Dr Roslyn Larkin

Dr Roslyn Larkin

Senior Lecturer

Newcastle Business School (Human Resource Management)

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

  • Employment Relations
  • Human Resource Management
  • Industrial Relations
  • International Hospitality Industry
  • International Human Resource Management
  • Knowledge Management
  • Management

Languages

  • English (Fluent)

Fields of Research

Code Description Percentage
350503 Human resources management 35
350504 Industrial and employee relations 40
350707 Leadership 25

Professional Experience

UON Appointment

Title Organisation / Department
Senior Lecturer University of Newcastle
Newcastle Business School
Australia

Academic appointment

Dates Title Organisation / Department
1/1/2010 -  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
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Publications

For publications that are currently unpublished or in-press, details are shown in italics.

Chapter (7 outputs)

Year Citation Altmetrics Link
2022 Larkin R, Larkin J, 'Addressing the Challenges of Ageing: A Global Perspective on Policies and Practices', Ageing Asia and the Pacific in Changing Times: Implications for Sustainable Development, Springer, Singapore 17-32 (2022) [B1]
DOI 10.1007/978-981-16-6663-6_2
Citations Scopus - 1
2021 Larkin R, Nankervis A, 'Retail Sector', The Fourth Industrial Revolution. What Does it Mean for Australian Industry?, Springer Nature, Singapore 57-71 (2021) [B1]
DOI 10.1007/978-981-16-1614-3
2021 Larkin R, Nankervis A, 'Retail Sector', The Fourth Industrial Revolution: What does it mean for Australian Industry? 57-71 (2021)

The retail sector is the largest employer in Australia providing significant work opportunities for low and semi-skilled persons, students, and those entering or re-entering the w... [more]

The retail sector is the largest employer in Australia providing significant work opportunities for low and semi-skilled persons, students, and those entering or re-entering the workforce. Casualisation and precarious work arrangements are common and come with low wages and low union representation. Unlike most other industries, many retail players benefitted greatly from the COVID-19 crisis, with the Australian Bureau of Statistics (ABS) data showing record increases in sales. Even so, artificial intelligence (AI) and automation generally have already started having significant negative impacts on employment within the industry. At this time, effects are particular to supply chain and distribution, but automation-pressured change is beginning to impact front-facing operations and the employment of those in such positions. This chapter takes a closer look at the effects of automation to date and the consequences for employment that are likely to occur as further automation rolls out. In doing so it will consider the composition and structure of the sector with an emphasis on Food Retailing and Other Store-based Retailing from both small-medium-enterprises (SMEs) and large business perspectives. While some predictions of the transformation are ominous for future employment, especially those in the lower-skilled entry-level positions, there are also optimistic predictions made by both employers and unions mostly where future service-based leadership models are adopted and supported by industry and government.

DOI 10.1007/978-981-16-1614-3_4
2020 Cameron R, Larkin R, Montague A, 'Australia', The Future of Work in Asia and Beyond A Technological Revolution Or Evolution?, Taylor and Francis, Australia (2020) [B1]
2020 Larkin R, 'Ethics and Leadership', Organizational Leadership, SAGE Publications, United Kingdom 189-220 (2020) [B1]
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]
Citations Scopus - 5
Show 4 more chapters

Journal article (6 outputs)

Year Citation Altmetrics Link
2023 Connell J, Burgess J, Larkin R, 'COVID in Australia: HR managers' challenges and opportunities', Asia Pacific Journal of Human Resources, 61 535-553 (2023) [C1]

Transitions to working from home due to the COVID pandemic led to a proliferation of literature and industry reports on changed work practices. However, this study set out to adva... [more]

Transitions to working from home due to the COVID pandemic led to a proliferation of literature and industry reports on changed work practices. However, this study set out to advance understanding of how human resource professionals managed the crises ¿ adding to the limited literature on this perspective. Data was collected during late 2020/early 2021 through interviews with human resource professionals. Data was analysed using coding techniques enabling findings to be organised into relevant concepts and categories. Contributions to practice include the range of challenges and opportunities associated with working from home, which are outlined here as technical and behavioural recommendations. These include the need for improved IT support and IT literacy across the workforce; issues linked to employee isolation, managing privacy, workload, and the management of remote employees. This paper draws on institutional theory, stressing the importance of context in shaping HRM strategies in times of crises.

