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Purpose The purpose of this paper is to examine the relationship between aged care employees' perceived job quality and intention to stay in current aged care facilities, mediated by work-life interference.Design/methodology/approach This paper uses the nationally representative employee–employer matched data from the 2012 National Aged Care Workforce Census and Survey in Australia. It applies the theoretical lens of the Job Characteristics Model and a mediation analytical model that controls for a rich set of employee, employer and regional characteristics.Findings This paper finds that higher perceived job quality positively correlates with greater intention to stay and that work-life interference mediates the relationship between perceived job quality and intention to stay.Research limitations/implications This paper cannot make inference about causal relationship. Future studies on the aged care workforce should collect longitudinal data so that time-invariant unobservables can be eliminated in econometric modelling.Practical implications Efforts by the aged care sector to design quality jobs are likely to have significant positive correlation with the intention to stay, not only because employees are less likely to leave higher quality jobs per se, but also because higher quality jobs interfere less in the family lives of aged care workers, which itself is associated with greater intention to stay.Originality/value The results add to a small literature that has investigated how work-family variables can mediate between interventions that organisations put in place to improve work-life balance, and employee outcomes. [ABSTRACT FROM AUTHOR]

Purpose: This paper empirically addresses the question of whether the meaning of ethical leadership is constant across cultures. Drawing on the implicit leadership theory (ILT), we examine whether people in Australia and Pakistan respond to perceived ethical leadership in a similar or different manner. By comparing employees' interpretation of the key attributes associated with ethical leadership, we advance construct-specific knowledge in cross-national contexts. Design/methodology/approach: Since meaningful cross-country comparisons of a research construct require an equivalent measurement of it, we examine the issue of cross-cultural measurement invariance of ethical leadership. Specifically, this study explores the configural, metric and scalar invariance of ethical leadership by obtaining data from matched international samples. Findings: The findings broadly support cross-cultural generalisability of the construct's meaning and cross-cultural transferability of the ethical leadership scale (ELS). They suggest that measures of ethical leadership constructs should be used in different cultures with caution because significant differences may exist at the item level. Originality/value: This study provides cross-cultural endorsement to the construal of ethical leadership by presenting evidence that supports convergence in the construct's meaning across Eastern and Western cultures. The study has enhanced the construct validity of ethical leadership through the use of the refined multiple-sample analytical approach. Previous studies have assumed that measures of ethical leadership are invariant across various contexts. However, this is the first study to employ a robust methodological technique (metric and path invariance) that demonstrates the significant difference between each item and path and generalises the validity of ethical leadership construct and its measures by using international samples. [ABSTRACT FROM AUTHOR]

Purpose – The purpose of this paper is to examine the likely economy-wide impacts of the complete shutdown of the motor vehicle industry on output and employment in Australia using the latest input-output (IO) table (2009-2010). Design/methodology/approach – Both supply- and demand-driven IO models are employed to determine the extent, and pattern, of the resulting output and job losses in upstream and downstream industries. An analysis of the first-order field of influence is also conducted to observe how output multipliers in other sectors respond to changes in the self-use-input-requirement of the professional, scientific and technical services (PSTS) industry. Findings – The PSTS industry (with a significant research and development (R & D) component and the highest forward linkage index) would be hardest hit with the collapse of the motor vehicle industry. Research limitations/implications – This paper identifies a number of industries that are more likely to be heavily influenced by the resulting lack of R & D in the PSTS industry in the near future. Unless more funding is allocated to other research and technology-intensive industries, the extinction of the motor vehicle industry, coupled with the recent budgetary cuts for strategic organisations such as the Commonwealth Scientific and Industrial Research Organisation, can reduce the positive spillover effects of R & D activities on the Australian economy. Originality/value – This is the first study to examine the effects of the shutdown of the motor vehicle industry on employment in Australia. The results also have broader implications for other developed countries that have declining motor vehicle industries. The findings suggest that the global decline in the motor vehicle industry can adversely affect investment in R & D in upstream and downstream industries. More generally, the results suggest that the shift in motor vehicle production to developing countries, will contribute to increased R & D intensity in them at the expense of developed countries. [ABSTRACT FROM AUTHOR]

