Dr Roslyn Larkin
Lecturer
Newcastle Business School (Human Resource Management)
- Email:roslyn.larkin@newcastle.edu.au
- Phone:(02) 43484111
Career Summary
Biography
Roslyn joined UoN from the private sector as a casual academic in 2004. She has held a full time position with Newcastle Business School since 2010. Roslyn's PhD research focused on HRM and knowledge transfer in hospitality multinational organisations and she has continued interest in this area.
Primary research focus includes, HRM, knowledge management/transfer and ethical organisations. Current research projects include Knowledge transfer in regional wine clusters, job design for residential aged care workers and ethical governance and HR in the Australian Banking Sector.
Collaborations - Current research partnerships are with Curtin University (W.A) and RMIT (Vic). Recent publishing partnerships include Curtin University (W.A), RMIT (Vic), Napier University (Edinburgh), Athabasca University, (Canada)
Qualifications
- Doctor of Philosophy, University of Newcastle
- Bachelor of Business, University of Newcastle
- Bachelor of Business (Honours), University of Newcastle
Keywords
- Management
- Employment Relations
- Industrial Relations
- Knowledge Management
- Human Resource Management
- International Hospitality Industry
- International Human Resource Management
Languages
- English (Fluent)
Fields of Research
| Code | Description | Percentage |
|---|---|---|
| 150399 | Business and Management not elsewhere classified | 10 |
| 150301 | Business Information Management (incl. Records, Knowledge and Information Management, and Intelligence) | 40 |
| 150305 | Human Resources Management | 50 |
Professional Experience
UON Appointment
| Title | Organisation / Department |
|---|---|
| Casual Academic | University of Newcastle Newcastle Business School Australia |
| Casual Academic | University of Newcastle Newcastle Business School Australia |
| Lecturer | University of Newcastle Newcastle Business School Australia |
Academic appointment
| Dates | Title | Organisation / Department |
|---|---|---|
| 1/01/2010 - | Lecturer | University of Newcastle Newcastle Business School Australia |
Awards
Award
| Year | Award |
|---|---|
| 2014 |
Faculty Business and Law Work Integrated Learning staff member of the year award 2014 UoN |
Recognition
| Year | Award |
|---|---|
| 2011 |
FBL excellence in teaching award University of Newcastle |
Invitations
Speaker
| Year | Title / Rationale |
|---|---|
| 2014 |
Social Capital and Knowledge Transfer Organisation: HR Hub Description: Guest speaker at Hunter/Central Coast HR Hub to present and lead discussion on Social Capital and Knowledge Transfer |
Publications
For publications that are currently unpublished or in-press, details are shown in italics.
Chapter (2 outputs)
| Year | Citation | Altmetrics | Link | ||
|---|---|---|---|---|---|
| 2017 | Larkin RM, Montague A, Burgess J, 'HRM and Ethics', Human Resource Management: Theory and Practice, Palgrave, United Kingdom 368-388 (2017) [B1] | ||||
| 2016 |
Larkin RM, Montague A, Burgess J, 'Where was HRM? The crisis of public confidence in Australia's banks', Asia Pacific Human Resource Management and Organisational Effectiveness Impacts on Practice, Chandos Publishing, Sydney 67-85 (2016) [B1]
|
Journal article (3 outputs)
| Year | Citation | Altmetrics | Link | ||||
|---|---|---|---|---|---|---|---|
| 2014 |
Larkin RM, 'Alternative control methods for exploiting subsidiary knowledge within an MNE: Quantity versus quality', Journal of Knowledge Management, 18 1184-1197 (2014) [C1]
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| 2013 | Larkin RM, Burgess J, 'The paradox of employee retention for knowledge transfer', Employment Relations Record, 13 32-43 (2013) [C1] | ||||||
| 2007 |
Whittard JA, Bray MD, Larkin RM, Lewer J, Groen E, 'Collective Bargaining Rights under the Workplace Relations Act: The Boeing Dispute', Labour and Industry, 18 1-7 (2007) [C1]
|
Conference (10 outputs)
| Year | Citation | Altmetrics | Link | ||
|---|---|---|---|---|---|
| 2017 |
Twyford K, Scott P, Tessier J, Larkin R, Yap C, Blakemore TJ, 'Increasing the capacity for students from equity cohorts to engage in Work Integrated Learning', Chiang Mai, Thailand (2017)
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| 2015 |
Larkin RM, Remedios R, Ryan S, 'Employee retention: An argument for embedding the family', http://www.ilpc.org.uk/, Athens (2015) [E3]
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| 2013 | Geneste L, Larkin RM, 'Exchange partner similarity and knowledge acquisition by SMEs in weak client firm exchange relationships', 27th ANZAM Conference Competitive Paper Abstracts, Hobart (2013) [E3] | ||||
| 2012 | Larkin RM, Burgess JM, 'The paradox of employee retention for knowledge transfer', Proceedings of the 26th Annual Australian and New Zealand Academy of Management Conference, Perth, WA (2012) [E1] | ||||
| 2011 | Larkin RM, 'HRM practices and knowledge sharing in the Australian subsidiaries of an international hotel chain', Proceedings of the 25th Conference of the Association of Industrial Relations Academics of Australia and New Zealand (AIRAANZ), Auckland, NZ (2011) [E1] | ||||
| 2011 |
Ryan SF, Burgess KJ, Larkin RM, 'Labour utilisation strategies in Australian low wage industries: Agreement making under the Workchoices legacy', Proceedings of the 25th Conference of the Association of Industrial Relations Academics of Australia and New Zealand (AIRAANZ), Auckland, NZ (2011) [E3]
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| 2010 | Larkin RM, 'Extending the reach of the 'Jungle Drums?: HR influences on social networks', The 10th Annual Pacific Employment Relations Association Conference Proceedings Part I, Gold Coast, QLD (2010) [E1] | ||||
| 2009 | Larkin RM, 'Knowledge flows in MNCs and HRM practices', Labour, Capital and Change: Proceedings of the 23rd Conference of the Association of Industrial Relations Academics of Australia and New Zealand, Newcastle, NSW (2009) [E1] | ||||
