Description:
Underpinned by upper echelons theory, this study examines a mediated model to understand the link between human resource (HR) managers' international experience and the adoption of supportive HR practices, and whether their attitudes towards women as managers and anticipated affective reactions mediate this link. Structural equation modelling based on a sample of 183 organisations in Bangladesh reveals that HR managers' international experience has both direct and indirect effects on theadoption of supportive HR practices. Our findings indicate that the extent to which supportive HR practices are implemented in the organisation is contingent upon the cognitive and affective evaluation of managers' attitudes towards the initiative of a gender-balanced top management team. Therefore, our study offers novel contributions to our understanding of how HR mangers' attitudes shape the adoption of supportive HR practices in organisations.
Description:
Conservation of resources theory is employed to examine the effect of workplace support on thriving at work and the mediation of thriving at work on the workplace support and life satisfaction relationship using data on white-collar workers in China. We find that workplace support is positively related to thriving at work and thriving at work is positively related to life satisfaction. We also find that thriving at work fully mediates the relationship between life satisfaction and supervisor support, while the relationship between life satisfaction and coworker support is partially mediated by thriving at work. Consistent with the COR caravan and spillover hypothesis, we conclude that thriving at work is a mechanism that transmits the positive effects of workplace support on life satisfaction. The research findings suggest that an increase in workplace support can benefit both individuals and organizations by improving individuals' thriving at work and life satisfaction.
Description:
This paper presents and analyses results from a research project on current trends in employer training in Australia. While the formal vocational education and training (VET) system is well-researched, the everyday training that happens in workplaces is relatively under-researched in Australia. Using some of the results of an employer survey undertaken in 2015, the paper describes and analyses employer-based training across a range of industry areas. The survey included groups of questions on a range of matters, including the reasons why employers train, and how these relate to employers' perceptions of their operating environment, and the structures they have in place to manage and organize training. Detailed data are provided about three specific forms of training: in-house training and learning; the use that employers make of external providers of training; and employers' use of nationally recognised training - training from the VET system. Finally the paper reports what managers said about the barriers to providing more training. The paper analyses the findings in relation to the literature and also identified changes over time in training practices in Australian companies. Implications for training policy and practice, as well as for future research, are identified.
Description:
Feminist historians have been strong advocates for the recognition of women's domestic lives, yet housework remains an underexplored area of labour history. Scholars of material culture have explored individual aspects of domestic life on the goldfields, particularly needlework; however, the broader focus has remained on women's activities outside the home. Although typically interpreted through narratives of masculine adventure, hardship and goldseeking, the goldfields were also domesticated landscapes. Both men and women consciously made attempts to create home, even when the concept of home was transitory. Commonly, the task of transforming an industrial landscape into a domestic one fell to women, who had been assigned the "natural" responsibility of household labour for centuries. The expectation was that women would attend to the daily labour-intensive work of creating and maintaining home.
Description:
Whether employee unions have a role to play in Universities (and what that role might be) has always been troubling, with views ranging from philosophical antipathy to wholesale endorsement. In some jurisdictions, levels of membership and support also have varied in response to such external factors as statutory changes to governance structures of universities, voluntary unionism, changes to the direct role of unions in furthering the statutory responsibilities of employers such as in promotion of health and safety in the workplace, and such internal factors as casualisation, centralisation of power and decision making and policies of workforce flexibility via redundancy and other strategies. An emerging “threat” that is garnering increasing levels of concern is that of disruptive automation in the higher education sphere, not only in ancillary functions such as learning management systems, information processing and provision of student support services, but also going to the root of the academic function—the education experience. This development will have fundamental implications for higher education, as for other service industries, and poses essential challenges for employee unions in terms of their relevance, governance and leadership, particularly where that automation threatens job security and careers. This paper will explore those challenges by reference to analogous developments such as MOOCs, “cookie-cutter” courses and programs, casualisation and the growth in on-line, flexible and blended delivery modes. As a review and commentary, the exploration will focus on the Australian context but to ensure broader relevance, will be grounded in political economy, reflecting the tensions that emerge between the funders of universities, both public and private, who seek higher profits, control and power, and those who see universities as a fundamental social institution. Arguably, it is in the space created by such tensions that the future for unions is located. It is a matter of determining what that future looks like. This approach permits both contextualisation of the discussion and provides opportunities for international comparisons, thereby providing a basis for future research within the context of academic leadership.
Description:
Purpose This paper aims to examine the social responsibility (SR) by Australian football clubs during the late nineteenth century. While there has been some contemporary research linking SR with sporting clubs, there is a dearth of such studies in the historical context. Design/methodology/approach This paper uses a qualitative approach and in the absence of annual reports, relies on The Suburban newspaper narratives of club annual general meetings (AGMs). The National Library of Australia's newspaper digitisation programme was used which is a unique archive in management research. Findings Even though it was well-known that football provided a social outlet for watching games, this paper found clubs also engaged in a number of SR-related activities that benefited many stakeholders and the surrounding communities. Originality/value Deficient in much of the history of Australian football is the SR that clubs displayed to their stakeholders. This paper lengthens the historical SR literature for sporting clubs, and provides rich and detailed evidence of SR. While Australian football club histories continue to highlight winning teams, premierships and major personalities, their SR contribution is also significant and extends to the foundation of the game.
