are offered to explain the reason for this lack of relationship. Career identity was also found not to differentiate between early and delayed retirees. Further examination of this finding through factor analysis indicates that the career identity and job satisfaction items loaded significantly on one factor. Regression analysis showed this new variable ‘career fulfillment’ predicted early retirement for this group of professionals.
Predicting use of knowledge management systems: Do differences exist between the generations?
McENIERY, M. & LOVELL, W. (University of Queensland)
he knowledge of its employees is an important asset for most firms. Knowledge Management represents any action by an organisation to manage knowledge in a way that makes it available to others. This emerging field of research faces growing importance due to the expected retirement of large numbers of baby boomers over the coming decade, and the resultant need for organisations to capture that departing knowledge, and make it available to younger workers. This study attempts to measure predictors of usage of Knowledge Management and compare Generation X and Y to determine whether different factors motivate these generations to use or not use Knowledge Management Systems (KMS). 308 participants from a major public service organisation in Australia completed surveys measuring their use of KMS, and their ratings of the importance of the predictor variables (technical, social and personal benefit factors). Moderated multiple regression was used to assess whether the predictors could account for variability in KMS use and whether ‘generation’ moderates the importance of these predictors. Each predictor was found to significantly predict use of KMS. There was a significant difference between the generations on use of Knowledge Management but Generation (age) did not moderate the effects of the predictors. The results are discussed in light of the efficacy of age to accurately predict differences between the generations.
Restoring respectful behaviour
McEWEN, K. (Dakin McEwen)
orking in public health is difficult. A combination of declining resources, political/structural changes, emotional labour and increased demand equates to a stressful environment. The fall-out is costly with ‘mental health days’, conflicts, grievances, team dysfunction, and stress claims. It also leads to a prevalence of disrespectful behaviour among colleagues and bullying complaints. The traditional investigative approach to addressing poor behaviour in the public sector often worsens the situation, further damaging relationships. This session details an approach used to restore respectful behaviour in South Australian health units. A systems perspective is taken, with interventions simultaneously employed on an individual, group, and HR process level. The emphasis is on clearly identifying and working with the source of the behaviours rather than the symptoms, and focussing on creating the positive environment employees want not just on addressing poor behaviour. The success of this work in creating a strategic change of focus from bullying training and policies to respectful behaviour will also be outlined.
Implementing workplace mental health promotion programs: a practitioner perspective
McGREGOR, M. (Davidson Trahaire)
hilst many larger organisations now provide an Employee Assistance Program (EAP), it has been argued that such services need to be more integrated with the organisation to avoid being criticised as being a ‘band-aid’ for problems that stem from a ‘sick’ organisational culture, or ‘too little, too late’ in terms of failing to prevent the development of mental illness. This paper provides an EAP practitioner’s reflection on issues of importance in implementing programs and initiatives that aim to move beyond the ‘band aid’ approach by actively promoting mental health in the workplace.
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The influence of organisational commitment and job involvement on trainees’ motivation to learn and motivation to transfer learning to the workplace
McHARDY, K. M. & VON TREUER, K. M. (Deakin University)
he most effective means of evaluating training programs is the degree to which trainees transfer skills and knowledge from the training setting back to the workplace. The role of job attitudes in the transfer process requires further testing. The aim of this study was to determine whether there is a relationship between the job attitudes organisational commitment and job involvement, and training motivation. The role of training specificity was also examined It was hypothesised that greater affective organisational commitment and job involvement would predict greater motivation to learn in ‘job-relevant’ training programs; greater organisational commitment and job involvement would predict greater motivation to transfer learning from a ‘job-relevant’ training setting back to the workplace; but affective organisational commitment and job involvement would have no effect on motivation to learn or motivation to transfer skills learned in ‘career-relevant’ programs. These hypotheses were tested using quantitative methods. This study may guide organisations and training professionals in terms of the design of training programs, particularly the specificity of training goals, and the relevance of these goals to training participants in both their immediate job and future employment.
Developing emotional intelligence: Tools and techniques
McEWEN, K. & DAKIN, J. (Dakin McEwen)
he concept of emotional intelligence is now mainstream in O/I psychology research and practice. While considerable attention has been placed on formulating models and designing assessment methodologies, less focus has been paid to evaluating methods of developing emotional intelligence. This practice forum will allow participants to learn and share techniques and tools used to develop emotional intelligence. The session will begin with a general discussion of issues in relation to developing emotional
intelligence at work and will be followed by specific demonstration and sharing of activities related to the five dimensions of the Swinburne University Emotional Intelligence Test (SUEIT). The facilitators will draw on materials used in a development program specifically designed to develop emotional intelligence in managers. This program was validated through empirical research and found to improve emotional intelligence as measured by the SUEIT. The forum will have a high experiential component.
Influences on the job satisfaction of Australian speech pathologists
McLAUGHLIN, E., ADAMSON, B. & LINCOLN, M. (University of Sydney)
esults from the first nationwide study of attrition from the Australian speech pathology profession will be presented. The discussion will focus on issues that prompt speech pathologists to consider leaving their jobs, and ultimately the profession. Many of these issues transcend individual workplaces, yet conditions at the organisational level such as departmental structure and workload contribute considerably to the job satisfaction of speech pathologists. Quotes from speech pathologists that have decided to leave the profession will be used to highlight their behavioural and emotional responses to such stressors, and how these factors largely beyond their control have shaped their careers.
Volunteer firefighting: A job for a woman?
McLENNAN, J., BIRCH, A., BEATSON, R. & COWLISHAW, S. (La Trobe University)
his paper reports findings from four studies which examined issues impacting on the recruitment and retention of women volunteer firefighters. Two studies involved surveying current volunteers; one involved a survey of members of rural communities; one involved interviews with agency staff. Women are deterred from volunteering because: they fear not being welcomed in a male environment; they believe that they are not suited to firefighting; and they have child care responsibilities. There are few meaningful differences in motivations of women compared with men to become volunteer