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Fee-based Buy-Now-Pay-Later services (BNPL) are becoming widely adopted in many developed countries, including Australia. Across a variety of regulatory approaches there appears to be relatively minimal regulatory coverage of fee-based BNPL. This review applies a results-oriented, behaviourally informed market failure approach to assess the regulatory outcomes of fee-based BNPL. The review makes the case that the impacts of the regulation of fee-based BNPL in Australia demonstrate multiple forms of regulatory failure. The regulatory failure is particularly due to regulatory capture at a broad level and especially in terms of a lack of consumer protections. Consumers may particularly need consideration and protection because understanding the increasing complexity and financial knowledge at the heart of many fintech services is beyond the capability or responsibility of the consumer. Incorporating social and consumer considerations into analyses of regulatory structures can enable analyses of the regulation of fintech and move financial services regulation toward providing more socially useful and sustainable financial services. In the future, a behaviourally informed approach to the regulation of fintech may be beneficial and enhance sustainability.
Di Johnson; John Rodwell; Thomas Hendry. Analyzing the Impacts of Financial Services Regulation to Make the Case That Buy-Now-Pay-Later Regulation Is Failing. Sustainability 2021, 13, 1992 .
AMA StyleDi Johnson, John Rodwell, Thomas Hendry. Analyzing the Impacts of Financial Services Regulation to Make the Case That Buy-Now-Pay-Later Regulation Is Failing. Sustainability. 2021; 13 (4):1992.
Chicago/Turabian StyleDi Johnson; John Rodwell; Thomas Hendry. 2021. "Analyzing the Impacts of Financial Services Regulation to Make the Case That Buy-Now-Pay-Later Regulation Is Failing." Sustainability 13, no. 4: 1992.
The processes involved with mergers and acquisitions (M&As) are many, varied and complex. M&A research and practice needs a toolset that can apprehend that complexity and suggest ways forward. This paper shows the complexity of the constituents of organizations at a strategic level by building on the natural-resource-based view (NRBV) and the resulting competences and capabilities. In M&As, these resources and capabilities are managed through a variety of forms of acquisition integration comprised of sets of integration mechanisms. M&As occur in a range of strategic contexts and consequently many forms of integration are possible. Accordingly, there is a need for a mode of inquiry examining acquisition integration that can encompass a wide variety of forms, is holistic across a range of possible integration mechanisms and can provide insights. A configurational mode of inquiry can accommodate the complexity of the mechanisms, capabilities and resources, including natural resources, which constitute acquisition integration. A configurational approach emphasizes a holistic synthesis of elements and highlights the importance of thinking of M&As in terms of patterns. A configurational approach offers tools for considering M&As such as analyzing the thematic coherence of integration and enables the inclusion of sustainability into the logic of organizations.
Sophie Fischer; John Rodwell; Mark Pickering. A Configurational Approach to Mergers and Acquisitions. Sustainability 2021, 13, 1020 .
AMA StyleSophie Fischer, John Rodwell, Mark Pickering. A Configurational Approach to Mergers and Acquisitions. Sustainability. 2021; 13 (3):1020.
Chicago/Turabian StyleSophie Fischer; John Rodwell; Mark Pickering. 2021. "A Configurational Approach to Mergers and Acquisitions." Sustainability 13, no. 3: 1020.
Many paramedics are working under levels of fatigue that would warrant immediate removal from the workplaces in other industries and such high levels of fatigue indicate a work system that is not sustainable. Sustainable work systems (SWS) build on a sociotechnical systems approach to work redesign. To diagnose the key issues in a work system, and inform any redesign or interventions, a powerful diagnostic tool, such as convergent interviewing, may be helpful. Convergent interviewing was applied to a paramedic context, extending the standard sociotechnical systems approach to work and non-work systems. The inductive convergent interviewing process was able to encapsulate the complexity of the key issues associated with fatigue and recovery in the system that is the paramedics’ lives. The issues raised could then be used to inform system changes in a move toward more sustainable work practices for paramedics.
