Australian Employees Research Articles

Revisiting Corporate Volunteering: The Impact of Intrinsic and Extrinsic Motivation to Volunteer

The number of companies that encourage their employees to take part in corporate social responsibility (CSR) via corporate volunteering (CV) is ever-growing. However, understanding employee motivation to participate in CV, and furthermore, the role such motivation plays in developing positive workplace attitudes among employees remains relatively unexplored. Borrowing from the existing literature and self-determination theory, we examine how intrinsic and extrinsic motivations for CV affect positive workplace attitudes among employees. Drawing from a survey of 1076 Australian employees who participated in CV, we show that intrinsic motivation behind CV has a positive relationship with affective commitment. Examining the indirect effects; however, reveals that intrinsic and extrinsic motivation moderate the relationship between CSR attitudes and the aforementioned outcomes differently. These findings contribute to the understanding of SDT, work motivation, CSR, CV, and motivation to participate in CV--providing implications for increasing participation in CSR and CV among employees.

International education, the formation of capital and graduate employment: Chinese accounting graduates’ experiences of the Australian labour market

Since the late 1970s, international education has steadily gained in popularity in China. An emerging middle class seeks to strengthen its position in China’s rapidly stratifying society under its socialist market economy with the shift from wealth creation for all to wealth concentration for a few. Previously, a foreign qualification was considered a passport to success in either the host or home country’s labour market. But the growing popularity of overseas study, coupled with the massification of the Chinese higher education, means Chinese international students are seeking to distinguish themselves in an increasingly competitive global labour market. This longitudinal study of international graduates, backgrounded by Australian employer perceptions, examines the journeys of 13 Chinese accounting graduates as they attempt to transition from an Australian university into the Australian labour market. Bourdieu’s thinking tools of field, capital, disposition and habitus are utilised to consider how different cultural, social and linguistic capitals inform employer understandings of ‘employability’ meant Chinese accounting graduates significantly adjusted their life goals.

Growth of ‘Long Tail’ in Australian journalism supports new engaging approach to audiences

An Australia-wide study of journalism employment in Australia conducted in 2007 is replicated using 2013 data and the comparative results are problematized. Three questions emerge from this process: ‘What do the new data suggest for journalism employment in Australia?’ ‘What do they suggest for journalism practice in Australia?’ and ‘What do they suggest for journalism education in Australia?’ Contemporary theory from outside journalism is deployed, namely that of citizen engagement. The study finds there are more jobs for journalists across more publications in Australia in 2013 than in 2007. Several drivers of the changes in the Australian journalism employment market are suggested including the strengthening demand for greater choice among media consumers. Links are also suggested between the concepts of ‘choice’, ‘engagement’ and ‘financial viability’. Results suggest that journalists and publishers wishing to enhance their readers’ levels of choice and engagement should moderate or decrease their traditional focus on ‘information’ and instead increase readers’ ability and inclination to share their online content on social media. The article concludes that ‘Sharing Studies’ should be introduced into Australian journalism curricula.

Australian employer usage of the practice of offering reduced working hours to workers close to retirement: Extent and determinants.

This study aimed to determine factors associated with the implementation by employers of the practice of offering reduced working hours for workers nearing retirement. Data came from a survey of 2000 employers of more than 50 employees each (30% response rate). A minority (33%) of employers offered reduced working hours to older workers nearing retirement. Factors associated with offering reduced working hours were: expecting workforce ageing to cause a loss of staff to retirement; being a large employer; being a public/not-for-profit sector employer; not experiencing difficulties recruiting labourers; having a larger proportion of workers aged over 50; experiencing national competition for labour; not experiencing difficulties recruiting machinery operators/drivers; not expecting workforce ageing to increase workplace injuries; and experiencing difficulties with the quality of candidates. A minority of employers were found to offer reduced working hours to those nearing retirement. Factors associated with their propensity to do so included industry sector, size of employer, concerns about labour supply and the effects of workforce ageing.

Work–family enrichment and satisfaction: the mediating role of self-efficacy and work–life balance

Although the direct effects of work–family enrichment on satisfaction are well-documented, previous theoretical predictions and empirical findings of the relationship have been inconsistent. Drawing on social cognitive theory, the current research examined how work–family enrichment contributes to job and family satisfaction by exploring the mediating mechanisms of self-efficacy and work–life balance. This study also empirically validated a new self-efficacy measure using the work–life interface nomological network. A heterogeneous sample of Australian employees (N = 234) from four different organisations responded to two waves of data collection separated by a 12-month interval. Using structural equation modelling, the results of the statistical analysis provided preliminary support for the hypothesised chain mediation model and the newly developed five-item self-efficacy to regulate work and life scale. Specifically, work-to-family enrichment and family-to-work enrichment were positively related to self-efficacy, which in turn had a positive effect on work–life balance. Similarly, work–life balance had a positive impact on job and family satisfaction. Evidence of these relationships over time was demonstrated, thereby emphasising the importance of person–cognitive resources (e.g. self-efficacy) in influencing life outcomes. Validation of the self-efficacy scale also demonstrated robust psychometric properties and criterion validity. Implications of these results were subsequently discussed.

