Jillian Cavanagh

Supporting workers with disabilities: a scoping review of the role of human resource management in contemporary organisations

This is a scoping review of literature on human resource management (HRM) and management practice that impacts on workers with physical, mental health and intellectual disabilities, employed or entering paid employment. The aim is to illuminate the use of HRM practices, managerial attitudes and employee outcomes in the disability literature. The methodological research framework commenced with seven databases and was supported with evidenced-based literature to find three main themes. Themes highlight the management and employer support for workers with disabilities, discrimination and attitudes towards employment of this cohort of workers, and performance and employment outcomes. As governments around the world seek to reduce welfare costs and increase the employment of people with disabilities this paper is timely. Overall, the paper contributes to a dearth of literature on the management of people with disabilities at the workplace to unpack the key barriers, challenges and trends, and develop a comprehensive research agenda.

The role of collaborative learning on training and development practices within the Australian Men’s Shed movement: a study of five Men’s Sheds

This study examines the role and impact of collaborative learning on training and development practices in Australian Men’s Sheds. We use a case study approach, underpinned by Peters and Armstrong’s theoretical framework of collaborative learning in adult education, to investigate five Men’s Sheds. Semi-structured interviews were carried out with five Men’s Shed co-ordinators, and five focus groups with a total of 61 members. In this study, vocational education and training is extended in a way to bridge the gap between work and retirement for many men in Australia. Three main themes emerged: the importance of training and development [beyond the workplace] for an individual response to member participation; a shared learning experience between men who teach and men who learn in the Sheds; and the collaborative learning that impacts on the learning of individual and groups. We discuss the urgent need for Shed co-ordinators to develop guidelines for training and development policies and use collaborative learning practices within the Sheds. The key message of the paper is that collaborative learning is critical to ensure effective training and development of men in Men’s Sheds. We also highlight the implications of poor training and development practices for Shed growth, legal compliance and member participation and men’s well-being. The findings will be of interest to other countries dealing with populations of retired men and others seeking membership in Sheds.

Building commitment: an examination of learning climate congruence and the affective commitment of academics in an Australian university

The purpose of this study is to explore the relationship between learning climate congruence and the affective commitment of university academics. The strategy of inquiry for this research is quantitative, involving a non-experimental design for the survey research. A non-probability sample of 900 academics from a large Australian university was selected, with a response rate of 30.33%. The major conclusion drawn from this study was that the congruence between current and preferred learning climate was related to the affective commitment of university academics. More specifically, academics’ level of affective commitment was enhanced in a learning climate where they were encouraged to take risks, had plenty of time to learn new tasks and were encouraged to openly express their ideas and opinions. This study is important in a practical sense for academic managers and universities to build relationships and develop better connections with their academics.

Innovation programs at the workplace for workers with an intellectual disability: two case studies in large Australian organisations

Purpose The purpose of this paper is to examine human resource management (HRM) innovation programs in the early stages of employment for workers with an intellectual disability (WWID). Design/methodology/approach The first case study was carried out at a large national courier company where a film innovation programme was used to enhance the socialisation process of WWID. The second case study was at a five-star hotel situated in a large city where a buddy system innovation programme was used in the induction and training process of WWID. Findings The overarching “life theme” created through these innovation programs was one of enhanced and creative opportunities for social inclusion. The participants displayed more confidence and independence in their ability and exhibited aspirations to advance and succeed in their roles. Practical implications The study argues that HR professionals need to be more proactive in finding innovative ways to engage WWID in the early stages of employment. Originality/value The qualitative study is underpinned by socialisation and career construction theory which provides the framework to discuss the ways in which socialisation and socially inclusive HRM practices enable participants and other WWID achieve success on their career paths. The key message of our research is that early vocational socialisation innovation programs can make a positive difference to the work experiences of WWID.

Human resource management, social connectedness and health and well-being of older and retired men: the role of Men’s Sheds

Abstract This study analyses human resource management (HRM) in Men’s Sheds in Australia. Men’s Sheds are volunteer-based, not-for-profit, grass-roots community organisations that provide health-related resources and an avenue for largely older and retired men to engage with each other and the community. The research is timely given the escalating numbers of retired men and rising national health care costs in Australia. We used a sample of over 200 Men’s Sheds throughout Australia and matched 419 member responses to 162 leaders. Based on mediation analysis, we found that perceived human resource practices support the retention of membership and enhance the social connectedness, and health and well-being of men members. The quality of relationships between leaders and members was also important for membership retention. The study demonstrates the importance of HRM in grass-roots community-based organisations and its role in supporting the health and well-being of the community.