Lara Thynne; John Rodwell. Diagnostic Convergent Interviewing to Inform Redesign Toward Sustainable Work Systems for Paramedics. Sustainability 2019, 11, 3932 .
AMA StyleLara Thynne, John Rodwell. Diagnostic Convergent Interviewing to Inform Redesign Toward Sustainable Work Systems for Paramedics. Sustainability. 2019; 11 (14):3932.
Chicago/Turabian StyleLara Thynne; John Rodwell. 2019. "Diagnostic Convergent Interviewing to Inform Redesign Toward Sustainable Work Systems for Paramedics." Sustainability 11, no. 14: 3932.
Aged care services are a large recipient of public money in many developed countries and are primarily provided by nonprofit organizations in Australia. This paper reports on an investigation into the impacts of the psychological contract for nurses in nonprofit aged care. The results highlight the importance of nonprofit organizations fulfilling their obligations and living their principles. Aged care nurses who perceive breaches to their psychological contract are likely to de-identify from the organization.
John Rodwell. Managing employees in aged care: live the principles. Public Money & Management 2018, 38, 463 -470.
AMA StyleJohn Rodwell. Managing employees in aged care: live the principles. Public Money & Management. 2018; 38 (6):463-470.
Chicago/Turabian StyleJohn Rodwell. 2018. "Managing employees in aged care: live the principles." Public Money & Management 38, no. 6: 463-470.
Developing a change program to address complex problems can appear overwhelming. This study presents how an inductive diagnostic technique known as convergent interviewing can provide a summary of the critical issues that could be addressed by a change program. A systems perspective is used to show how the issues raised by the diagnostic process can be targeted in order to have the most effect and be pragmatically implementable. The use of the tool is illustrated by analysing an employee problem that needs to be addressed in public services, the high rates of occupational violence against paramedics. The resulting inductive systems model can be used for diagnosis or for informing a variety of change interventions. Convergent interviews are relatively easy to use, powerful, and applicable to many situations. This tool is particularly useful for developing innovations regarding a specific problem, changes that could be a source of substantial public value.
Lara Thynne; John Rodwell. A Pragmatic Approach to Designing Changes Using Convergent Interviews: Occupational Violence Against Paramedics as an Illustration. Australian Journal of Public Administration 2018, 77, 272 -279.
AMA StyleLara Thynne, John Rodwell. A Pragmatic Approach to Designing Changes Using Convergent Interviews: Occupational Violence Against Paramedics as an Illustration. Australian Journal of Public Administration. 2018; 77 (2):272-279.
Chicago/Turabian StyleLara Thynne; John Rodwell. 2018. "A Pragmatic Approach to Designing Changes Using Convergent Interviews: Occupational Violence Against Paramedics as an Illustration." Australian Journal of Public Administration 77, no. 2: 272-279.
Public services have been transformed, with health services, in particular, in a state of almost constant change with reforms leading to a blurring of the nature of work across sectors and a bullying rate at epidemic levels. A new holistic model of the drivers of bullying is presented. The model is a powerful tool for understanding and addressing workplace bullying.
John Rodwell. New development: Bullying in a reforming context—a holistic, layered model of the interpersonal interaction. Public Money & Management 2017, 37, 357 -362.
AMA StyleJohn Rodwell. New development: Bullying in a reforming context—a holistic, layered model of the interpersonal interaction. Public Money & Management. 2017; 37 (5):357-362.
Chicago/Turabian StyleJohn Rodwell. 2017. "New development: Bullying in a reforming context—a holistic, layered model of the interpersonal interaction." Public Money & Management 37, no. 5: 357-362.
