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Purpose The authors tested (1) the mediating role of thriving in the association between leader-member exchange (LMX) and work–nonwork balance (WNWB) and (2) the moderating effect of gender in the relationship between LMX and thriving.Design/methodology/approachCross-sectional data were collected from six separate participant groups across an eight-month period (n = 522). Data analysis included confirmatory factor analysis to assess the construct validity of the proposed three-factor model. Hierarchical regression and the PROCESS macro were used to test three hypotheses.FindingsThe authors found thriving mediated an indirect effect of LMX on WNWB. In addition, we found that the relationship between LMX and thriving was moderated by gender, such that the relationship was found for females. Overall, the authors identified a moderated-mediation effect indicating an indirect effect of LMX on WNWB via thriving for females.Research limitations/implicationsCross-sectional design suggests their results are theory driven. The authors suggest future studies replicate the study employing experimental designs.Practical implications The authors suggest organisations develop programs to enhance leadership and thriving capabilities as tools to manage WNWB.Originality/value The authors add to the thriving literature by revealing gender differences in the effectiveness of relational resources (i.e. LMX) in fostering employee thriving. Furthermore, the authors extend the efficacy of thriving beyond the workplace to include WNWB. The authors demonstrate the skills and knowledge acquired at work can be used to lessen the impact of WNWB.

While there have been reports of increased perinatal anxiety during the COVID-19 pandemic (Stepowicz et al., 2020), there has been a lack of research on the relative importance of objective hardship and subjective distress. In this study, we explored the extent to which resilience, tolerance of uncertainty, and cognitive appraisal of the pandemic's consequences moderate the effect of prenatal objective hardship and subjective distress due to the pandemic on 2-month postpartum anxiety.Data were collected as part of the Birth in the Time of COVID (BITTOC) study. We measured objective hardship and subjective distress, mental health, and potential psychological moderators in 419 pregnant women residing in Australia, and at two months postpartum. Hierarchical multiple regressions were used.Objective hardship and subjective distress independently predicted postpartum anxiety. All three psychological factors moderated the effect of objective hardship on anxiety. For women with low/neutral resilience, or low/moderate tolerance of uncertainty, or a negative cognitive appraisal, greater objective hardship predicted higher postpartum anxiety. Conversely, for women with high resilience, or high tolerance of uncertainty, or neutral/positive cognitive appraisal, there was no association. Only a neutral/positive cognitive appraisal significantly buffered the effect of subjective distress on anxiety.Participants self-selected themselves into the study. The generalizability of our results could be restricted to women of higher socio-economic status.These findings help us better understand options for intervention and assessment of vulnerable women during times of stress, along with the mechanisms by which COVID-related stress during pregnancy contributes to postpartum anxiety.

Aims Heart failure is often preceded by cardiac hypertrophy, which is characterized by increased cell size, altered protein abundance, and actin cytoskeletal reorganization. Profilin is a well-conserved, ubiquitously expressed, multifunctional actin-binding protein, and its role in cardiomyocytes is largely unknown. Given its involvement in vascular hypertrophy, we aimed to test the hypothesis that profilin-1 is a key mediator of cardiomyocyte-specific hypertrophic remodelling. Methods and results Profilin-1 was elevated in multiple mouse models of hypertrophy, and a cardiomyocyte-specific increase of profilin in Drosophila resulted in significantly larger heart tube dimensions. Moreover, adenovirus-mediated overexpression of profilin-1 in neonatal rat ventricular myocytes (NRVMs) induced a hypertrophic response, measured by increased myocyte size and gene expression. Profilin-1 silencing suppressed the response in NRVMs stimulated with phenylephrine or endothelin-1. Mechanistically, we found that profilin-1 regulates hypertrophy, in part, through activation of the ERK1/2 signalling cascade. Confocal microscopy showed that profilin localized to the Z-line of Drosophila myofibrils under normal conditions and accumulated near the M-line when overexpressed. Elevated profilin levels resulted in elongated sarcomeres, myofibrillar disorganization, and sarcomeric disarray, which correlated with impaired muscle function. Conclusion Our results identify novel roles for profilin as an important mediator of cardiomyocyte hypertrophy. We show that overexpression of profilin is sufficient to induce cardiomyocyte hypertrophy and sarcomeric remodelling, and silencing of profilin attenuates the hypertrophic response.

