
survey for adult population in all areas of Australia , I assess the
effects of the three sets of variables on satisfactions with specific I I
j ob rewards as well as overall job satisfaction, satisfaction with
nonwork domains , and subjective well - being.
The results confirm that an individual ' s subjective quality of
life is jointly determined by his/her social positions and
psychological dispositions. However, it seems that social positional
variables affect specific satisfactions differently; psychological
dispositions also have differing effects on specific satisfactions;
and many variables interact with gender .
In the workplace , various background variables and job
conditions substantially affect intrinsic and extrinsic
satisfactions . Away from the workplace , background variables differently affect different domain satisfactions, but objective job
conditions and family income affect only material satisfaction . For
Australian workers , achieved socioeconomic rank matters for the
quality of working life and material life, but their effects on
subjective well-being are weak because job satisfaction and material
satisfaction make positive but partial contributions to subjective
well-being.
17
Malinowska-Tabaka, Elzbieta. "Self-image, work commitment and attitudes among Australian professionals". Phd thesis, 1987. http://hdl.handle.net/1885/131323.
Testo completoAbstract (sommario):
In 1965 a longitudinal study, "Professions in Australia", commenced
for students enrolled in law and engineering and in 1967 for students of
medicine and teaching. This study was continued over twenty years,
providing an immense source of information on the way in which students
acquire the attitudes and values of their profession, and how they
function as "mature professionals".
A large number of studies have originated from the longitidinal
data, including this dissertion.
This thesis examines the professions in comparative perspective.
Assuming that professions are affected by economic and political
developments which may lead towards more uniform behavioural patterns,
the main aim of this thesis is to examine homogeneity of professional
groups in regard to their occupational commitment. Another related
problem is that there is developing a set of common interests among the
different professions.
18
Hosking, Karin F. "A comparison of vocational interest types and job satisfaction in adult career development : a study of unskilled workers in Australia". 2009. http://hdl.handle.net/2100/916.
Testo completoAbstract (sommario):
The career development theory of Holland (1985) maintains that people whose vocational interests have congruence (or "fit") with their work environments will be more satisfied than those whose interests are incongruent. This study investigated whether this theory held for a group of 120 unskilled workers, and for 54 teachers. The key issues were whether interest-job congruence correlated with job satisfaction, and whether the congruence-satisfaction relationship was a function of the congruence measure used. While previous studies showed positive correlations between person-job congruence and satisfaction, most of these used professionallyemployed subjects, and some used students; few researchers investigated the experiences of unskilled workers. A meta-analysis of previous research, carried out in this study revealed an overall mean correlation between congruence and satisfaction of .16, which was very low. Structured interviews in workplaces were used to gather data from the unskilled subjects, and a questionnaire was devised for use with the skilled subject group. The interviews and questionnaires used a card-sort procedure to ascertain subjects' vocational interests, asked questions about subjects' L jobs, collected details on education levels and job tenure, and concluded with a job satisfaction measure. The data gathered were analysed in various ways. Two different interest coding systems, and four congruence measures were applied, to see whether different measures gave differing results. Congruence levels were significantly higher in the skilled subjects than the unskilled subjects when one set of interest codings were used, but were low for both groups when the other codings were applied. Average job satisfaction levels were similar in each group of subjects. When congruence and job satisfaction were correlated, no significant correlations were found, using either subject group, either interest coding method,'or any congruence measure. Similarly, when certain factors (tenure, education levels and gender) were statistically controlled, there were still no significant correlations between congruence and total job satisfaction scores. Certain individual items on the job satisfaction questionnaires showed significant correlation with congruence levels, however, indicating that congruent people were happier than incongruent people with certain aspects of their jobs. On the whole, the results did not support Holland's (1985) theory of vocational choice. The current study suggests that interest may not be a strong predictor of satisfaction, at least in the group of Australian workers sampled. There are implications for career guidance with less academically-inclined people; careers advisers must address other needs as well as interests, in assisting clients to make work and study decisions.
19
Hosking, KF. "A comparison of vocational interest types and job satisfaction in adult career development : a study of unskilled workers in Australia". Thesis, 1996. http://hdl.handle.net/10453/20210.