Relationships exist between aged care nurses’ perceptions of psychosocial work characteristics, job satisfaction and mental health, suggesting these characteristics may be important for the management of aged care services. An expanded demand–control–support model that included justice perceptions was examined to determine its impact on multiple types of psychological and organisational well-being outcomes (i.e. job satisfaction, psychological distress and depression). Data were collected from a sample of 173 aged care nurses using a self-report survey and analysed using hierarchical multiple regression. A significant proportion (27–28%) of the variance in aged care nurses’ satisfaction, depression and psychological distress was explained by the psychosocial factors included in the model. Job control had the most consistent impact with direct effects on job satisfaction, psychological distress and depression. Informational justice was associated with both psychological distress and depression. Targeting job control may provide the biggest response for nurse managers in aged care, as it is likely to influence nurses’ job satisfaction, psychological distress and depression. Facility managers should implement organisational policies and procedures that promote higher levels of control over how nurses perform their work in order to improve nurse well-being in aged care settings.
Kate-Ellen J. Elliott; John Rodwell; Angela J. Martin. Aged care nurses’ job control influence satisfaction and mental health. Journal of Nursing Management 2017, 25, 558 -568.
AMA StyleKate-Ellen J. Elliott, John Rodwell, Angela J. Martin. Aged care nurses’ job control influence satisfaction and mental health. Journal of Nursing Management. 2017; 25 (7):558-568.
Chicago/Turabian StyleKate-Ellen J. Elliott; John Rodwell; Angela J. Martin. 2017. "Aged care nurses’ job control influence satisfaction and mental health." Journal of Nursing Management 25, no. 7: 558-568.
To investigate the influence of characteristics of nurses’ relationship quality with their manager on engagement and trust, onto in-role or discretionary behaviors and intent to quit. Nurses having a good relationship with their manager is seen as important, yet the mechanisms of how such relationships are beneficial, or which aspects of the relationship are important, is less clear. Two possible mechanisms are through the nurse being more engaged in work, or through building their trust in their employer. In turn, engagement and trust may impact in-role and discretionary behaviors as well as staff retention. Cross-sectional. An online survey in 2013 of 459 nurses across Australia. Structural analyses indicated that the affect dimension of relationship quality was negatively related to engagement whereas contribution and respect were positively related to engagement. The affect and respect aspects were positively related to trust. Engagement positively related to discretionary and in-role behaviors. Engagement and trust were negatively related to quit intention, as was the loyalty dimension of the nurses’ relationship with their supervisor. However, perceptions of variability in their team's relationship quality with their leader was negatively related to trust and positively related to intent to quit. Nurse managers with a nuanced understanding of social exchange at work are likely to maintain more engaged, well-performing and stable nursing teams. In particular, a willingness by the supervisor to come to their nurses’ defense and having a consistent standard of relationship quality across their nurses is likely to improve nurse retention. This article is protected by copyright. All rights reserved.
John Rodwell; John McWilliams; Andre Gulyas. The impact of characteristics of nurses’ relationships with their supervisor, engagement and trust, on performance behaviours and intent to quit. Journal of Advanced Nursing 2016, 73, 190 -200.
AMA StyleJohn Rodwell, John McWilliams, Andre Gulyas. The impact of characteristics of nurses’ relationships with their supervisor, engagement and trust, on performance behaviours and intent to quit. Journal of Advanced Nursing. 2016; 73 (1):190-200.
Chicago/Turabian StyleJohn Rodwell; John McWilliams; Andre Gulyas. 2016. "The impact of characteristics of nurses’ relationships with their supervisor, engagement and trust, on performance behaviours and intent to quit." Journal of Advanced Nursing 73, no. 1: 190-200.
To examine the impact of an individual resource factor (psychological capital) and an organizational resource (management support) on nurses’ intentions to quit. Nursing work can be stressful and as a consequence, nurses suffer greater stress and stress-related sickness, including depression, than the general population. Stress can be mitigated in the workplace depending on the availability of resources in the workplace. Resources can come from the organization or the individual themselves. The study is quantitative using a cross-sectional design. The study analyzed data from 242 nurses working in five Australian hospitals in the one regional network during 2013. The predictors explained almost half of the variance of nurses’ intent to quit. Psychological capital had the dual benefits of reducing nurses’ perceptions of psychological distress and simultaneously increasing their job satisfaction. Psychological capital is an example of the personal resources a nurse brings to work. Nurse managers can now understand the impact of a new form of protective resources that influence the levels of strain felt by nurses. If nurses present with low psychological capital, then up-skilling nurses with these personal attributes will positively impact on their health and wellbeing and, in turn, enhance the care of patients. This article is protected by copyright. All rights reserved.