Building on two studies, this research explored thriving at work by considering task identity and autonomy as its antecedents and job satisfaction as its outcome, with a focus on the moderating role of mentoring. Through a three-wave survey conducted among 140 Chinese university students with volunteer work, Study 1 found that task identity and autonomy positively predicted thriving, which in turn was positively related to job satisfaction. This mediation effect of thriving was verified in Study 2 with a sample of 522 Australian student nurses undertaking a clinical placement job. Supporting the moderating role of mentoring, Study 2 also found that the effect of task identity on thriving as well as its indirect effect on job satisfaction via thriving became weaker when the quality of mentoring increased. These results not only offer important theoretical insights by confirming relatively new antecedents of thriving and their boundary condition (i.e., mentoring), but also generate practical implications regarding how to use motivating job characteristics and relational resources to foster positive individuals with enhanced well-being at work.

Purpose – The aim of this study was to examine the factors that employees perceived were important in creating a supportive learning environment in a recently merged organisation. The study provides rich qualitative data from the employees’ perspective. Design/methodology/approach – This case study used a qualitative phenomenological constructivist approach. Data were collected through semi-structured interviews and analysed with the aid of NVivo. The study was conducted in a large government-owned organisation in Australia and the sample consisted of 24 recent graduates of leadership development programs. Findings – The results suggested that together with the organisation’s leadership, there are several distinguishing characteristics of a learning environment. These include learning with colleagues, openness to new ideas and change, building relationships, open communication, sharing the learning, coaching and reflection. Providing support for managers to gain confidence and self-awareness was important to their ability to apply their learning. The results also suggest that learning with colleagues from different regional and functional areas helps to reform subcultures and contributes to an overarching learning culture and hence to creating a supportive learning environment. Some hindrances were also discovered. Originality/value – This study gives voice to employee perceptions of the important factors required to create a supportive learning environment. The authors used a qualitative methodology in a field dominated by quantitative studies to provide rich data that extends the extant literature.

ABS T RA C T Background: Shift work is associated with sleep problems and impaired health. The main aim of the present study was to explore predictors of developing shift work disorder (SWD) among Norwegian nurses using a longitudinal design. Methods: A total of 1533 nurses participating in a survey on shift work, sleep and health responded to questionnaires at baseline and at follow-up about two years later. SWD was defined as problems of excessive sleepiness and/or complaints of insomnia related to the work schedule. Results and Conclusions: There was a significant reduction (p < 0.001) in the prevalence of SWD from baseline to follow-up, from 35.7% to 28.6%. Logistic regression analyses showed significant risks of having SWD at follow-up and the following variables measured at baseline: number of nights worked the last year (OR = 1.01, 95% CI = 1.01–1.02), having SWD (OR = 5.19, 95% CI = 3.74–7.20), composite score on the Epworth Sleepiness Scale (OR = 1.08, 95% CI = 1.04–1.13), use of melatonin (OR = 4.20, 95% CI = 1.33– 13.33), use of bright light therapy (OR = 3.10, 95% CI 1.14–8.39), and symptoms of depression measured by the Hospital Anxiety and Depression Scale (OR = 1.07, 95% CI = 1.00–1.14). In addition, leaving night work between baseline and follow-up was associated with a significantly reduced risk of SWD at follow-up (OR = 0.12, 95% CI = 0.07–0.22).

