A5087733701- Gender Diversity and Inequality
- Job Satisfaction and Organizational Behavior
- Retirement, Disability, and Employment
- Emotional Labor in Professions
- Employment and Welfare Studies
- Family Business Performance and Succession
- Work-Family Balance Challenges
- Entrepreneurship Studies and Influences
- Labor market dynamics and wage inequality
- Career Development and Diversity
- Health disparities and outcomes
- Socioeconomic Development in MENA
- Aging and Gerontology Research
- Emotions and Moral Behavior
- Labor Movements and Unions
- Knowledge Management and Sharing
- Workplace Violence and Bullying
- Innovation and Knowledge Management
- Construction Project Management and Performance
- Higher Education Governance and Development
- Digital Economy and Work Transformation
- Creativity in Education and Neuroscience
- Employer Branding and e-HRM
- Higher Education and Employability
- Complex Systems and Decision Making
University of South Australia
2011-2023
Case Western Reserve University
2017
As the workforce ages, and people retire later in life, organizations will need to develop strategies engage their mature-age workers. We used a stereotype threat framework investigate impact of threat-inducing (young manager, young workgroup, manual occupation) threat-inhibiting (high performance practices, practices) contextual cues on worker engagement. A total 666 employees Australia described work experiences three surveys administered over three-year period. Results indicated that who...
This study investigates the antecedents and consequences of organization‐level inclusion climate. A national sample human resource decision‐makers from 100 organizations described their firms' formal diversity management programs; 3,229 employees reported perceptions of, reactions to, employers' management. Multilevel analyses demonstrate that identity‐conscious programs (programs target specific identity groups) generate an Moreover, provide evidence multilevel mediation: In with climate,...
As the proportion of older workers in labour market increases, there is a greater need to identify ways engage and retain mature age workers. In 2011, we interviewed 24 who had recently left full‐time employment A ustralia. We found that exit decisions are more complex than dichotomous choice between staying retiring. identified three distinct decision options: retire, change jobs or take break from market. Work intensification discrete personal work events influenced retire dissatisfaction...
Organizations might benefit from maintaining relationships with former employees, who could be rehired later or encouraged to refer job applicants and customers. We integrate the management literature on voluntary resignations communication relationship dissolution explore how conversations between an exiting employee his her manager facilitate (or constrain) post‐exit relationships. Employees had recently resigned full‐time jobs described their exit experiences in semistructured interviews...
Academics are increasingly expected to both do well and good (i.e., achieve success in research teaching, as have impact on stakeholders within outside academia). Yet, pathways t...
Summary Using dynamic theory and methods, we investigate the phenomenon of older workers who withdraw from paid work while still healthy. We focus on intention to retire as penultimate stage in retirement process. extend socio‐emotional selectivity explain growth retire. Older have a rising perception time running out but good health allows for an ongoing choice between remaining or active retirement. While, general, people poor greater than those health, hypothesize that passage motivates...
Despite recent employer interest in hiring mature-age employees, jobseekers experience lengthy periods of job search indicating that efforts to attract mature age are falling short. We drew on similarity attraction paradigm and stereotype threat framework examine how respond recruitment materials. Ninety-six described their reactions prototype advertisements varying photos text age. They then detailed personal experiences with interviews. Responses suggested used the cues conveyed by one...
The increase in workforce diversity is a global phenomenon and puts extra pressure on organizations to manage employee diversity. This organizational challenge reflected the 2019 All-Academy theme, “Understanding Inclusive Organization.” However, despite strong body of research experiences climate, scholars have not been as prolific at providing practitioners robust evidence-based advice regarding organizational-level efforts. symposium has brought together researchers who are using various...
Socio-emotional wealth (SEW), a critical resource for family businesses, is anchored to the emotions of co-workers (family members who work in business). Since emotional interactions are key managing relationships, undertake emotion regulation strategies order manage these relationships and preserve SEW business. Based on 41 semi-structured interviews with business co-workers, we found that used two groups situation modification strategies: (a) Walls- separation prevent relational dynamics...
As the workforce ages, and people retire later in life, organizations will need to develop strategies engage their mature-age workers. We used a stereotype threat framework investigate impact of diversity blind (high performance work practices) conscious (supportive organizational practices on worker engagement. 666 employees Australia described experiences three surveys administered over three-year period. Results indicated that who experienced workplace reported lower engagement 11-12...
Organizations might benefit from maintaining relationships with former employees, who could be re-hired later or encouraged to refer job applicants and customers. We integrate the management literature on voluntary resignations communication relationship dissolution explore how conversations between an exiting employee his her manager facilitate (or constrain) post-exit relationships. Employees had recently resigned full-time jobs described their exit experiences in semi-structured...