Thesis (MA)--Macquarie University, Graduate School of Management, 1989. / Introduction -- Values and culture -- The four dimensions -- Australia survey 1984/85 -- Methodological debate -- Literature reviews -- Outcome in terms of our national culture -- Transition to corporate culture -- Results of survey 1984/85 -- Appendix. / Bibliography: final [7] leaves (Appendix 4). / Mode of access: World Wide Web. / 49 leaves ill. +

Abstract not available

The research conducted for this thesis had two broad aims. The first was to provide descriptive information about the use of computer-based information systems (CBIS) in regional small business. The second of the aims was to examine the relationships among key constructs identified from the literature and to explore how they contributed to predicting CBIS success in regional small business.In the second phase of the analysis, Exploratory Factor Analysis (EFA) was used to examine the factorial constructs underlying the data. Constructs were identified that measured CEO characteristics, two measuring organisational characteristics, four measuring aspects of decision-making, and five measuring perceived CBIS success. Correlations among the constructs were examined prior to relationships among the constructs being explored using hierarchical regression analysis. The constructs were also examined in a single measurement model to determine their collective effect and relationships with the constructs measuring CBIS success based on structural equation modelling. Notwithstanding the limitations of the research, it resulted in the identification of relationships among key variables that predict CBIS success. The identification of items associated with decision-making processes, and the identification of the factorial constructs underlying the data is a major contribution to a portion of the literature that was non-existent. The final measurement model is also a significant contribution in identifying and specifying the relationships constructs measuring CEO characteristics, organisational characteristics, decision-making and CBIS success in regional small business. / Doctor of Philosphy (PhD)

No description available.

The purpose of this study was to determine the relationship between perceived organisational ethical climate and employee commitment within an Australian hospitality organisation, with the objective of determining whether employees' perceptions of the organisational ethical climate influenced their commitment towards their organisation, as well as the associated implications. The Ethical Climate Questionnaire and the Employee Commitment Survey were utilised as measuring instruments. The overall finding revealed a statistically significant relationship between the two variables with the results indicating that organisations possess numerous ethical climates which are perceived by employees in a manner which in turn affects their commitment towards their organisation. It is concluded that employees who are more committed to their organisations have improved attendance records and show lower absenteeism and turnover rates. The findings of this study confirmed existing research and generated new knowledge applicable to the hospitality sector. / Industrial & Organisational Psychology / MCOM (Industrial and Organisational Psychology)

This thesis is a case study about the choices and constraints faced by women clerical workers in a labour market where they have very little autonomy in negotiating their pay and conditions of employment. On the one hand, clerical work has developed as a feminised occupation with a history of being low in status and low paid. On the other hand, it is an ideal occupation for women wanting to combine work and family across their life cycle. How these two phenomena impact upon women clerical workers ability to negotiate enterprise agreements is the subject of this thesis. From a theoretical perspective this thesis builds upon Catherine Hakim�s preference theory which explores the choices women clerical workers� make in relation to their work and family lives. Where Hakim�s preference theory focuses on the way in which women use their agency to determine their work and life style choices, this thesis gives equal weighting to the impact of agency and the constraints imposed by external structures such as the availability of part-time work and childcare, as well as the impact of organisational culture. The research data presented was based on face-to-face interviews with forty female clerical workers. The clerical workers ranged in age from 21 to 59 years of age. The respondents were made up of single or partnered women without family responsibilities, women juggling work and family, and women who no longer had dependent children and were approaching retirement. This thesis contends that these clerical workers are ill placed to optimise their conditions of employment under the new industrial regime of enterprise bargaining and individual contracts. Very few of the women were union members and generally they were uninformed about their rights and entitlements.

This thesis is a case study about the choices and constraints faced by women clerical workers in a labour market where they have very little autonomy in negotiating their pay and conditions of employment. On the one hand, clerical work has developed as a feminised occupation with a history of being low in status and low paid. On the other hand, it is an ideal occupation for women wanting to combine work and family across their life cycle. How these two phenomena impact upon women clerical workers ability to negotiate enterprise agreements is the subject of this thesis. From a theoretical perspective this thesis builds upon Catherine Hakim�s preference theory which explores the choices women clerical workers� make in relation to their work and family lives. Where Hakim�s preference theory focuses on the way in which women use their agency to determine their work and life style choices, this thesis gives equal weighting to the impact of agency and the constraints imposed by external structures such as the availability of part-time work and childcare, as well as the impact of organisational culture. The research data presented was based on face-to-face interviews with forty female clerical workers. The clerical workers ranged in age from 21 to 59 years of age. The respondents were made up of single or partnered women without family responsibilities, women juggling work and family, and women who no longer had dependent children and were approaching retirement. This thesis contends that these clerical workers are ill placed to optimise their conditions of employment under the new industrial regime of enterprise bargaining and individual contracts. Very few of the women were union members and generally they were uninformed about their rights and entitlements.

The purpose of this study was to determine the relationship between perceived organisational ethical climate and employee commitment within an Australian hospitality organisation, with the objective of determining whether employees' perceptions of the organisational ethical climate influenced their commitment towards their organisation, as well as the associated implications. The Ethical Climate Questionnaire and the Employee Commitment Survey were utilised as measuring instruments. The overall finding revealed a statistically significant relationship between the two variables with the results indicating that organisations possess numerous ethical climates which are perceived by employees in a manner which in turn affects their commitment towards their organisation. It is concluded that employees who are more committed to their organisations have improved attendance records and show lower absenteeism and turnover rates. The findings of this study confirmed existing research and generated new knowledge applicable to the hospitality sector. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

The Western Australian State Government’s local government reform programme, initiated in February 2009, provides the context for this research. Nedlands, a local government in Perth’s western suburbs, resolved to participate in this reform programme and signed a Regional Transition Group Agreement with Subiaco local government in August 2010. The purpose of the Regional Transition Group was to prepare a business plan to investigate the potential benefits and viability of a Nedlands and Subiaco amalgamation. Whilst the local government of Nedlands is currently investigating the more operational and technical aspects of local government reform in the merger feasibility study, this research focused on employee readiness, more intangible but no less important. The difficulties of achieving success with organisational change initiatives are well documented. A number of models of planned organisational change have been developed to address these difficulties and support successful change and are outlined. This research highlights the value of the first phase of planned change, namely readiness for change, where organizational members are prepared for and become supporters of change. It also highlights the importance of change communication with respect to developing employee readiness. Definitions and some of the dimensions of ‘readiness for change’ are outlined. The five dimensions of readiness for change - discrepancy, appropriateness, principal support, efficacy and valence - provide the ‘lens’ through which readiness for change at Nedlands is explored. From this perspective, the documentation communicating local government reform at Nedlands was analysed. These dimensions were also used to ascertain, from the perspective of the Nedlands' managers, their level of readiness and the readiness of the employees of Nedlands for local government reform. The findings suggest that Nedlands local government has not consciously planned to ‘ready’ employees for local government reform. A number of management recommendations are made to strengthen the change readiness message communicated by the Nedlands local government and to support the development of the Nedlands employees’ readiness for change.