Morningness is a trait-like variable which has been extensively studied within chronobiology. Despite the number of existing measures to assess morningness, there is a need for brief instruments that are psychometrically sound to be used in applied settings. Accordingly, the modified version of the Preferences Scale (PS-6) comprises six items and was reported to have adequate reliability and satisfactory validity indicators. In this article, the psychometric properties of the Portuguese version of the PS-6 are reported. A total of 700 students attending medical school were recruited, and this sample was randomly divided into two groups. In the first group (n = 352), we assessed the internal consistency calculations and conducted a principal component analysis of the posited structure. In the second group (n = 348), we conducted a confirmatory factor analysis (CFA) using structural equation modeling. Overall, the results indicated that the PS-6 has adequate reliability (α = .75) and is constituted by two components: (I) preferred cognitive activities timings and (II) preferred sleeping-eating timings, respectively. In conclusion, the Portuguese version of the PS seems suitable for use in research and applied settings such as shift work schedules management. However, the applicability of the PS-6 in other samples and further validity indicators should be both investigated. The use of actigraphy and biological measures should also be collected to enhance the robustness of the PS-6.

There is some debate whether job strain or working hours is more prominent in explaining work– family conflict. We tested a multi-group structural equation model and the results suggested the model was equally applicable to academic and administrative staff employed at an Australian regional university. After controlling for demographic and work-related factors the main predictors of work–family conflict were: job strain, total work hours, job satisfaction, employment as an academic and having dependent children. Social support was negatively related with work–family conflict but the association was not significant. Despite greater job control, academics reported greater job strain and work hours. The results suggest that strategies aimed at decreasing job strain and work hours may reduce the extent of work–family conflict.

Purpose – This paper aims to describe the forms of organisational support that employees perceived as helpful to support their learning. This study aims to explore how organisational support is distinct from other kinds of learning support. Design/methodology/approach – This is a qualitative exploratory study utilising a cross-sectional design. Interviews were conducted in a large multi-site Australian organisation with 24 graduates from four leadership development programmes. Findings – The results from this study extend the literature relating to work environment as an important factor in supporting employee learning. We differentiate between the types of support that employees perceived the organisation provided from other types of learning support. The results suggest that for organisations to positively impact employees’ learning, they should pay attention to three key factors: provide high-quality relevant development programmes; ensure that course content is aligned with the organisations strategy and the employees work; and ensure senior management commitment throughout all aspects of the employee development process. Originality/value – This study gives voice to employees’ perceptions of how organisations can support their learning. It also provides rich data that extends the literature through a qualitative study in a field dominated by quantitative studies.

The literature suggests limitations to Dickman’s dysfunctional impulsivity (DI) scale. These concerns are centered on the measurement properties of this scale and on its reliance on student samples. To address these criticisms, the DI was administered to a random adult sample (n = 649, mean age 43.83 ± 13.46 years), 13% of whom were university educated. Confirmatory factor analysis (CFA) did not support the fit of the posited 12-item DI scale. The full sample was randomly divided. Principal components analysis was applied to one sample (n = 328), resulting in a 9-item model. This new model was then replicated using CFA in the second sample (n = 321). Cronbach’s α for the 9-item model was 0.84 and item-total correlations were > 0.39. The 30th and 70th percentile scores from the DI distribution of scores were used to categorize participants with low and high DI. The high-DI group was associated with significantly more driving distractions and lane crossings.

Understanding work ability, with the goal of promoting it, is important for individuals as well as organizations. It is especially important to study work ability in health care workers, who face many work-related challenges that may threaten work ability. We studied various job demands, job resources, and interactions of demands and resources relating to work ability using the Job Demands–Resources model as a framework. Acute care health care workers from six nations (US, Australia, UK, Brazil, Croatia, and Poland) completed a survey. Role demands related to work ability in the Australia sample only, and supervisor support related to work ability in the Australia sample only. Yet, high levels of supervisor support significantly moderated (buffered) negative relationships between physical demands and work ability in the US sample, along with negative relationships between role demands and work ability in both the Croatia and UK samples. Skill discretion related to work ability in every nation sample, and therefore appears to be particularly important to work ability perceptions. In addition, skill discretion moderated (buffered) a negative relationship between role demands and work ability in the Australia sample. We therefore recommend that interventions to help preserve or improve work ability target this important job resource.

