Licensing negotiation: How credits, credentials, and context generate behavioural latitude. Women need to negotiate in order to secure economic resources, but their efforts to negotiate violate gender stereotypes and evoke backlash. This project integrates the negotiation, gender stereotypes, and psychological licensing literatures to understand how employees’ behavioural histories, and the behavioural histories of their employers, give employees psychological license to violate stereotyped expe ....Licensing negotiation: How credits, credentials, and context generate behavioural latitude. Women need to negotiate in order to secure economic resources, but their efforts to negotiate violate gender stereotypes and evoke backlash. This project integrates the negotiation, gender stereotypes, and psychological licensing literatures to understand how employees’ behavioural histories, and the behavioural histories of their employers, give employees psychological license to violate stereotyped expectations. This project combines laboratory and field methods to identify situations in which both men and women can negotiate economic outcomes without putting their organisational relationships at risk. The project’s findings will help employees to decide when and where to negotiate, and enable managers to design workplaces that sustain gender equity.Read moreRead less
Understanding the learning and development of employees' emotion regulation strategies over time: rethinking the paradigm. This project investigates how new employees develop strategies for managing emotions at work. Using applied and laboratory designs, this research extends our understanding of how organisational socialisation processes influence new employees' management of emotions and identifies the levers to improve employee wellbeing, productivity and retention.
Building individual and collective proactivity in performance-critical work contexts. This research focuses on mobilising individuals and groups to take charge of their situations and self-initiate positive change. It aims to support proactive workforces that can deliver quality health care and community service because employees think ahead, actively introduce better ways of doing things and make the most of opportunities.
The evolution of global communities of practice within organisations: leveraging structure, identity and coordination. Communities of practice, groups of people who interact to share interests, concerns, or problems in a topic area, are popular within global organizations seeking to leverage dispersed knowledge and expertise for competitive advantage. This research project will examine factors that influence the effectiveness of global communities of practice.
(When) should organisations employ over/underqualified individuals? The aim of the project is to better understand how employee qualifications (ie the extent to which an employee is qualified for the job they hold) influences their voluntary turnover decisions and job performance. Demand and supply in the labour market are frequently out of sync; around half of Australian employees have a level of qualification that does not match the position in which they are currently working. The project aim ....(When) should organisations employ over/underqualified individuals? The aim of the project is to better understand how employee qualifications (ie the extent to which an employee is qualified for the job they hold) influences their voluntary turnover decisions and job performance. Demand and supply in the labour market are frequently out of sync; around half of Australian employees have a level of qualification that does not match the position in which they are currently working. The project aims to establish under what conditions organisations and employees can get the performance benefits from employee qualifications while avoiding fast rates of voluntary turnover. The goal of the project is to develop insights about how to make full use of the benefits of qualifications while avoiding the pitfalls. Insights from this research may be of potential benefit to both workers and to employing organisations.Read moreRead less
Older workers & psychological contracts: A dynamic perspective. This project aims to track the trajectories of older workers’ psychological contracts that shape their give-and-take with the organisation. Little is understood about how these psychological contracts change as older workers continue to pursue work through their fifth, sixth, seventh and eighth decades of life. This project tracks older workers over intensive, repeated in-depth interviews and a large-scale longitudinal panel study. ....Older workers & psychological contracts: A dynamic perspective. This project aims to track the trajectories of older workers’ psychological contracts that shape their give-and-take with the organisation. Little is understood about how these psychological contracts change as older workers continue to pursue work through their fifth, sixth, seventh and eighth decades of life. This project tracks older workers over intensive, repeated in-depth interviews and a large-scale longitudinal panel study. The outcomes fill significant gaps in our understanding of older workers’ needs and orientation toward work, and identify the age-related changes and organisational practices that spur older workers to sustain a strong trajectory of productive participation in the workforce.Read moreRead less
Human Decision-Making Processes and Outcomes in the Oil and Gas Industry. A new theoretical framework, including a new Decision Taxonomy and the development of a new measure of decision quality, will be used to underpin a study of decision processes and outcomes in the oil & gas industry, and to explore the relationship between them. Processes and outcomes will be evaluated in both a controlled laboratory setting that replicates the characteristics of real decision environments, and by analysing ....Human Decision-Making Processes and Outcomes in the Oil and Gas Industry. A new theoretical framework, including a new Decision Taxonomy and the development of a new measure of decision quality, will be used to underpin a study of decision processes and outcomes in the oil & gas industry, and to explore the relationship between them. Processes and outcomes will be evaluated in both a controlled laboratory setting that replicates the characteristics of real decision environments, and by analysing actual historical decisions made in oil & gas and other industrial settings. If successful the results will ultimately lead to the safe, responsible and optimal performance of the oil & gas industry in particular, and for other industries with similar characteristics.
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When and How Does High Pressure Supervision become Abusive? Employees in both public and private sector organisations are today being urged to do more with less. Consequently work team supervisors are under pressure to demand more effort from subordinates. But when does this cross the line to become abusive supervision? This project proposes to develop and test a framework intended to explain, from an employee's perspective, how supervisors can motivate their subordinates to perform and at the s ....When and How Does High Pressure Supervision become Abusive? Employees in both public and private sector organisations are today being urged to do more with less. Consequently work team supervisors are under pressure to demand more effort from subordinates. But when does this cross the line to become abusive supervision? This project proposes to develop and test a framework intended to explain, from an employee's perspective, how supervisors can motivate their subordinates to perform and at the same time avoid being seen as abusive. The project includes three studies whose results aim to have both theoretical and practical implications, and in particular to help supervisors to understand their subordinates' behaviours, leading to improved employee wellbeing and organisational productivity.Read moreRead less
Achieving flexibility through coordination: reframing the practice of ambidexterity to benefit business and employees during organisational change. Work teams are frequently used yet their capability to perform is constrained by organisational restructures that emphasise centralisation. This project will examine ways to mitigate these potential negative consequences through flexible work arrangements that enable and sustain effectiveness for business units and teams as well as for employees outs ....Achieving flexibility through coordination: reframing the practice of ambidexterity to benefit business and employees during organisational change. Work teams are frequently used yet their capability to perform is constrained by organisational restructures that emphasise centralisation. This project will examine ways to mitigate these potential negative consequences through flexible work arrangements that enable and sustain effectiveness for business units and teams as well as for employees outside work.Read moreRead less
Employee wellbeing and productivity: the role of territoriality, conflict and emotions. Australia is investing billions in redesigning modern office spaces, but the effect of office layout on employees is still not well understood. Using innovative real-time data collection techniques, an international team will study the effect of office layout and develop a training package to improve office-worker productivity and wellbeing.