Testo completoAbstract (sommario):
University of Technology, Sydney. Faculty of Education.The career development theory of Holland (1985) maintains that people whose vocational interests have congruence (or "fit") with their work environments will be more satisfied than those whose interests are incongruent. This study investigated whether this theory held for a group of 120 unskilled workers, and for 54 teachers. The key issues were whether interest-job congruence correlated with job satisfaction, and whether the congruence-satisfaction relationship was a function of the congruence measure used. While previous studies showed positive correlations between person-job congruence and satisfaction, most of these used professionallyemployed subjects, and some used students; few researchers investigated the experiences of unskilled workers. A meta-analysis of previous research, carried out in this study revealed an overall mean correlation between congruence and satisfaction of .16, which was very low. Structured interviews in workplaces were used to gather data from the unskilled subjects, and a questionnaire was devised for use with the skilled subject group. The interviews and questionnaires used a card-sort procedure to ascertain subjects' vocational interests, asked questions about subjects' L jobs, collected details on education levels and job tenure, and concluded with a job satisfaction measure. The data gathered were analysed in various ways. Two different interest coding systems, and four congruence measures were applied, to see whether different measures gave differing results. Congruence levels were significantly higher in the skilled subjects than the unskilled subjects when one set of interest codings were used, but were low for both groups when the other codings were applied. Average job satisfaction levels were similar in each group of subjects. When congruence and job satisfaction were correlated, no significant correlations were found, using either subject group, either interest coding method,'or any congruence measure. Similarly, when certain factors (tenure, education levels and gender) were statistically controlled, there were still no significant correlations between congruence and total job satisfaction scores. Certain individual items on the job satisfaction questionnaires showed significant correlation with congruence levels, however, indicating that congruent people were happier than incongruent people with certain aspects of their jobs. On the whole, the results did not support Holland's (1985) theory of vocational choice. The current study suggests that interest may not be a strong predictor of satisfaction, at least in the group of Australian workers sampled. There are implications for career guidance with less academically-inclined people; careers advisers must address other needs as well as interests, in assisting clients to make work and study decisions.
20
Aletraris, Lydia. "How satisfied is the temporary labor force? a study of job satisfaction, job characteristics, and temporary agency workers in Australia /". 2005. http://purl.galileo.usg.edu/uga%5Fetd/aletraris%5Flydia%5F200508%5Fma.
Testo completo
21
Eggert, Gunhild Marlene. "Rewarding care : a theory of nurses' care provision". Phd thesis, 2013. http://hdl.handle.net/1885/150036.
Testo completoAbstract (sommario):
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.
22
Van, Wanrooy Brigid. "Life be in it : Australians' preference for a working hours norm". Phd thesis, 2006. http://hdl.handle.net/1885/151651.
Testo completo
23
Li, Hsin-lun, e 李欣倫. "The Study of the Relationship among Culture Intelligence, Cross-Cultural Adjustment, and Job Satisfaction of Working Holiday Maker in Australia". Thesis, 2012. http://ndltd.ncl.edu.tw/handle/57220953758682927459.
Testo completoAbstract (sommario):
碩士國立臺北教育大學
社會與區域發展學系碩士班
100
The number of the working holiday makers of Australia is increasing year by year. Previous studies showed that the mean residence time was only four months. It might be related to the adaptation status and working status. Therefore, the purposes of this study were to explore the relationship among culture intelligence, cross-cultural adjustment, and job satisfaction, and to understand the moderating effect of handling interpersonal conflict. The methodology of this study was used multi-method, including the snowball sampling method was used to conduct surveys with structured questionnaires and the purposive sampling method was used to conduct semi-structured interview. By statistical analysis, this study concluded major results as follows: (1)The cultural intelligence is positively related to cross-cultural adjustment. (2)The cultural intelligence is positively related to job satisfaction. (3)The cross-cultural adjustment is positively related to job satisfaction,. (4)The mediating effect of cross-cultural adjustment on the relationship between cultural intelligence and job satisfaction. (5)The moderating effect of handling interpersonal conflict on the relationship between cultural intelligence and job satisfaction. (6)The moderating effect of handling interpersonal conflict on the relationship between cultural intelligence and cross-cultural adjustment. According to the result, suggestions were provided for working holiday makers, government, and future research.
