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You searched for +publisher:"AUT University" +contributor:("Morrison, Rachel"). Showing records 1 – 3 of 3 total matches.

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AUT University

1. Alsarraj, Hadeal. Open-plan Office and Its Impact on Interpersonal Relationships .

Degree: AUT University

In a modern industrialised world, many employees work in an open-plan office environment. Therefore, the effect of the open-plan office on interpersonal relationships and worker wellbeing is important to investigate. This study examines the lived experiences of employees who work in open-plan office environments. The academic literature illustrates how the open-plan office environment impacts on interpersonal relationships and worker wellbeing; suggesting that the open-plan office environment influences human behaviour and interaction. The positive aspects of open-plan office layouts are that they increase worker visibility, communication, collaboration, team cohesion and worker engagement. Other research outlines the negative impact of working in open-plan offices; factors such as noise, distraction and privacy issues. Seven people were interviewed for this study, participants were recruited from my personal and professional networks. Interviews were face to face and semi-structured in design. Interviews were transcribed, and the data was analysed through thematic analysis. Themes were generated during analysis to answer the research questions: 1. How does the open-plan office environment impact on employee interpersonal relationships? 2. What are the implications of open-plan office environments for employee wellbeing? Participants within this study generally felt positive about working in an open-plan office, and reported healthy working relationships. On the other hand, participants were often distracted by overhearing their co-workers talk and had preferences for a quieter environment. Through the findings, this research has provided insight into the interpersonal relationships and wellbeing of workers in open-plan office environments and recommendations for future research are provided. Advisors/Committee Members: Morrison, Rachel (advisor), Smollan, Roy (advisor).

Subjects/Keywords: Open-plan; Interpersonal Relationships; Leadership; Organisational Culture; Office Design; Open-plan Environment

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APA (6th Edition):

Alsarraj, H. (n.d.). Open-plan Office and Its Impact on Interpersonal Relationships . (Thesis). AUT University. Retrieved from http://hdl.handle.net/10292/12649

Note: this citation may be lacking information needed for this citation format:
No year of publication.
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16th Edition):

Alsarraj, Hadeal. “Open-plan Office and Its Impact on Interpersonal Relationships .” Thesis, AUT University. Accessed November 24, 2020. http://hdl.handle.net/10292/12649.

Note: this citation may be lacking information needed for this citation format:
No year of publication.
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7th Edition):

Alsarraj, Hadeal. “Open-plan Office and Its Impact on Interpersonal Relationships .” Web. 24 Nov 2020.

Note: this citation may be lacking information needed for this citation format:
No year of publication.

Vancouver:

Alsarraj H. Open-plan Office and Its Impact on Interpersonal Relationships . [Internet] [Thesis]. AUT University; [cited 2020 Nov 24]. Available from: http://hdl.handle.net/10292/12649.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
No year of publication.

Council of Science Editors:

Alsarraj H. Open-plan Office and Its Impact on Interpersonal Relationships . [Thesis]. AUT University; Available from: http://hdl.handle.net/10292/12649

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
No year of publication.


AUT University

2. Alsarraj, Hadeal Alaa Taha. Open-plan Office and Its Impact on Interpersonal Relationships .

Degree: AUT University

In a modern industrialised world, many employees work in an open-plan office environment. Therefore, the effect of the open-plan office on interpersonal relationships and worker wellbeing is important to investigate. This study examines the lived experiences of employees who work in open-plan office environments. The academic literature illustrates how the open-plan office environment impacts on interpersonal relationships and worker wellbeing; suggesting that the open-plan office environment influences human behaviour and interaction. The positive aspects of open-plan office layouts are that they increase worker visibility, communication, collaboration, team cohesion and worker engagement. Other research outlines the negative impact of working in open-plan offices; factors such as noise, distraction and privacy issues. Seven people were interviewed for this study, participants were recruited from my personal and professional networks. Interviews were face to face and semi-structured in design. Interviews were transcribed, and the data was analysed through thematic analysis. Themes were generated during analysis to answer the research questions: 1. How does the open-plan office environment impact on employee interpersonal relationships? 2. What are the implications of open-plan office environments for employee wellbeing? Participants within this study generally felt positive about working in an open-plan office, and reported healthy working relationships. On the other hand, participants were often distracted by overhearing their co-workers talk and had preferences for a quieter environment. Through the findings, this research has provided insight into the interpersonal relationships and wellbeing of workers in open-plan office environments and recommendations for future research are provided. Advisors/Committee Members: Morrison, Rachel (advisor), Smollan, Roy (advisor).

Subjects/Keywords: Open-plan; Interpersonal relationships; Office; Office design; Relationships; Office layout; Management; Wellbeing; Work station; Job statisfaction; Privacy; Organisational culture; Overhearing conversations; Supportive leadership

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6th Edition):

Alsarraj, H. A. T. (n.d.). Open-plan Office and Its Impact on Interpersonal Relationships . (Thesis). AUT University. Retrieved from http://hdl.handle.net/10292/13071

Note: this citation may be lacking information needed for this citation format:
No year of publication.
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16th Edition):

Alsarraj, Hadeal Alaa Taha. “Open-plan Office and Its Impact on Interpersonal Relationships .” Thesis, AUT University. Accessed November 24, 2020. http://hdl.handle.net/10292/13071.

