Role stress of local Japanese staff in Japanese companies in Australia

This paper reports the findings from a qualitative study which investigates the level of work attitude and role stress (role ambiguity and role conflict) experienced by local hired Japanese staff in Japanese companies in Australia. The findings revealed that work attitudes of local hired Japanese staff were similar to those of employees in Japan. Role stress experiences of local hired Japanese staff refer to dissatisfaction with both Japanese expatriate staff and non-Japanese local staff. Three sources of their role stress experiences were also identified. These were lack of English language competence, source of recruitment, and cultural background. Each source is related to a particular type of role stress

Perceptions of administrative staff in organizational change and job strain in the Australian higher education sector

This paper reports the findings from a study which integrated the literature on organizational change, new public management (NPM), and job satisfaction. Data was collected from administrative staff regarding the impact of the increasing adoption of NPM practices in the higher education sector via a self-completed questionnaire. The results showed that the provision of detailed change-related information and early involvement of staff in the decision making process affected employees perceptions of job related outcomes. Universities could provide frequent personal and career development programs to increase staffs self-efficacy; develop formal peer support network and mentoring programs to increase work place support; and provide a greater sense of workplace democracy through encouragement of feedback and more localized decision making processes

Performance of entrepreneurial Chinese immigrants in network marketing organisations

Immigrant entrepreneurship has started attracting much empirical research in the literature. There is an increasing trend in Australia where a large number of Chinese immigrants have joined network marketing organisations (NMOs). However, only a small number of empirical studies on NMOs have been conducted and most of these do not examine the factors contributing to explaining the performance of Chinese immigrants in NMOs. The objective of this paper is to develop an integrative model to examine the factors contributing to the action of Chinese immigrants who engage in network marketing business

Identifying and measuring motivational factors in conducting network marketing business by Chinese immigrants

Drawing upon symbolic self-completion theory and immigrant entrepreneurship literature, we develop a four factor scale to measure the motivations of Chinese network marketers in conducting network marketing business. An exploratory factor analysis was conducted to determine the underlying factorial structure of the scale to measure network marketersâ motivation of conducting network marketing business. The data were collected from 227 Chinese immigrant network marketers in Australia. The results suggest that the scale contains four factors: extrinsic motivation, intrinsic motivation, the motivation of establishing oneâs own business with low cost (risk) and motivation of self-satisfaction. This finding suggests that successful network marketers are motivated intrinsically, which is contradictory to Kuntzeâs (2001) result which suggests that network marketers are motivated extrinsicall

Predictors of the groupwork experience: generic skill development, peer appraisals, and country of residence

Humphrey et al. (1997) argued that a range of generic skills are important in enhancing the experience of groupwork for students. These skills include problem solving skills, leadership skills, research skills, study skills, and communication skills. However, little is known about the extent to which the development of such skills impact on the students' experience of groupwork, Students are also rarely given opportunities to develop their performance management skills in group assignments, despite often being expected to evaluate the performance of their peers. Those doing the appraisal may not learn how to provide feedback and justify their evaluations. It also means that those being appraised do not receive feedback regarding their strengths and whereimprovements are needed. As a consequence, students tend to report negative experiences of groupwork when they have to assess and be assessed by their peers. The current study aims to examine the effects of generic skill development and peerevaluation on the students' evaluation of their group experience, following their participation on a group assignment

Investigating role stress experiences of Local Hired Japanese and Non-Japanese Staff in Japanese Subsidiaries in Australia

This qualitative study examines role stress (comprised of role ambiguity and role conflict) experienced by 14 local hired Japanese (LJ) and 23 non-Japanese (NJ) staff in Japanese companies in Australia. Expatriates (N=31) were also interviewed in order to gather information regarding their work relationships with LJ and NJ staff. Both LJ and NJ staff experienced role stress caused by the low level of reliance placed by expatriates and language barriers. NJ staff experienced two additional types of role ambiguity due to their lack of cultural understanding about Japan. LJ staff experienced two types of role conflict which were not experienced by NJ local staff. These were caused by cultural understanding about Australia and their Japanese cultural heritage and understanding of the society and organizational processes. The current study showed that understanding of host country and parent country cultures could reduce role ambiguity. Understanding of host country and parent country cultures could cause role conflict. These findings show a link between culture and role stress experiences, and suggest that cultural understanding could have positive and negative consequences on role stress

Career Experience of Asian Ethnicity Immigrants In Australia

The literature has shown that most immigrants reported a negative experience with their career in their newly adopted countries. In particular, they complained of loss in income and status, especially for those from non-English speaking countries. The Social Psychology literature has been shown that ethnic identity can influence an immigrant's perception of the fairness of organizational recruitment and job acceptance intention. However, little is known of the impact of immigrant's ethnic identity and how this impacts on their career experience. This is the subject of the current paper as we draw upon the literature on ethnic identity and social cognition career theory to examine the career experience 196 `visible racial minority' individuals in Australia. These individuals were immigrants from Asia (first generation Asian Australians) and Asian-born Australians (second generation Asian Australians) in Australia