Differences in personality and the sharing of managerial tacit knowledge: an empirical analysis of public sector managers in Malaysia
- Authors: Abdul Manaf, Halimah , Harvey, William , Armstrong, Steven , Lawton, Alan
- Date: 2020
- Type: Text , Journal article
- Relation: Journal of Knowledge Management Vol. 24, no. 5 (2020), p. 1177-1199
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- Description: Purpose: This study aims to identify differences in knowledge-sharing mechanisms and personality among expert, typical and novice managers within the Malaysian public sector. Strengthening knowledge sharing function is essential for enabling public institutions around the world to be more productive. Design/methodology/approach: This quantitative study involves 308 employees from management and professional groups within 98 local authorities in the Malaysian local government. Stratified random sampling techniques were used and the sampling frame comprised 1,000 staff using postal surveys. Data analyses were carried out using analysis of variance and correlations to test the research hypotheses. Findings: The findings reveal that expert managers are more proactive in sharing their knowledge, particularly those with the personality traits of conscientiousness and openness. These two personality traits were also related to expert behaviours such as thoroughness, responsibility and persistence, which led to work competency and managerial success. Originality/value: This study provides theoretical insights into how managerial tacit knowledge differs and can accumulate, depending on the personality traits of middle managers. The paper shows the different mechanisms of knowledge sharing, tacit knowledge and personality among expert, typical and novice managers. Practically, this study is important for guiding senior managers in their attempts to identify the most appropriate personalities of their middle managers. This study found that the expert group was higher in conscientiousness, openness and overall personality traits compared with the typical and novice groups. The paper also highlights the value of sharing managerial tacit knowledge effectively. © 2020, Emerald Publishing Limited.
Representing militancy: photographs of the Broken Hill industrial disputes, 1908-20
- Authors: Adams, Paul , Eklund, Erik
- Date: 2011
- Type: Text , Journal article
- Relation: Labour History Vol. 101, no. (2011), p. 1-34
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- Description: The Big Strike of 1919-20 was Broken Hill’s greatest industrial battle but the photographic record of this militant era on the Barrier mines is dominated by pictures of the Great 1909 Lockout. Rather than cover the details of these well-known disputes, this article considers the value and power of photographs of the disputes – their presence, absence, production and presentation in major newspapers and in postcards – an area which has secured far less attention from Australian labour historians. Our concern is not only to read this visual material as evidence of industrial disputes but also to consider how the widespread circulation of such images affected contemporary perceptions of The Hill. We argue that images of a militant locality with a determined labour movement, popular after the 1909 dispute, may well have attracted militant organisers to the town who were important players in the major 1919-20 Big Strike. These images have dominated perceptions of Broken Hill as a bastion of unionism ever since
Exploring predictors of job satisfaction in call centres - The case of Australia
- Authors: Annakis, John , Lobo, Antonio , Pillay, Soma
- Date: 2011
- Type: Text , Journal article
- Relation: Corporate Ownership and Control Vol. 8, no. 3 D (2011), p. 376-395
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- Description: In this paper we examine predictors of job satisfaction within the call centre industry. Using a qualitative methodology, we investigate the nature and extent of job satisfaction of customer service representatives in two large Australian call centres. The findings from the study confirm that monitoring, personal privacy and flexibility correlate to workers' wellbeing and job satisfaction.
Exploring monitoring, work environment and flexibility as predictors of job satisfaction within Australian call centres
- Authors: Annakis, John , Lobo, Antonio , Pillay, Soma
- Date: 2011
- Type: Text , Journal article
- Relation: International Journal of Business and Management Vol. 6, no. 8 (2011), p. 75-93
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- Description: The purpose of this paper is to investigate predictors of workers’ job satisfaction from the labour process and equity theoretical perspectives. The study employed a qualitative approach and draws on data from in depth focus groups of customer service representatives (CSR). The sample for this study was drawn from three Australian call centres operating in a variety of business sectors. The study highlights that three dimensions: monitoring, flexibility and work environment are significantly correlated to CSR job satisfaction. Developing an understanding of these dimensions is critical to understanding CSR job satisfaction perceptions in an industry which exhibits high labour turnover and absenteeism. This study provides new insights on how to manage effectively job satisfaction within call centre environments through the incorporation of more multi-dimensional aspects that are considered to be strong determinants of CSR job satisfaction. The study contributes to the literature by investigating a more multi-dimensional approach to studying job satisfaction in call centre environments. The intensive case study approach highlights the implications for HRM.