The dynamics of low pay employment in Australia

Purpose– The purpose of this paper is to enhance understanding low pay dynamics of Australian employees, with a focus on the determination of low pay duration.Design/methodology/approach– The study draws on a representative longitudinal survey of Australian households to provide empirical findings from both descriptive analysis and econometric modelling.Findings– The results show that workers who have entered low pay from higher pay also have a higher hazard rate of transitioning to higher pay; and those who have entered low pay from non-employment are more likely to return to non-employment. Union members, public sector jobs and working in medium to large size firms tend to increase the hazard rate of transitioning to higher pay, while immigrants from non-English speaking countries and workers with health problems have a lower hazard rate of moving into higher pay. There is some evidence that the longer a worker is on low pay, the less likely he or she is to transition to higher pay.Originality/value– This study addresses an information gap regarding the determination of low pay duration. The findings help identify workers who are at high risk of staying on low pay or transitioning into non-employment and are therefore informative for developing targeted policy to help the low paid maintain employment and/or move up the earnings ladder. The results also suggest that policy intervention should take place at an early stage of a low pay spell.

Welcoming and celebrating diversity: The Uniting journey of learning on inclusive practice

Welcoming and celebrating diversity: The Uniting journey of learning on inclusive practice

Development of the Workplace Health Savings Calculator: a practical tool to measure economic impact from reduced absenteeism and staff turnover in workplace health promotion.

BackgroundWorkplace health promotion is focussed on improving the health and wellbeing of workers. Although quantifiable effectiveness and economic evidence is variable, workplace health promotion is recognised by both government and business stakeholders as potentially beneficial for worker health and economic advantage. Despite the current debate on whether conclusive positive outcomes exist, governments are investing, and business engagement is necessary for value to be realised. Practical tools are needed to assist decision makers in developing the business case for workplace health promotion programs. Our primary objective was to develop an evidence-based, simple and easy-to-use resource (calculator) for Australian employers interested in workplace health investment figures.ResultsThree phases were undertaken to develop the calculator. First, evidence from a literature review located appropriate effectiveness measures. Second, a review of employer-facilitated programs aimed at improving the health and wellbeing of employees was utilised to identify change estimates surrounding these measures, and third, currently available online evaluation tools and models were investigated. We present a simple web-based calculator for use by employers who wish to estimate potential annual savings associated with implementing a successful workplace health promotion program. The calculator uses effectiveness measures (absenteeism and staff turnover rates) and change estimates sourced from 55 case studies to generate the annual savings an employer may potentially gain. Australian wage statistics were used to calculate replacement costs due to staff turnover. The calculator was named the Workplace Health Savings Calculator and adapted and reproduced on the Healthy Workers web portal by the Australian Commonwealth Government Department of Health and Ageing.ConclusionThe Workplace Health Savings Calculator is a simple online business tool that aims to engage employers and to assist participation, development and implementation of workplace health promotion programs.

Distinct workplace bullying experiences and sleep quality: A person-centred approach

This paper examined the relationships between workplace bullying, sleep quality, and psychological distress using a person-centred approach. Participants included 1454 Australian employees who completed an online questionnaire. Experiences of workplace bullying were assessed via the Negative Acts Questionnaire-Revised, with Latent Class Analysis conducted to identify distinct workplace bullying experiences. Sleep quality was assessed via the Pittsburgh Sleep Quality Index. The results indicated six distinct classes: No Bullying; Limited Indirect Bullying; Occasional Task-Related Bullying; Task-Related Bullying; Occasional Bullying; and Frequent Bullying. Compared with No Bullying, all classes were associated with poorer sleep quality. A multi-categorical mediation model indicated that higher psychological distress mediated the relationship between workplace bullying classes (except for the Limited Indirect Bullying class) and sleep quality. Individual differences in the nature of workplace bullying could thus have important implications for sleep quality.

An examination of the role of psychological safety in the relationship between job resources, affective commitment and turnover intentions of Australian employees with chronic illness

Globally a growing proportion of employees are experiencing some form of chronic illness that may substantially impact on their work role, resulting in perceptions of vulnerability and insecurity. The implications of chronic illness for employees are, however, largely overlooked by researchers and human resource practitioners. This study examines the relationship between job resources, perceptions of psychological safety at work, affective commitment and turnover intentions for employees with chronic illness (N = 92) compared to a referent group of general employees (N = 512). Using multigroup SEM analysis the results demonstrate that psychological safety partially mediates the relationship between job resources and affective commitment for both groups of employees; however, the effect is significantly greater for the chronically ill. An unexpected finding was that the relationship between affective commitment and turnover intentions was stronger for the referent group. The results suggest that the development of a workplace environment characterized by feelings of safety, interpersonal trust and mutual respect will assist in the development of an inclusive organizational climate for this vulnerable group of employees. Our study responds to the call for current theoretical models of work stress and well-being to be more representative and inclusive of marginalized workers, including the chronically ill.