Yvonne Brunetto; John Rodwell; Kate Shacklock; Rod Farr-Wharton; Defne Demire. The impact of individual and organizational resources on nurse outcomes and intent to quit. Journal of Advanced Nursing 2016, 72, 3093 -3103.
AMA StyleYvonne Brunetto, John Rodwell, Kate Shacklock, Rod Farr-Wharton, Defne Demire. The impact of individual and organizational resources on nurse outcomes and intent to quit. Journal of Advanced Nursing. 2016; 72 (12):3093-3103.
Chicago/Turabian StyleYvonne Brunetto; John Rodwell; Kate Shacklock; Rod Farr-Wharton; Defne Demire. 2016. "The impact of individual and organizational resources on nurse outcomes and intent to quit." Journal of Advanced Nursing 72, no. 12: 3093-3103.
Purpose – Frequent absences from work can be highly disruptive, whilst also potentially indicating problematic working conditions that can lead to increased withdrawal behaviour. The purpose of this paper is to test the predictive capability of an expanded effort-reward imbalance model on employee absenteeism within the context of policing. Design/methodology/approach – Three separate reward systems are identified by the effort-reward imbalance model. In this study, the authors assessed these individual components for their contribution to officer withdrawal behaviour in the form of absenteeism frequency. Data were gathered from a sample of operational officers (n=553) within a large Australian police agency. Findings – Findings indicate that there was a strong influence of social rewards such as social support and recognition in the workplace on officer absenteeism rates. Low workload was associated with a higher frequency of absenteeism suggesting a potential underloading effect. There were a number of significant interactions providing support for the effort-reward imbalance mechanism and the separation of the reward construct. Security rewards were particularly influential and significantly moderated the relationship between effort and absenteeism. Research limitations/implications – Differential effects of occupational rewards were identified in the study, indicating that there are significant opportunities for expansion of the effort-reward imbalance model along with opportunities for HRM practitioners in terms of employee recognition and remuneration programmes. This research was focused on a specific sample of operational officers, therefore should be expanded to include multiple occupational groups. Originality/value – This paper considers and expanded model of worker strain and contributes a longitudinal assessment of the association between perceived effort and reward systems and worker absenteeism.
Amanda Allisey; John Rodwell; Andrew Noblet. An application of an extended effort-reward imbalance model to police absenteeism behaviour. Personnel Review 2016, 45, 663 -680.
AMA StyleAmanda Allisey, John Rodwell, Andrew Noblet. An application of an extended effort-reward imbalance model to police absenteeism behaviour. Personnel Review. 2016; 45 (4):663-680.
Chicago/Turabian StyleAmanda Allisey; John Rodwell; Andrew Noblet. 2016. "An application of an extended effort-reward imbalance model to police absenteeism behaviour." Personnel Review 45, no. 4: 663-680.
PurposeDespite the prevalence of shiftwork, the mechanisms underlying its effects on nurses’ well-being and adaptation to the shifts are not fully understood. This study examines whether the characteristics of the person, particularly chronotype, and aspects of the situation (i.e., shift schedule and the nature of work on each shift for each work context) affect job-specific and general well-being above and beyond potential confounds such as age and negative affectivity (NA).DesignPrimarily surveys of Australian nurses (N = 446) in three contexts (general acute hospital, maternity hospital, aged care).ConclusionsThe findings highlight the role of nurses’ dispositional characteristics, especially NA and in certain contexts chronotype, as well as the need to consider the nature of the work conducted on each shift within a context.Clinical RelevanceNurse managers need to consider the nature of the work conducted on each shift, whether to look at balancing workloads or setting up processes for handling spikes in workload, especially administration.
John Rodwell; Julian Fernando. Managing Work Across Shifts: Not All Shifts Are Equal. Journal of Nursing Scholarship 2016, 48, 397 -405.
