Job seekers with musculoskeletal or sensory disabilities: Barriers and facilitators of job search

Drawing on interviews with job seekers and expert informants, we outline a model of the job search experience of people with disabilities. This model outlines the sequence of events involved in the pursuit of paid work and the contextual features that inhibit or facilitate job search attitudes, behaviours, intermediate search outcomes, and employment outcomes. By contrasting the experiences of job seekers with musculoskeletal and sensory disabilities, and outlining the influence of major stakeholders in the form of employment agencies and family members, our model provides the basis for a more nuanced understanding of the job search process. Finally, we recommend points of intervention that are grounded in data for improving job search outcomes for people with disabilities in general, and for job seekers with musculoskeletal or sensory disabilities specifically

Family embeddedness and entrepreneurship experience:A study of Indian migrant women entrepreneurs in Australia

India has emerged as a major source of migrants for developed countries including Australia; yet, there is a dearth of research on Indian migrant entrepreneurs, particularly women. Using qualitative methods of enquiry, we explore the perceptions of Indian migrant women entrepreneurs (MWEs) and their partners in Melbourne, Australia, about their entrepreneurship experiences from a family embeddedness perspective. More specifically, we explore how family embeddedness of Indian MWEs is influenced by certain factors which in turn influence their entrepreneurship experience. Our findings suggest that entrepreneurship among Indian MWEs is a complex phenomenon influenced by their being an Indian, a woman and a new Australian, all of which interact and influence their family dynamics and entrepreneurial experience. Our findings shed light on the duality of Indian culture which exerts both an enabling and a constraining influence on the family dynamics of MWEs, the constraining role of gender and the positive impact of their integration into the host country’s sociocultural context which all influence their family embeddedness and entrepreneurship. Contributing to the discussion on ‘ethnic’ and ‘women entrepreneurship’ from a family embeddedness perspective, we offer policy implications for facilitating entrepreneurship in the growing but under-researched cohort of Indian MWEs

A participatory model for ethnic audience development for the arts

This paper aims to investigate strategies to increase ethnic minority group consumers\u27 participation in arts performances in Australia. Our findings are based on focus group discussions and in-depth interviews with participants from ethnic minority groups, namely, Greek, Italian, Vietnamese, Chinese, and Indian in Australia. The findings indicate that a mixed cultural/arts events and culturally specific events are the most favoured forms for attracting participation from culturally diverse audiences. Further strategies are to provide more arts and cultural education for minority andmainstream cultures, and appropriate marketing activities to minority groups could increase arts participation of ethnic consumers. Our research will contribute to further understanding of ethnic marketing literature and cross-cultural marketing for the arts sector.<br /

Motivators and barriers of ethnic groups to engage in arts performance

This paper aims to highlight the behavioural processes of ethnic minority group consumers in relation to arts performance in Australia. Our findings indicate that Chinese, Vietnamese, Italians and Greeks have varying perceptions, practice and experiential decision-making. The major barriers for ethnic audiences to attend arts events were cost and time; a lack of understanding of or exposure to some artforms; language difficulties. Motivating factors for ethnic audiences were events associated with their own ethnic backgrounds; socialising/meeting with friends/people, and familiarity with the art-form. Our research will be critical for future arts marketing and cultural research and contribute to socially inclusive communities where every resident can act as a contributor to build socio-economically strong cities and nations<br /

Creating community-inclusive organizations: Managerial accountability framework

Based on a community psychology perspective, this qualitative study explores the community inclusion effort of one of the largest pulp and paper companies in the world. Extending the literature on workforce diversity/inclusion, we present the community inclusive organizational framework, which signifies the dynamics of community inclusiveness of organizations highlighting key managerial accountabilities (i.e., cultural, collective, relational and structural accountabilities) based upon the community psychology perspective. Theoretical and practical implications are presented for promoting community inclusive organizations, along with avenues for further research

Towards a diversity justice management model : integrating organizational justice and diversity management

