Sarah Maccurtain

Sarah Maccurtain
University of Limerick | UL · Kemmy Business School

About

49
Publications
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1,170
Citations

Publications

Publications (49)
Article
Full-text available
This paper explores how sensemaking theory offers a new perspective on HR's role during strategic change. As change in organisations today is less of a programme and more of a continuous cycle of business transformation, there has been a shift in focus to its underpinning, cognitive process of sensemaking. However, HR's role in developing sensemaki...
Article
Full-text available
The extant literature evidences the link between incivility and workplace culture. Both have a symbiotic relationship whereby a change in one influences the other. When workplace cultures develop dysfunctional values and beliefs, negative traditions, and caustic ways of interacting, they have become “toxic cultures.” This study examined Irish post-...
Article
Full-text available
This article investigates why workers submit to managerial bullying and, in doing so, we extend the growing research on managerial control and workplace bullying. We employ a labour process lens to explore the rationality of management both engaging in and perpetuating bullying. Labour process theory posits that employee submission to workplace bul...
Article
Purpose The purpose of this paper is to advance our understanding of the role of risk in leader identity development for women by identifying processes women leaders employ to overcome perceived risk. Design/methodology/approach Twenty-five women leaders in the Irish healthcare sector took part in an 18-month long identity-based leadership develop...
Article
This paper explores the experiences of workers in a public sector organization in respect of workplace ill-treatment. The paper is based on 11 interviews which were part of the Irish Workplace Behaviour Study (2018). Workplace ill-treatment, and in particular workplace bullying, has been found to be more prevalent in public sector workplaces. Irish...
Article
Purpose Bullying affects at least one-third of the workers through either direct exposure or witnessing, both of which lead to compromised health, and as a result, reduced organizational effectiveness or productivity. However, there is very little evidence that organisations provide effective protection from bullying, and in fact, the converse appe...
Article
Purpose The critical input of middle managers as they make sense of the organisation's plans is paramount during the process of strategic change. Through the lens of middle manager sensemaking literature, this explorative research identifies key organisational practices that underpin sensemaking. An understanding of these practices will allow organ...
Article
Full-text available
Workplace bullying is pervasive and has negative impacts on organizations and their employees. Despite this, organizations generally do not deal well with the problem. Anti-bullying, or Dignity-at-Work policies, do not adequately protect employees from the harms caused by bullying. This study, based on data from the 2018 Irish Workplace Behavior St...
Article
Full-text available
Purpose The purpose of this paper is to examine the prevalence of ill-treatment and bullying experienced by Irish workers and to explore individual and organisational predictors. The most recent national figures available are specific to bullying and predate the economic recession; therefore, this study is timely and investigates a broader range of...
Article
Abstract: Emotional labour, the workplace management of emotions, is integral to work performance and relies on the observation and recognition of emotion in the service industry. Due to the COVID-19 pandemic, there has been a sudden global increase in the number of employees and service users required to wear face masks, resulting in a new normal...
Research
Full-text available
The research from ICBE Advanced Productivity Skillnet and the Department of Work and Employment Studies in the Kemmy Business School at University of Limerick was conducted with 32 business leaders and 58 Cx employees across two large multinational organisations, in the financial services sector and the Information Communications Technology (ICT) s...
Article
A frequent prescription for providing voice for employees with respect to bullying is a policy supported by a procedural complaint mechanism. Yet research points to a pervasiveness of employee silence in workplaces in situations of workplace bullying. We examine the efficacy of workplace bullying procedures as a voice mechanism for employees in cou...
Article
A frequent prescription for providing voice for employees with respect to bullying is a policy supported by a procedural complaint mechanism. Yet research points to a pervasiveness of employee silence in workplaces in situations of workplace bullying. We examine the efficacy of workplace bullying procedures as a voice mechanism for employees in cou...
Technical Report
Full-text available
This study replicated the British Workplace Behaviour Survey (BWBS) in Ireland, employing the same questionnaire and sampling methodology, in order to establish the prevalence of negative acts in the workplace in a nationally representative sample of Irish employees. The focus of the study is workplace ill treatment received at least once over the...
Article
Purpose The aim of this paper is to report experiences of redress seeking and organizational responses for targets of bullying. Design/methodology/approach A Phenomenological research design was adopted. Twenty-two primary teachers (seven male, 15 female) in Ireland self-selected for interview, following an advertisement detailing the study in a...
Article
Full-text available
Purpose – Workplace mistreatment has a negative impact on the health and well-being of approximately 20 per cent of workers. Despite this, few interventions have been evaluated and published. The purpose of this paper is to address the question “what interventions designed to reduce workplace bullying or incivility are effective and what can be lea...
Article
Research evidence suggests that a multidisciplinary team approach improves the outcomes of patients with breast cancer. However, limited attention has examined the extent to which the clinical nurse specialist's (CNS's) role can impact Irish patients' care, particularly given the novelty of this role in Ireland. The objective of this study was to e...
Article