Chain reaction: A strategic approach to addressing employment noncompliance in complex supply chains

There is an emerging consensus that targeting the direct employer of workers in enforcement action may be both inefficient and ineffective in achieving compliance with employment standards. This article explores some new and innovative ways that the Australian employment standards enforcement agency – the Office of the Fair Work Ombudsman (FWO) – has sought to address the problem of employment non-compliance in complex supply chains. In particular, we examine three distinct mechanisms used by the FWO, namely: supply chain litigation, enforceable undertakings and proactive compliance deeds. We argue that these initiatives illustrate the way in which regulatory agencies can better target their resources and maximise the general deterrence of enforcement action by focusing not only on the direct employer, but on those firms which are in a position to influence compliance behaviour more broadly.

Employee participation and carbon emissions reduction in Australian workplaces

This paper addresses a research gap on the role of employee participation in motivating workplace climate change mitigation activities. Drawing upon a survey of 682 Australian employers and an analysis of 1329 enterprise agreements, we find strong associations between organisational activities for the reduction of carbon emissions and employee participation in motivating, developing and/or implementing these measures. Engagement with emissions reduction at the workplace level is more likely where employee participation has a substantive role involving deeper and wider influence in organisational decision-making. This is especially the case when a range of approaches, including collective bargaining through trade unions, are utilised. Reflecting extant research on employee participation, this study confirms the importance of the concepts of depth and scope in evaluating the extent to which employee participation is substantive, and that different forms of participation have mutually reinforcing impacts over workplace decisions to reduce carbon emissions. The findings presented suggest that the form of participation may be less important than the way in which it is implemented and the degree of substantive influence that employees have in practice.

The Influence of Organizational Information Security Culture on Information Security Decision Making

In this study three aspects of information security decision making—namely, knowledge of policies and procedures, attitude towards policies and procedures, and self-reported behavior—were examined in conjunction with the organizational factors that may increase human-based cyber vulnerabilities. The results of a survey of 500 Australian employees revealed a significant, positive relationship between information security decision making and organizational information security culture. This suggests that improving the security culture of an organization will positively influence the behavior of employees, which in turn should also improve compliance with security policies. This means that risk to an organization’s information systems and data will be mitigated. The complexity associated with implementing effective rewards and punishments are discussed, along with suggestions for further research to adequately understand the many factors that influence information security decision making.

Sexual harassment

Purpose – Highlights the risks faced by Australian employers as a result of sexual harassment by employees and contractors. Design/methodology/approach – Considers the types of approach that are necessary to prevent sexual harassment by employees and contractors in the workplace and events outside the workplace sanctioned by employers. Findings – Explains that employers should ensure that they have robust policies that comply with Australian law and should provide adequate training to protect themselves against costly compensation claims. Practical implications – Guides employers in preventing loss arising from claims of sexual harassment from employees. Social implications – Draws attention to the risks associated with conflict of interest at work. Originality/value – Raises the issue of organizational preparedness to undertake the challenges potentially posed by employees and contractors who may consider sexual harassment as acceptable in the workplace.

Jessie Matthews’ Construction of a Star Persona on her Post-war Australian Tours

Jessie Matthews’ post-war tours to Australia were part of a sequence of commercially successful imported productions then heralded as a great boom era in Australian theatre. However, Matthews’ waning popularity in Britain since the 1940s meant that she was no longer recognizable as the screen darling of the 1930s. Indeed, the Australian press had to remind its readers of ‘evergreen Jessie’s’ succession of British film hits such as The Good Companions (1933) and Evergreen (1934). This article examines the critical and public reception of Matthews’ tours with a focus on the strategic management of her star persona, both on and off stage, including her public criticism of Australian theatre management and employment opportunities for Australian theatre performers. Martina Lipton is an Honorary Associate Lecturer at the University of Queensland and was recently the Research Fellow (Australia) on the Leverhulme Research Project ‘British-Australian Cultural Exchange: Live Performance 1880–1960’. Her publications include the chapter ‘Localism and British Modern Pantomime’ in A World of Popular Entertainments (Cambridge Scholars Publishing, 2012) and articles for Australasian Drama Studies, Contemporary Theatre Review, New Theatre Quarterly, and Popular Entertainment Studies.