24
Vipond, Maureen. "A study of staff satisfaction in two call centres". Thesis, 2000. https://vuir.vu.edu.au/18221/.
Testo completoAbstract (sommario):
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.
25
Sheehy, Annabel Dorothy. "The early workforce experiences of midwives who graduated from two different education courses in Australia". Thesis, 2016. http://hdl.handle.net/10453/52938.
Testo completoAbstract (sommario):
University of Technology Sydney. Faculty of Health.[Background] There are workforce shortages in the nursing and midwifery professions in Australia. Many factors have been associated with these shortages such as high workloads, an inadequate skill mix, low nurse/midwife-to-patient/woman ratios, and heightened acuity, all of which can lead to professional burnout for staff. Connected to these shortages are perceptions of inadequate remuneration, experiences of bullying and work-related stresses, the lack of managerial action to tackle these issues and a perceived lack of opportunities for career diversity and progression. Much of this is well known in the nursing discipline, however it is unclear how these factors are similarly impacting midwifery and therefore, research into the workforce experiences of Australian midwives is timely. [Objective / Purpose] To explore early workforce participation trends, experiences and choices of midwives who graduated from one Australian university (graduating years 2007 and 2008). Participants were educated either in Bachelor of Midwifery or Graduate Diploma of Midwifery programs (n = 113). Further objectives of the study were to identify work environment and personal factors that may influence workforce experiences, and to compare any workforce trends by midwifery course. [Methods] A sequential explanatory mixed methods design was conducted. Phase 1 survey collected mainly quantitative demographic and workforce participation data. Three validated instruments were also used: Maslach Burnout Inventory (MBI); Practice Environment Scale of the Nursing Work Index (PES-NWI); and Perceptions of Empowerment in Midwifery scale (PEMS). Due to sample size restrictions, analysis was restricted to non-parametric measures including frequency distribution and simple correlations (p ≤ 0.01). Phase 2 was a qualitative study using semi-structured interviews with qualitative content and contextual analysis. [Results] In Phase 1, the survey response rate was 66 percent (n = 75). Fifty-nine were working as midwives, half of them in full-time employment. Personal factors contributing to workforce choices were only a cause of concern for a small number of midwives. The main reason for having exited from the profession was child rearing. There was a low degree of burnout and high levels of empowerment. Inadequate clinical resources and ineffective managerial support in the workplace were also identified. Bachelor of Midwifery participants were older than the Graduate Diploma midwives but no other relationship between the midwifery course and any of workforce measure existed. In Phase 2, 28 participants were interviewed. Three themes, each comprising of subthemes, were generated: (i) ‘sinking and swimming’; (ii) ‘needing a helping hand’; and (iii) ‘being a midwife… but’. The initial transition into midwifery was overwhelming for most participants, particularly when providing intrapartum care. Coping within the experience was dependent upon support. Job satisfaction was strongly related to the midwife-woman relationship and working to the full scope of practice ability, both which encouraged midwives to remain in midwifery. Dissatisfaction stemmed from poor remuneration, inflexibility of rostering, high workloads and poor managerial approaches. Experiences of bullying were ubiquitous. Factors inducing midwives to stay in the midwifery profession were not the absence of those that caused dissatisfaction. The midwife-woman relationship sustained their practice despite those factors that generated job dissatisfaction. [Conclusion] Elements of the early workforce experiences of these midwives paralleled many of those evident in the Australian nursing profession and similar workforce factors contributing to job satisfaction and dissatisfaction were identified. The midwife-woman relationship was a source of job satisfaction and inspired these midwives to remain in midwifery. Exiting the profession- temporarily or permanently- was mainly due to child rearing. [Implications for practice] Any vacuum created by eliminating factors of job dissatisfaction will require an amplified investment of factors that bring job satisfaction in order to have genuine content in midwives. Strategies that deliver transitional support, rostering flexibility, leadership training and address workplace bullying, will be ameliorative in the face of staffing shortages. Employment models that enhance relational aspects of midwifery are integral for job satisfaction in midwives. Health systems and services have a duty to support the continued professional development and accessibility of career progression for midwives, to allow individuals to cultivate their midwifery skills and work to their potential.
