Matthew J Xerri Copyright (c) 2013 All rights reserved. http://works.bepress.com/matthew_xerri Recent documents in Matthew J Xerri en-us Sat, 27 Apr 2013 01:40:50 PDT 3600 A tool for examining the organisational culture of asset management firms http://works.bepress.com/matthew_xerri/22 http://works.bepress.com/matthew_xerri/22 Thu, 25 Apr 2013 19:40:23 PDT This study developed a path model to examine the impact of the perceived organisational support and leader-member exchange on organisational culture within asset management organisations in Australia. Additionally, a path from organisational culture to employee engagement was also examined. Survey responses from 90 technical employees within asset management organisations were analysed using partial least squares modelling. The results provide support that perceived organisational support and leader-member exchange were positively and significantly related to organisational culture and that organisational culture was positively and significantly related to employee engagement. As a result, the findings from this study provide important information for management seeking to improve employee performance through the development of a supportive organisational culture and employee engagement.

]]> Yvonne Brunetto et al. Perceived organisational support, employee commitment, OCB and innovative behaviour: a partial least squares analysis http://works.bepress.com/matthew_xerri/21 http://works.bepress.com/matthew_xerri/21 Tue, 16 Oct 2012 21:20:24 PDT Matthew Xerri et al. Ensuring the implementation of engineering asset management: understanding organisational culture http://works.bepress.com/matthew_xerri/20 http://works.bepress.com/matthew_xerri/20 Tue, 16 Oct 2012 21:15:26 PDT This paper reviews the literature about Engineering Asset Management (EAM), the implementation of organisational change and organisational culture and suggests a process for measuring the organisational culture of asset firms to determine if the current environment is conducive to supporting change to improve overall asset management performance. The information can be used by management to identify what work practices are being promoted and which need to be changed if required. A change in management practices (e.g. supervision or rewards) is most likely required to support the successful implementation of an asset management framework. The development of such practices can be used as a tool for aligning organisational goals with the goals of individual employees.

]]> Yvonne Brunetto et al. Fostering the innovative behaviour of SME employees: a social capital perspective http://works.bepress.com/matthew_xerri/19 http://works.bepress.com/matthew_xerri/19 Mon, 27 Aug 2012 11:49:53 PDT Although developing the innovative behaviour of employees is considered to contribute to improving organisational efficiency and effectiveness, very little is known about innovative behaviour within the context of small to medium enterprises (SMEs). Human resource managers who are able to develop the innovative behaviour of employees create an opportunity in which an employee's behaviour can be aligned with organisational goals. This study explores several antecedents contributing to the innovative behaviour of employees. The findings confirm that the organisational factors tested affect both the innovative behaviour of employees and the innovative culture that supports innovative behaviour in the workplace. These findings outline implications for management that require the development of employee innovative capability if they are to gain a competitive advantage in the contemporary business arena.

]]> Matthew J. Xerri et al. PhD research http://works.bepress.com/matthew_xerri/16 http://works.bepress.com/matthew_xerri/16 Sun, 22 Apr 2012 18:57:48 PDT Matthew Xerri PhD research http://works.bepress.com/matthew_xerri/15 http://works.bepress.com/matthew_xerri/15 Tue, 17 Apr 2012 22:08:41 PDT Matthew Xerri The innovative behaviour of employees within a small to medium sized enterprise: a social capital perspective http://works.bepress.com/matthew_xerri/14 http://works.bepress.com/matthew_xerri/14 Tue, 17 Apr 2012 22:08:39 PDT This research comprises an examination of some organisational factors that affect the transfer of knowledge used to develop the innovative behaviour of employees within a small-to-medium sized enterprise (SME). In particular, this research uses the dimensions of Social Capital Theory as a lens to provide insight into the relationship between tie strength (social networks), experience of trust and culture as well as their impact upon the innovative behaviour of employees. This study proposes a model that outlines and tests the impact of these three organisational factors upon the innovative behaviour of employees within an SME. In order to address the primary research questions and hypotheses, data was gathered utilising a triangulation of methods within a post-positivist paradigm.

The findings confirm that the organisational factors tested affect both the innovative behaviour of workplace social network members and the organisational culture that supports innovation. The implication of the findings is that it provides new knowledge about how the relationship between culture, social networks and trust amongst employees impacts upon their innovative behaviour. Consequently, this new knowledge is one attempt to address the paucity of research about innovation in the service industry, particularly in relation to gaining a better understanding of innovative behaviour in an engineering context.

]]> Matthew Xerri et al. PhD research http://works.bepress.com/matthew_xerri/12 http://works.bepress.com/matthew_xerri/12 Tue, 17 Apr 2012 22:06:48 PDT Matthew Xerri Workplace relationships and the innovative behaviour of nursing employees: a social exchange perspective http://works.bepress.com/matthew_xerri/11 http://works.bepress.com/matthew_xerri/11 Tue, 17 Apr 2012 22:06:46 PDT This research examines the impact of two organisational factors on the innovative behaviour of nurses. More specifically, this research applies the dimensions of Social Exchange Theory as a lens to develop an understanding into the mediating effect of perceived organisational support on the relationship between leader-member exchange and the innovative behaviour of nursing employees. This study uses a mixed-methods approach, including a survey in which 104 nurses responded with useable results and semi-structured interviews with twelve nursing unit managers (nursing supervisors). The findings confirm that perceived organisational support mediates the relationship between leader-member exchange and the innovative behaviour of nursing employees. This research adds to the current body of literature by providing insight into the impact of workplace relationships upon the individual innovativeness of nurses. In summary, this research provides new implications for management seeking to develop an environment that fosters the innovative behaviour of employees.