Note: this citation may be lacking information needed for this citation format:
No year of publication.
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7th Edition):

Alsarraj, Hadeal Alaa Taha. “Open-plan Office and Its Impact on Interpersonal Relationships .” Web. 24 Nov 2020.

Note: this citation may be lacking information needed for this citation format:
No year of publication.

Vancouver:

Alsarraj HAT. Open-plan Office and Its Impact on Interpersonal Relationships . [Internet] [Thesis]. AUT University; [cited 2020 Nov 24]. Available from: http://hdl.handle.net/10292/13071.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
No year of publication.

Council of Science Editors:

Alsarraj HAT. Open-plan Office and Its Impact on Interpersonal Relationships . [Thesis]. AUT University; Available from: http://hdl.handle.net/10292/13071

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
No year of publication.


AUT University

3. Mehmood, Iqbal. High-involvement Work Processes, Trust, and Employee Engagement: The Mediating Role of Perceptions of Organisational Justice and Politics .

Degree: AUT University

A still growing body of empirical research has demonstrated that high-involvement work processes (HIWPs) have positive relationships with various measures of organisational effectives. However, critical scholars maintain the following: First, the “how” question of the relationships between HIWPs and outcomes has been rarely investigated, thus leaving a gap in our understanding of the underlying mechanisms through which HRM affects outcomes. Second, the mutual gains model implies that the goal of HRM is to produce beneficial effects for both employees and their organisations. However, research to date has largely focussed on ways to enhance organisational performance, while employee concerns have been a secondary consideration. Third, most studies examining the relationships between HIWPs and outcomes have been cross-sectional. While, methodological researchers argue that since organisational processes are not static, rather develop, change, and evolve overtime, a longitudinal design is better than cross-sectional designs. To address these concerns, which frequently appear in the HRM literature, the primary aim of this study was to explore the mediating role of employees’ perceptions (the so called “black box”) of organisational justice and organisational politics in the relationship between HIWPs and employee outcomes (employee engagement and trust in employer). A secondary aim of this study was to test the proposed model using a longitudinal design. Using a longitudinal design with two data collection periods separated by approximately six months, data were gathered through self-completion questionnaires from non-managerial employees working in the domestic private banks in Pakistan. At Time One, 1554 employees from 233 branches of 14 domestic private banks participated in the survey. Of these employees, 970 participated at Time Two. Data were analysed using structural equation modelling through SPSS AMOS v. 24. The cross-sectional findings (n = 1554) indicated that HIWPs are positively associated with perceptions of organisational justice, employee engagement, trust in employer, and negatively associated with perceptions of organisational politics. Procedural justice and organisational politics partially mediated the relationship between HIWPs and employee engagement; while, informational justice partially mediated the relationship between HIWPs and trust in employer. However, no support was found for the mediating role of other justice dimensions in the relationship between HIWPs and employee outcomes. The longitudinal structural model (n = 970) was then tested using the change scores method (Δ = T2 – T1). The overall findings from the longitudinal structural model validated the cross-sectional findings. However, a few changes in the mediated effects took place suggesting that, besides procedural justice and organisational politics, distributive justice may also be a potential mediator in the relationship between HIWPs and employee engagement and trust in employer. Implications and limitations of these… Advisors/Committee Members: Le Fevre, Mark (advisor), Morrison, Rachel (advisor), Lamm, Felicity (advisor), Macky, Keith (advisor).

Subjects/Keywords: High involvement work processess; Organisational justice; Organisational politics; Employee engagement; Trust

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6th Edition):

Mehmood, I. (n.d.). High-involvement Work Processes, Trust, and Employee Engagement: The Mediating Role of Perceptions of Organisational Justice and Politics . (Thesis). AUT University. Retrieved from http://hdl.handle.net/10292/12458

Note: this citation may be lacking information needed for this citation format:
No year of publication.
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16th Edition):

Mehmood, Iqbal. “High-involvement Work Processes, Trust, and Employee Engagement: The Mediating Role of Perceptions of Organisational Justice and Politics .” Thesis, AUT University. Accessed November 24, 2020. http://hdl.handle.net/10292/12458.

Note: this citation may be lacking information needed for this citation format:
No year of publication.
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7th Edition):

Mehmood, Iqbal. “High-involvement Work Processes, Trust, and Employee Engagement: The Mediating Role of Perceptions of Organisational Justice and Politics .” Web. 24 Nov 2020.

Note: this citation may be lacking information needed for this citation format:
No year of publication.

Vancouver:

Mehmood I. High-involvement Work Processes, Trust, and Employee Engagement: The Mediating Role of Perceptions of Organisational Justice and Politics . [Internet] [Thesis]. AUT University; [cited 2020 Nov 24]. Available from: http://hdl.handle.net/10292/12458.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
No year of publication.

Council of Science Editors:

Mehmood I. High-involvement Work Processes, Trust, and Employee Engagement: The Mediating Role of Perceptions of Organisational Justice and Politics . [Thesis]. AUT University; Available from: http://hdl.handle.net/10292/12458

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
No year of publication.

.