Exit interviews: strategic tool or deceptive process?

Over the years many human resource practitioners and researchers have placed great emphasis on trying to understand what causes a seemingly contented employee to voluntarily hand in their resignation (Brotherton, 1996; Johns and Johnson, 2005). In an effort to understand the ills that brought about such an occurrence many human resource practitioners and researchers have drawn on exit interviews due to a belief that an exit interview can help uncover possible reasons for voluntary employee turnover and that the information gathered from the interviews can help identify ways of improving firm performance. The purpose of this study is to describe and analyse the exit interview process adopted by a large, professional publishing organisation that has business operations within five countries throughout the Asia Pacific region. By investigating the exit interview process, at the case organisation, it is anticipated that the paper will be able to shed light on whether the exit interview process is a strategic tool that can be used for reducing employee turnover or if it is merely a deceptive process

Exploring the behavioural options of exit and voice in the exit interview process

Exit interviews are often considered to be a powerful tool for providing information to monitor and analyse employee turnover. The main objective of this study was to analyse the exit interview procedure adopted by a large professional publishing organisation. In doing this the effectiveness of the exit interview process was examined as a tool for employee voice on departure from an organisation. The exit and voice components of the ‘Exit-Voice-Loyalty-Neglect’ model were used to determine the efficacy of the exit process. The results indicate that despite the praise awarded to exit interviews for employees to voice their dissatisfaction, the exit interview process may not be as effective in practice as we have been lead to believe

Sources of occupational stress in NSW and ACT dentists

© 2015 Australian Dental Association. Abstract Background This study aimed to identify and understand the chronic sources of work stress in the NSW and ACT dentistry context. Further, the study examines whether Australian dentists are exposed to similar sources of work stress as dentists internationally. Methods A purposive sample of registered members of the NSW Branch of the Australian Dental Association (ADA) were interviewed. Participants were selected because they represented the key characteristics of the broader ADA population. Interviews were recorded and fully transcribed. Themes were identified, developed, refined and clarified using established and rigorous methods of interview investigation and analysis. Results A total of 18 dentists participated in the study. Inductive content analysis was used to develop six main categories of chronic sources of stress. These groupings were time and scheduling pressures, professional concerns, patient/public perceptions of dentists, staffing problems, pressures associated with treating patients and business process stressors. Conclusions Like their international counterparts, Australian dentists are subject to a variety of job-specific stressors. However, the most notable difference between Australian and international dentists relates to the business side of dentistry. It would appear that the Australian statutory, regulatory and industrial relations environment place unique and profound pressures on Australian dentists

New Forms of Employer-Worker Relationships in Australian Universities

This paper aims to investigate if the 'high-performance paradigm' and a Unitary Strategic HRM approach of WorkChoices has brought about new forms of employer-worker relationships within Australian universities. In the context of these developments, this paper will first set out to examine the literature to help explain the transition of Australiaâs industrial relations system. The paper will then proceed to outline the qualitative research design before reporting and discussing the results gathered through the undertaking of semi-structured interviews with Human Resource Managers/Directors and/or representatives from Australian universities as well as acclaimed academics within the field. The results highlight that whilst WorkChoices did bring forth a new form of work practice, the new practice did not necessarily promote innovative HRM practices nor did it encourage or cultivate new forms of employer-worker relationships within Australian universitie

How a welfare approach to maternity has facilitated low workforce participation rates for Australian women of child-bearing age

Australia is only one of two OECD Countries that has no legislated universal paid maternity leave scheme. It also ranks eighth lowest in the OECD for the workforce participation rate of women of child-bearing age. This paper examines why consecutive Australian governments have opted to provide a welfare approach to the issue of maternity rather than encourage and embrace womens workforce participation by providing legal entitlements within an employment relations context. The paper examines the history of welfare and paid maternity leave in Australia through an institutional framework in which society, politics and the economy become the bases for the argument. By using this framework for the examination, the paper aims to provide an understanding for the comparatively low workforce participation rate of women of child-bearing age observed within Australia

Taking international students seriously

With Australia an attractive and highly sought after educational destination for many international students, consideration should be given to the difficulties experienced by this important student cohort. This paper aims to identify classroom teaching strategies and techniques that can assist in making study at an Australian university a more positive experience for international students from Non-English Speaking Backgrounds (NESBs)

Work-life Balance: Experiences of Women in the Australian Construction Industry

Considerable changes in Australian lifestyles and the relationship between work and family life over recent decades have lead to the progressive entry of women into the workforce. Their increased numbers in the workplace have led many women to have a stronger voice to demand benefits to help them balance their work and life responsibilities. The accompanying shifts in the traditional roles of men and women have raised new issues for employers. In an effort to meet the changing needs of todayâs workforce, many organisations now implement work-family or work-life programs. While women in the workforce face various barriers the primary focus of this paper is on the conflicting demands of career and family life for women in male dominated industry of construction. The paper will draw on exploratory research to examine the career barriers faced by women in the Australian construction industry and compare them to those identified in the literature by women in the British construction industry (eg Fielden, Davidson, Gale and Davey 2001; Gale 1994). The paper puts forward Australian results that support the research findings in Britain that claim that despite lack of work-family or work-life programs women who choose to work within the industry are highly satisfied with their choice

Destination Australia: Working conditions of Korean women working in the entertainment and sex industry

The experience of women working in the sex and entertainment industry is an issue central to feminism, social and human rights movements, and ongoing political debate. Although now an area of scholarly research the clandestine nature of this industry makes research challenging and means many aspects remain unknown. In this paper, the researchers examine the working conditions of Korean women working in the sex industry in Australia. The paper reports on recent trends in patterns of migration and draws attention to the fact that increasing numbers of Korean women are utilising =working holiday` visas to work in the sex and entertainment industry and that under Australian law this practice is essentially legal. The paper also examines the nature of their service in the sex industry and details the conditions of their employment. Findings from this study aim to inform recommendations to policy makers in relevant government and non-government community service organisations

Creating Awareness of Sleep-Wake Hours by Gamification

This book constitutes the refereed proceedings of the 11th International Conference on Persuasive Technology, PERSUASIVE 2016, held in Salzburg, Austria, in April 2016

Randomised controlled trial of mammographic screening in women from age 40: results of screening in the first 10 years

Debate continues over the effectiveness of screening by mammography in women below age 50. We report here on results of screening in the first 10 years of a randomised trial to study the effect on breast cancer mortality of invitation to annual mammography from age 40 to 41 compared to first invitation to the 3-yearly UK national programme at age 50–52. The trial is taking place in 23 NHS breast screening centres. Between 1991 and 1997, 160 921 women were randomised in the ratio 1 : 2 to intervention and control arms. Screening is by two views at first screen and single view subsequently; data on screening up to and including round five are now complete. Uptake of invitation to screening is between 68 and 70% at all but the latest screening rounds. Rates of referral for assessment are 4.6% at first screen and 3.4% at subsequent screens. Invasive cancer detection rates are 0.09% at first screen, and similar at rescreens until the sixth and later screens. There is little evidence of regular mammography in the trial control arm. The setting of this trial within the NHS breast screening programme should ensure applicability of results to a national programme