Employer (dis)satisfaction With Australian marketing graduates: the development of a research framework

The gap between the skills and competencies of graduates on finishing their degrees and those required by employers is well documented in the literature with the development of educational curricula in business, and particularly marketing, being the subject of much research and debate over the past two decades. Nevertheless no comprehensive model appears to have been developed or tested within the Australian education sector to ensure the provision of adequate information on which to base decisions in this field. This paper attempts to contribute to this research area by presenting preliminary investigations into the needs of Australian businesses mainly in relation to marketing skills of graduates. Using a mail survey to collect data from 194 Australian businesses, a Wilcoxon signed-rank test was used to investigate the significant differences between the importance and satisfaction levels placed by employers on various graduate attributes. Findings of this research show that marketing skills appear to be valued at a lower level than general graduate attribute skills and that marketing programs may need to focus on basic marketing skills, more general skills and personal attributes rather than the higher level marketing skills that we currently teach at Australian universities.

Aversive sexism and emotion regulation in a masculine organization

This study explores aversive sexism as an extension of Dovidio and Gaertner's (2004) recent notion of aversive racism. In this study, we investigate the presence of aversive sexism by examining relationships between emotional experience and emotion regulation in a masculine organization, an Australian Police Force ('APF').

Employer matters in 2008

In terms of employer matters, the year 2008 may be best characterized as one dominated by change, challenge and Canberra, as the political landscape was transformed, industrial relations legislation was rewritten and global capitalism went into financial meltdown. The new political and economic environment seemed to demand a greater emphasis on consultation, efforts at cooperation and, dare I say it, in some cases even ‘consensus’. Nevertheless, employers were nonetheless active in pursuing their own objectives, with the main employer associations preoccupied for most of 2008 lobbying for changes and amendments to the form and substance of Labor’s new industrial relations regime, Forward with Fairness. Importantly, the new industrial and legal landscape suggested that the changed status of the ‘parties’ vis-a-vis awards, is likely to lead to increased competition for relevance among employer associations, leading to a series of amalgamations and rationalization, much as occurred with unions in the 1990s.

Employer matters in 2007

The year 2007 may well be remembered as one being short on major industrial disputation, yet one where industrial relations itself dominated public discussion and political life of the country like no other time in Australia's history. It was a year dominated by the electoral cycle, with both organized labour as well as major employers playing their cards very carefully, lest they provide political ammunition to their political and industrial opponents. Thanks largely to the effectiveness of the union movement's anti Work Choices campaign, major employer groups and their political allies the Howard government found themselves fighting a rearguard, and ultimately losing, battle, valiantly trying to defend the Work Choices regime. At year's end, the Liberal government had lost office, Prime Minister John Howard had lost his own seat in Parliament, and the Rudd Labor Government had been swept to power with a clear mandate to dismantle the Work Choices regime. Yet despite this conclusion to a year dominated by debate over industrial relations, it seems that employers had nevertheless lobbied Labor party leaders successfully enough to secure the continuation of many key components of the former Howard government's industrial relations regime.

Communicating the ethos of codes of ethics within the organization : a comparison of the largest private sector organizations in Sweden and Turkey

Purpose – The purpose of the paper is to examine the ways that the largest private sector organizations in Sweden and Turkey communicate the intent of their codes of ethics to their employees.

Design/methodology/approach – Primary data were obtained via a self-administered mail questionnaire distributed to a census of the top 500 private sector organizations based on revenue in each country.

Findings – The research identified some interesting findings that showed that the small group of companies in Turkey that have a code may appear to be more “advanced” in ethics artifacts usage than Sweden. Such a conclusion is counter-intuitive as one would have expected a developed nation like Sweden to be more advanced in these measures than a developing nation such as Turkey. Culture may play a large role in the implementation of ethics artifacts in corporations and could be a major reason for this difference.

Research limitations/implications – As this is such a new area of investigation in Turkey, the responses amount to only 32 companies that have a code. The small sample is indicative of the formative evolution toward having codes of ethics within companies operating within Turkey.

Practical implications – This study enables those organizations that comprise corporate Turkey to view the current state of codes of ethics in Turkish companies and to compare these with the responses of a developed country of the European Union. Originality and value – A review of the literature indicates that this is the first time that such an international study specifically focused upon codes of ethics and the artifacts to inculcate the ethos of the code into every day corporate affairs has included Turkey as one of the participating countries.

Diversities in the professional organization of accountants : a comparability study with insights from the Chinese experience

While spatial, historical and cultural variations across different countries have prevented any generalisation to be made of the professionalization process, various analytical themes can be said to have emerged in scholarly inquires relating to the professional organization of accountants. In highlighting these broad themes, this study argues that they have all revolved around one important relationship-that of the state and the accounting profession. The dynamics and the fluid nature of this intriguing relationship is further captured and contrasted in this study through an investigation of an episode of intra-professional conflict during the professionalization experience of the Chinese accountants.

Evaluating quality of life in hip and knee replacement: psychometric properties of the World Health Organization Quality of Life short version instrument

Objective: To evaluate the psychometric properties of the World Health Organization Quality of Life short version instrument (WHOQOL-BREF), and to determine its responsiveness in assessing early outcome after total hip or knee replacement surgery.

Methods: At baseline (entry to an orthopedic waiting list), 279 participants completed the WHOQOL-BREF instrument, Western Ontario and McMaster Universities Osteoarthritis Index (WOMAC), Assessment of Quality of Life (AQOL) instrument, Kessler Psychological Distress (K10) scale, and the modified Health Assessment Questionnaire (MHAQ). A total of 74 patients completed reassessments 3 months after surgery.

Results: The WHOQOL-BREF demonstrated acceptable internal consistency for all domains (Cronbach's = 0.76-0.84) and moderate concurrent validity for the physical and psychological domains (r = 0.67 for physical versus AQOL; r = -0.71 for psychological versus K10). Minimal ceiling or floor effects were identified at baseline or 3 months, except for the social relationships domain. The disease-specific WOMAC subscales were most responsive to change (relative efficiency [RE] 0.66-1.00). Apart from social relationships, all WHOQOL-BREF scores improved significantly after surgery. The physical domain was more responsive than the AQOL (RE 0.50 versus 0.42) and was similar to the MHAQ (RE 0.55 for MHAQ). The responsiveness of the psychological domain was similar to that of the K10 scale (RE 0.11 versus 0.08).

Conclusion: The WHOQOL-BREF has good psychometric properties for use in persons with severe joint disease, and by providing complementary information, it offers clinicians and researchers an additional tool for comprehensively assessing quality of life in this patient group.

Subtle sexism : re-informing intergroup bias and regulating emotion in an Australian police organization

From a liberal feminist perspective, we argue that gender can both inform and should continue to be informed by social identity studies in efforts to understand and manage subtle sexism in contemporary workplaces. We investigated the presence of a form of subtle sexism, affective aversive sexism, in an Australian male-dominated organization: a police force. To do this we surveyed 159 policemen and examined relationships between individual emotional experience, emotional intensity and emotion regulation. Results indicated that, in a subtle display of intergroup bias, policemen experienced both higher positive and higher negative emotions in the presence of other policemen than of policewomen who, we argue, may be less central in the men's identities and relationships at work. Implications for research, training, and emotion management in the workplace are discussed and it is suggested that liberal feminist research can contribute much to understanding the dynamics that reproduce structural segregation in the workplace.