Interpretation and misinterpretation of warning signage : Perceptions of rockfalls in a naturalistic setting
- Authors: Aucote, Helen , Miner, Anthony , Dahlhaus, Peter
- Date: 2012
- Type: Text , Journal article
- Relation: Psychology, Health and Medicine Vol. 17, no. 5 (2012), p. 522-529
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- Description: The aim of the present study was to investigate the factors relating to non-adherence to warning signs about falling rocks from coastal cliff faces. Face-to-face interviews (n=62) in a naturalistic setting (in the vicinity of a high-risk rockfall area) were conducted to investigate attention to and comprehension of warning signs, as well as beliefs relating to non-adherence of the signage. It was found that, while most participants could correctly identify the danger in the area and had noticed the warning signage, less than half of the participants could correctly interpret the signage. The perception of danger did not differ significantly between the participants who had, or had not, entered the high-risk zone. Differences in knowledge and beliefs between local residents and visitors to the area were identified. It was concluded that the warning signs did not provide enough detail for people to make informed decisions about safe behaviours. Comprehension of the signage may have been hampered by a lack of prior-knowledge of the particular risk, a failure to think carefully about the situation (i.e. low-effort processing), and the pictorial representation on the signs misleading the participants as to the true danger. © 2012 Copyright Taylor and Francis Group, LLC.
Understanding the proclivity of Visiting Friends and Relatives (VFR) travel across Family Life Cycle Stages in Australia
- Authors: Backer, Elisa , Lynch, David
- Date: 2017
- Type: Text , Journal article
- Relation: International Journal of Tourism Research Vol. 19, no. 4 (2017), p. 447-454
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- Description: The Family Life Cycle (FLC) model is frequently used for understanding travel patterns and consumer behaviour. The aim of this research was to consider the relationship between FLC stages and travel engagement in Australia. Visiting Friends and Relatives (VFRs) and non-VFRs (n = 102 029) were found to be significantly different in their FLC composition. In addition, the prevalence of FLC stages changed between the groups, with families comprising 27.5% of domestic VFRs yet comprising 37.9% of domestic non-VFRs. This study has provided a valuable assessment of the relationship between FLC stages and domestic travel in Australia and is the first paper to integrate two common approaches used in tourism for market segmentation.
A tale of two towns: industrial pickets, police practices and judicial review
- Authors: Baker, David
- Date: 2008
- Type: Text , Journal article
- Relation: Labour History (Australia) Vol. 95, no. (2008), p. 151-167
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- Description: Both the 1992 APPM Burnie dispute and the late December 1999 Lyttelton industrial dispute involved small bands of local police adopting peace-keeping and non-interventionist control of picket-lines. Considerable criticism from management, and subsequently the judiciary, was directed against the non-confrontational police response. Judicial criticisms of police handling of both disputes failed to consider the adverse consequences of a return to a traditionally aggressive policing approach. This article argues that the local relationship between union officials and local police was a significant factor in limiting violence and that a resort to belligerent policing of picketing should be resisted. The similarities of police and union approaches in both cases were stark, as were the criticisms of alleged police inactivity
Sustainable financing practices through green bonds : What affects the funding size?
- Authors: Barua, Suborna , Chiesa, Micol
- Date: 2019
- Type: Text , Journal article
- Relation: Business Strategy and the Environment Vol. 28, no. 6 (2019), p. 1131-1147
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- 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.