Confirmatory Factor Analysis of Warr, Cook, and Wall's (1979) Job Satisfaction Scale

Warr, Cook, and Wall's Job Satisfaction Scale (JSS) is a widely used measure of job satisfaction in industrial/organisational (I/O) psychology research and practice. However, the factor structure has not been adequately explored, with two‐factor and three‐factor solutions previously proposed. This study tested the factor structure of the JSS using robust analysis methods on data gathered from a convenience sample of 381 (females = 264, males = 116) Australian employees. Confirmatory factor analyses supported a hierarchical three‐factor model of job satisfaction in terms of model adequacy coefficients; however, the three factors were highly correlated, thereby rendering a multifactorial approach to the JSS untenable. The results support the continued use of an overall score of job satisfaction when using this measure in I/O psychology research and practice. Further testing of the structure is recommended within a range of employment sectors, as the assumed multifactorial structure of the JSS common in the literature was not supported by the current study.

Impact of individual coping strategies and organisational work–life balance programmes on Australian employee well-being

This paper examines several individual coping strategies and employees' perception of organisational provision of work–life balance (WLB) programmes with a sample of 700 Australian employees. The combined effects of individual coping strategies and organisational provision of WLB programmes on employee affective well-being are examined, using structural equation modelling. Results indicate that individuals with positive attitudes and life coping strategies were more capable of achieving overall well-being. Both monetary- and non-monetary-based organisational WLB provision had no direct association with employee well-being, but had indirect effects via individual coping strategies to help employees achieve better well-being. Employee well-being was found to have a stronger association with individual effort than organisational deliberation in providing WLB programmes. Theoretical and practical implications of these study outcomes are discussed.

Job Attitudes Are Differentially Associated With Bridge Employment and Phased Retirement Among Older Australian Employees

This study investigates interest in, and factors associated with, bridge employment and phased retirement. A survey of 609 older employees undertaken in 2010 at a large, diverse organization in Australia revealed that job attitudes were differentially linked to interest in these retirement options, with moderately high levels of interest in working following retirement. Job attitudes were positively associated with interest in same-organization bridge employment, but job satisfaction was negatively associated with interest in phased retirement within the current organization. When the attitudinal variables were examined simultaneously for bridge employment, job involvement was the only unique predictor. These findings suggest that job attitudes play an important role in an individual’s openness to extending employment within the same organization beyond retirement, and suggest that organizations should consider implementing interventions that target job attitudes as a method to retain older employees.

A national standard for psychosocial safety climate (PSC): PSC 41 as the benchmark for low risk of job strain and depressive symptoms.

Despite decades of research from around the world now permeating occupational health and safety (OHS) legislation and guidelines, there remains a lack of tools to guide practice. Our main goal was to establish benchmark levels of psychosocial safety climate (PSC) that would signify risk of job strain (jobs with high demands and low control) and depression in organizations. First, to justify our focus on PSC, using interview data from Australian employees matched at 2 time points 12 months apart (n = 1081), we verified PSC as a significant leading predictor of job strain and in turn depression. Next, using 2 additional data sets (n = 2097 and n = 1043) we determined benchmarks of organizational PSC (range 12-60) for low-risk (PSC at 41 or above) and high-risk (PSC at 37 or below) of employee job strain and depressive symptoms. Finally, using the newly created benchmarks we estimated the population attributable risk (PAR) and found that improving PSC in organizations to above 37 could reduce 14% of job strain and 16% of depressive symptoms in the working population. The results provide national standards that organizations and regulatory agencies can utilize to promote safer working environments and lower the risk of harm to employee mental health.

Improve productivity and safety through a mentally healthy workplace

Twenty percent of Australians experience a mental health condition each year, making it an issue to be addressed. Research undertaken by accountancy services firm PwC highlighted that the cost to Australian employers as a result of untreated mental health conditions is A$10.9 billion a year, with the most of this cost—A$10.7 billion—as a result of absenteeism and lost productivity. Much behaviour associated with poor mental health also becomes risk factors for workplace safety. The oil and gas industry has a strong focus on process and personal safety. A workplace that has a high level of mental health adds another dimension of psychological safety. In the risk management model of Orlandella and Reason a workplace that is mentally healthy adds another barrier to assist in the management of risk. There is a growing awareness that establishing a workplace that is mentally healthy involves more than just managing the psychological compensation claims of workers. What is lacking is an integrated approach, including evidence-based information, resources and a model that can adapted to meet specific needs. beyondblue, in conjunction with industry bodies, government, and the mental health sector, has developed Heads Up as a one-stop-shop for businesses to improve the mental health of workplaces. Heads Up demonstrates how business can benefit by having a workplace that is mentally healthy as a result of reduced costs, a positive return on investment. There are also qualitative benefits of being associated with an employer of choice: this involves improved staff retention, morale, engagement and productivity. Heads Up has a range of free resources and includes an action plan tool for businesses to develop tailored plans to improve the mental health of their workplaces. Mental health is everyone’s business.