26
Salter, Jade. "Occupational stress and job satisfaction in recently qualified Australian osteopaths". Thesis, 2005. https://vuir.vu.edu.au/888/.
Testo completoAbstract (sommario):
Occupational stress is an important, but under-explored issue in osteopathic practice. In related professions, such as general medical practice, occupational stress is a key factor compromising job satisfaction, and potentially compromising patient care. This study was developed to explore the job satisfaction and sources of occupational stress, in osteopaths with less than 5 years clinical practice experience. A concurrent study was conducted to explore the same issues in more experienced practitioners.
Sources of occupational stress and job satisfaction were explored via a questionnaire mailed to osteopaths at their practicing addresses. Participants returned the questionnaire to the researchers using reply-paid envelopes. Participation in this study was voluntary. Personal indentifiers have been kept confidential.
The Osteopaths' Stress Survey (OSS) was mailed to 936 Australian osteopaths with an invitation to participate in this study and provide data on their occupational stress and job satisfaction. The returned surveys were divided between the two lead researchers on the basis of the respondents years in practice. Surveys returned from practitioners of less than 5 years clinical practice were analysed in this study. Most new graduate osteopaths (93%) reported being very satisfied, or somewhat satisfied, with their chosen career. The most frequent sources of occupational stress among new graduate osteopaths included, managing patients who were "difficult", managing time pressures to see patients and dealing with paperwork. The most severe stressors included, earning enough money, excessive clinical responsibility and managing difficult patients. The severity of stressor is somewhat tempered by the frequency of that stressor. Although largely satisfied with osteopathic practice, new graduate osteopaths find paperwork, time pressures, and difficult patients frequently stressful in their work. This minor thesis was written by a post-graduate student as part of the requirements of the Master of Health Science (Osteopathy) program.
27
Salter, Jade. "Occupational stress and job satisfaction in recently qualified Australian osteopaths". 2005. http://eprints.vu.edu.au/888/1/Salter_et.al_2005.pdf.
Testo completoAbstract (sommario):
Occupational stress is an important, but under-explored issue in osteopathic practice. In related professions, such as general medical practice, occupational stress is a key factor compromising job satisfaction, and potentially compromising patient care. This study was developed to explore the job satisfaction and sources of occupational stress, in osteopaths with less than 5 years clinical practice experience. A concurrent study was conducted to explore the same issues in more experienced practitioners. Sources of occupational stress and job satisfaction were explored via a questionnaire mailed to osteopaths at their practicing addresses. Participants returned the questionnaire to the researchers using reply-paid envelopes. Participation in this study was voluntary. Personal indentifiers have been kept confidential. The Osteopaths' Stress Survey (OSS) was mailed to 936 Australian osteopaths with an invitation to participate in this study and provide data on their occupational stress and job satisfaction. The returned surveys were divided between the two lead researchers on the basis of the respondents years in practice. Surveys returned from practitioners of less than 5 years clinical practice were analysed in this study. Most new graduate osteopaths (93%) reported being very satisfied, or somewhat satisfied, with their chosen career. The most frequent sources of occupational stress among new graduate osteopaths included, managing patients who were "difficult", managing time pressures to see patients and dealing with paperwork. The most severe stressors included, earning enough money, excessive clinical responsibility and managing difficult patients. The severity of stressor is somewhat tempered by the frequency of that stressor. Although largely satisfied with osteopathic practice, new graduate osteopaths find paperwork, time pressures, and difficult patients frequently stressful in their work. This minor thesis was written by a post-graduate student as part of the requirements of the Master of Health Science (Osteopathy) program.
28
Miranda, Joanna Claire. "Exploring academics’ perception of work meaningfulness". Thesis, 2017. https://vuir.vu.edu.au/38658/.
Testo completoAbstract (sommario):
This thesis is an exploratory investigation into aspects of work meaningfulness among academics currently employed in Australian Universities. It is important to understand the level of work meaningfulness for practising academics in the rapidly changing context of Higher Education, because academics have been historically, and still are, the foundation of the institution of the University. The reputation of a University lies fundamentally in the work of its academic staff, and any significant disruption in the conduct of their work will clearly impact organisational performance. In this respect, Kahn (1990, 1992), in developing and testing the job diagnostic model previously developed by Hackman and Oldham (1975), found that academics’ level of work meaningfulness impacted severely on work engagement which, in turn, influenced work productivity and hence organisational performance.
