Justice in the workplace : the centrality of social versus judgmental predictors of performance varies by gender

Men and women are said to perceive justice differently, with women proposed to  be more concerned with relational issues and men focused more on material issues. In this study, the potential for differential effects of justice on performance by gender was analyzed across the four contemporary types of justice.  Respondents were 265 male and 113 female occupationally diverse employees in a single organization. The results show significant differences in how men and women respond to the four justice types with only one – informational justice – acting similarly by gender. The differential relationships between each of the justice types and the outcomes by gender highlight the utility of the four factor approach to measuring organizational justice. Women were more interested in maintaining social harmony than men. The results appear to strongly support the use of the justice judgment model over the group-value model as a means of explaining the gender differences. Implications for management include the importance of informational justice both generally and within the performance appraisal process.

Raising the profile of depression in the workplace

The prevalence of depression in the Australian workforce is unknown. Epidemiological surveys (e.g., the National Health Survey and National Survey of Mental Health and Wellbeing) do not routinely include a depression scale and within the mental health field, few studies focus on depression and employment groups specifically. Although the inclusion of a direct measure of depression in  national surveys is preferable, the prevalence of depression may be inferred from short screening scales of general mental health. In this paper, scores on the  General Health Questionnaire (GHQ-12) and the Kessler psychological distress scale (K10) for a sample of employed persons were mapped onto the CES-D (Iowa) measure of depression. The results of this study indicate that the  recommended GHQ-12 cut-off point is appropriate for estimating work-related depression prevalence. However, the cut-off point on the K10 (the short-scale  currently used in Australian national surveys) may need to be substantially  reduced if scores on the K10 are to be used to identify workers at risk of  depression. The routine inclusion of a direct depression measure in national  surveys is recommended, particularly considering the number of employed persons in Australia and large proportion of the sample classified as depressed in this study.

Australian women learning information technology skills in the workplace

This thesis investigated gender, learning and equity within the context of women learning IT skills in Australian workplaces. The research identified women's training needs and responses when attending IT classes and found that many women in the workplace grapple with issues of social conditioning predicated on common perceptions of IT being aligned with a masculine culture.

Adoption of VIDEOoverIP by deaf people in the workplace

This study explored deaf employees' adoption of videocommunication-via-the Internet, allowing sign language use between deaf people, and between deaf and hearing people via Video Relay Interpreting service. Major findings included a paradigm shift from text to video communication; and, a divergence from typical adoption theory, with government intervention required to prime the adoption of videocommunication by deaf people in Australia.

Learning to deal with change in the workplace

Examines how people in four separate workplace communities learnt to deal with change in the workplace. Explores the influences that affect how people learn to handle change and what can be done to improve the way workers learn to cope with change.

Micro-blogging in the workplace

Micro-blogging services such as Twitter, Yammer, Plurk and Google Buzz have generated substantial interest among members of the business community in recent years. Many CEOs, managers and front-line employees have embraced micro-blogs as a tool for interacting with colleagues, employees, customers, suppliers and investors. Micro-blogs are considered a more informal channel than emails and official websites, and thus present a different set of challenges to businesses. As a positional paper, this paper uses a case study of a bogus Twitter account to emphasise security and ethical issues relating to (i) Trust, Accuracy and Authenticity of Information, (ii) Privacy and Confidentiality, and (iii) Scams and Frauds, when micro-blogs are used in the workplace. It also highlights the potential risks businesses are exposed to if employees use micro-blogs irresponsibly. The paper contributes to practice by providing suggestions on managing security and ethical risks associated with micro-blogging in the workplace. It contributes to research by building on existing research in trust and data privacy in electronic communication.

The impact of learning in the workplace policy on differing ICT degrees

At Victoria University, the release of a new Learning in the Workplace and Community (LiWC) policy has been introduced to ensure that graduates are job and career ready. The policy underlines the importance of workplace contextual learning in all course deliveries and is scheduled for progressive implementation by 2010. For each degree, the policy mandates that a minimum of 25% of program content and assessment must be related to work integrated learning.

Compliance with the 25% shift poses significant challenges for its implementation upon all undergraduate programs since the policy is expected to impact upon program structures, unit deliveries, assessment practices, and course administrations. In particular, there has been an extensive review of existing approaches to learning and teaching in the programs that deliver information and communications technology (ICT) degrees across business and science faculties. This paper describes the current Bachelor of Science in Computer Science and Bachelor of Business in Information Systems programs identifying similarities and differences between the two offerings with respect to their learning in workplace components. It explores possible synergies between the two programs that could be capitalized upon to implement the LiWC policy and details the challenges to both faculties in mounting a coordinated response.

Extended self and possessions in the workplace

This study of the meanings of possessions displayed in the offices of employees in a high technology firm suggests extensions to the concept of extended self. Work self and home self contend for dominance in these displays. Employees must decide which aspects of the self belong to the domain of work and which belong elsewhere. In these ongoing negotiations self may be extended, but it may also be retracted and hidden. Furthermore, although possessions can serve to stabilize the self, they also facilitate shifting among various self-aspects in response to workplace events. We explicate these processes and discuss implications for extended self theory.

Loss and grief in the workplace. What can we learn from the literature?

Purpose – The purpose of this paper is to determine how Australian workplaces, their managers and employees respond to those who are grieving at work, as a result of chronic or terminal illness, or caring for those with chronic or terminal illness. The review draws on Australian and relevant international literature and seeks to answer this question.
Design/methodology/approach – A literature review was undertaken in preparation for an Australian study examining workplace supports for people who are grieving – because they are carers, have experienced a death, or are balancing their own illness with their work. Using a range of search terms, the literature was searched for relevant work between 1980 and 2010. The search found examples of workplace supports throughout the world and some developing Australian literature.
Findings – Despite illness and death occurring at any stage of a person's life, there is little research that identifies workplace issues associated with grief and loss. And while workplace legislation allows for minimal supports, there was evidence that some workplaces have begun to offer flexibility for work life balance.
Practical implications – Effective workplace supports will involve individual and workplace responses, but also require legislative approaches in order to effect broad-based system change.
Originality/value – The paper compares Australian and international literature about workplace supports and provides an overview of the issues arising.