Objective The relationship between short sleep and obesity remains unclear, and a possible explanation is that many studies have not included sufficient control variables in the analyses. We examined the association between sleep and being overweight or obese after adjusting for the confounding contributions of 17 variables. Methods A random sample of 1162 Australian adults from three regional cities in central Queensland, Australia, participated in a telephone survey. A series of increasingly complex multinomial logistic regression models were employed to assess the association between short sleep (⩽6h) being overweight (body mass index [BMI] 25–29.99kg/m 2 ) and obesity (BMI, ⩾30kg/m 2 ), while controlling for several demographic, lifestyle, work, and health-related variables. Results The results suggested obesity was significantly associated with short sleep, age, male gender, lower education level, less physical activity, more sitting time, working longer hours, drinking more alcohol, having diabetes mellitus (DM), and having hypertension. Being overweight was significantly associated with age, male gender, smoking, and working more than 43hours per week. Conclusions After adjustment of several confounding variables, a significant association between short sleep and obesity was obtained, but there was no association between short sleep and being overweight. Additional studies applying comprehensive analytic models and stronger research designs are needed to confirm our findings.

PurposeThe purpose of this paper is to describe the supervisor behaviours that employees found to be helpful and unhelpful in facilitating training transfer. The study aims to provide rich qualitative data from the employee's perspective.Design/methodology/approachThis study utilises a cross‐sectional design. A case study and a qualitative interpretivist approach were used to interpret the employee's responses. In total 24 semi‐structured interviews were conducted and responses were analysed with the aid of NVivo.FindingsThe results suggested what supervisors did prior to, during and after course attendance was critical to training transfer. Supportive behaviours prior to the course included motivating, encouraging and setting expectations. Practical support provided during the course signalled the value that the supervisor placed on the course. Meetings held after the course provided the best opportunity to support transfer. Transfer was maximised when participants experienced a positive role model and when supervisors showed interest in their experience of the course, encouraged and sponsored new initiatives, and involved them in decision‐making. The main perceived hindrances to training transfer were culture, policies and a lack of encouragement.Originality/valueThis is a qualitative study in a field of inquiry dominated by quantitative approaches. The results highlight the employee's perspective concerning what they found to assist in training transfer. This methodology is rarely evidenced in the extant literature.

A limitation of the morningness–eveningness literature is the assumption that morningness is a ‘fixed’ construct. Morningness–eveningness scales are often developed on young adult samples, yet studies report that eveningness peaks in young adults with a shift to morningness from the age of 25 to 35 years of age. This age related change in morningness–eveningness may explain why these scales have limited success when applied in older samples. We tested this argument by developing a measurement model based on the Composite Scale of Morningness using a sample aged

Individuals differ in their circadian preferences (chronotype). There is evidence in the literature to support a season-of-birth effect on chronotype but the evidence is not convincing. In part, the relationship is obscured by a number of methodological differences between studies, including the measures used to define morningness, the way in which the seasons were categorized, and the sample size. This study adds to the literature in several ways. First, we adopt a new approach to categorizing the photoperiod rather than the calendar season; thus we prefer to use the term photoperiod at birth. Second, we used two measures of morningness. Third, we used a large and homogeneous German sample. The results show that adolescents (n = 2905) born during the increasing photoperiod (Feb-Apr) had a significantly later midpoint of sleep (MSFsc) than those born during the decreasing photoperiod (Aug-Oct). A similar pattern was found for the Composite Scale of Morningness (CSM). Furthermore, both measures of chronotype demonstrated a significant quadratic function over a 1-yr cycle. When looking at each of six consecutive years separately, the Composite Scale of Morningness suggests a cosine rhythm linked to increasing and decreasing photoperiods that becomes weaker in amplitude with increasing age. Despite the strengths in our study, the effect of photoperiod at birth on chronotype remains small. Future studies may require larger sample sizes, may need to explore how neonatal light exposure modulates chronotype, and may need to track how puberty and adolescent lifestyle habits mask the photoperiod effect.

