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Whilst several studies investigate the attributes of dysfunctional leaders exhibiting corporate psychopathic traits, there is a paucity of longitudinal data exploring the way these leaders damage employees and the organisation. The purpose of this paper is to address this gap in the literature and provide a focus for HR to address these emerging issues within organisations.

A longitudinal and in-depth case study approach is taken to explore the impact on a workplace of a dysfunctional leader exhibiting the traits of a corporate psychopath. A framework is used to analyse the nuances of the behaviours, in particular bullying behaviours and the impact of this leadership style on the workforce over a five-year period.

The long-term negative effects of this type of leadership are identified through a detailed analysis of a trait commonly associated with this toxic style of leader, bullying behaviours and their consequences.

Whilst a single case study allows for in-depth analysis, it may be seen as atypical and of limited application. However, the longitudinal approach is ideal to investigate the nuance of how a highly dysfunctional leader operates within and through the multiple layers of an organisation.

The paper identifies the traits and effects of a dysfunctional leader on an organisation to enable the organisation primarily through human resources to deal with them and their behaviours.

The finding of this study adds to the knowledge of identifying and dealing with toxic behaviours in the workplace.

The longitudinal nature of the study provides a unique insight into the behaviours and damage of a dysfunctional leader within the workplace.

The purpose of this paper is to analyse the effect of nurses’ experience of the fulfilment of their psychological contract on their intention to leave the nursing profession and to consider employee engagement as a mediator between the fulfilment of the psychological contract of nurses and their intention to leave their profession.

The authors used a quantitative, cross-sectional research design. In total, 1,039 Australian nurses completed an anonymous online survey conducted via the Australian Nursing and Midwifery Federation website. Structural equation modelling was used to test the hypotheses.

The fulfilment of promises related to interesting job content and social atmosphere were negatively associated with intentions to leave the nursing profession, and these relationships were mediated by engagement. The fulfilment of promises related to career development, financial rewards and work–life balance were not associated with intentions to leave the nursing profession.

To ensure professional nurse retention, it is necessary to not just promise nurses interesting jobs and a supportive social atmosphere, but to manage nurse perceptions regarding the fulfilment of these promises.

Although there has been extensive research on nurse intention to leave their current job, the important area of nurse professional turnover has received less attention. The research highlights the importance of fulfilling expectations and promises related to interesting nurse job content that encourages nurse responsibility and autonomy as well as promises of a social atmosphere that includes co-operative relationships and good communication with colleagues.

The purpose of this paper is to examine the impact of experiential simulation-based learning of employee self-efficacy.

The research approach is an exploratory case study of a group of trainees from the same organisation. Using a quasi-experiment, one group, pre-test-post-test design (Tharenou et al., 2007), a questionnaire with validated scales at Time 1 (T1) prior to training and Time (T2) three months after training were used. All scales had been validated by the researchers and had acceptable levels of reliability. In addition interviews are undertaken with the participants immediately at the end of the programme.

The research found strong evidence of the positive impact of the training on skills transfer to the workplace with support from supervisors as key criteria.

There remains a need for additional studies with larger and more diverse samples and studies which incorporate control groups into their design.

This study provided support for the transfer of knowledge using simulation-based training and advances our limited knowledge and understanding of simulation-based training as a form of experiential (management) learning and development.

This is the first study to undertake a longitudinal analysis of the impact on self-efficacy in the workplace and as such adds to the research in this field.

The purpose of this paper is to explore the role of four cognitive biases, namely, selective perception, exposure to limited alternatives, adjustment and anchoring, and illusion of control in anticipating and responding to Distributed-Denial-of-Service (DDoS) attacks.

The paper is based on exploratory case study research and secondary data on decision making in the Australian Bureau of Statistics (ABS) in regards to planning and managing DDoS attacks on Census day in 2016.

Cognitive biases limited the ABS’s awareness of the eCensus system’s vulnerabilities, preparation for and management of DDoS attacks. Cyberattacks are on the increase, and managers should expect and be prepared to deal with them.

Due to the sensitivity of the topic, it was not possible to interview relevant stakeholders. Analysis is based on high-quality secondary data that includes comprehensive government reports investigating the events on Census day.

Cyberattacks are inevitable and not an aberration. A checklist of actions is identified to help organisations avoid the failures revealed in the case study. Managers need to increase their awareness of cyberattacks, develop clear processes for dealing with them and increase the robustness of their decision-making processes relating to cybersecurity.

This the authors believe that it is the first major study of the DDoS attacks on the Australian census. DDoS is a security reality of the twenty-first century and this case study illustrates the significance of cognitive biases and their impact on developing effective decisions and conducting regular risk assessments in managing cyberattacks.

The pandemic emphasised the importance for society of the “hidden” workforce – cleaners, delivery drivers, security guards or hospital porters. This paper explores the well-being of low-status expatriates in the international workplace exemplified by the United Arab Emirates (UAE). This is one of the first studies examining the well-being of people at the bottom of the pyramid, living in difficult circumstances, and undertaking work that is hard and sometimes dangerous.

The authors adopt an exploratory approach. Using semi-structured interview data from 21 low-status expatriates, the authors examine their experiences in the UAE in relation to their well-being, allowing the authors to suggest the need to develop our understanding of the concept of well-being and the concept's application.