AMA StyleJohn Rodwell, Julian Fernando. Managing Work Across Shifts: Not All Shifts Are Equal. Journal of Nursing Scholarship. 2016; 48 (4):397-405.
Chicago/Turabian StyleJohn Rodwell; Julian Fernando. 2016. "Managing Work Across Shifts: Not All Shifts Are Equal." Journal of Nursing Scholarship 48, no. 4: 397-405.
This study examines two commonly proposed mechanisms, violation and trust, to see if they mediate the relationships between the components of the psychological contract (i.e., promises, fulfillment, and breach) and their impact on the work-related outcomes of job satisfaction, intent to quit, and organizational commitment. Online surveys were completed by 459 Australian nurses. Structural equation modeling revealed that breach and fulfillment have direct and mediated effects on the outcomes, whereas promises had no impact. Violation partially mediated the relationship between breach and job satisfaction and intent to quit, while trust partially mediated the relationships between fulfillment and organizational commitment, and breach and organizational commitment. Negative experiences (i.e., breaches) were related to both increased feelings of violation and decreased feelings of trust. In contrast, positive experiences (i.e., fulfillment) increased trust but did not significantly reduce feelings of violation. Nurse and organizational managers can use these findings to improve communication with nurses so as to minimize the negative effects of breach and maximize the positive effects of fulfillment and thus improve attitudes. Nurse managers need to be careful to make promises regarding their nurses’ employment that they can fulfill and to particularly avoid breaking the psychological contract. The potentially disproportionate negative effect of breach means that a breach can undo a lot of efforts to fulfill employment-related promises.
John Rodwell; Julia Ellershaw. Fulfill Promises and Avoid Breaches to Retain Satisfied, Committed Nurses. Journal of Nursing Scholarship 2016, 48, 406 -413.
AMA StyleJohn Rodwell, Julia Ellershaw. Fulfill Promises and Avoid Breaches to Retain Satisfied, Committed Nurses. Journal of Nursing Scholarship. 2016; 48 (4):406-413.
Chicago/Turabian StyleJohn Rodwell; Julia Ellershaw. 2016. "Fulfill Promises and Avoid Breaches to Retain Satisfied, Committed Nurses." Journal of Nursing Scholarship 48, no. 4: 406-413.
Purpose – The purpose of this paper is to explore the impact of three components of the psychological contract (i.e. obligations, fulfillment and breach) and the individual characteristic negative affectivity (NA) onto three key outcomes, namely, job satisfaction, organizational identification and psychological distress. Design/methodology/approach – Questionnaires were completed by 222 Australian nurses and midwives from a medium-sized metropolitan Australian hospital. The response rate for the study was 39 percent. Findings – Structural equation modeling revealed that perceptions of psychological contract fulfillment were positively linked to organizational identification and job satisfaction, while psychological contract breach was negatively linked to these outcomes. NA was negatively linked to job satisfaction and positively linked to psychological distress. Psychological contract obligations were not associated with any of the employee outcomes. Research limitations/implications – Psychological contract fulfillment is an important driver of employee satisfaction and organizational identification and the findings highlight the importance of including NA in psychological contract research. The occupation and context, being in-demand employees, appeared to neutralize the impact of one dimension of the psychological contract, employer promises and obligations. Practical implications – Explicitly managing employees’ psychological contracts by focussing on fulfilling realistic promises will enable managers to improve employee outcomes and facilitate employees embracing their organization. Originality/value – This study is one of the first to explore all three components of the psychological contract. These results may assist in the development of strategies to retain in-demand employees such as nurses, particularly highlighting the need to make and fulfill realistic promises.
John Rodwell; Julia Ellershaw; Rebecca Flower. Fulfill psychological contract promises to manage in-demand employees. Personnel Review 2015, 44, 689 -701.
AMA StyleJohn Rodwell, Julia Ellershaw, Rebecca Flower. Fulfill psychological contract promises to manage in-demand employees. Personnel Review. 2015; 44 (5):689-701.