]]> Matthew J. Xerri Conference presentations The strength of workplace social network ties in SMEs: a social exchange perspective http://works.bepress.com/matthew_xerri/9 http://works.bepress.com/matthew_xerri/9 Tue, 17 Apr 2012 22:06:43 PDT This research includes an examination about the impact of two organisational factors upon the strength of workplace social network ties in SMEs. More specifically, this research applies the dimensions of Social Exchange Theory (SET) as a lens to develop an understanding into the effect of sociability and organisational culture upon the development of workplace social network tie strength. This study applied mixed methods to examine the proposed model. The research method includes a survey in which one hundred and fifty engineering employees were randomly selected to participate. In addition, the survey data was supported by conducting interviews with senior management. The findings confirm the proposed model and provide full support for each hypothesis. Therefore, the findings confirm that the organisational factors tested (sociability and organisational culture) impact upon the development of workplace social network ties. This research adds to the current body of literature by providing insight into workplace social networks for transferring important work based information, knowledge or resources in SMEs. In addition, this research also contributes to current literature examining how organisational culture can impact and shape the development of workplace social network ties.

]]> Matthew Xerri et al. Social exchange and innovative behaviour of nursing employees: a hierarchical linear examination http://works.bepress.com/matthew_xerri/8 http://works.bepress.com/matthew_xerri/8 Tue, 06 Mar 2012 16:51:37 PST During the past decade research examining employee innovative behaviour has become a popular focus for both practitioners and researchers alike. The interest in developing innovative behaviour can be attributed to the argument that innovative behaviour can lead to a competitive advantage. Innovative behaviour is considered as a management driven process, which facilitates an employee’s ability to identify and solve workplace problems. As such, organisations that can foster the innovative behaviour of employees effectively develop a framework to improve organisational efficiency and effectiveness. Therefore, while the importance of innovative behaviour has been well established, there is still a lack of empirical knowledge examining the innovative behaviour of nursing employees. This research study uses Social Exchange Theory (SET) as a theoretical lens for examining two antecedents of nursing employees’ innovative behaviour. In particular, this study examines the impact of Perceived Organisational Support (POS) and interactional justice upon the innovative behaviour of nursing employees. To clarify, interactional justice is referred to as an employee’s perception of fairness regarding the relationships and exchanges they have with their colleagues. On the other hand, POS is referred to as an employee’s perception of how much their employing organisation values their contribution and overall well-being.

This study uses a mixed methods approach to examine the overarching research question, applying a sequential explanatory design. The sequential explanatory mixed methods design prescribes that the quantitative data is collected and analysed first, from which the qualitative measures can be developed. More specifically, in the context of this research the interview questions can be developed from the survey findings. Therefore, the qualitative data is used to supplement and build upon the quantitative findings. A survey of 104 public sector nurses was undertaken and the data was analysed using the Statistical Package for Social Sciences (SPSS). Following the quantitative data analysis, semi-structured interviews were conducted with 12 nursing unit managers (nursing supervisors). The results from the examination provide support for the hypotheses, confirming that POS and interactional justice impact upon the innovative behaviour of nursing employees. As a result, the findings from this study provide insight into the role of workplace relationships in fostering the innovative behaviour of nursing employees. In summary, this research provides new implications for management seeking to foster and develop the innovative behaviour of employees.

]]> Matthew J. Xerri et al. Conference presentations The role of workplace relationships in assisting nurses and engineers to solve work-based problems http://works.bepress.com/matthew_xerri/6 http://works.bepress.com/matthew_xerri/6 Tue, 06 Mar 2012 16:37:59 PST This research comprises an examination of workplace relationships and the effect they have on the perceived usefulness of workplace networks for providing employees’ with information, knowledge and resources for solving work-based problems. In particular, this research uses two dimensions of Social Capital Theory as a lens to provide insight into the quality and size of workplace social networks used for problem-solving by both engineers and nurses. The findings confirm that the organisational factors tested affected the perceived usefulness of workplace social networks for providing employees’ with an appropriate amount of information to support efficient and effective workplace problem-solving .

]]> Matthew J. Xerri et al. Conference presentations The impact of the perceived usefulness of workplace social networks upon the innovative behaviour of SME employees: a social capital perspective http://works.bepress.com/matthew_xerri/2 http://works.bepress.com/matthew_xerri/2 Tue, 06 Mar 2012 15:53:03 PST This research includes an examination of the impact of three organisational factors upon the perceived usefulness of workplace social networks for problem solving in engineering SMEs. As well this research examines the impact of the perceived usefulness of workplace social networks upon the innovative behaviour of engineering SME employees. More specifically, the dimensions of Social Capital Theory are applied as a lens to develop an understanding into the effect of the strength of workplace social network ties, sociability and organisational culture upon the perceived usefulness of workplace social networks for problem solving. This study examines the proposed model by applying mixed methods. The research method includes a survey with engineering employees' and interviews with senior management. The findings confirm that the organisational factors tested (tie strength, sociability and organisational culture) impact upon the perceived usefulness of workplace social networks for problem solving. Furthermore, the findings also confirmed that the perceived usefulness of workplace social networks affects the innovative behaviour of engineering SME employees. Therefore, this research adds to the current body of literature by providing insight into the usefulness of workplace social networks for problem solving and the impact this has on the innovative behaviour of engineering SME employees.

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