Description:
Purpose This paper aims to examine the social responsibility (SR) by Australian football clubs during the late nineteenth century. While there has been some contemporary research linking SR with sporting clubs, there is a dearth of such studies in the historical context. Design/methodology/approach This paper uses a qualitative approach and in the absence of annual reports, relies on The Suburban newspaper narratives of club annual general meetings (AGMs). The National Library of Australia's newspaper digitisation programme was used which is a unique archive in management research. Findings Even though it was well-known that football provided a social outlet for watching games, this paper found clubs also engaged in a number of SR-related activities that benefited many stakeholders and the surrounding communities. Originality/value Deficient in much of the history of Australian football is the SR that clubs displayed to their stakeholders. This paper lengthens the historical SR literature for sporting clubs, and provides rich and detailed evidence of SR. While Australian football club histories continue to highlight winning teams, premierships and major personalities, their SR contribution is also significant and extends to the foundation of the game.
Description:
Financing through the supply-driven green bonds market has significantly surged in recent years. In this paper, we examine the factors influencing the size of financing though green bond supply, using cross-section OLS regressions on a global dataset for 8 years (2010–2017) sourced from Bloomberg. We consider a set of tridimensional factors: bond characteristics, issuer characteristics, and market characteristics and examine their effects on issue size. Alongside whole sample estimation, we produce year-wise estimations to realize the evolution and persistence of the effects over time. We then produce estimates across rating grades of the bonds. Finally, we carry Blinder–Oaxaca decomposition to see if average issue size has significantly changed over time and whether the factors considered can explain the difference. We find a large number of factors affecting issue size asymmetrically; however, many of the effects do not persist over time and are heterogeneous across rating grades. In contrast to the aggregate market trend, we find no evidence of increases in average issue size in the recent year. Furthermore, the average financing size is found significantly lower for high-grade bonds. The paper provides a basis for encouraging green bond supply, particularly considering the rating of the bonds and the issuers.
Description:
As with other industrialized nations Australia's population is aging and older workers are encouraged to work for longer. At the same time, Australia's university sector, which is aging, is being reconfigured through changes that potentially marginalize its older workers as higher education institutions try to become more competitive in a global market. In this context, youthfulness appears to embody competitiveness and academic institutions are increasingly aspiring to a young workforce profile. This qualitative article builds on previous research to explore to what extent ageist assumptions shape attitudes to older workers and human resource management (HRM) practices within Australian universities even when HRM practitioners are well versed in antidiscrimination legislation that (unlike the Age Discrimination in Employment Act in the United States) applies to workers of all ages. Semistructured interviews conducted with 22 HRM practitioners in Australian universities reveal that university HRM practices generally overlook the value of retaining an older workforce by conflating "potential" with "youthfulness," assuming that staff potential and performance share a negative correlation with age. While mostly lower-ranked institutions have attempted to retain older academics to maintain an adequate labor supply, this study finds that university policies targeting the ongoing utilization of older workers generally are underdeveloped. Consequently, the availability of late career employment arrangements is dependent upon institutions' strategic goals, with favorable ad hoc solutions offered to academics with outstanding performance records, while a rhetoric of performance decline threatens to marginalize older academic researchers and teachers more generally.
Description:
As with other industrialized nations Australia's population is aging and older workers are encouraged to work for longer. At the same time, Australia's university sector, which is aging, is being reconfigured through changes that potentially marginalize its older workers as higher education institutions try to become more competitive in a global market. In this context, youthfulness appears to embody competitiveness and academic institutions are increasingly aspiring to a young workforce profile. This qualitative article builds on previous research to explore to what extent ageist assumptions shape attitudes to older workers and human resource management (HRM) practices within Australian universities even when HRM practitioners are well versed in antidiscrimination legislation that (unlike the Age Discrimination in Employment Act in the United States) applies to workers of all ages. Semistructured interviews conducted with 22 HRM practitioners in Australian universities reveal that university HRM practices generally overlook the value of retaining an older workforce by conflating "potential" with "youthfulness," assuming that staff potential and performance share a negative correlation with age. While mostly lower-ranked institutions have attempted to retain older academics to maintain an adequate labor supply, this study finds that university policies targeting the ongoing utilization of older workers generally are underdeveloped. Consequently, the availability of late career employment arrangements is dependent upon institutions' strategic goals, with favorable ad hoc solutions offered to academics with outstanding performance records, while a rhetoric of performance decline threatens to marginalize older academic researchers and teachers more generally.
Description:
Green human resource management contributes to an understanding of the role of human resource management (HRM) towards sustainability and environmental outcomes. This paper assesses employees’ environmental knowledge as well as self-perceptions of ability, motivation and opportunity (AMO) to practise green behaviours by operationalising the AMO framework towards a pro-environmental agenda. The study draws on a survey sample of 394 employees from five organisations in regional Australia. Key findings show that pro-environmental AMO are positively associated with green behaviours and that these are more prevalent at home than in the workplace. Further, line managers moderate the relationship between pro-environmental AMO and green behaviour although not the relationship between environmental knowledge and green behaviour. Such benchmark measurement informs HRM policies, practices and interventions and contributes to environmental management.