In this thesis, a qualitative approach, guided by a Symbolic Interaction theoretical perspective, was undertaken using in-depth interviewing in order to determine what promotes and what impedes academics’ work meaningfulness. The Health Belief Model (Nutbeam, Harris & Wise 2010), was used to develop the interview questions, to identify the perceived existing work place obstacles that were eroding work meaningfulness, and to understand the barriers to redressing resultant negative situations. Informants consisted of sixteen academics of various positions from selected universities within Melbourne, Australia. The informants were male and female from high and low ranked universities, and were purposefully selected using nonprobability sampling methods.
The findings show that, due to recent government policies involving cutbacks to education and research funding, universities have implemented a business model in order to be self-financing, which has quickly evolved into staff feeling that universities are becoming profit-making institutions. The resulting corporate style of management has encouraged unfamiliar types of competition between universities, and has instilled fear in staff for participating truthfully in opportunities for providing suggestions for institutional improvement. This has cumulatively resulted in negative outcomes such as loss of congeniality between staff, and the feeling that there is too much academic leniency for students, to the point that many academics have deemed that it has devalued education. These outcomes have resulted in academics distrusting their universities, many consequently feeling stressed, with a few even facing mind health issues which have impacted on their work meaningfulness. The introduction of the corporate model was also perceived to be the reason for increased workloads, for unfair remuneration schemes and for impediments to work/life balance.
A major finding of the work was that what significantly impedes work meaningfulness for academics are the blockages which prevent them from providing quality education for their students, and this supersedes all other negative aspects of their job. It was also evident that the current move to using a corporate model into the university environment was, in itself not seen as a problem. However, the perception that the drive for profit has superseded the importance of the quality of education and the excellence of future graduates, was felt to be the real problem. This was particularly so for those academics who did not see themselves in any career other than being an academic.
29
Steele, Nicole Margaret. "The relationships of experiencing workplace bullying with the mental health, affective commitment, and job satisfaction of Australian Defence Force personnel". Phd thesis, 2018. http://hdl.handle.net/1885/154268.
Testo completoAbstract (sommario):
Bullying is arguably one of the most pervasive of workplace
stressors. The prevalence and duration of workplace bullying, and
the wide-reaching consequences add to its debilitating force.
This dissertation applied the Job Demands-Control (Karasek, 1979)
and Job Demands-Control-Support (Johnson & Hall, 1988) models as
theoretical frameworks to test the associations of workplace
bullying with psychological distress, affective commitment, and
job satisfaction. Two well-known job stressors of role overload
and low job control were assessed alongside workplace bullying to
determine the relative impact of different job demands on mental
health and wellbeing.
Negative associations of workplace bullying with affective
commitment and job satisfaction, and a positive association with
psychological distress, were demonstrated in two samples
(Australian Army and Australian Defence Force), with minimal
variation across gender, work status (permanent/reserve),
Service, and rank. Even after adjusting for other job demands,
workplace bullying explained significant variance in each
outcome.
These associations were also supported at the group (unit) level,
with very strong correlations of workplace bullying with all
three outcomes across units (r = |.7 to .9|). Multilevel
modelling showed these significant associations whether working
in high-bullying climates, or being the sole target working in
low-bullying climates. The climate of workplace bullying
explained significant variance in psychological distress,
affective commitment, and job satisfaction between units.
Consistent findings at the individual and group level provide a
more comprehensive explanation of the relationships of bullying
with each outcome. There is little doubt that workplace bullying
is linked to reduced workforce capability.
Organisation support, supervisor support, and job control all
had significant positive associations with affective commitment
and job satisfaction, and negative associations with
psychological distress. Support for the hypothesised buffering
effects from these measures was not found, possibly due to the
lack of matching between the potential moderators and workplace
bullying.