Purpose &ndash; Contemporary organizations are increasingly paying attention to incorporate diversity management practices into their systems in order to promote socially responsible actions and equitable employment outcomes for minority groups. The aim of this paper is to seek to address a major oversight in diversity management literature, the integration of organizational justice principles.Design/methodology/approach &ndash; Drawing upon the existing literature on workforce diversity and organizational justice, the authors develop a model based on normative principles of organizational justice for justice-based diversity management processes and outcomes.Findings &ndash; The paper proposes that effective diversity management results from a decision-making process that meets the normative principles of organizational justice (i.e. interactional, procedural and distributive justice). The diversity justice management model introduced in this article provides important theoretical and practical implications for establishing more moral and just workplaces.Research limitations/implications &ndash; The authors have not tested the conceptual framework of the diversity justice management model, and recommend future research to take up the challenge. The payoff for doing so is to enable the establishment of socially responsible workplaces where individuals, regardless of their background, are given an equal opportunity to flourish in their assigned jobs.Practical implications &ndash; The diversity justice management model introduced in this paper provides organizational justice (OJ)-based guidelines for managers to ensure that OJ can be objectively benchmarked and discussed amongst diversity stakeholders to continuously improve actual and perceived OJ outcomes.Social implications &ndash; The social implication of this conceptual paper is reduction of workforce marginalization and establishment of socially responsible organizations whereby those marginalized (e.g. people with disabilities) can effectively work in their organizations.Originality/value &ndash; This is the first attempt to establish a diveristy justice management model, which incorporates normative principles of organizational justice into diversity management processes and outcomes.<br /

The experience of Asian expatriates in Australia

Workforces in individualistic countries, such as the US, the UK and Auslralia, are becoming increasingly culturally diverse. In Australia, the population now comprises people from more than 220 nationalities, approximately 45% of whom were born overseas. It is expected that. by the year 2030, 25% of the Australian population will be of Asian origin Nankervis. Compton, &amp; McCarthy, 1999). Despite large Asian expatriations, the small number of Asian permanent residents in Australia (i.e. 4.7% of 18m people) infers that Asians may be having difficulty fitting into the Australian context. This paper will highlight the unaddressed racial tension in Australian workplaces and discuss the experience of Asian expatriates in light of the racial and value dissimilarity associated with Asian (collectivist) and Australian (individualist) cultures.<br /

Reducing the online cross-cultural communication divide between individualists and collectivists

In an era of globalized information, Internet usage has profound implications for human resource management (HRM). Cultural diversity and technology literature imply that cross-cultural online communication emphasises cultural fault-lines, while simultaneously, building bridges of understanding between members of different cultures. The key tenet of this paper is that diversity oriented HRM (namely the combined use of individualist and collectivist HRM practices) is expected to reduce the cultural fault-lines between individualists and collectivists cultures, positively moderating the cross-cultural online communication effects. Although it is acknowledged that distinguishing values of I/C can increasingly be found within any given culture, the key tenet of the paper is to examine the effect of Hofstede\u27s definition of I/C within the context of cross-cultural online communication.<br /

Life enrichment for workers in contemporary China

Purpose – The purpose of this paper is to identify key antecedents of work-family enrichment (WFE) for Chinese workers in China. The paper adopts the Chinese cultural perspectives (i.e. philosophy of Confucian: Chinese family orientation and collectivism) as well as traditional Chinese philosophies of life as a whole. Design/methodology/approach – This is a conceptual paper. Therefore, this section does not apply. Findings – The key antecedents of Chinese WFE have been identified and presented in the conceptual framework. Testable propositions have also been developed and presented in this paper. Practical implications – The conceptual framework showing the identified key antecedents of Chinese WFE highlights the necessity for the corporate leaders to rethink the ways to promote well-being and productivity of Chinese workforce in China. Meanwhile, managers should rethink about WFE among Chinese employees and regard employees as a whole person rather than just a worker with certain skills or abilities. Originality/value – This is the first paper to propose the concept of life enrichment by examining the antecedents of WFE particularly from the Chinese philosophical and cultural perspective