Purpose |!|#8211; The purpose of this study is to identify student and staff experiences with online learning at higher education (HE) using the software Elluminate Live! Design/methodology/approach |!|#8211; This paper adopts a qualitative approach, focusing on the reflections of participants (student and teacher) collated over a 12 month period of piloting online classes with Elluminate Live! Findings |!|#8211; A number of insightful themes and issues emerged from the data collected from the journal reflections as well as other source documents such as meetings and emails. The themes considered in the paper include: increased flexibility and cost reductions, technical challenges, resistance to online learning, extension of online facilities and student engagement, and visual literacy skills. Research limitations/implications |!|#8211; The school|!|#39;s virtual classroom strategies need to address staff and student concerns. Staff training and the establishment of effective support structures for embedding safe, secure, and rewarding virtual classrooms are required. Once these issues have been addressed, online classes can be expanded across numerous discipline areas within the school. Originality/value |!|#8211; Currently, Australian scholarly papers focussing on the use of Elluminate Live! as a teaching tool to help develop curriculum at tertiary level are scarce. The significance of this study is to share the important knowledge garnered through reflective insights (via feedback and journal writing) which can act as a guide to other higher education universities looking at undertaking online learning. [ABSTRACT FROM AUTHOR]

Purpose – The purpose of this paper is to examine the possibility of an inverted U-shaped relationship between job demands and work engagement, and whether social support moderates this relationship. Design/methodology/approach – This study uses 307 technical and information technology (IT) managers who responded to an online survey. Multiple regressions are employed to examine linear and curvilinear relationship among variables. Findings – Overall, results support the applicability of the quadratic effect of job demands on employee engagement. However, only supervisor support, not colleague support, moderated the relationship between job demands and work engagement. Originality/value – The paper is the first to shed light on the quadratic effect of job demands on work engagement. The findings have noteworthy implications for managers to design optimal job demands that increase employee engagement. [ABSTRACT FROM AUTHOR]

Purpose -- Drawing on the recent work of Sennett and others who considered the position of older workers in dynamic economies subject to rapid change, this paper aims to examine the perceived fit between employees of different ages and their employing organizations in four Australian workplaces. Design/methodology/approach -- Analysis of qualitative data, collected among workers and managers in four Australian organizations, was performed. Findings -- Results suggests that potentiality tended to be prized as an asset over corporate memory. While managers were frequently paternalistic towards their older employees, ageing human capital was often devalued as managers tried to balance operational budgets and organizations sought to remain responsive to changing market demands. Originality/value -- The paper discusses the implications for the prolongation of working lives. [ABSTRACT FROM AUTHOR]

Purpose - This paper aims to provide a strategic analysis of how globalization has enabled Australian companies to transform the wine industry. Design/methodology/approach - The global wine industry is analyzed from two strategic management perspectives: Michael Porter's positioning concepts and the hypercompetitive framework of Richard D'Aveni with particular emphasis on the success of the Australian Yellow Tail brand. Findings - The forces of globalization have caused significant changes in a historically stable industry. The success of the Yellow Tail brand demonstrates how a focused strategy with the right product, distribution and marketing can cause significant industry disruptions. Overall, the D'Aveni framework of hypercompetition seems to best describe the impact of Australian wine companies, although the generic strategies of Michael Porter may still be applicable when considering the French industry. Research limitations/Implications - The focus is on using two strategic frameworks; there are others which could have been included. The example of Australian wine companies has been used to illustrate the changes in the overall market, but studying other "new world" wine producers such as Chile or Argentina may also add insight. Practical Implications - The paper provides an example of how the academic frameworks of strategic management can be applied to different industries and shows that dynamic forces of globalization can emerge from any comer of the world and cause dramatic economic change. Originality/value - This paper will be of interest to those studying the global dimensions of strategic management and its practical implications. [ABSTRACT FROM AUTHOR]

