Improving employee outcomes in the public sector

Purpose – The purpose of this paper is to examine the efficacy of the demand-control-support model, augmented with employee perceptions of organisational justice and degree of met expectations.

Design/methodology/approach – Data were collected from 128 public sector employees working in a large state police force operating under many of the elements of new public management. Hierarchical multiple regression analyses were conducted using four indicators of occupational strain: employee wellbeing, job satisfaction, organisational commitment and intent to quit.

Findings – The results of this study suggest that the demand-control-support model has great utility in identifying those aspects of the work environment associated with employee strain. Job control and social support at work in particular were the most consistent predictors. In contrast, the expectation and justice variables failed to make significant contributions to the model in all but one analysis providing no support for the “injustice as stressor” perspective.

Research limitations/implications – Although a cross-sectional design was utilized, these results highlight the value of applying the parsimonious demand-control-support model to a wider set of outcomes, especially in a public sector environment.

Practical implications – The results emphasize the importance of the relatively neglected “softer” work characteristics support and control. In order to combat the ill-effects of organisational reforms and prompt a shift towards the public value approach, managers operating under elements of new public management should ensure that adequate social support at work is available and that employee control is commensurate with their demands.

Originality/value – This study examined an augmented demand-control-support model and identified that whilst perceptions of justice can influence employee attitudes and wellbeing, the demand, control, and support variables remain the most influential factors with regard to public sector employee attitudes and wellbeing.

The identification of implicit theories in domestic violence perpetrators

An understanding of how the beliefs of domestically violent offenders might influence their abusive behavior is central to the development and delivery of any intervention program that aims to reduce the risk of further violence against women and children. This article reports the results of a preliminary investigation into the core beliefs of a sample of domestically violent men. Three major themes emerged from an analysis of the accounts of their violence, which were understood in relation to three implicit theories that participants held about themselves, their relationships, and the world. These are discussed in terms of previous studies of offender cognition, how domestic violence programs might be conceptualized, and their implications for practice.

Do investors value disclosed versus recognised employee share options differently?

Prior research provides evidence consistent with footnote disclosures are being valued by investors. However, there are arguments as to whether the market would acquire and/or process disclosed versus recognised information in the same way. Prior studies have been inconclusive on the findings. This research provides evidence for the conditions under which differential valuation exist. Three factors are examined. First, I investigate whether the differential valuation is related to the reliability of the accounting estimates. Second, due to higher processing costs on disclosures relative to “recognised” information, I investigate whether sophistication of investors contributes to the differential valuation. Finally, I examine systematic biases arisen from how investors process information due to limited attention paid to disclosures. The results show that the market does process information in a complicated way. Investors discern the reliability of accounting estimates and value them differently when processing the information.

Ethical issues for internet use policy : balancing employer and employee perspectives

An organisational internet use policy (IUP) is a recognised deterrent to manage insider internet misuse. However, IUPs have proven ineffective against this threat, perhaps because of their neglect of the ethical issues involved. An important part of setting an IUP involves the resolution of key ethical dilemmas when employer and employee perspectives conflict. This paper explores the ethical issues that must be addressed when developing an organisational IUP. It draws on a conceptual analysis and an interpretive study of five medium-size and large organisations in Australia and North America. The paper provides a set of key ethical issues for an IUP and compares and contrasts the employer and employee perspectives. It highlights the need to balance the employer and employee perspectives when setting an IUP. Other implications for theory and practice are discussed.

Timing and frequency data for passenger divesting at Melbourne domestic airport

The data covers the timing and frequency for divesting in the passenger screening process at Melbourne Airport, Victoria. Divesting is defined as the process of removing items from one's person before going through the screening process and placing them and cabin luggage onto the X-ray conveyor. This may also include removing items from bags to assist in the screening process.

Timing and frequency data for passenger divesting at Sydney domestic airport

The data covers the timing and frequency for divesting in the passenger screening process at Sydney Airport, New South Wales. Divesting is defined as the process of removing items from one's person before going through the screening process and placing them and cabin luggage onto the X-ray conveyor. This may also include removing items from bags to assist in the screening process.

Timing and frequency data for passenger divesting at Adelaide domestic airport

The data covers the timing and frequency for divesting in the passenger screening process at Adelaide Airport, South Australia. Divesting is defined as the process of removing items from one's person before going through the screening process and placing them and cabin luggage onto the X-ray conveyor. This may also include removing items from bags to assist in the screening process.

Timing and frequency data for passenger composing at Melbourne domestic airport

The data covers the timing and frequency for composing in the passenger screening process at Melbourne Airport, Victoria. Composing is defined as the process of collecting personal items after the screening process.

Timing and frequency data for passenger composing at Sydney domestic airport

The data covers the timing and frequency for composing in the passenger screening process at Sydney Airport, New South Wales. Composing is defined as the process of collecting personal items after the screening process.

Timing and frequency data for passenger composing at Adelaide domestic airport

The data covers the timing and frequency for composing in the passenger screening process at Adelaide Airport, South Australia. Composing is defined as the process of collecting personal items after the screening process.

Timing and frequency data for passenger walk through metal detection at Melbourne domestic airport

The data covers the timing and frequency for passengers walking through the metal detectors as part of the screening process at Melbourne Airport, Victoria.

Timing and frequency data for passenger walk through metal detection at Sydney domestic airport

The data covers the timing and frequency for passengers walking through the metal detectors as part of the screening process at Sydney Airport, New South Wales.

Timing and frequency data for passenger walk through metal detection at Adelaide domestic airport

The data covers the timing and frequency for passengers walking through the metal detectors as part of the screening process at Adelaide Airport, South Australia.