We examined the psychometric properties and construct validity for the Morning Affect (MA) scale; this scale is a subset of the morningness factor from the Composite Scale of Morningness (CSM). We also addressed some problems with this literature. First, we employed an older working sample that was not gender biased. Second, we argued whether self-reported dependent variables that are used to assess construct validity may be biased by impression management; an intentional attempt to be perceived favourably. The psychometric properties of the MA were comparable to the CSM. Confirmatory factor analysis supported the four-item posited model structure of the MA scale. As expected morning types were more alert during the early hours of the day and evening types toward the latter period of the day (p < .001). Participants that scored high on impression management also rated themselves to be significantly more alert during the morning hours only (p < .05). No interaction was observed between morningness–eveningness and impression management suggesting that the self-reported sleepiness ratings were an appropriate indicator to demonstrate construct validity.

PurposeThis paper seeks to examine gender‐ and management‐ level differences in perceptions of effective leadership within a framework of new leadership models that focus on the processes of influencing self and others rather than leadership based on hierarchy.Design/methodology/approachA self‐report questionnaire was distributed to a sample of council employees. The responses were analysed using thematic matrix displays.FindingsMales and non‐management employees (when compared with female and management) perceived effective leadership as that which emphasises fairness, equality and honesty, develops staff, fosters workplace harmony, and is trustworthy. Female employees emphasised communication, decision‐making ability, and supporting the leader as being important to how a work unit could contribute to organizational leadership effectiveness. Employees at the management level underscored vision, supporting the leader, and integrity as being important to how a work unit could contribute to organizational leadership effectiveness. Female and non‐management employees highlighted employee development, contingent reward, communication and vision as being central to how organizational leadership could contribute to the effectiveness of the work unit.Originality/valueUnlike the literature that differentiates between charismatic and transformational forms of leadership, this paper views these two constructs as both being components of transformational leadership.

This dedicated issue of Chronobiology International comprises the partial proceedings of the "19th International Symposium on Shiftwork and Working Time" held August 2009 in Venice, Italy. The key theme of the symposium was "Health and Well-being in the 24-h Society." The topics covered by the 19 peer-reviewed original research papers address the direct and indirect effects of working time arrangement on the circadian system, sleep, performance, safety, and well-being, i.e., work-family conflict, work-ability, and depression--topics that are consistent with the scope of the Journal. The laboratory-based studies utilize well-designed protocols, and the survey studies constitute representative and large sample sizes. This issue builds upon the tradition established by the Journal commencing with the publication in 2004 of the proceedings of the "16th International Symposium on Shiftwork and Working Time" and the three symposia on shiftwork and working hours published thereafter by the Journal.

Multi-level learning approaches suggest that individuals, groups and organizations act both independently and interact dynamically to contribute to organizational performance. We directly examined this proposition in an Australian sample using a longitudinal design that employed subjective and objective financial performance data. Respondents completed a survey that provided details on their individual, team and organizational learning practices (ILP, TLP and OLP, respectively), and self assessed performance compared to 3 years ago. Concurrently, we collected objective performance data (sales/employee numbers) at 3 yearly intervals and averaged these data to create an index. Using hierarchical and moderated regression, we found a positive main effect for OLP with both subjective and objective performance. Main effects for ILP and TLP were not found. Further, we found a significant interaction between ILP and TLP such that the effect of TLP on productivity was better in organizations with less ILP. Three-way interactions were not found. Overall, these results provide some support for the model. We discuss some limitations of the study and make recommendations for future studies. Copyright © 2009 John Wiley & Sons, Ltd.

Epidemiological studies have found a consistent inverse relationship between increasedbody mass index (BMI) and sleep duration. These studies have not controlled for the role thatjob related factors such as shift work and working hours may have on this relationship. A crosssectional survey of shift and day workers (N=346; 292 males and 59 females) was employed toinvestigate the association between obesity, job related factors and sleep duration. Mean age forthe overall sample was 41.1 yr (± 11.1). Mean BMI was significantly higher in shift workers thanin day workers ( p

