Human resource management in healthcare
A major stream of our research is human resource management (HRM) and employment relations in healthcare organisations including hospitals, aged care facilities, medical associations and trade unions. We examine the process through which HRM systems affect healthcare workers’ attitudes and behaviours, and ultimately individual and organisational performance outcomes. We also focus on specific healthcare professionals including doctors, nurses, allied healthcare workers and the role of HRM and managers in mitigating workforce challenges and their impact on quality of patient care and turnover.
Strategic HRM, multi-national enterprises and migrant workers
Our research examines strategic and international human resource management, encompassing high-performance work systems, expatriation, and human–technology interaction, and the strategies of multinational enterprises (MNEs). Our work contributes to a deeper understanding of MNE strategies to and from emerging economies, with a particular focus on the human environment within and across organizational boundaries. We study the role of sister city and subnational partnerships between countries focussing on local governments and their role in facilitating cultural, education and economic activity. Our work also examines the role of HRM is supporting migrant workers, with a focus on migrant women, their inclusion in the workplace and employment success.
Mental health and worker wellbeing
Our HRM research encompasses the mental health and wellbeing of workers. We focus on the role of HRM and managers in creating safe and inclusive workplaces for workers with an emphasis on vulnerable workers such as people with disability, migrants and refugees. We investigate the role of HRM interventions and workplace innovations to support the mental health and wellbeing of workers in a variety of industries such as manufacturing, construction, local government and healthcare. Our work examines how individuals, trade unions, organisations can build more sustainable, healthy, inclusive, and resilient working lives.
HRM and the mitigation of workplace violence
A major aspect of our research involves the role of HRM and supervisors in the management and mitigation of workplace violence and outcomes for workers. We focus on the experiences of frontline workers such as paramedics, police, retail workers, nurses and doctors, and the strategies that supervisors can use to reduce and manage the effects of workplace violence on workers’ health and wellbeing, intention to leave and performance.
HRM, technology and artificial intelligence (AI)
Our work explores the intersection of HRM, digital transformation, and AI, attending to how technological and global changes shape meaningful careers, workforce inclusion, and organisational practices. We examine the governance and ethical use of AI and algorithmic HRM, with attention to their implications for decision-making, fairness, transparency and accountability.
Career development, employability and employee thriving
A key stream of our research focuses on career development, work readiness, employability and employee thriving across working lives. We examine how individuals develop, sustain and adapt their careers in response to changing work, organisational, labour market, and technological conditions. This work considers issues such as career adaptability and proactivity, career transitions, employability, meaningful work and thriving at work. It also examines how HRM and organisational support can enable workers to pursue productive, fulfilling and sustainable career pathways.
