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Researching expatriate types: the quest for rigorous methodological approaches
In: Human resource management journal: HRMJ ; the definitive journal linking human resource management policy and practice, Band 25, Heft 2, S. 149-165
ISSN: 1748-8583
Identity and Global Mobility
In: International and Cultural Psychology; The Psychology of Global Mobility, S. 105-123
International work in domestic jobs: an individual explanation
In: International journal of human resource management, Band 16, Heft 4, S. 475-496
ISSN: 1466-4399
The Impact of a Developmental Performance Appraisal Program on Employee Perceptions in an Australian Federal Agency
In: Group & organization management: an international journal, Band 20, Heft 3, S. 245-271
ISSN: 1552-3993
A developmental performance appraisal program was introduced into an Australian Federal agency. Pre- and posttest measures of appraisal characteristics, employee responses, and appraisal beliefs were gathered by surveying 108 appraised and 64 nonappraised employees. Increases occurred in some characteristics of appraisal, those of feedback and action planning, as well as in employee responses of satisfaction with feedback and self-rated performance improvement, although not in perceived rewards and training effectiveness. For those appraised, compared to those not appraised, feedback, action planning and supervisor support enhanced satisfaction with feedback, supervisor support enhanced training effectiveness, and feedback enhanced rewards. Overall, employee beliefs about appraisal did not influence the positive relationships between appraisal characteristics and employee responses. For supervisors, relationships were more positive between appraisal characteristics and training effectiveness than for subordinates, but not with regard to employee responses.
Employee self-esteem: A review of the literature
In: Journal of vocational behavior, Band 15, Heft 3, S. 316-346
ISSN: 1095-9084
Examining the overseas staffing options utilized by Australian headquartered multinational corporations
In: International journal of human resource management, Band 17, Heft 6, S. 1095-1114
ISSN: 1466-4399
Women's Career Advancement: The Relative Contribution of Human and Social Capital
In: Group & organization management: an international journal, Band 26, Heft 3, S. 312-342
ISSN: 1552-3993
This study assessed if human capital is more related to women's advancement to low levels (i. e., supervisory and junior management) and if social capital is more related to their advancement to high levels (i. e., middle and senior management) in Australian banks. The results do not support differential prediction hypotheses. Overall, human capital explained most of women's advancement at all levels in Australian banks. The contribution of social capital to that explanation was, generally, negligible. The study also included qualitative data. The qualitative results appeared to support the view that social capital is more important to women's advancement to high managerial levels than to low managerial levels. Of particular concern is that the women reported gender discrimination as the most frequent barrier to their advancement at all managerial levels. Implications for banks and for women's career management are discussed.
A retrospective analysis of Australian women's representation in management in large and small banks
In: International journal of human resource management, Band 10, Heft 2, S. 201-222
ISSN: 1466-4399
Training and Organizational Effectiveness
In: Organizational Effectiveness, S. 115-133
What matters most? The relative role of mentoring and career capital in career success
In: Journal of vocational behavior, Band 75, Heft 1, S. 56-67
ISSN: 1095-9084
Who gets a mentor? A longitudinal assessment of the rising star hypothesis
In: Journal of vocational behavior, Band 74, Heft 1, S. 11-17
ISSN: 1095-9084
A review and critique of research on training and organizational-level outcomes
In: Human resource management review, Band 17, Heft 3, S. 251-273
ISSN: 1053-4822