Ethical management practice in Australia
- Authors: Batten, Jonathan A. , Hettihewa, Samanthala , Mellor, Robert
- Date: 2008
- Type: Text , Journal article
- Relation: Global Business Review Vol. 9, no. 1 (2008), p. 1-18
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- Description: This article replicates an earlier study on Australian ethical management practice by Batten et al. (1997) using an identical set of variables and methodology. While differences in the samples of the two studies limit the generalizability of the new findings this study confirms the presence of significant cross-sectional variation in ethical management practice. Overall, much still needs to be done in order for firms to comply with recent industry best practice recommendations.
- Description: C1
- Description: 2003006155
Risk management and derivatives use in Australian Firms
- Authors: Batten, Jonathan A. , Hettihewa, Samanthala
- Date: 2007
- Type: Text , Journal article
- Relation: Journal of Asia Business Studies Vol. 1, no. 2 (2007), p. 37-44
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- Description: Country-specific information on risk management is increasingly important, not only for investors and decision makers in international markets but also, for those in national and regional markets. This study reports the results of a cross-sectional survey of risk management practice and derivatives use by a sample of Australian firms. Overall, the results suggest that firm-specific factors appear to have some influence on risk management practice with the industry of the respondent being the most important, while the degree of international exposure has the least. Larger and more internationally exposed firms are likely to have more frequent reporting of derivatives use, and are more likely to use swaps and options to manage risks than other types of firms. Issues and implications for international firms are discussed
- Description: C1
- Description: 2003007177
An evaluation methodology for interactive reinforcement learning with simulated users
- Authors: Bignold, Adam , Cruz, Francisco , Dazeley, Richard , Vamplew, Peter , Foale, Cameron
- Date: 2021
- Type: Text , Journal article
- Relation: Biomimetics Vol. 6, no. 1 (2021), p. 1-15
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- Description: Interactive reinforcement learning methods utilise an external information source to evaluate decisions and accelerate learning. Previous work has shown that human advice could significantly improve learning agents’ performance. When evaluating reinforcement learning algorithms, it is common to repeat experiments as parameters are altered or to gain a sufficient sample size. In this regard, to require human interaction every time an experiment is restarted is undesirable, particularly when the expense in doing so can be considerable. Additionally, reusing the same people for the experiment introduces bias, as they will learn the behaviour of the agent and the dynamics of the environment. This paper presents a methodology for evaluating interactive reinforcement learning agents by employing simulated users. Simulated users allow human knowledge, bias, and interaction to be simulated. The use of simulated users allows the development and testing of reinforcement learning agents, and can provide indicative results of agent performance under defined human constraints. While simulated users are no replacement for actual humans, they do offer an affordable and fast alternative for evaluative assisted agents. We introduce a method for performing a preliminary evaluation utilising simulated users to show how performance changes depending on the type of user assisting the agent. Moreover, we describe how human interaction may be simulated, and present an experiment illustrating the applicability of simulating users in evaluating agent performance when assisted by different types of trainers. Experimental results show that the use of this methodology allows for greater insight into the performance of interactive reinforcement learning agents when advised by different users. The use of simulated users with varying characteristics allows for evaluation of the impact of those characteristics on the behaviour of the learning agent. © 2021 by the authors. Licensee MDPI, Basel, Switzerland.
A mediated model of the effects of human resource management policies and practices on the intention to promote women : An investigation of the theory of planned behaviour
- Authors: Biswas, Kumar , Boyle, Brendan , Mitchell, Rebecca , Casimir, Gian
- Date: 2017
- Type: Text , Journal article
- Relation: International Journal of Human Resource Management Vol. 28, no. 9 (2017), p. 1309-1331
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- Description: This study investigates the role of supportive human resource management policies and practices in senior HR managers’ intention to promote women to senior management positions. Based on the theory of planned behaviour, we argue a model in which supportive HR policies and practices affect managers’ attitudes towards the promotion of women to senior positions and their perception of organisational norms and control over the decision. We employ partial least squares based structural equation modelling to investigate data from a sample of 183 firms in Bangladesh. Our results support the utility of the theory of planned behaviour in understanding the positive effects of HR practices on the intent of senior managers to promote women. Our findings suggest that the role of HR policies and practices is not only to eliminate opportunity for discrimination but also to encourage the development of deeper attitudinal and normative acceptance of women’s role in senior management. © 2016 Informa UK Limited, trading as Taylor & Francis Group.
