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The purpose of this study is to explain demographic influences on employee trust towards managers.

Drawing upon a data set of over 5,000 responses from the Australian workforce, this paper examines demographic influences on employee trust in their managers.

The findings show that demographic influences have an effect on employee trust towards managers. Employees who are male, older, public sector, permanent, longer tenured and unionised were found to be less likely to trust managers.

Relevant to human resource practice, the findings offer potential for the development of trust by identifying employees who are less likely to trust managers. The expected outcome is that such employees can be selected for programmes and practices aimed at improving trust, such as increased managerial contact, consultation and support.

There has been a general decline of employee trust in managers over the past two decades. Research on the antecedents of trust has been reported to lag behind theory, with a paucity of research relating to demographic influences on employee trust towards managers. This study fills this research gap and offers potential for the targeted development of trust towards managers among employees.

The purpose of this paper is to study job attitudes between unionized and non-unionized employees in Australia as recent research on attitudes among unionized employees has centred on topics such as attitudes towards unionization and involvement, but not on work-related attitudes.

This study uses a data set of over 5,000 responses from the Australia at Work survey. Ten attitudinal survey questions adapted from the Australian Workplace Industrial Relations Survey and the Australian Survey of Social Attitudes were used to compare work-related attitudinal differences between unionized and non-unionized employees.

Findings show that unionized employees perceive less manager–employee consultation, health and safety, dispensability, time flexibility, workload flexibility, managerial trust, fair treatment and pay equity.

Not much is known about the attitudinal differences between unionized and non-unionized employees, given the paucity of research on unionist job attitudes. Recent research in this area has centred on employee attitudes towards unionization and involvement as opposed to studying work-related attitudes. The findings can help the management predict behavioural responses between unionized and non-unionized employees for improved decision making.

This paper aims to investigate whether values enactment could be increased through frame-of-reference (FOR) training configured around values prototyping and behavioural domain training for managers within an Australian public sector organisation.

Employees from an Australian public sector organisation were studied to ascertain the effect of values training and development via a three-way longitudinal design with a control group.

The findings indicate that FOR training can increase employee values enactment clarity and, thereby, have a positive impact upon organisational values enactment.

The application of FOR training constitutes a new approach to supporting the development of employee values clarity, which, in turn, can support the achievement of organisational values enactment. Through FOR training, employees can learn to apply organisational values in their decision-making and other behaviours irrespective of whether they are highly congruent with their personal values.

Empirical research into values management is limited and there is a lack of consensus to what is needed to create a values-driven organisation. The article shows that FOR training can be a beneficial component of a broader human resource strategy aimed at increasing organisational values enactment. With reference to the resource-based view of the firm, it is argued that values enactment constitutes a distinctive capability that may confer sustained organisational advantage.

Comparative and international education (CIE) is a field connected through research and practice. While educators use research-based data from CIE, they often seek practical application for the classroom setting. Therefore, NGOs and international organizations play a pivotal role in bridging the gap between research and practice. They provide essential resources, professional development, and context for educators and students as they develop critical skills, knowledge, and dispositions for our interconnected and interdependent world. As educators work toward cultivating global competency in students, they will continue to rely on NGOs and international organizations for support. These resources are most applicable when contextualized for diverse school communities and supported by local and global collaboration. Ultimately, educators, students, and other key stakeholders will maximize educational outcomes by utilizing the resources and opportunities provided by NGOs and international organizations.

The two aims of this paper are to explore the development of trust for relationships between staff and customers in the banking sector and to investigate possible links between financial performance of relationship manager and their levels of emotional intelligence (EI) and trust.

An internet survey was undertaken, where respondents were asked to complete an EI test and questions relating to trusting behaviour. These data were integrated with financial performance data supplied by the bank. Exploratory and confirmatory factor analysis and correlation analysis was used to identify links.

Trust was found to be made up of three components: dependability; knowledge; and expectations. Further, there were significant correlations between both trust and EI, when compared to the financial performance of a relationship manager.

The methods used by the bank to collect performance data have limited the analysis that could be conducted.

Increased awareness by the relationship managers of their own emotions, and how they perceive and act upon the emotions of others, should favourably impact financial performance.

This paper is an important initial step in highlighting the significance of EI and trust in the relationship marketing/selling arena.

The purpose of this paper is to show how understanding of human resource (HR) management practices which have been adopted in the emerging markets such as that in China is particularly interesting to academia and management practitioners. The purpose of this study is to shed some light on the implementation of innovative HR practices among 74 Chinese small and medium‐sized enterprises (SMEs) and to explain how the HR practices influence their firm performance.

