Mark Griffin | The University of Western Australia (original) (raw)

Papers by Mark Griffin

Encyclopedia of Industrial and Organizational Psychology, 2007

Qut Business School, 2004

... For example IBM, Motorola, National Australia Bank, Kodak, Chrysler , Queensland Rail, Ray Wh... more ... For example IBM, Motorola, National Australia Bank, Kodak, Chrysler , Queensland Rail, Ray White and Lion Nathan all now provide ... is the transformational leadership framework (Bass, 1999; Bass and Avolio, 1990; Bycio, Hackett and Allen, 1995; Kelloway and Barling, 2000). ...

Centre For Accident Research Road Safety Qld Faculty of Health Institute of Health and Biomedical Innovation, 2005

Limited research has investigated the factors determining driving behaviour in the workrelated dr... more Limited research has investigated the factors determining driving behaviour in the workrelated driving setting. In a sample of 385 work-related drivers, this study applies a framework for systematically assessing drivers' perceptions of safety, integrating this framework with individual attributes, and using the combined set of variables to predict crashes in a work vehicle. The results revealed that motivation to drive a vehicle safely, but not safety knowledge influenced self-reported crashes. Safety motivation also mediated the link between self-efficacy and attitudes towards traffic safety and crashes in a work vehicle. The results of this study have provided a unique contribution to the safety and road safety literature by allowing for the systematic assessment of different types of employee perceptions and their relationship to crash involvement.

Safety Science, 2000

Relatively little previous research has investigated the meechanisms by which safety climate aect... more Relatively little previous research has investigated the meechanisms by which safety climate aects safety behavior. The current study examined the eects of general organizational climate on safety climate and safety performance. As expected, general organizational climate exerted a signi®cant impact on safety climate, and safety climate in turn was related to selfreports of compliance with safety regulations and procedures as well as participation in safety-related activities within the workplace. The eect of general organizational climate on safety performance was mediated by safety climate, while the eect of safety climate on safety performance was partially mediated by safety knowledge and motivation. # Safety Science 34 www.elsevier.com/locate/ssci 0925-7535/00/$ -see front matter # 2000 Elsevier Science Ltd. All rights reserved. P I I : S 0 9 2 5 -7 5 3 5 ( 0 0 ) 0 0 0 0 8 -4

Safety Science, 2013

This study examined the impact of specific leader behaviours on employee's safety performance. Ba... more This study examined the impact of specific leader behaviours on employee's safety performance. Based on self-regulation framework, we examined three safety-specific leader behaviours: safety inspiring, safety monitoring, and safety learning on two distinct employee safety behaviours: safety participation and safety compliance. First, we demonstrated via confirmatory factor analysis that the three different safety-specific leader behaviours and the two employee safety behaviours are five distinct behavioural constructs. Then, using path analysis, we found that while safety inspiring is positively and specifically related to safety participation, safety monitoring is positively and specifically related to safety compliance. Further, we also showed that the relationship between safety monitoring and safety participation can be moderated by the degree to which leaders encourage safety related learning. Implications for theory and practice are discussed.

Leadership & Organization Development Journal, 2014

Journal of Occupational and Organizational Psychology, 1998

Client satisfaction with health care services has usually been researched in terms of socio-demog... more Client satisfaction with health care services has usually been researched in terms of socio-demographic and predispositional characteristics associated with the client. The present study included organizational characteristics as predictors of client satisfaction with health care services. Participants in the research were clients and employees of an Australian public-sector health care organization who responded to separate client and employee questionnaires. Hierarchical regression analyses indicated that, after controlling for a number of client characteristics, organizational characteristics, as perceived by employees, accounted for a significant proportion of additional variance in client satisfaction with health care services. Results of the present study provided some support for the proposition that employee perceptions of the working environment should be considered in a more comprehensive understanding of client satisfaction with health care services. Limitations of the study highlight practical difficulties in the assessment of client outcomes and methodological complexities in linking individual and organizational processes.

