During 1976 a study of the treatment of industrial relations by tour New Zealand metropolitan new... more During 1976 a study of the treatment of industrial relations by tour New Zealand metropolitan newspapers was carried out at Massey University. In 1977 a larger study dealing with the treatment of industrial relations by television, radio and eight major newspapers was carried out at Canterbury University. In this article the authors examine the news coverage of industrial relations by the mass media taking account not only of the New Zealand but also of the American and British research findings.
Purpose – The purpose of this paper is to empirically examine the effect of human resource manage... more Purpose – The purpose of this paper is to empirically examine the effect of human resource management (HRM) practices on employees’ organisational job embeddedness and job performance. Following the ability-motivation-opportunity (AMO) model of HRM, the authors predicted that ability-, motivation- and opportunity-enhancing HRM practices would relate to fit, links and sacrifice components of job embeddedness, with these components mediating the relationship between HRM and employee job performance. Design/methodology/approach – Data were collected from a matched sample of 197 Chinese state-own firm employees and their supervisors. Multiple mediation test was used to test direct and mediating effects. Findings – Results indicated that HRM practices contribute to the creation and development of embeddedness, and the improvement of job performance. The job embeddedness components of fit, links and sacrifice were found to mediate the HRM-job performance relationship. The results suggest ...
Behavior-based safety has been found universally efficacious when evaluated under controlled cond... more Behavior-based safety has been found universally efficacious when evaluated under controlled conditions. The Curtin Trial aimed to test the general acceptability of behavior-based safety in Australian industry. A 50% failure rate was observed. This paper presents the results of a qualitative analysis of observed managerial behavior in relation to program effectiveness. Field notes taken in the course of 325 hours of participant observation during implementation of behavior-based safety in 9 work areas were analyzed qualitatively and categorized. These data were compared with statistical results of the safety program's effectiveness on improving safe practices and good housekeeping. Nine dimensions to managerial behavior were identified which were associated with program effectiveness. A relatively small number of studies investigating organizational characteristics and safety have found generally similar social environmental features to those observed in this study. Behavior-based safety appears to be effective only in organizations with recognizable managerial styles.
Behavior-based safety programs have been well tested under controlled circumstances but less is p... more Behavior-based safety programs have been well tested under controlled circumstances but less is published on their effectiveness in uncontrolled conditions. The aims reported in this paper were to evaluate a behavior-based safety program in terms of effectiveness to improve safe work practices and good housekeeping, and the effect of mode of administration upon program effectiveness. The compliance of companies in implementing the intervention was also investigated. Methods: Nine work areas in seven companies were selected in Western Australia. A quasi-experimental within-group before-after design with a multiple baseline was employed. The behavior-based safety intervention was based closely upon that described by Komaki. Barwick and Scott, J. Appl. Psdd. 63(4) (1978) 434-445. Baseline observations continued for a minimum of four weeks and post-intervention observations for a minimum of ten weeks. Observations were conducted by employees, and feedback administered jointly by the company and the researchers. Observer agreement was monitored throughout. The outcome variables were the safe practice rate and the good housekeeping rate. Results: Three out of nine work areas demonstrated a statistically significant improvement in both safe practices and good housekeeping. Three had a significant improvement in housekeeping but a non-significant improvement in safe practices. One was worse in safe practices and improved in housekeeping (both non-significant). Two were worse in both safe practices and housekeeping (not significant). There was no association between programs coordinated by employees on the floor versus supervisor-coordinated programs. Discussion: The behavior-based safety program did not perform as well in this trial as has been previously documented. Further field trials in uncontrolled industrial conditions are needed to better understand the practical usefulness of behavioral-based safetyprograms.