The Composite Scale of Morningness (CSM) is a widely used measure of behavioral temporal preference, and it is highly reliable across cultures. There are several competing models concerning its factor structure. We used confirmatory factor analysis (CFA) to replicate the two-and three-factor models, and, in addition, we examined the utility of the four-item morning affect scale as a proxy for the full CSM. We tested these models in a large student sample (N=1396). The chi-square result for the two- and three-factor models indicated they did not adequately fit the data, and the modification indices suggested some items could be correlated. Allowing these items to correlate failed to produce a non-significant chi-square result, but some improvements to the incremental fit indices and root mean square error of approximation (RMSEA) were found. In particular, the three-factor model seemed satisfactory. CFA of the morning-affect scale also failed to fit the data, but the incremental fit indices and RMSEA were strong. For each of these three models, there was no significant difference between the invariant (no sex difference) and variant (sex difference) models. However, in each model, a critical ratio difference was found on the standardized regression weights between males and females on item 12. The morning-affect scale had high reliability (0.83) and demonstrated satisfactory construct validity against the preferences scale and time to sleep and wake. In addition, high and low morning-affect groups reported significant sleepiness differences by time of day. These results suggest the morning-affect scale may be a useful proxy for the full scale. Furthermore, the items make no reference to time-of-day and may better facilitate cross-cultural research. Studies using population-based samples are recommended to further test the efficacy of the morning-affect scale.

The human immunodeficiency virus (HIV) epidemic continues to evolve worldwide and has affected all members of society, including pregnant women and their unborn children. Strategies for the prevention of mother-to-child transmission (MTCT) in resource-rich countries have had a positive impact on the rate of transmission, which has been declining from approximately 25% to 2% or less. Awareness of one's HIV status is paramount in the pregnant woman. Nurses caring for the mother-infant dyad play a key role in the ongoing prevention of MTCT by being knowledgeable about how HIV is transmitted between the mother and child during pregnancy, delivery, and the postpartum period. Provision of ongoing support throughout the delivery process and in the postpartum period is essential for all families, especially families living with HIV. This article will discuss strategies, from the current research, to decrease MTCT: prenatal screening for HIV; antiretroviral therapy for mother and infant during pregnancy, labor, birth, and postpartum; optimal birth strategies; and appropriate testing of the newborn for HIV.

The baby boomer generation is well into the 50+ age bracket, making it one of the largest demographic age cohorts. Whereas this cohort would have previously considered retirement, the evidence suggests that it will remain in the workforce for a longer period in response to a number of social and economic drivers. Mandatory retirement has either been abolished or is under consideration. An increased and healthier life expectancy means that people may work longer for financial and/or psychological reasons. In addition, a global shortage of skilled labor will result in efforts to keep employees in the workplace for longer periods. These trends have a number of implications for working time. What are the health implications of an aging workforce? How do we sustain good work ability into the latter years? What do we know about aging and shift work? What actions are required in the workplace to assist aging workers? This paper is not a comprehensive review of the literature but serves to highlight the complexities in understanding the relationship between shift work and aging. We discuss aging and human function and, in particular, the impact of aging on the circadian system. In addition, we outline new policy directions in this area and raise several suggestions to assist the well-being of aging workers.

This special issue of Chronobiology International presents a selection of papers originally delivered at the 18th International Symposium on Shift Work and Working Time, held at Yeppoon, Australia, in August 2007. The key theme of the symposium was "Aging and Working Time: Creating Safe Environments." Older workers are widely believed to experience greater difficulty than younger workers adapting to shift work and irregular work schedules. However, while the three reviews of age effects published here (Costa & Di Milia, 2008; Folkard, 2008b; Gander & Signal, 2008) identify evidence that older workers do indeed adapt less well, they also demonstrate that much more research is urgently required. The remaining papers address various aspects of the impact of work schedules on health, safety, sleep, and performance. They can be divided into three broad categories: circadian and other periodic factors; sleep, sleepiness, and fatigue; and other aspects of health and adjustment. This collection of papers showcases the best of contemporary research on the safety and health effects of working hours, continuing the tradition established by the two previous issues of the journal devoted to earlier symposia on shift work and working time.