Examining the ‘black box’ of human resource management in MNEs in China: exploring country of origin effects

We examine the impact of HPWS on the attitudes and retention of Chinese employees in multinational enterprises (MNEs) operating in China. More specifically, we examine the extent to which the degree of HPWS and the impact of these practices differ according to the country of origin of the MNE. We surveyed a sample of 410 Chinese employees currently working in Western and Asian MNEs. The findings indicate significant ‘country of origin’ effects, where employees of Western and Asian MNEs perceive different levels of HPWS are in operation in their respective organisations. Employee trust, job satisfaction and affective commitment are all important factors in the retention of Chinese employees of MNEs, with high levels of commitment being the most significant factor. However, the relative impact of these factors on employee retention differs by country of origin of the MNE.

HRM practices that support the employment and social inclusion of workers with an intellectual disability

Purpose The purpose of this paper is to examine how HRM practices enhance and/or impede the employment, participation, and well-being of workers with intellectual disabilities in three hotels located in Australia. Design/methodology/approach The research employs a case study methodology, including interviews with three HR managers, three department managers, 17 workers with intellectual disabilities, and focus groups of 16 supervisors and 24 work colleagues. Findings The research found that the opportunities to participate in work are driven primarily by developing a social climate that enables social cohesion through the altruistic motives of managers/supervisors and reciprocal relationships. Originality/value The findings lend support for the importance of both formal and informal HR practices, such as inclusive recruitment and selection, mentoring, and training and development, as well as individualised day-to-day support provided by supervisors and colleagues, to improve the participation and well-being of workers with an intellectual disability.

Special issue on human resource management in the NGO, volunteer and not-for-profit sector

In recent years the role of HRM within the NGO, volunteer and not-for-profit sector, and its potential to positively contribute to volunteer well-being and build healthy communities, has become topical among governments and not-for-profit organizations across different national settings. The NGO, volunteer and not-for-profit sector is important to the welfare of many communities across all geographical levels from the ‘local to the global’ (Cavanagh, McNeil, & Bartram, 2013; Cunningham, 2010; Fee & Gray, 2013; Lambell, Ramia, Nyland, & Michelotti, 2008). Consequently, throughout the world, efficient and effective management of NGO, volunteer and not-for-profit organizations and their human resources is critical. NGOs, volunteer and not-for-profit organizations encompass an enormous range of organizations including community sport and recreational clubs, community service organizations, industry associations, social movements, charitable organizations, religious organizations and emergency service organizations. The nature, operations, capacity and clientele of each of these organizations and the subsequent use of HRM will differ depending on organization, environmental context and scope of international operations (Fee & Gray, 2013; Lambell et al., 2008). However, the one constant is the critical importance of human resources in terms of their ability to impact both the levels of participation and the management of scarce resources (Akingbola, 2012; Ridder, Piening, & Baluch, 2012). Impacting on this situation is a continued decline of participation in volunteer organizations (Cuskelly, 2004) and growing need for many of the goods and services provided by these organizations such as social welfare, counselling, environmental protection, advocacy and support for the delivery of community events. This special issue seeks to take an international perspective on examining the use, implementation and effectiveness of HRM in NGO, volunteer and not-for-profit organizations. International research on NGO, volunteer and not-for-profit organizations reports on growing evidence that HRM can make a difference, although its effective use is patchy (Ridder, Baluch, & Piening, 2012). The relevance of mainstream HRM practices to volunteer labour remains unclear. Cnaan and Cascio (1999) argue volunteer and paid work are fundamentally different, and consequently, one cannot assume that practices that are effective in the private sector context will effectively translate to managing volunteers. In contrast, Farmer and Fedor (1999) note that many volunteer organizations perform common human resource functions, such as recruitment, training, performance management and compliance with current laws. Indeed, much of the research on human resource management in non-profit organizations centres on exploring the types of

Women, Work, and Learning: Discord Between Policies and Practice

This article presents an exploration of women workers in general legal practice in Australia. An examination of workplace policy documents provided the foundation for this study. Specific data were examined relative to the work and learning experiences of nine senior auxiliary workers from three legal workplaces; data were extracted from interviews, observations, and reflective diaries. The womens voices confirm that espoused affirmative action prohibits and represses any discrimination against women, but learning policies do not provide educational opportunities for auxiliary employees. Managers and legal practitioners need to consider inflexible milieus and renew policies that align with practice.

Auxiliary women workers in the legal sector: traversing subjectivities and ‘self’ to learn through work

This study is about female auxiliary workers in the Australian legal sector. The purpose is to explore the impact of subjectivities on women workers and how they negotiate their positionality to participate in meaningful work and learning. The study is grounded in theories of identity and socio-cultural perspectives of subjectivity, agentic action and reflexivity. The approach is a critical ethnography and procedures for data gathering were triangulated through interviews, observations and reflective diaries. Findings reveal that, in spite of impeding subjectivities and low workplace affordances, auxiliary women’s learning is mostly shaped by their agency and reflexivity. The women participants identified themselves as pragmatic learners and demonstrated how they navigate subjectivities, and find ‘self’ through agentic actions and reflexivity. Hence, it will only be through greater management awareness and more conducive educational pathways for auxiliary women workers that these workers will achieve their goals and realise their full potential.