This study investigates the role of intellectual capital (i.e., human, social and organization ca... more This study investigates the role of intellectual capital (i.e., human, social and organization capital) enhancing HR practices in the development of a firm's potential and realized absorptive capacity, as well as the impact of absorptive capacity on the firm's innovative performance. Results show that while human capital enhancing HR (acquisition and developmental HR) is positively related to potential absorptive capacity, social capital enhancing HR impacts on potential absorptive capacity through egalitarian practices and realized absorptive capacity through collaborative practices. Organization capital enhancing HR practices also play a role in both dimensions of absorptive capacity. Finally, our findings confirm that innovative performance is driven only by realized absorptive capacity.
... An in-depth, qualitative study of managers and accountants in a large Australian metropolitan... more ... An in-depth, qualitative study of managers and accountants in a large Australian metropolitan banking organisation investigated the problems experienced by those responsible for theimplementation of their organisation's Employee Assistance Programme (EAP) guidelines. ...
Http Dx Doi Org 10 1080 13594320444000272, Feb 17, 2007
Arguably, job designs that provide for high levels of employee control also provide increased opp... more Arguably, job designs that provide for high levels of employee control also provide increased opportunities for the development and exercise of skill. Perceived skill utilization has consistently been found to be amongst the strongest predictors of job-related affective well-being, yet is frequently neglected in studies of work redesign. In this article, a theoretical framework linking the key job characteristics of
A key challenge facing global organisations lies in balancing organisationally and culturally der... more A key challenge facing global organisations lies in balancing organisationally and culturally derived power dynamics to elicit participation and input from all sites. This paper draws on a mixed-method analysis of field data from a total of 27 conference calls and 48 interviews with nine global teams at a global minerals and mining company based in the United States and operating in Australia, Brazil, Jamaica, Spain, Suriname, and the U.S. to examine the factors inhibiting global team participation. An analysis of representation and participation in conference calls finds that calls are dominated by leaders and members at the Australian site (who comprise 65 percent of the turns at talk), which was the richest in resources and the most dominant politically. Interview analysis reveals that this inequality was due to language and cultural factors as well as organisational power dynamics among the team locations. Implications of these findings for global teams are discussed.
During 1976 a study of the treatment of industrial relations by tour New Zealand metropolitan new... more During 1976 a study of the treatment of industrial relations by tour New Zealand metropolitan newspapers was carried out at Massey University. In 1977 a larger study dealing with the treatment of industrial relations by television, radio and eight major newspapers was carried out at Canterbury University. In this article the authors examine the news coverage of industrial relations by the mass media taking account not only of the New Zealand but also of the American and British research findings.
Purpose – The purpose of this paper is to empirically examine the effect of human resource manage... more Purpose – The purpose of this paper is to empirically examine the effect of human resource management (HRM) practices on employees’ organisational job embeddedness and job performance. Following the ability-motivation-opportunity (AMO) model of HRM, the authors predicted that ability-, motivation- and opportunity-enhancing HRM practices would relate to fit, links and sacrifice components of job embeddedness, with these components mediating the relationship between HRM and employee job performance. Design/methodology/approach – Data were collected from a matched sample of 197 Chinese state-own firm employees and their supervisors. Multiple mediation test was used to test direct and mediating effects. Findings – Results indicated that HRM practices contribute to the creation and development of embeddedness, and the improvement of job performance. The job embeddedness components of fit, links and sacrifice were found to mediate the HRM-job performance relationship. The results suggest ...
Behavior-based safety has been found universally efficacious when evaluated under controlled cond... more Behavior-based safety has been found universally efficacious when evaluated under controlled conditions. The Curtin Trial aimed to test the general acceptability of behavior-based safety in Australian industry. A 50% failure rate was observed. This paper presents the results of a qualitative analysis of observed managerial behavior in relation to program effectiveness. Field notes taken in the course of 325 hours of participant observation during implementation of behavior-based safety in 9 work areas were analyzed qualitatively and categorized. These data were compared with statistical results of the safety program's effectiveness on improving safe practices and good housekeeping. Nine dimensions to managerial behavior were identified which were associated with program effectiveness. A relatively small number of studies investigating organizational characteristics and safety have found generally similar social environmental features to those observed in this study. Behavior-based safety appears to be effective only in organizations with recognizable managerial styles.