The Preferences Scale of morningness was originally conceived as a two-factor, 11-item model. More recently, a two-factor, six-item model has been developed and supported in two independent samples. These competing models were examined using structural equation modeling in a mixed student and working sample (n=120). The results supported the two factor, six-item model (chi(2)(8, N=120)=10.84, p0.05) as best fitting the sample data. The two factors explained 59% of the variance and Cronbach's alpha was 0.71. Significant differences (p0.01) in self-reported driving ability between morning and evening types were obtained by time-of-day, providing some evidence of construct validity. Morning types rated their performance as better in the morning hours and evening types rated their performance as better at night. We then examined whether self-rated performance is subject to some degree of bias. For both morning and evening types, there was a tendency for those scoring high on self-deception to rate their driving ability as better, but these differences were not significant. Overall, these findings suggest that self-ratings are suitable for use in determining construct validity. Recommendations for future studies are made.

The extent and benefit of answer switching when completing multiple‐choice exams was investigated in an undergraduate course (n = 1,152) and a postgraduate course (n = 1,624). Answer switching was identified in 1.7% and 2.4% of cases, respectively. In both samples, more than half the participants changed at least one answer and, of these, approximately 50% increased their test score and 25% decreased their test score. Significant gender differences were not found, but males were less likely to switch. Multivariate analysis indicated no significant differences in answer switching behaviour between Australian and international students. Univariate tests, however, suggested that international students made more right to wrong (p

PurposeThis paper aims to propose a conceptual framework to explore the link between strategic human resource management (SHRM) and firm performance of the coal mining companies in Central Queensland (CQ), Australia.Design/methodology/approachThe paper reviews literature relating to the process and issues of transforming human resource practices and industrial relations of the coal industry in Australia for the past decade. Theoretical development and empirical studies on the SHRM‐performance linkage are discussed. Based on the literature review, the paper develops an integrated model for testing the relationship between SHRM and firm performance in the context of CQ's coalmines and proposes a number of research propositions.FindingsThree perceivable outcomes are likely derived from application of this framework in the field. First, a testing of the linkage between strategic HRM and firm performance in the coal industry, using an integrated approach, would complement the empirical deficiency of treatments on the prior SHRM models. Second, data at firm level could be collected to develop a better understanding of how the adoption of strategic HRM practices in coal companies can affect firm performance. Third, the extent of flexibility practices, use of contractors and associated management practices could be identified.Originality/valueThe coal industry is central to economic development of regional Queensland. The industry contributes substantially to GDP via employment, investment and product export. An exploration of the impact of SHRM on the coal industry will likely result in identifying some best practices that could be potentially adopted in the wider business community to foster regional economic development in Australia and worldwide.

PurposeThe aim of this paper is to set a research agenda which will explore the link between strategic human resource management (HRM) and business performance of the coal industry in Central Queensland, Australia.Design/methodology/approachKey performance indicators of coalmines are collected from official statistics and other publicly available records. A survey instrument is to be designed and used to collect data related to experiences and perceptions of managers and employees in coalmines. Statistical tools are used to test interrelationships between key variables.FindingsThe research will be the first empirical study of the link between strategic HRM and business performance of the coal industry. The research outcomes will contribute to the body of knowledge concerning the relationship between strategic HRM and business performance. Studying people management practices in the coal industry enables us to paint a clearer picture of the key HRM issues currently faced by the industry. As management educators, we may be more able, as a result of this study, to provide solutions to some identified problems in the industry.Originality/valueThe coal industry is very important to sustainable regional economic development. An analysis of the impact of people management approaches to business performance is likely to lead to identifying some best practices that can be potentially adopted in the wider regional business community.

Extended work shifts (more than 8 hours) and a marked increase in the use of a contractor workforce has resulted in significant productivity gains for employers. These developments we argue have resulted in an unanticipated outcome that has OHS implications: the emergence of a drive-in drive-out workforce (DIDOW) - in the case we studied, a workforce that is permanently based outside Queensland's Bowen Basin but travels to and from their place of work. The concern with a DIDOW is that the workers are at greater risk of driver sleepiness as a function of the work schedule compounded by a long-distance commute. These factors place the driver and the community at a greater accident risk. The results suggested some drivers commenced travel at 0200 and drove up to 1300 km to work. Driving in the early morning and traveling longer distances were associated with significantly higher levels of self-reported sleepiness. Some 13% of drivers reported falling asleep when driving to commence day shift compared to 23% following night shift. Driver sleepiness is a significant safety risk factor in a DIDOW. We anticipate that the planned expansion of the coal industry will result in more employees joining the DIDOW, putting more people at risk of accident.