| 2009 |
Larkin RM, Burgess KJ, 'Staff retention in the luxury hotel sector in Australia: Essential but not necessary!', Proceedings: 8th Annual Pacific Employment Relations Association Conference, Ballarat, VIC (2009) [E1]
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| 2007 |
Whittard JA, Bray MD, Larkin RM, Lewer J, 'The Boeing dispute at Williamtown: What right to bargain collectively?', Proceedings of the 21st Conference of the Association of Industrial Relations Academics of Australia and New Zealand, University of Auckland, N.Z. (2007) [E1]
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| Show 7 more conferences | |||||
Research Supervision
Number of supervisions
Completed3
Current4
Total current UON EFTSL
Masters0.25
PhD1.45
Current Supervision
| Commenced | Level of Study | Research Title | Program | Supervisor Type |
|---|---|---|---|---|
| 2018 | Masters | Euthanasia and Suicide – A Behavioural Economics Approach into the Analysis of Socioeconomic Factors Driving Euthanasia/Suicide Trends in Religious and Non-Religious Nations | M Philosophy (Economics), Faculty of Business and Law, The University of Newcastle | Co-Supervisor |
| 2018 | PhD | The Emergence of the 'Gig-Economy', Analysis, Evaluation and Modelling of Legislative, Managerial, Entrepreneurial and Social Implications | PhD (Management), Faculty of Business and Law, The University of Newcastle | Principal Supervisor |
| 2018 | PhD | A Critical Study of Sources of Sustainable Competitive Advantage in Multinational Organisations: A Workable Framework. | PhD (Management), Faculty of Business and Law, The University of Newcastle | Principal Supervisor |
| 2014 | PhD | The influence of religious diversity in the workplace. | PhD (Management), Faculty of Business and Law, The University of Newcastle | Co-Supervisor |
Past Supervision
| Year | Level of Study | Research Title | Program | Supervisor Type |
|---|---|---|---|---|
| 2016 | Professional Doctorate |
The moderating impacts of national culture on managerial workforce behaviours in local hotels: A case study in Vietnam <p><span style="font-family:Arial,Helvetica,sans-serif;font-size:x-small;">The research proposition has a context of one factor affecting another factor in terms of the national culture moderating impacts and the hotel managerial workforce performances or behaviours. Therefore, in order to investigate the moderating impacts of Vietnamese national culture, the Hofstede cultural dimensions are used as the investigative and measurement criteria. To address the problem statement, there are two research questions to investigate the research proposition, which are:</span><br /><span style="font-family:Arial,Helvetica,sans-serif;font-size:x-small;">A. How does Vietnam&lsquo;s national culture impact the behaviour or performance of local managerial staff in Vietnamese hotels?</span><br /><span style="font-family:Arial,Helvetica,sans-serif;font-size:x-small;">B. How does the Hofstede Cultural Dimensions explain the moderating impacts of the National Culture on the behaviour or performance of local Vietnamese hotel managerial staff?</span></p> |
International Business, UON | Sole Supervisor |
| 2014 | Honours |
Should I stay or should go now? Job Embeddedness: An Australian Health Industry Case Study <span lang="EN-US" style="font-size:x-small;font-family:Arial,Helvetica,sans-serif;">This thesis examines the retention of employees through the application of the job embeddedness model developed by Mitchell, Holtom, Lee, Sablynski &amp; Erez (2001). To address the research problems, the study adopted an exploratory case study research design. Specifically, the study used a single instrumental case study, with the Central Coast Local Health District as the unit of analysis. The sample used was Allied Health professionals working at the district. </span> <p style="text-align:justify;line-height:150%;"><span lang="EN-US" style="font-family:'Times New Roman',serif;"><span style="font-size:x-small;font-family:Arial,Helvetica,sans-serif;">Overall, the study supports the job embeddedness theory in understanding why employees remain in an organisation. Findings of the study indicated that the job embeddedness model does have applicability in a context outside of the USA. Various fit, sacrifice and links factors emerged as tying employees to the organisation. Interestingly, the study found that off-the-job fit, sacrifice and links were as important, if not more to embedding employees to their jobs.</span><span>&nbsp; </span><span style="font-size:x-small;font-family:Arial,Helvetica,sans-serif;">The case study found that employee career development practices, training, and performance appraisals can contribute to job embeddedness, however, findings suggested that only fit and links were influenced by the practices. </span></span></p> |
Human Resource Management, UoN | Sole Supervisor |
| 2014 | Honours |
Exploring the influence of women on training and their ability to attain successful career outcomes The thesis examined the influence of training on women's career success outcomes through the exploration of one main and three sub-research quesitons: 1) access to training; 2) training content; 3) social networks |
Human Resource Management, UON | Principal Supervisor |
Dr Roslyn Larkin
Positions
Lecturer
Newcastle Business School
Faculty of Business and Law
Casual Academic
Newcastle Business School
Faculty of Business and Law
Casual Academic
Newcastle Business School
Faculty of Business and Law
Focus area
Human Resource Management
Contact Details
| roslyn.larkin@newcastle.edu.au | |
| Phone | (02) 43484111 |
Office
| Room | BO1.25 |
|---|---|
| Building | Business Offices |
| Location | Ourimbah 10 Chittaway Road Ourimbah, NSW 2258 Australia |
Research Networks
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