Impacts of supportive HR practices and organisational climate on the attitudes of HR managers towards gender diversity – a mediated model approach
- Authors: Biswas, Kumar , Boyle, Brendan , Bhardwaj, Sneh
- Date: 2020
- Type: Text , Journal article
- Relation: Evidence-based HRM Vol. 9, no. 1 (2020), p. 18-33
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- Description: Purpose: Using the theoretical lens of the behavioural perspective on HRM, this study examined a mediated model to understand the extent to which organisational factors such as supportive human resource management policies and practices (SHRPP) and organisational climate (OC) can influence the affective attitudes of HR managers towards promoting women into organisational leadership roles. Survey data collected from 182 human resource managers in Bangladesh were analysed using partial least squares–based structural equation modelling (PLS-SEM) and the PROCESS macro to test mediating effects. The results reveal that the adoption of SHRPP is positively associated with OC, which in turn shapes the attitudes of HR managers leading to implementing unbiased promotional practices for organisational leadership roles. Design/methodology/approach: Quantitative survey data collected from 182 human resource managers in Bangladesh were analysed using PLS-SEM and PROCESS macro. Findings: The results reveal that the adoption of SHRPP is positively associated with OC which in turn shapes the attitudes of HR managers leading to implementing unbiased promotional practices for organisational leadership roles. Research limitations/implications: Self-report, cross-sectional survey data may contribute to the methodological bias such as common method bias (CMB). Harman's single-factor test revealed that no single component explained a major portion of the total variance. Furthermore, partial correlational analysis using a marker variable coupled with an assessment of social desirability indicates that common method variance is unlikely to have any CMB risks to the validity of the study results. Practical implications: From a practical point of view, the findings of this study suggest that supportive HR practices may create a positive organisational climate that leads to creating a healthy work environment ensuring an equal opportunity for everyone to grow and excel irrespective of their socio-cultural backgrounds and gender identity; thus, facilitating the organisation to take advantage of creativity and innovation offered by their talents, a critical factor for the organisation to survive and flourish in the dynamic market. Social implications: The study findings provide insights into why organisations should adopt fair and transparent HR policies to create a congenial work climate impacting on positive social attitudes towards acceptance of a gender-balanced empowered society. Originality/value: To the best of author's knowledge, this is the first study that examined a mediated model to understand how organisational factors such as SHRPP and OC can impact on the affective attitudes of HR managers towards promoting women in the organisational leadership roles. © 2020, Emerald Publishing Limited.
International experience, attitudes toward women and the adoption of supportive HR practices
- Authors: Biswas, Kumar , Boyle, Brendan , Mitchell, Rebecca
- Date: 2020
- Type: Text , Journal article
- Relation: Asia Pacific Journal of Human Resources Vol. 58, no. 1 (Jan 2020), p. 66-84
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- 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.
Digital knowledge networks : Linking communities of practice with innovation
- Authors: Braun, Patrice
- Date: 2002
- Type: Text , Journal article
- Relation: Journal of Business Strategies Vol. 19, no. 1 (2002), p. 43-54
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- Description: C1
- Description: 2003000255
Virtual SME networks : Pathways towards online collaboration
- Authors: Braun, Patrice
- Date: 2003
- Type: Text , Journal article
- Relation: New Business Ideas and Trends Vol. 1, no. 2 (2003), p. 10-20
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- Description: The Internet and portability of technologies are changing the way we are doing business. Electronic business and commerce (e-commerce) platforms purportedly provide companies of all sizes with opportunities for economies of scale, process efficiencies and mechanisms for electronic advertising, retailing, trading and transaction. Australian small and medium size enterprises (SME) have, however, been reluctant to embrace information and communication technologies (ICT) and e-commerce because they fail to see the value of such tools. While SME are still coming to terms with core ICT adoption and strategic e-commerce directions, individual SME connectivity and e-commerce adoption inertia has been upstaged by collaborative network trends. Competitive advantage is becoming embedded in collaboration, networking and (virtual) clustering. This paper discusses the pathways towards online collaboration that address both industry or network needs and the capabilities, needs and attitudes of individual SME.
