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This study examines gender differences in the impact of risky social network site (SNS) practices on the likelihood of cyberbullying victimization among Millennial Facebook users. We surveyed students enrolled in business courses at three medium-sized universities; two located in the midwestern and southeastern parts of the United Sates and the other in the southeastern part of Australia. Results from 380 respondents show that males were significantly more likely than females to post indiscreet information and experience a greater number of incidences of cyberbullying. While cyberbullying victimization was significantly related to the number of friends that one has unfriended, there were no gender differences in the extent to which individuals unfriend others on Facebook. Regarding the source of cyberbullying, both genders were significantly more likely to experience cyberbullying from the opposite gender. However, males were significantly more likely than females to be cyberbullied by a classmate, co-worker, roommate, former university classmate, former romantic partner, or someone they did not know. Implications and suggestions for future research are provided.

This study examines the impact of risky social network site practices (SNS) and individual differences in self-disclosure and personality on the likelihood of cyberbullying victimization among young adult Facebook users. Results from 572 respondents show that posting indiscreet or negative content, having Facebook friends who post such content, and number of Facebook friends were all strong predictors of cyberbullying victimization. In addition, most of the personality variables examined (conscientiousness, extroversion, agreeableness, emotional stability, self-disclosure) were significant predictors of at least some of these risky SNS practices. However, only extroversion and openness were significant predictors of cyberbullying victimization. Implications for individuals and organizations are provided.

The purpose of this thesis is two-fold. This study investigates the effects new public management (NPM) reforms have on public servants in one particular agency. The results of this investigation suggest that one of the reform programs, customer service orientation, appeared to be of concern to public servants affecting their motivation and morale. This led to further research with the aim to explore a likely relationship between customer service orientation and motivation. Therefore, the two research problems investigated in this thesis are: 1. What, if any, effects do new public management reforms have on public servants? 2. Does an organisation’s customer service orientation have an impact on public service motives and if so, how? Answers to these questions are important for the implementation and management of reform programs and for the effective and efficient performance of public service organisations. Motivation in particular is a critical component for job satisfaction, organisational commitment, and good citizenship behaviour, and as such has important ramifications for the organisation’s performance, culture, and ultimately its customers. The study starts with in-depth interviews with employees from one public service agency that experienced major reform processes. The findings of this first part of the investigation indicate that public servants were indeed affected by the reform process and although they had high expectations of the reforms at the onset, they were quickly disillusioned. The main areas of concern were found to be customer service, morale, and motivation. To explain the interview data two existing constructs are used. The customer service construct includes information-based, culture and philosophy-based, and service and interaction-based interpretations of customer service orientation (CSO), whereas the motivation construct is based on public service motives (PSM) and explains rational, normative, affective, and self-sacrifice motives. T

The Australian public service has experienced dramatic changes during the last few decades. One of the changes is the push for public servants to behave in accordance with private sector principles, such as customer service orientation. This paper is developing a research study that aims to analyse the motivational forces that enable (or disable) the behavioural changes of public servants and what impact (if any) those changes have on traditional public service motives. The study intends to use an extended expectancy-valence model together with a public service motive measurement scale to identify if there are relationships between motivational forces, customer service oriented behaviour and public service motives.

This paper examines the performance appraisal system that has been implemented in some public service organisations in line with the changes to a more commercialized structure. In an effort to change the behaviours and attitudes of public servants, performance appraisal systems have incorporated the new values and desired behaviours. Although a myriad of studies exist in regards to the new public management and on the topic of performance appraisal systems, there are few critical management studies of the implementation and operation of performance appraisal in the public sector. To date, most critical studies of performance appraisal have concentrated on the private sector. This paper seeks to rectifY the neglect of the public sector in the literature. It does so by proposing a critical discourse analysis as a methodology to establish if performance appraisal systems are used as a tool through which management can influence, control and manage the organisation, change values, norms, behaviours and thus create and/or sustain a particular version of organisational and social reality.

In response to the continuing under-representation of women in academic positions of higher rank, the Faculty of Commerce and the Employment, Equity and Diversity unit at the University of Wollongong jointly supported a Women in Commerce Research Platform (WICRP) with the view to increasing research of women in commerce. We describe the WICRP and evaluate it in the context of prior research related to the specific challenges faced by female academics. The WICRP pilot period was reviewed using surveys and open ended questions and our findings are generally consistent with prior research. This paper draws on these findings and in writing about them (both as researchers and participants) we focus on the role of research as praxis. We discuss the potential impact of specific strategies to support academic women in research and its contribution to the ideal of community. In suspending methodological and theoretical differences we note the imperative for a shared space to also accommodate diversity as an empowering strategy. Just as dichotomies between work and family need to be problematised, so must the differentiation between research, teaching and administration in evaluating career progression.