Full-text available
Research indicates that due process and equitable reward distributions may be more appropriate in influencing attitudes in individualistic rather than collectivistic cultures. Hence, we examined the effects of perceptions of due process in performance appraisal and equity in reward systems on employee commitment and tenure intent among collectivist...
Article
Full-text available
This study examines the relationship between the use of high-performance work systems (HPWS) and managers' perceptions of the strategic value of their HR departments. On the basis of survey responses from 132 firms, we match HR managers' descriptions of human resource practices with the evaluations of HR departments provided by firms' general manag...
Article
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This article demonstrates that a diversity and equality management system (DEMS) contributes to firm performance beyond the effects of a traditional high-performance work system (HPWS), which consists of bundles of work practices and policies used extensively in high-performing firms. A DEMS typically includes diversity training and monitoring recr...
Article
Full-text available
In the present study, we develop a model to predict new product performance incorporating the literature on top management team (TMT) composition, trustworthiness, knowledge sharing and task reflexivity in organizations. We hypothesize that diversity and trustworthiness in the TMT should influence knowledge sharing and reflexivity and reflexivity a...
Chapter
Culture and climate — two distinct but inexorably linked terms, as many of the chapters in this book illustrate. In this chapter we focus on a compelling topic — bullying. In keeping with the theme of the book, we explore bullying in health care in terms of its links to culture and its relationship to climate and ultimately implications for patient...
Article
Full-text available
Previous research on the association between unionization and the adoption of high performance work systems (HPWSs) has yielded inconsistent results. Using data from a 2004 multi-industry survey of firms operating in the Republic of Ireland, the authors examine the relationship between employee union membership rates and relative use of HPWSs. They...
Article
Full-text available
The article presents management science research on the role of so-called top management teams (TMT) in innovation and new product management. Using new product performance as a standard for innovation, possible interaction between TMTs demographic characteristics such as educational and age diversity and their behaviors such as knowledge sharing a...
Chapter
Culture and climate - two distinct but inexorably linked terms as many of the chapters in this book illustrate. In this chapter we focus on a third area - bullying. However in keeping with the theme of the book we explore bullying in healthcare in terms of its links to culture and its relationship to climate and ultimately implications for patient...
Article
Full-text available
From the perspective of the resource based view (RBV), although traditional sources of competitive advantage such as natural resources, technology, economies of scales, and so forth, create value, these resources are increasingly easy to imitate. As such, human capital and human resource management may be an especially important source of sustainab...
Article
The article reports on diversity management in high performance work systems. Labor quality in high performance work systems has been increased through strategic human resource management as well as productivity. High performance work systems include those with employee recruiting and selection practices, efficient training and development programs...
Article
The problem and the solution. A focus on collective, as opposed to individual learning, points to the social network component of learning. Collective learning is fundamentally concerned with social interaction and the development of relational synergies.A key challenge to understanding social interaction is the influence of trust. Trust is importa...
Article
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Previous research has reported conflicting results on whether or not foreign-owned firms diverge from indigenous firms with respect to their human resource policies and practices. Set in the dynamic, globalized economy of the Republic of Ireland, this study examines the relative use of high performance work systems (HPWS) by foreign-owned versus Ir...
Article
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In the present study, we developed and tested a causal model of the relationships between firm strategy, industry environment, human capital philosophy, innovativeness, and firm performance. Our results indicate that a differentiation-oriented strategy influences the relative use of an empowerment-oriented human capital philosophy of the firm, mode...
Article
Full-text available
Prior research indicates that individualism - collectivism orientations (I/C) of employees, as well as organizational justice perceptions - procedural and distributive justice perceptions - influence the following employee attitudes: affective/normative commitments, pro-social behaviour, team loyalty, and tenure intent. Research also suggests that...
Article
Full-text available
Focuses on recent empirical evidence on management approaches to industrial relations in greenfield companies in Ireland. Places particular emphasis on the impact of industrial relations on the location of greenfield site facilities, patterns of trade union recognition and avoidance, pay determination, and the role of employer associations. Finds t...
Article
Full-text available
In the present research, we developed a causal model of organizational innovation incorporating the literature on top management teams (TMT) and knowledge-sharing in organizations. We hypothesized that top team composition and trust would predict organizational innovation through the mediating variables of task reflexivity and knowledge-sharing. We...
Article
Full-text available
Using data gathered from 132 organizations operating in Ireland, we examined the impact of high performance work systems (HPWS) and partnership on firm-level performance. Our results reveal that HPWS and partnership practices are positively associated with labour productivity, workplace innovation and negatively associated with voluntary turnover....

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