- Description: C1
- Description: 2003000610
E-commerce in the networked economy: The case of Australian tourism firms
- Authors: Braun, Patrice
- Date: 2003
- Type: Text , Journal article
- Relation: The E-Business Review Vol. 3, no. (2003), p. 7-10
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- Description: C1
- Description: 2003000611
The E-factor : Advancing women entrepreneurs in the digital economy
- Authors: Braun, Patrice
- Date: 2006
- Type: Text , Journal article
- Relation: Asian Pacific Women's Information Network Center Vol. 8, no. (2006), p. 99-109
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- Description: With the rise of globalisation, technological innovation, diffusion of information via the Internet, and related changes in business values and beliefs, countries, regions, governments and institutions everywhere are facing changing conditions for competitive advantage (Pfeffer & Sutton, 2000). Globalisation allows companies of all sizes, even micro and small and medium size enterprises (SME) which were once unable to compete with larger firms, to participate in new markets and reduce costs. Deregulated markets allow for more competition as well as better product offering and prices for small businesses.
- Description: C1
- Description: 2003002171
Health managers and health reform
- Authors: Briggs, David , Cruickshank, Mary , Paliadelis, Penny
- Date: 2012
- Type: Text , Journal article
- Relation: Journal of Management & Organization Vol. 18, no. 5 (2012), p. 641-658
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- Description: This qualitative study was undertaken with a diverse sample of Australian health managers to examine their perceptions regarding the health system and to understand how they learned to become health managers. The findings showed that they viewed the health system as one of constant change, mostly non-adaptive, and a system of parts controlled by bureaucrats and political interests. While the respondents enjoyed their managerial role, they see it as contested between the professions. This study concluded that greater emphasis on the education and training of health managers and their continuing professional development is required if they are to manage increasingly complex, dynamic and changing health systems. In Australia, the health debate continues with the recently announced national health reform agenda. The perceptions of health managers in health reform and change management are important given that they are said to be central to the implementation of health reform and the management of change.
Top university managers and affirmative action
- Authors: Carvalho, Teresa , Machado-Taylor, Maria , White, Kate
- Date: 2013
- Type: Text , Journal article
- Relation: Equity, diversity and inclusion: An International Journal Vol. 32, no. 4 (2013), p. 394-409
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- Description: Purpose – The purpose of this paper is to analyse if the existence of equal opportunity legislative frameworks and affirmative action programs make any difference to the way senior managers perceive the role of top university managers in influencing women's position in their institutions. A comparative study was therefore undertaken between a country with traditions in implementing AA in universities – Australia – and another which has no tradition in this domain – Portugal. Design/methodology/approach – A qualitative methodology was chosen to collect and analyse data. A total of 44 interviews with male and female university senior managers – 21 in Australia and 23 in Portugal – were conducted by the principal researcher in each country. Findings – When describing the role of top managers, gender equality was not often mentioned, suggesting that it may not be a topic on the current institutional political agenda either in Australia or in Portugal. When specifically asked about gender, respondents considered that Rectors and VCs in the two countries took opposite positions with Australian VCs being more aware of their role in improving gender equality. The study therefore concluded that the existence of equal opportunities frameworks and AA policies may have an influence in increasing top managers’ awareness of their roles in improving women's representation in management teams. Research limitations/implications – The research was restricted to public universities. In Portugal the system is more diverse and comparing HE with private and polytechnic institutions could provide important insights about senior managers’ roles in relation to improving women's position in HE. More in‐depth qualitative studies are needed, to obtain top managers’ perceptions of the variables that impact on their views and attitudes to women in senior management. Practical implications – This study provides new and innovative contributions to knowledge about the perceptions of senior managers of their top managers and their roles in eliminating gender discrimination and the influence of affirmative action in HE in these perceptions