The current study seeks to answer a number of key questions concerning the strategicmanagement of frontline employees (e.g. individuals who do not occupy an executive,managerial or supervisory role in functions such as production, maintenance, service andclerical functions) and their...

Both enterprise agreements (EAs) and the implementation of total quality management (TQM) have the goals of improving productivity and performance and distributing the gains of such improvement within workplaces and, in a broader context, making Australian products more competitive in the...

Purpose: Drawing from the Job Demands-Resources (JD-R) framework and Conservation of Resources (COR) theory, the authors’ study examines the impact of high commitment HR management (HCHRM) practices and psychological capital (PsyCap) on job autonomy and job demands in predicting burnout in...

Purpose: Workplace bullying involves a power imbalance, and despite laws in New Zealand which prohibit discrimination on the grounds of gender, women remain under-represented in top-level roles. The aim of the study was to examine whether gender and role (managerial/non-managerial) were related...

Purpose: The purpose of this paper is to investigate whether formal authority of the HR department has any impact on line managers’ evaluations of HR department effectiveness. Design/methodology/approach: Two studies were conducted in Vietnam. Study 1 comprised a survey of 405 line managers...

Purpose: Human resource (HR) philosophy and an organization’s commitment to employees (OCE) are important components of a human resource management (HRM) system, yet the influences of these variables on the effectiveness of HRM implementation has been less evident. Similarly, few studies have...