Behavior-based safety programs have been well tested under controlled circumstances but less is p... more Behavior-based safety programs have been well tested under controlled circumstances but less is published on their effectiveness in uncontrolled conditions. The aims reported in this paper were to evaluate a behavior-based safety program in terms of effectiveness to improve safe work practices and good housekeeping, and the effect of mode of administration upon program effectiveness. The compliance of companies in implementing the intervention was also investigated. Methods: Nine work areas in seven companies were selected in Western Australia. A quasi-experimental within-group before-after design with a multiple baseline was employed. The behavior-based safety intervention was based closely upon that described by Komaki. Barwick and Scott, J. Appl. Psdd. 63(4) (1978) 434-445. Baseline observations continued for a minimum of four weeks and post-intervention observations for a minimum of ten weeks. Observations were conducted by employees, and feedback administered jointly by the company and the researchers. Observer agreement was monitored throughout. The outcome variables were the safe practice rate and the good housekeeping rate. Results: Three out of nine work areas demonstrated a statistically significant improvement in both safe practices and good housekeeping. Three had a significant improvement in housekeeping but a non-significant improvement in safe practices. One was worse in safe practices and improved in housekeeping (both non-significant). Two were worse in both safe practices and housekeeping (not significant). There was no association between programs coordinated by employees on the floor versus supervisor-coordinated programs. Discussion: The behavior-based safety program did not perform as well in this trial as has been previously documented. Further field trials in uncontrolled industrial conditions are needed to better understand the practical usefulness of behavioral-based safetyprograms.
This study investigates the role of intellectual capital (i.e., human, social and organization ca... more This study investigates the role of intellectual capital (i.e., human, social and organization capital) enhancing HR practices in the development of a firm's potential and realized absorptive capacity, as well as the impact of absorptive capacity on the firm's innovative performance. Results show that while human capital enhancing HR (acquisition and developmental HR) is positively related to potential absorptive capacity, social capital enhancing HR impacts on potential absorptive capacity through egalitarian practices and realized absorptive capacity through collaborative practices. Organization capital enhancing HR practices also play a role in both dimensions of absorptive capacity. Finally, our findings confirm that innovative performance is driven only by realized absorptive capacity.
... An in-depth, qualitative study of managers and accountants in a large Australian metropolitan... more ... An in-depth, qualitative study of managers and accountants in a large Australian metropolitan banking organisation investigated the problems experienced by those responsible for theimplementation of their organisation's Employee Assistance Programme (EAP) guidelines. ...
Http Dx Doi Org 10 1080 13594320444000272, Feb 17, 2007
Arguably, job designs that provide for high levels of employee control also provide increased opp... more Arguably, job designs that provide for high levels of employee control also provide increased opportunities for the development and exercise of skill. Perceived skill utilization has consistently been found to be amongst the strongest predictors of job-related affective well-being, yet is frequently neglected in studies of work redesign. In this article, a theoretical framework linking the key job characteristics of
A key challenge facing global organisations lies in balancing organisationally and culturally der... more A key challenge facing global organisations lies in balancing organisationally and culturally derived power dynamics to elicit participation and input from all sites. This paper draws on a mixed-method analysis of field data from a total of 27 conference calls and 48 interviews with nine global teams at a global minerals and mining company based in the United States and operating in Australia, Brazil, Jamaica, Spain, Suriname, and the U.S. to examine the factors inhibiting global team participation. An analysis of representation and participation in conference calls finds that calls are dominated by leaders and members at the Australian site (who comprise 65 percent of the turns at talk), which was the richest in resources and the most dominant politically. Interview analysis reveals that this inequality was due to language and cultural factors as well as organisational power dynamics among the team locations. Implications of these findings for global teams are discussed.
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Papers by John Cordery