Chicago/Turabian StyleJohn Rodwell; Julia Ellershaw; Rebecca Flower. 2015. "Fulfill psychological contract promises to manage in-demand employees." Personnel Review 44, no. 5: 689-701.
Employees in aged care are at high risk of workplace aggression. Research rarely examines the individual and contextual antecedents of aggression for specific types of workers within these settings, such as nurses and certified nursing assistants (CNAs). The study aimed to explore characteristics of the job demands-resources model (JD-R), negative affectivity (NA) and demographics related to workplace aggression for aged care workers. The survey study was based on 208 nurses and 83 CNAs working within aged care. Data from each group were analysed separately using ordinal regressions. Both aged care nurses and CNAs reported high rates of bullying, external emotional abuse, threat of assault and physical assault. Elements of the JD-R model and individual characteristics were related to aggression types for both groups. Characteristics of the JD-R model, NA and demographics are important in understanding the antecedents of aggression observed among aged care workers.
John Rodwell; Defne Demir; Andre Gulyas. Individual and contextual antecedents of workplace aggression in aged care nurses and certified nursing assistants. International Journal of Nursing Practice 2015, 21, 367 -375.
AMA StyleJohn Rodwell, Defne Demir, Andre Gulyas. Individual and contextual antecedents of workplace aggression in aged care nurses and certified nursing assistants. International Journal of Nursing Practice. 2015; 21 (4):367-375.
Chicago/Turabian StyleJohn Rodwell; Defne Demir; Andre Gulyas. 2015. "Individual and contextual antecedents of workplace aggression in aged care nurses and certified nursing assistants." International Journal of Nursing Practice 21, no. 4: 367-375.
Purpose -The purpose of this paper is to investigate whether occupational social contexts differentiate the processing of changes in the employment relationship, as represented by the psychological contract. Specifically, this study investigates the impact of the psychological contract and justice, with negative affectivity (NA), on medical practitioners or administrative staff in healthcare. Design/methodology/approach - Samples of 54 medical practitioners (30 percent) and 122 administrative staff (59 percent), primarily providing public services, responded to a cross-sectional survey. Data were analyzed using multiple regression analyses. Findings - Among medical staff, psychological contract obligations were associated with lower commitment and psychological distress, whereas fulfillment was associated with higher commitment and job satisfaction, yet higher distress. Distributive justice was associated with lower distress, and NA was associated with higher distress. Among administration staff, fulfillment was associated with commitment and job satisfaction, and NA was associated with lower job satisfaction and higher distress. Essentially, reforms are likely to have more impact on less powerful occupations. Practical implications - Psychological contract fulfillment is a key predictor of hospital employees' commitment and satisfaction, placing clinicians, particularly, under pressure. To retain employees, hospitals must keep their promises. Further, occupational power activates the role of obligations, with practitioners having negative outcomes and holding the organization to account until the obligations are fulfilled. Originality/value - This study highlights the differential nature of the psychological contract among healthcare employee groups, with differences depending on occupational power
John Rodwell; Rebecca Flower; Defne Demir. Occupational power differentiates employee impacts under continuing change. Journal of Organizational Change Management 2015, 28, 656 -668.
AMA StyleJohn Rodwell, Rebecca Flower, Defne Demir. Occupational power differentiates employee impacts under continuing change. Journal of Organizational Change Management. 2015; 28 (4):656-668.
Chicago/Turabian StyleJohn Rodwell; Rebecca Flower; Defne Demir. 2015. "Occupational power differentiates employee impacts under continuing change." Journal of Organizational Change Management 28, no. 4: 656-668.
