Management and Marketing - Research Publications
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ItemFrom Apples and Cases to Barrels and Orchards: Macro-Level Drivers of Workplace Abuse(Academy of Management, 2019-08-01)Workplace abuse, broadly defined as interpersonal mistreatment against employees in the workplace that might harm or injure them and contribute to a hostile work environment, is one of the most pervasive and harmful problems faced by organizations worldwide. In the current symposium, we focus attention on the macro-level drivers of workplace abuse that occur within organizations and in society more generally. At the societal level, we will have one paper about important global trends affecting today’s organizations. The paper investigates how, why, and for whom these macro forces have implications when it comes to workplace harassment. At the organizational level, we will have three papers, one dedicated to unpacking the multiple dimensions of organizational tolerance for abuse. Two more papers will focus on structural organizational features, namely the mechanisms of communication, and structural pay inequality that can impact perceptions of interpersonal abuse at work. We argue that a stronger focus on studying the “barrel” and “orchard”, rather than “apples” and “cases”, can enhance our understanding of social and structural factors that underpin everyday workplace interactions and help us identify new avenues of theorizing and practice to prevent interpersonal workplace abuse.
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ItemPredicting Employee Attitudes to Workplace Diversity from Personality, Values, and Cognitive Ability(Elsevier, 2019)The current study assessed the predictive validity of broad and narrow measures of personality, values, and cognitive ability on employee attitudes to workplace diversity. Australian working adults (N = 731; 66% female; mean age = 43, SD = 12) completed the 200- item HEXACO Personality Inventory, Schwartz's Portrait Values Questionnaire, ACER measures of numeric, verbal, and abstract reasoning ability, the Attitudes Toward Diversity Scale, and four scales measuring prejudice towards female workers, ethnic workers, older workers, and workers with a disability. Results showed that Honesty–Humility, Extraversion, Openness, and cognitive ability (especially verbal) predicted more positive attitudes to workplace diversity. Valuing power, security, and tradition more, and valuing universalism less was associated with more negative attitudes to workplace diversity.
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ItemRecruit Smarter - Technical Report(Victorian Government, 2018-10-10)Recruit Smarter trialled four pilot interventions across a range of government departments and private sector organisations. The four interventions included two trials of targeted recruitment via modified language use in job advertisements, a CV de-identification program, and the provision of training to address unconscious bias. The pilot program has found evidence that these interventions are beneficial to improving equity of opportunity for diverse Victorian applicants.
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ItemWho Is the Wolf and Who Is the Sheep? Towards a More Nuanced Understanding of Workplace Incivility(Cambridge University Press (CUP), 2018-01-31)Cortina, Rabelo, and Holland's (2018) perspective on studying victimization in organizations is a welcome contribution to workplace aggression research. We share their believe that considering a perpetrator predation paradigm may advance and proliferate research on issues related to gender harassment, bullying, mobbing, and other explicitly overt forms of victimization where the intent to harm is supposedly clear. However, we propose that, if blindly adopted, neither the dominant victim precipitation paradigm nor the suggested perpetrator predation paradigm will improve research on incivility or other more covert and indirect forms of victimization. In fact, we suggest in our commentary that both models may be counterproductive for understanding and remedying incivility in organizations.
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ItemA Question of Ethics: Navigating Ethical Failure in the Banking and Financial Services Industry(Chartered Accountants Australia and New Zealand, 2016)Since the global financial crisis (GFC), financial institutions and practitioners in Australia, New Zealand and Asia have come under scrutiny for a range of ethical transgressions leading to industry scandal, as have their more well-known counterparts in the United States and United Kingdom. Some scandals were caused by people who – driven by greed and the demands of a complex, fast-paced industry – chose to behave unethically. However, evidence from social psychology points to an alternative explanation: a good deal of unethical behaviour is also unconscious. In A Question of Ethics, we draw on themes and findings from various industry scandals to examine contributing factors at the structural, social and individual levels that influence ethical conduct, and how these may be distorted by what social psychologists refer to as cognitive biases. We present data from a six-country survey of banking and financial services industry practitioners, which explores attitudes towards questionable practices and seeks views about the potential for ethical improvement.
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ItemAtención y memoria en una muestra de pacientes con quejas de memoria(Sociedad de Neuropsicología de Argentina, 2014-07-14)The goal of this investigation was to evaluate cognitive deficits on attention and memory through neuropsychological testing in patients with memory complaints. We assessed 204 subjects divided into four groups: 33 controls, 62 with No Cognitive Disorder, 65 with non demential cognitive disorder and 44 with dementia of the Alzheimer’s Type. We administrated several neuropsychological tests to evaluate focalized attention, sustained attention, attention span, concentration, retention and recall memory for both verbal and visual material. The results show that patients with dementia of the Alzheimer’s Type show deficit in all the modalities of attention and memory assessed. The patients with non demential cognitive disorder differ from controls only if the group was divided by age. In patients under 60 years of age there were no differences in the tests administered compared to controls; the group of patients with 60 years and over was different from controls in some tests of attention and memory, with the group of controls having better results than the group of patients with non demential cognitive disorder. We conclude that this group of patients corresponds to Mild Cognitive Disorder and that this entity should consider age in its diagnostic criteria.
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ItemResilience: Women's Fit, Functioning and Growth at Work: Indicators and Predictors(Melbourne Busine, 2012)
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ItemA review of the evidence regarding work-life policies(Ormond, 2013)
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ItemTransition to Primary School: A Review of the Literature(Australian Government Department of Health and Ageing, 2011)
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