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Article
Publication date: 15 February 2011

Matthew Borg

94

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Reference Reviews, vol. 25 no. 2
Type: Research Article
ISSN: 0950-4125

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Article
Publication date: 15 June 2010

Matthew Borg

63

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Reference Reviews, vol. 24 no. 5
Type: Research Article
ISSN: 0950-4125

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Article
Publication date: 27 April 2012

Matthew Borg

889

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Reference Reviews, vol. 26 no. 4
Type: Research Article
ISSN: 0950-4125

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93

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Reference Reviews, vol. 23 no. 4
Type: Research Article
ISSN: 0950-4125

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Article
Publication date: 28 March 2008

Matthew Borg

154

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Reference Reviews, vol. 22 no. 3
Type: Research Article
ISSN: 0950-4125

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Article
Publication date: 20 September 2011

Matthew Borg

75

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Reference Reviews, vol. 25 no. 7
Type: Research Article
ISSN: 0950-4125

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Article
Publication date: 21 September 2010

Matthew Borg

388

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Reference Reviews, vol. 24 no. 7
Type: Research Article
ISSN: 0950-4125

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Article
Publication date: 27 April 2012

Matthew Borg

166

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Reference Reviews, vol. 26 no. 4
Type: Research Article
ISSN: 0950-4125

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Article
Publication date: 3 May 2011

Matthew Borg

95

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Reference Reviews, vol. 25 no. 4
Type: Research Article
ISSN: 0950-4125

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Article
Publication date: 27 November 2023

Timothy Bartram, Jillian Cavanagh, Beni Halvorsen, Patricia Pariona-Cabrera, Jessica Borg, Matthew Walker and Narges Kia

Aged-care work has become an extreme form of work. Anti-violence HRM, comprising practices to combat workplace violence, is important in an industry with widespread violence. In…

300

Abstract

Purpose

Aged-care work has become an extreme form of work. Anti-violence HRM, comprising practices to combat workplace violence, is important in an industry with widespread violence. In this paper, we employ social exchange theory to better understand the effect of anti-violence HRM and trust in the manager on perceived nurse and PCA cynicism working in Australian aged care facilities and their subsequent intention to leave.

Design/methodology/approach

This study used a mixed method with two stages. Stage 1 comprised semi-structured interviews with 10 managers and 50 nurses and PCAs working in Australian aged care facilities. Stage 2 comprised a survey of nurses and PCAs with a total of 254 completed responses in Time 1 (first wave) and 225 completed responses in Time 2 (second wave).

Findings

We tested three hypotheses and reported that interestingly anti-violence HRM was positively associated with organisational cynicism. Organisational cynicism mediated the relationship between anti-violence HRM and intention to leave. Worker trust in the manager moderated the relationship between anti-violence HRM practices and organisational cynicism, such that high levels of trust in the manager increased the effect of anti-violence HRM practices to reduce organisational cynicism and subsequently reduce intention to leave.

Originality/value

We find evidence that in aged care, workers' trust in their managers is critical for effectual anti-violence HRM. We argue that implementation of HRM practices may be more complex in extreme work settings. It is crucial to study HRM in situ and understand the root of social exchange(s) as a foundation for HRM to influence employee attitudes and behaviour.

Details

Personnel Review, vol. 53 no. 6
Type: Research Article
ISSN: 0048-3486

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