DOI 10.1111/1744-7941.12373
Citations Scopus - 1
Co-authors Julia Connell
2022 ALENEZI L, SUMMONS P, LARKIN R, 'An Integrative Review of the Acceptance of Wearable Health Technologies by Saudi Arabian Elderly Persons', The MENA Journal of Business Case Studies, 1-7 [C1]
DOI 10.5171/2022.886343
Co-authors Peter Summons
2020 Larkin R, 'Knowledge transfer effects of clustering in dual configuration MNEs', International Journal of Hospitality Management, 90 (2020) [C1]
DOI 10.1016/j.ijhm.2020.102649
Citations Scopus - 5
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]
DOI 10.1108/JKM-04-2014-0160
Citations Scopus - 5
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]
Citations Scopus - 5Web of Science - 4
Co-authors Mark Bray
Show 3 more journal articles

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)
Co-authors Tamara Blakemore, Christine Yap
2015 Larkin RM, Remedios R, Ryan S, 'Employee retention: An argument for embedding the family', http://www.ilpc.org.uk/, Athens (2015) [E3]
Co-authors Suzanne Ryan
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]
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]
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]
Co-authors Mark Bray
Show 7 more conferences
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Research Supervision

Number of supervisions

Completed5
Current2

Current Supervision

Commenced Level of Study Research Title Program Supervisor Type
2019 PhD A Comparative Evaluation of Factors Influencing Elderly Persons' Use of Wearable Technologies for Their Healthcare in Saudi Arabia and Australia PhD (Information Systems), College of Engineering, Science and Environment, The University of Newcastle Co-Supervisor
2018 Honours Talkin’ ‘bout my generation: Gender in the workplace
<p align="center" style="text-align:center;"><strong><span lang="EN-US" style="font-size:24.0pt;font-family:'Times New Roman',serif;">Talkin&rsquo; &lsquo;bout my generation:</span></strong></p><p align="center" style="text-align:center;"><span lang="EN-US" style="font-family:'Times New Roman',serif;">&nbsp;</span></p><p align="center" style="text-align:center;"><span lang="EN-US" style="font-size:20.0pt;font-family:'Times New Roman',serif;">Gender in the workplace</span></p>		 Industrial Relations, The University of Newcastle Principal Supervisor

Past Supervision

Year Level of Study Research Title Program Supervisor Type
2023 PhD End-Of-Life Decision Making: A Behavioural Economics Perspective PhD (Economics), College of Human and Social Futures, The University of Newcastle Co-Supervisor
2021 PhD Benefits and Burdens: The Paradox of Religious Expression in the Australian Workplace PhD (Management), College of Human and Social Futures, The University of Newcastle Co-Supervisor
2016 Professional Doctorate The moderating impacts of national culture on managerial workforce behaviours in local hotels: A case study in Vietnam
&lt;p&gt;&lt;span style="font-family:Arial,Helvetica,sans-serif;font-size:x-small;"&gt;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:&lt;/span&gt;&lt;br /&gt;&lt;span style="font-family:Arial,Helvetica,sans-serif;font-size:x-small;"&gt;A. How does Vietnam&amp;lsquo;s national culture impact the behaviour or performance of local managerial staff in Vietnamese hotels?&lt;/span&gt;&lt;br /&gt;&lt;span style="font-family:Arial,Helvetica,sans-serif;font-size:x-small;"&gt;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?&lt;/span&gt;&lt;/p&gt;		 International Business, UON Sole Supervisor
2014 Honours Should I stay or should go now? Job Embeddedness: An Australian Health Industry Case Study
&lt;span lang="EN-US" style="font-size:x-small;font-family:Arial,Helvetica,sans-serif;"&gt;This thesis examines the retention of employees through the application of the job embeddedness model developed by Mitchell, Holtom, Lee, Sablynski &amp;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. &lt;/span&gt; &lt;p style="text-align:justify;line-height:150%;"&gt;&lt;span lang="EN-US" style="font-family:'Times New Roman',serif;"&gt;&lt;span style="font-size:x-small;font-family:Arial,Helvetica,sans-serif;"&gt;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.&lt;/span&gt;&lt;span&gt;&amp;nbsp; &lt;/span&gt;&lt;span style="font-size:x-small;font-family:Arial,Helvetica,sans-serif;"&gt;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. &lt;/span&gt;&lt;/span&gt;&lt;/p&gt;		 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
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Dr Roslyn Larkin

Position

Senior Lecturer
Newcastle Business School
College of Human and Social Futures

Focus area

Human Resource Management

Contact Details

Email roslyn.larkin@newcastle.edu.au
Phone (02) 43484111

Office

Room BO1.25
Building Business Offices
Location Ourimbah
10 Chittaway Road
Ourimbah, NSW 2258
Australia
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Research Networks