Purpose – Allied health professionals are vital for effective healthcare yet there are continuing shortages of these employees. Building on work with other healthcare professionals, the purpose of this paper is to investigate the influence of psychological contract (PC) breach and types of organisational justice on variables important to retention among allied health professionals: mental health and organisational commitment. The potential effects of justice on the negative outcomes of breach were examined. Design/methodology/approach – Multiple regressions analysed data from 113 allied health professionals working in a medium-large Australian healthcare organisation. Findings – The main negative impacts on respondents’ mental health and commitment were from high PC breach, low procedural and distributive justice and less respectful treatment from organisational representatives. The interaction between procedural justice and breach illustrates that breach may be forgivable if processes are fair. Surprisingly, a betrayal or “aggravated breach effect” may occur after a breach when interpersonal justice is high. Further, negative affectivity was negatively related to respondents’ mental health (affective outcomes) but not commitment (work-related attitude). Practical implications – Healthcare organisations should ensure the fairness of decisions and avoid breaking promises within their control. If promises cannot reasonably be kept, transparency of processes behind the breach may allow allied health professionals to understand that the organisation did not purposefully fail to fulfil expectations. Originality/value – This study offers insights into how breach and four types of justice interact to influence employee mental health and work attitudes among allied health professionals.
John Rodwell; Andre Gulyas. Psychological contract breach among allied health professionals. Journal of Health Organization and Management 2015, 29, 393 -412.
AMA StyleJohn Rodwell, Andre Gulyas. Psychological contract breach among allied health professionals. Journal of Health Organization and Management. 2015; 29 (3):393-412.
Chicago/Turabian StyleJohn Rodwell; Andre Gulyas. 2015. "Psychological contract breach among allied health professionals." Journal of Health Organization and Management 29, no. 3: 393-412.
This study examined the relationships between the personality traits of conscientiousness, openness and extraversion at trait and facet‐levels and three indicators of work role performance; proficiency, ‘adaptivity’ and proactivity measured at individual, team and organisational levels.
Julia Ellershaw; Christie Fullarton; John Rodwell; John McWilliams. Conscientiousness, openness to experience and extraversion as predictors of nursing work performance: a facet-level analysis. Journal of Nursing Management 2015, 24, 244 -252.
AMA StyleJulia Ellershaw, Christie Fullarton, John Rodwell, John McWilliams. Conscientiousness, openness to experience and extraversion as predictors of nursing work performance: a facet-level analysis. Journal of Nursing Management. 2015; 24 (2):244-252.
Chicago/Turabian StyleJulia Ellershaw; Christie Fullarton; John Rodwell; John McWilliams. 2015. "Conscientiousness, openness to experience and extraversion as predictors of nursing work performance: a facet-level analysis." Journal of Nursing Management 24, no. 2: 244-252.
Purpose – The purpose of this paper is to explore the currency underlying the employment relationship of allied health workers by investigating the mechanisms of their psychological contracts. Design/methodology/approach – Path analyses were conducted on the survey responses from Australian allied health professionals (n=112; a 46 per cent response rate). Findings – The analyses revealed that psychological contract promises decreased organizational citizenship behaviours relating to the organization (OCBO), while contract fulfilment increased commitment and reduced psychological distress. Contract breach reduced organizational commitment. Originality/value – The results indicate that obligations may be the primary currency in their psychological contract, with career commitment forming a set of obligations by which employees determine their OCBO, highlighting the nature of the resources exchanged to be targeted to their perceived source, in this case organizational promises begetting discretionary contributions to the organization. Further, fulfilment may reduce uncertainty, which in turn can reduce strain and increase OCBO.
John Rodwell; Julia Ellershaw. What is exchanged in psychological contracts? Multiple sets of obligations, targeted effort and uncertainty reduction. Employee Relations: The International Journal 2015, 37, 232 -247.
AMA StyleJohn Rodwell, Julia Ellershaw. What is exchanged in psychological contracts? Multiple sets of obligations, targeted effort and uncertainty reduction. Employee Relations: The International Journal. 2015; 37 (2):232-247.
Chicago/Turabian StyleJohn Rodwell; Julia Ellershaw. 2015. "What is exchanged in psychological contracts? Multiple sets of obligations, targeted effort and uncertainty reduction." Employee Relations: The International Journal 37, no. 2: 232-247.