The accurate measurement of circadian typology (CT) is critical because the construct has implications for a number of health disorders. In this review, we focus on the evidence to support the reliability and validity of the more commonly used CT scales: the Morningness-Eveningness Questionnaire (MEQ), reduced Morningness-Eveningness Questionnaire (rMEQ), the Composite Scale of Morningness (CSM), and the Preferences Scale (PS). In addition, we also consider the Munich ChronoType Questionnaire (MCTQ). In terms of reliability, the MEQ, CSM, and PS consistently report high levels of reliability (>0.80), whereas the reliability of the rMEQ is satisfactory. The stability of these scales is sound at follow-up periods up to 13 mos. The MCTQ is not a scale; therefore, its reliability cannot be assessed. Although it is possible to determine the stability of the MCTQ, these data are yet to be reported. Validity must be given equal weight in assessing the measurement properties of CT instruments. Most commonly reported is convergent and construct validity. The MEQ, rMEQ, and CSM are highly correlated and this is to be expected, given that these scales share common items. The level of agreement between the MCTQ and the MEQ is satisfactory, but the correlation between these two constructs decreases in line with the number of "corrections" applied to the MCTQ. The interesting question is whether CT is best represented by a psychological preference for behavior or by using a biomarker such as sleep midpoint. Good-quality subjective and objective data suggest adequate construct validity for each of the CT instruments, but a major limitation of this literature is studies that assess the predictive validity of these instruments. We make a number of recommendations with the aim of advancing science. Future studies need to (1) focus on collecting data from representative samples that consider a number of environmental factors; (2) employ longitudinal designs to allow the predictive validity of CT measures to be assessed and preferably make use of objective data; (3) employ contemporary statistical approaches, including structural equation modeling and item-response models; and (4) provide better information concerning sample selection and a rationale for choosing cutoff points.

The measurement properties and construct validity of the two-factor 11-item Circadian Type Inventory (CTI) was examined in a working sample comprising shiftworkers and day workers. The two factors explained 50.04% of the variance (LV = 20.24% and FR = 29.80%). Inter-item correlations were all significant and the item-total correlations suggested the weakness of one item in the LV scale. Cronbach's alpha was 0.72 (LV) and 0.79 (FR). Confirmatory factor analysis however provided marginal support for the posited structure. Vigorous types were significantly more alert than languid types across the day and suggested they are less influenced by sleep inertia on waking. Vigorous types also reported needing significantly less sleep. Significant differences in alertness between flexible and rigid types were found between 16:00 and 22:00 and suggested flexible types are less influenced by circadian and wakefulness factors during these periods. Flexible types also reported significantly less sleep need compared to rigid types. The findings suggested vigorous and flexible types would best cope with shiftwork. It is concluded that the CTI demonstrated good reliability and validity in a working sample. Recommendations for future studies are made.

The Preferences Scale (PS) is a new measure of morningness and therefore requires intensive investigation to establish its measurement properties and validity. A confirmatory factor analysis (CFA) of Smith and colleagues (2002) posited model structure was not optimal in both a student (n = 731) and working sample (n = 218). However, significant differences (p0.01) were found for times to sleep and wake between morning and evening types. Principal components and reliability analyses were used to develop a 6-item model comprising 2 factors using a student sample (n = 368). Cronbach's alpha for the PS was 0.73 and the factors explained 61% of the variance. The revised model was replicated via CFA in a separate student sample (n = 363). A subsequent CFA confirmed the model structure in the working sample. Cronbach's alpha was 0.74 and the factors explained 64% of the variance. Significant differences (p0.01) in self-reported alertness ratings between morning and evening types were obtained by time-of-day. These results provide preliminary support for the PS. The predictive efficacy of the PS requires further validation against a number of health and work-related variables.