Cluster analysis is used to group Chinese SMEs according to their adoption of innovative human resource (HR) practices and examine how the practices are associated with HR outcomes and firm performance.

It is found that the membership of clusters is influenced by several factors, including ownership, age and size of firms. These characteristics have influenced the motivation, capacity and ability of firms in the sample to adopt high performance human resource practices. The extent to which firms have adopted innovative human resource practices is shown to be closely associated with human resource outcomes and firm performance.

The key implication is that SMEs, especially those rapidly developing domestic and collectively owned small firms, as well as those state‐owned enterprises in China, may see clearly the benefits of devoting greater attention to HR practices to achieve their future growth potential.

There is limited research on the work alienation of knowledge workers in management studies. This paper seeks to address this gap by exploring the extent and reasons for the alienation of knowledge workers.

In the absence of a comprehensive framework for understanding the work alienation of knowledge workers, various factors such as structural elements of centralization and formalization, work characteristics of autonomy, variety, creativity, meaningfulness and self‐expressiveness, quality of work relationships and justice perceptions were examined as predictors of work alienation. Survey data were collected from six different organizations in the information technology sector (n=1,142) in India.

Around 20 percent of the sample was found to be alienated from work. The strongest predictors of work alienation for knowledge workers were found to be lack of meaningful work, inability of work to allow for self‐expression, and poor quality work relationships.

Organizations employing knowledge workers cannot risk alienating them. The study indicates that one in every five knowledge workers is likely to be alienated. For organizations and practitioners this is a wake up call, pointing to the urgent need to try and understand the factors that are likely to cause alienation among knowledge workers and take adequate preventive steps to ensure an enthused workforce.

Research on alienation in present times has been somewhat limited. This is the first research of its kind across knowledge workers in the information technology industry that attempts to capture their work alienation and factors predicting it.

Knowledge workers (KWs) in information technology (IT) sector have become one of the key drivers for strategic competitiveness as they contribute toward an organization’s performance. In this context, the role of knowledge workers, who work on deputation to client side, is even more critical as they contribute directly to the revenue inflows. The purpose of this paper is to explore their role efficacy (RE) and organizational role stress dimensions, which have been affecting their performance and organization effectiveness. The study further explored the relationship between RE and role stress dimensions. Two distinct samples were identified, one where Indian KWs working in Indian company and Indian KWs working in foreign firm, where they have been discharging client facing technical roles.

A primary study has been conducted choosing questionnaire survey and telephonic interviews. A questionnaire was designed in such a manner so that the authors can extract the required information from the respondents about various dimensions of RE. This instrument was used to test the conceptual model of RE. Overall 50+ responses were obtained from IT companies in each of the two selected categories.

The results have shown that role expectation conflict and role isolation are the two major dimensions contributing to role stress for the selected sample, while centrality and integration have contributed to overall role efficacy for both the categories. Human resource interventions were suggested to enhance their RE and reduce their role stress.

This study made an attempt to investigate the relationship between RE and role stress dimensions of the KWs which has not been attempted in any previous published literature.

The purpose of this paper is to analyse the performance of accounting researchers in winning competitive Australian Research Council (ARC) grants, when compared with researchers from the medical, engineering and law professions, during a period of heightened questioning of accounting methods, bounded by the end of the dot.com boom in 2001 and the global financial crisis in 2008. Protection and expansion of a profession's core knowledge through effective research is regarded as a hallmark of ongoing professional recognition and success in winning ARC grants is one indicator of the strength of this research. Reasons for the absolute and relative performance of accounting researchers in winning ARC grants are explored.

ARC statistics for the 2000‐2008 period were analysed, along with additional data from the relevant professional associations and the Commonwealth Department of Education, Employment and Workplace Relations.

The results indicate that Australian accounting researchers are performing poorly in absolute and relative terms when compared with their professional peers. Some evidence exists that accounting research cultures seem to flourish in only a handful of universities, and that accounting academics are overloaded with teaching to the detriment of research.

The study adds to the growing interest in the value added by accounting research to the accounting profession, the corporate sector and society at large. While the publishing record of Australian accounting researchers appears healthy, when compared with their accounting peers overseas, they perform poorly in winning competitive grants relative to researchers from other professions. This may be a timely wakeup call to the accounting profession that the social acceptance of accounting knowledge should not be taken for granted.