This study aimed to expand the demand-control-support (DCS) model to include justice perceptions and test the utility of this expanded model. The study examined the effects of the DCS model and multiple types of organizational justice variables (i.e., procedural, distributive, interpersonal, and informational) on indicators of psychological and organizational well-being (i.e., organizational commitment, job satisfaction, psychological distress), specifically among hospital administrators. Questionnaires were completed by 189 administrators working in a medium-sized Australian hospital facility. The utility of expanding the DCS to include justice perceptions was supported by several independent effects of justice; however, the pattern of results differed markedly between the 3 outcomes examined. The main finding is that there is a U-shaped relationship between job demand and job satisfaction, particularly for hospital administrators who have a high level of support from family and friends, whereby increasing job demands for hospital administrators appears beneficial up to an optimal level. That is, optimally stimulating work that is not overwhelmingly demanding keeps hospital administrators satisfied. The results of this study also highlight the benefit of adding organizational justice to job stress models such as the DCS, and emphasize the importance of testing curvilinear and interaction effects when testing models of job stress. The results indicate that managers of hospital administrators should provide adequate demands that are challenging, yet not overwhelming, to maintain their job satisfaction. Additionally, hospital administrators should be encouraged to develop their social networks outside work and to seek their support when needed
John J. Rodwell; Julian W. Fernando. Improving employee outcomes among an often-neglected occupational group in healthcare: Stimulating work and job control keep hospital administrators happy. International Journal of Stress Management 2015, 22, 395 -419.
AMA StyleJohn J. Rodwell, Julian W. Fernando. Improving employee outcomes among an often-neglected occupational group in healthcare: Stimulating work and job control keep hospital administrators happy. International Journal of Stress Management. 2015; 22 (4):395-419.
Chicago/Turabian StyleJohn J. Rodwell; Julian W. Fernando. 2015. "Improving employee outcomes among an often-neglected occupational group in healthcare: Stimulating work and job control keep hospital administrators happy." International Journal of Stress Management 22, no. 4: 395-419.
To investigate forms of abusive supervision, namely personal attacks, task attacks, and isolation, and their links to outcomes for nurses, including job satisfaction, psychological strain, and intentions to quit. Cross‐sectional survey design. Data collected from July to November 2012. Two hundred and fifty public sector nurses employed at five general acute Australian hospitals completed the survey (response rate of 33%). Structural equation modeling on the forms of abusive supervision (personal, task, isolation) and nurse outcomes indicated goodness of fit statistics that confirmed a well‐fitting model, explaining 40% of the variance in intent to quit, 30% in job satisfaction, and 33% in strain. An indirect relationship from personal attacks to intentions to quit, via strain, was observed. Task attacks were related directly, and indirectly via job satisfaction, to increased intentions to quit. Surprisingly, isolation was positively related to job satisfaction. Abusive supervision impacted nurse outcomes. Specifically, personal abuse had personal and health impacts; work‐focused abuse had work‐oriented effects. Applying appraisal theory suggests that personal attacks are primarily assessed as stressful and unchangeable; task‐oriented attacks are assessed as stressful, but changeable; and isolation is assessed as benign. The findings highlight the impact of abusive supervision, especially task attacks, on outcomes important to nurse retention. The findings can be used to devise programs to educate, train, and support supervisors and their subordinates to adhere to zero tolerance policies toward antisocial workplace behaviors and encourage reporting incidents.
John Rodwell; Yvonne Brunetto; Defne Demir; Kate Shacklock; Rodney Farr-Wharton. Abusive Supervision and Links to Nurse Intentions to Quit. Journal of Nursing Scholarship 2014, 46, 357 -365.
AMA StyleJohn Rodwell, Yvonne Brunetto, Defne Demir, Kate Shacklock, Rodney Farr-Wharton. Abusive Supervision and Links to Nurse Intentions to Quit. Journal of Nursing Scholarship. 2014; 46 (5):357-365.
Chicago/Turabian StyleJohn Rodwell; Yvonne Brunetto; Defne Demir; Kate Shacklock; Rodney Farr-Wharton. 2014. "Abusive Supervision and Links to Nurse Intentions to Quit." Journal of Nursing Scholarship 46, no. 5: 357-365.