Purpose – The purpose of this paper is to examine the relationship between professional contractor (PC) wellbeing and organisational support as one of mutual benefit for both parties. Design/methodology/approach – Four hypotheses were tested via hierarchical regression techniques using survey data gathered from a sample of 375 PCs working in a range of Australian organisations. Content analysis techniques were used to examine PC responses to a related open-ended question. Findings – The results demonstrate a positive relationship between self-efficacy, organisational support, work engagement and knowledge sharing with wellbeing. Adding the PCs' individualised perspectives provides further insight into the value that PCs bring to an organisation. Research limitations/implications – The study is limited to PCs within Australia and examines PCs rather than professionals generally. The authors limit the analysis approach to regression techniques rather than structural equation modelling. Practical implications – First, demonstration of the importance of organisational support to PCs is an important finding for organisations in itself. Second, this finding allows us to suggest specific interventions and guidelines for organisations seeking to efficiently engender contractor engagement and knowledge sharing. Originality/value – The role of contractor management has become important as organisations increasingly rely on outsourced and contracted work arrangements. The authors consider how organisations and PCs can benefit from organisational practices perceived as being supportive. It is important for both organisations and PCs to be able to identify and develop the key factors which shape the contractual exchange prior to, and throughout, contracted work assignments. [ABSTRACT FROM AUTHOR]

Purpose -- The aim of this study is to investigate the relationship between employee perceptions of their organization's management of cultural diversity, their perceived organizational support and affective commitment. Design/methodology/approach -- A questionnaire survey was developed and distributed to a sample of employees working in a large Australian financial institution. Findings -- Analysis of the data shows that, when controlling for perceived organizational support, there is no direct relationship between cultural diversity management perceptions and affective commitment. Rather, the data support an indirect relationship between the two variables via perceived organizational support. Research limitations/implications -- Implications are, first, that managers need to recognize the potential contribution of developing a positive workplace atmosphere for cultural diversity to strengthen employee perceived organizational support, which in turn enhances affective commitment. Second, the research findings underscore the importance of perceived organizational support in linking cultural diversity management perceptions to organizational outcomes, such as affective commitment. Third, managers should not underestimate the influence of initiatives, such as making all employees feel included in the "taken-for-granted" informal networks in engendering positive organizational and individual attitudes. Originality/value -- The paper examines cultural diversity management from the employees' (rather than a management) perspective to develop a fully mediated model using organizational support to link cultural diversity management perceptions to commitment. The study reinforces the need to rethink simple relationships between cultural diversity management perceptions and organizational/individual outcomes, to consider more complex models that include important mediating variables to more fully understand the effects of cultural diversity, management. [ABSTRACT FROM AUTHOR]

This paper uses data from interviews with HRM managers of the Australian operations of overseas multinational companies to critically question the analytical utility of a number of standard factors that have traditionally been claimed, in the international HRM literature, to influence decisions concerning the appropriate balance between centralization and localization in HRM. The variables reviewed are primarily structural industry sector, strategic role of the subsidiary, administrative heritage and formal organizational structure. The data suggest that the firms modify their formal structures frequently in response to environmental turbulence and have evolved towards structural forms that are radically asymmetrical Two variables that have received limited academic attention to date but which critically mediate the pattern of intended changes are identified. First, the perception by key actors in subsidiaries of HR competence elsewhere in the MNC network, particularly head office. Second, the propensity of the staff in the subsidiary to lobby politically against changes they did not perceive to be rational. [ABSTRACT FROM AUTHOR]

The aim of this paper is to explore the reasons why businesses, having adopted total quality management (TQM), fail to sustain their reforms over lime. In order to gain insights into the pressures that, despite good intentions, can make full implementation of TQM problematic, a case study approach is used. The research indicates that a lack of attention to the human element of change, especially inconsistent senior management support, a lack of involvement of supervisors and middle managers in planning for change, and lack of attention to groups of staff affected negatively by the changes, explain why businesses may face difficulty sustaining reform programs. [ABSTRACT FROM AUTHOR]

The cross-cultural and practical challenge of evaluating the management performance of Australian and Singaporean expatriates has received little research attention. This paper explores critical perceptions of performance management by analysing the results of structured interviews with Australian and Singaporean expatriate managers and human resource professionals. Contrary to initial expectations, a slight majority of respondents were satisfied overall with the fairness and accuracy of expatriate performance management practices. Their proposals for more effective performance management are analysed, focussing on the efficacy of involving multiple, cross-cultural raters in performance appraisal. The cultural differences between Australian and Singaporean expatriates are also explorer. The findings of this research provide important direction for the development of culturally sensitive international human resource management practices. [ABSTRACT FROM AUTHOR]