Management and Marketing - Research Publications
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ItemThe generational "exchange" rate: How generations convert career development satisfaction into organisational commitment or neglect of work(WILEY, 2018-11)Abstract Utilising social exchange theory, we investigate the exchange of career development satisfaction for organisational commitment and neglect of work. Employees can, however, show more or less reciprocity towards their organisation. We assess the role of generational membership (Baby Boomers vs. Generation X) as a determinant of reciprocity. Boomers began work when jobs were “for life”; they value job security and tend to rely on the organisation for their career direction. In contrast, Generation X generally commenced work during the recession of the early 1990s, so they feel they cannot rely on one employer for a lifetime of employment. We investigate the extent to which generational differences in work and career values moderate the relationship between career development satisfaction and organisational commitment or neglect of work. We find, using data from 1,530 employees in one organisation, that Generation X are more likely to exchange high career development satisfaction for higher levels of organisational commitment and lower neglect of work than are Boomers.
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ItemResponse Style Differences in Cross-National Research Dispositional and Situational Determinants(SPRINGER HEIDELBERG, 2012-06)
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ItemThe influence of union membership status on workers' willingness to participate in joint consultation(SAGE PUBLICATIONS LTD, 2010-03)This study investigates the willingness of workers in a unionized environment to participate in a joint consultation committee (JCC). It focuses on the differences between union members and non-members. We derived hypotheses from a consumer services theoretical approach to participation in collective activities. Using hierarchical regression, we analysed the survey responses of 1456 employees in a large Australian public sector organization. Members were more willing to participate in the JCC the more they expected instrumental outcomes and the more they valued discussion of issues that lay outside collective bargaining. They were less willing to participate the more they valued discussions about issues normally dealt with in union-based negotiations. Non-members were more willing to participate, the more they expected the JCC to result in democratic representation.