Journal of Applied Psychology, 2012

History of Psychology, 2002

Group & Organization Management, 2005

Group task satisfaction has been conceptualized as the group-level counterpart to individual job ... more Group task satisfaction has been conceptualized as the group-level counterpart to individual job satisfaction and represents the group's shared attitude toward its task and work environment. This study investigated whether group task satisfaction would explain incremental variance in organizational citizenship behaviors, group performance, and absenteeism norms, after the variance explained by aggregated individual job satisfaction and group affective tone was taken into account. Survey data were collected from 66 work groups and 51 supervisors. Measures of group task satisfaction explained unique variance in ratings of citizenship behavior and absenteeism norms but did not explain unique variance in ratings of group performance. Our findings support the validity and utility of group task satisfaction and illustrate the importance of assessing grouplevel constructs directly.

British Journal of Management, 2009

Employees' proactive behaviour is increasingly important for organizations seeking to adapt in un... more Employees' proactive behaviour is increasingly important for organizations seeking to adapt in uncertain economic environments. This study examined the link between leadership and proactive behaviour. We differentiated between organizational leadership and team leadership and proposed that transformational leadership by team leaders would enhance commitment to the team, which would predict team member proactivity. In contrast, transformational leadership by leaders of the organization would enhance commitment to the organization, which we expected to predict organization member proactivity. Transformational leadership on both levels was expected to increase employees' role-breadth self-efficacy, the confidence necessary to engage in proactive behaviour. Our results demonstrate the importance of leadership as an antecedent of proactive work behaviour and suggest that leadership at different levels influences proactivity via different mediators. Transformational team leaders seem to facilitate proactivity by increasing employees' confidence to initiate change. Transformational organizational leaders on the other hand increase proactivity by enhancing employees' commitment to the organization.

Australian Journal of Psychology, 1999

... CONFERENCE COMMITTEE Boris Kabanoff (Co-Chair) Mark Griffin (Cc-Chair) Lisa Bradley Prashant ... more ... CONFERENCE COMMITTEE Boris Kabanoff (Co-Chair) Mark Griffin (Cc-Chair) Lisa Bradley Prashant Bordia Nerina Jimmieson Andrew Neal ... New measures of trust in senior management ALBRECHT, SL., &amp; SEVASTOS, PP. (Curtin University of Technology). ...

Australian Journal of Management, 2005

Traditionally, organisations use benchmarking to evaluate their employee opinion survey data. Thi... more Traditionally, organisations use benchmarking to evaluate their employee opinion survey data. This approach is useful for identifying strengths and weaknesses in organisational performance, but it does not tell us how to bring about improvements on those indicators. Although linkage research (whereby survey data are linked with other organisational measures of performance) can provide this information, this approach is often not feasible. The 'quasi-linkage' approach described in this paper represents a practical compromise. We illustrate this approach using survey data collected from 1246 employees, demonstrating how it can be used to derive strategic information from employee opinion data.

Academy of Management Journal, 1995

Page 1. ? Academy of Management Journal 1995, Vol. 38, No. 6, 1709-1725. BARGAINING CYCLES AND WO... more Page 1. ? Academy of Management Journal 1995, Vol. 38, No. 6, 1709-1725. BARGAINING CYCLES AND WORK-RELATED ATTITUDES: EVIDENCE FOR THREAT-RIGIDITY EFFECTS MARK A. GRIFFIN University of Queensland ...

In this study, the authors investigated how leader vision influences the change-oriented behavior... more In this study, the authors investigated how leader vision influences the change-oriented behaviors of adaptivity and proactivity in the workplace. The authors proposed that leader vision would lead to an increase in adaptivity for employees who were high in openness to work role change. In contrast, they proposed leader vision would be associated with an increase in proactivity when employees were high in role breadth self-efficacy. These propositions were supported in a longitudinal survey of 102 employees who provided self-report data about their leader and their work behaviors. The findings provide insight into the interaction between leaders and followers in responding to a change imperative.