Low-status expatriates live restrictive lives, away from their family and friends for extended periods, and subject to rigid terms and conditions of employment. Difficult circumstances, long working hours, late or arbitrarily reduced salary payment and a lack of voice affect their personal well-being and sacrificed to consideration for their family well-being. Applying the concept of well-being in such cases requires the authors to develop the notion beyond the individual to encompass the wider family.

This exploratory analysis opens new avenues for well-being studies and highlights the need for contextualised research. Future research might benefit from quantitative methods being used alongside qualitative methods and collecting multiple perspective data, including the views of managers and policy makers and data from the “left-behind” families of these low-status expatriates.

There is plenty of scope for managers of low-status expatriates to improve the latter's well-being. Given the lack of interest in doing so, the authors suggest that policy makers may need to modify extant legalisation to ensure a greater focus on low-status expatriates.

The authors believe this to be the first study to examine the impact of family orientation on the well-being of low-status expatriates, encouraging the authors to challenge and suggest developments to current understandings of well-being.

Reviews the latest management developments across the globe and pinpoints practical implications from cutting‐edge research and case studies.

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

Coles Meyer Limited (CML) is Australia's largest private sector employer, operating in such diverse businesses as retail, supermarkets and commercial products. It employs approximately 165,000 people in over 1,900 stores throughout Australia and New Zealand. It is this company that Peter Holland and Amanda Pyman chose to study regarding the development of its own corporate university (CU), in which employees are not only trained in day‐to‐day jobs, but tailored for all aspects of career development within the organization.

Provides strategic insights and practical thinking that have influenced some of the world's leading organizations.

The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy‐to‐digest format.

Looks at the 2000 Employment Research Unit Annual Conference held at the University of Cardiff in Wales on 6/7 September 2000. Spotlights the 76 or so presentations within and shows that these are in many, differing, areas across management research from: retail finance; precarious jobs and decisions; methodological lessons from feminism; call centre experience and disability discrimination. These and all points east and west are covered and laid out in a simple, abstract style, including, where applicable, references, endnotes and bibliography in an easy‐to‐follow manner. Summarizes each paper and also gives conclusions where needed, in a comfortable modern format.

The purpose of this paper is to explore whether the concept of psychological contracts underpinned by relational/transactional exchanges provides an adequate description of knowledge workers' contracts.

The research approach uses interviews with ten scientists from within a pre‐eminent Australian scientific research and development organization, the Commonwealth Scientific & Industrial Research Organisation (CSIRO).

The research strong evidence of an ideological currency within the psychological contract for this set of knowledge workers.

The research raises questions over the role of normative occupation‐specific beliefs about work, and the sharing of common currency elements by individuals in the same organization within the same occupation. The analysis lends support to calls in the literature for a reconsideration of the transactional/relational interpretative framework that underpins the psychological contract.

This exploratory study lends support to calls in the psychological contract for the reconsideration of the cognitive‐perceptual definition of the concept and its transactional/relational interpretative framework.

The purpose of this paper is to consider the extent to which the concept of the corporate university is emerging as a simple re‐labelling of the functional training area or a key strategic platform in developing organisational competitive advantage.

A case study approach was taken to provide an in‐depth understanding of the development of a corporate university. Interviews with key informants and background/archival information was used to explore the focus of the corporate university. A typology developed by Taylor and Paton in 2001, was used to analyse the role and integration of the corporate university within the case study organisation.

The research indicates that the development of the corporate university within the case study organisation has focused resources to strategically develop their human capital and is clearly linked to the strategic objectives of the organisation to enhance competitive advantage.

The research was exploratory and whilst indicating a link between the corporate university and the organisation's objectives, this was a single case study. The limitations of single case study analysis prohibit generalisability. More research is needed to identify trends developing across industry sectors. From this a more detailed review of the impact of corporate universities can be made.

This is the first research into the strategic development of corporate universities in Australia. As such, it provides insight into the development of the phenomena in an advanced market economy. The initial findings indicate strategic development of the corporate university to support and enhance the organisations focus and competitive advantage.

Electronic monitoring and surveillance (EMS) practices provide new challenges in the workplace. The purpose of this paper is to examine the relationship between EMS in the workplace on employees’ trust in management.

This paper is based upon data from the 2012 Australian Electronic Workplace Survey of 500 randomly sampled employees. Controlling for a range of personal, job and workplace characteristics, the data were analysed using OLS and ordered probit regression.

The regression analyses identified that EMS has, on average, a negative relationship with trust in management. The authors further differentiated the sample to examine the potential impact of EMS on trust between manual and non-manual employees. The study found the relationship between EMS and trust in management was only evident for manual workers.

Future research should investigate the extent to which employee attitudes, commitment and engagement are impacted, and the individual-level and organisational-level outcomes of EMS. Causal inferences are necessarily limited and the research does not address managers’ underlying motives. Although self-reported data on EMS reflect objectively measured characteristics of the organisation.

EMS can have negative effects on the employment relationship through the loss of trust in management, especially for manual workers. Tangible effects may flow from this through withdrawal behaviour such as employee exit from the organisation.

The findings of this study provide evidence to add to the debate on the extent and impact of EMS in the workplace and its impact on employees, the employment relationship and productivity.

Workplace surveillance is one of the most contentious issues facing employers, workers, unions, government and legal experts. However, little research has been undertaken on the effects of EMS on important job-related attitudes such as trust. The current paper remedies some of these deficits.