When workplace bullying occurred, it was likely to occur from
more than one source. As the number of sources increased there
was poorer mental health and wellbeing. In this study, superiors
and coworkers were the most prevalent sources. However, over
three times the proportion of employees reported seeking medical
and/or mental health care when experiencing bullying from
superiors than from coworkers or subordinates.
This thesis provides the ADF with the first empirical research
into workplace bullying. The findings demonstrate the importance
of addressing occupational stressors in garrison. Workplace
bullying can, and should, be treated as a job demand. Workplace
design, planning, and strategies need to consider workplace
bullying alongside other occupational stressors. The
implementation of interpersonal skills training will empower
bystanders, equip supervisors, and reduce the escalation of
negative interactions. Organisational-level interventions,
endorsed by senior management and designed to address
high-bullying climates, will be linked with better mental health
and wellbeing of employees. Other primary, secondary, and
tertiary prevention strategies are offered for the ADF, and more
broadly for all organisations.
This thesis discusses a number of directions for future research,
including ‘deep dives’ into workplaces that report high or
low bullying climates, and exploring other sources and types of
this negative behaviour. Workplace interventions successful in
preventing or minimising workplace bullying are still scarce, yet
present another critical area for future research.
30
Murfett, Amanda. "Time out for respite and recovery : a qualitative study of influences on general practitioners’ adaptation to general practice". Thesis, 2011. https://vuir.vu.edu.au/22355/.
Testo completoAbstract (sommario):
Previous research has highlighted general practitioners (GPs) maladaptive coping
efforts, but little is known about GPs who appear to adapt positively to their inherently
demanding work. This study aimed to address this knowledge gap by identifying factors
that optimise GPs adaptation to working in general practice. A qualitative methodology
underpinned by a constructionist epistemological stance was used. Twenty-six semistructured
individual interviews with suburban and rural GPs in the State of Victoria aged
between 24 and 77 years were conducted. GPs identified work demands consistent with
previous research: time pressure, long hours of work, heavy workload, and pace of work;
work interfering with non-work/family, threat of malpractice litigation, and bureaucratic
interference. However, the degree of concern and coping responses was varied; some GPs
appraised the work demands as a threat while others considered them an opportunity. GPs
adopted a range of adaptive behaviours to manage and resolve work demands that were
influenced by six key elements. These were: (1) the degree of work centrality to GPs, (2)
the inclination of GPs towards integration or segmentation of work and non-work/family
domains, (3) situational factors in the general practice and non-work/family domains, (4)
ability to psychologically detach from GP role (5) choice of respite activity, and (6)
adequate recovery from work demands. An heuristic schema that brings together these six
elements and their implications for GP adaptation was presented. Understanding and self-knowledge
about work orientation, and preference for integrating and segmenting life
domains, point to the need for tailored respite strategies that facilitate psychological
detachment, recovery of resources, and successful adaptation to working in general
practice and life as a GP. This knowledge may also assist medical students to prepare for
meeting the challenges of their future medical careers.
31
Paterson, Tanya. "Disenfranchised workers : a view from within the public service". Thesis, 2011. https://vuir.vu.edu.au/21317/.
Testo completoAbstract (sommario):
This research examines the experiences of disenfranchised workers in the Australian Public Service.
The best methodology for my study is a hybrid. A hybrid that takes the wisdom of ethnographic case studies, phenomenology, feminist post-structuralism and narrative theories to make sense of the stories of people working within organisations that have failed, traumatised, belittled, ignored, bullied and destroyed them.
The study looks at the experiences of twenty disenfranchised workers who labelled themselves as disenfranchised.
This thesis is about the abused, the mistreated, and the disenfranchised. Of opportunities lost and perceived injustices. I believe the voices of the disenfranchised public servants are silenced by supervisors, colleagues and the system itself. This study aims to give legitimacy to their complaints, document their stories and chronicle their mistreatment at the hands of public supervisors who are often brutalised themselves. The Public Service workplace becomes like a violent family. We all learn what we see, not what we read or are told. And so the culture of dysfunction is passed from underling to boss and workers suffer. These actions ripple throughout public servants’ lives.
Literature around the disenfranchised worker is growing. This study documents the experiences of disenfranchised workers and unmutes their voices. These experiences are important and contemporary issues to enable people to live a life of consequence.