University of South Australia

About: University of South Australia is a education organization based out in Adelaide, South Australia, Australia. It is known for research contribution in the topics: Population & Context (language use). The organization has 10086 authors who have published 32587 publications receiving 913683 citations. The organization is also known as: The University of South Australia & UniSA.

Who cheats at university? A self-report study of dishonest academic behaviours in a sample of Australian university students

Abstract: The present study investigated the dishonest academic behaviours of Australian university students (N = 954) and their relationships with demographic factors, academic policy advised to students, academic self-efficacy, and academic orientation. It was hypothesised that higher levels of dishonesty would be associated with low learning-orientation, high grade-orientation, low academic self-efficacy and nonreceipt of information about the rules of cheating and plagiarism. Descriptive analyses revealed high levels of three types of self-reported academic dishonesty: cheating, plagiarism and falsification. Regression analyses revealed demographic variables, academic orientation and academic self-efficacy to have differential predictive value for the three types of dishonesty, underlining the argument that it is misleading to measure academic dishonesty as a unidimensional construct. The results are discussed in terms of implications for strategic interventions and university policy formulation.

Generations at work: are there differences and do they matter?

Abstract: In recent years, there has been, particularly among human resource management practitioners, a view that important inter-generational differences exist among workers and that these differences provide challenges to managers in effectively managing their workforce. While such views have been challenged, academic research into inter-generational differences and its effects has been limited. Our paper seeks to fill this vacuum by addressing the question as to whether there are differences between generations in their orientations and attitudes to work. This paper explores the differences in job satisfaction, organizational commitment and the willingness to quit of two groups of workers; the Baby Boomers and Generation X. Using a large-scale survey of employees of a large public sector research organization, we find that the Boomers do have higher job satisfaction and a lower willingness to quit than their Generation X colleagues. We also find that there are some important differences in the antecedents of th...

Review Article: Solving 0-1 knapsack problem by a novel global harmony search algorithm

Abstract: This paper proposes a novel global harmony search algorithm (NGHS) to solve 0-1 knapsack problems. The proposed algorithm includes two important operations: position updating and genetic mutation with a small probability. The former enables the worst harmony of harmony memory to move to the global best harmony rapidly in each iteration, and the latter can effectively prevent the NGHS from trapping into the local optimum. Computational experiments with a set of large-scale instances show that the NGHS can be an efficient alternative for solving 0-1 knapsack problems.

Job demands, work‐family conflict, and emotional exhaustion in police officers: A longitudinal test of competing theories

Abstract: We propose and test a comprehensive theory designed to explain seemingly contradictory relations between job demands, emotional exhaustion, and work-family conflict (WFC) reported in the literature. Using job demands-resources theory, effort-recovery theory, and personal resources theory we hypothesized that job demands would spillover to emotional exhaustion as mediated by WFC (causality model), and alternatively that job demands would also spillover to WFC as mediated by emotional exhaustion (reverse causal model). Further, we also hypothesized using loss spiral theory that a more comprehensive model representing reciprocal and cross-linked effects (causal and reverse causal simultaneously) would best fit the data. The hypotheses were tested in a longitudinal study of 257 Australian (Victorian) frontline police officers at two time points approximately 12 months apart. We used structural equation modelling and found in support of the simultaneous reciprocal effects hypothesis, that the more comprehensive model fitted the data better than either the causality or the reverse causal model. Future research should more comprehensively model the important relationships between job demands, emotional exhaustion, and WFC to reflect their complex interplay. Interventions to reduce work demands arising from work pressure and emotional demands are indicated to prevent conflict at home and emotional exhaustion in police officers.