The impact of government practices on the ability of project managers to manage

This paper examines the effect government policy has on the way managers of government-funded projects manage. The findings suggest that government reforms have improved the efficiency of processes undertaken during the life of the project, but have failed to address the issues arising from a lack of policy clarity relating to “what should be developed”. In addition, the findings suggest that the gains achieved through the implementation of government reforms are compromised by a lack of a management framework detailing the responsibility and authority of each government entity involved in the ownership of projects. In addition, there is presently no recourse to mediation for resolving outstanding contract discrepancies

Female entrepreneurs as managers: the role of social capital in facilitating a learning culture

Purpose – The purpose of this paper is to use a social capital and learning organisation theoretical framework to clarify two issues: how female entrepreneurs manage interactions with employees and whether they learn about new business opportunities from workplace networks. The qualitative findings demonstrated that female entrepreneurs used a relational approach to manage their employees which social capital theory (SCT) predicts should have promoted a workplace environment-based on trust and reciprocity of ideas, information and resources. Design/methodology/approach – Data were obtained from semi-structured phone and person-to-person interviews. The qualitative questions sought to solicit information about how female entrepreneurs managed (particularly their staff) and whether they used workplace processes to be innovative and learn about new venture opportunities from within their firms. Findings – The paper provides support to previous research that argues female entrepreneurs traditionally use a relational approach to managing their businesses. However, in contrast to previous literature about SCT, this paper found that only about a quarter of the female entrepreneurs used a social capital approach to learn about potential venture opportunities from their staff. Hence, the findings suggest that these female entrepreneurs did not engage in active learning from employees. Research limitations/implications – This study’s findings have a number of limitations. Firstly, the sampling process could have caused bias in the data collection and therefore the generalisability of the findings may be compromised. Moreover, the sample size is limited; hence further research is necessary across numerous countries to improve the generalisability of the exploratory study. Practical implications – The implication of these findings is that the majority of female entrepreneurs probably do not use workplace employee networks to provide new venture opportunities. Governments may need to consider strategies for supporting female entrepreneurs to capture new venture opportunities. Originality/value – Previous research suggests that small to medium-sized enterprises do not necessarily perceive networks outside of the firm as a source of new ideas and the findings from this study suggest than only a quarter of the female entrepreneurs attempted to learn from inside the firm

Using social identity theory to explain the job satisfaction of public sector employees

This study first reports findings about what factors affect the job satisfaction of one group of public sector employees and second, uses social identity theory to explain the results. The results indicated that working with fellow employees enhances job satisfaction. In contrast, dealing with the clientele (possibly without appropriate training) and organisational management polices compromise the job satisfaction of early career Australian police officers. These findings challenge existing managerialist beliefs that suggest that significant attempts to reform organisational processes within the public sector organisations of a number of Western democracies have improved the effectiveness of employees. These reforms have changed the organisational context within which policing takes place and consequently, the work practices of police officers have changed. Some of these changes have reduced the satisfaction of employees. The implications of the findings are that when employees are dissatisfied with a number of the working conditions, it is likely that their workplace effectiveness may be jeopardised and in turn, the efficiency and effectiveness of scarce public resources may also be compromised

Public policy promoting clustering as a growth strategy for firms: a comparison of the effectiveness of Australian and Italian clustering policies

Clustering policies specifically attempts to forge links between relevant firms so as to improve the transfer of information and skills across an industry type. This study uses qualitative research methods including interviews and document analysis to compare policies promoting clustering, usually with an aim to drive innovation, as a means of creating a competitive advantage for SMEs as a way of achieving economic growth for a region. Criterion-based sampling was used to identify who to interview and which documents to analyse. In particular, an understanding of policy was achieved by reviewing specific policies related to promoting networking/clustering amongst SMEs. Results indicate, the local governments in SE Queensland, Australia and the Veneto region, Italy identified the importance of building viable networks and industry clusters and this was evident in the economic development policy documents. However, the depth and breadth of substance was greater in the Italian policy documents. The findings suggest that it is difficult to help some businesses. In the case of Italian firms there is a clear mandate to assist only “mature” clusters that have had the time required to develop a joint strategy

Using the Harvard HRM model to conceptualise the impact of changes to supervision upon HRM outcomes for different types of Australian public sector employees

Within the Australian context of a shortage of skilled professionals, this article uses the Harvard model of human resources management (HRM) to conceptualise how changes in stakeholder interests coupled with changes to situational factors affect public sector HRM policy choices that in turn affect HRM outcomes for different types of public sector employees. The findings obtained using path analysis suggest that the proposed model explained almost 50% for nurses and less than 14% for police officers. In the case of nurses, the strong significant relationship between HRM inputs and outputs may provide a further plausible explanation for one of the long-term consequences of new public management - namely, the inability to retain skilled employees (especially those in the health sector) across numerous OECD countries. The implication of these findings is that the present public sector HRM policy choice should be re-examined because of its impact on HRM outcomes. Moreover, public sector employees should not be regarded as one uniform group that responds alike to the same policy. Whilst the merits of pursuing a strong auditing focus may have benefited organisations financially, the benefits can only remain if public sector employees, including professionals, are prepared to work under those conditions. The inability to retain nurses in numerous countries, coupled with past studies that have identified (poor) management as a contributing factor, suggests that past HRM policy choices may have to be replaced by new HRM policy choices that focus on employees\u27 perceptions of well-being. However, more studies using different types of professionals are required to confirm the generalisability of these findings

The impact of intuition and supervisor-nurse relationships on empowerment and affective commitment by generation

Aim.  This article reports a generational cohort and leader-member exchange theoretical frameworks-guided study of the influence of the supervisor–subordinate relationship on three generational nurse cohorts’ use of intuition, perceptions of empowerment and affective commitment. Background.  Within a global context of nurse shortages, knowledge about factors influencing nurse retention is urgently sought. We postulated that nurses’ use of intuition is the key to their empowerment and consequent commitment to the organization, and that impact would vary among the three large nurse generations. Methods.  A self-report survey was used to gather data in 2008, which were then analysed using correlations, regression analysis, manova and path analysis. Data were obtained from 900 Baby Boomer and Generations X and Y nurses, randomly chosen from seven private hospitals across Australia. Results.  The findings confirm the important impact of supervisor–nurse relationships upon all three generations’ use of intuition. The findings add new knowledge about the differing importance of using intuition for Generation X, Generation Y and Baby Boomer nurses’ perceptions of empowerment, suggesting it is more important to Baby Boomers and Generation X than to Generation Y. Further, the impact of using intuition differs significantly among the generational cohorts. Conclusions.  The findings suggest the need for a more differentiated tailored style – sensitive to varying needs of the generations. Improving supervisor–nurse relationships is also critical, because of their impact upon nurses’ use of intuition, perceptions of empowerment and affective commitment. Poor relationships lead to increased nurse replacement costs