Gayle Avery
Macquarie University, Graduate School of Management, Faculty Member
- Gayle is an experienced teacher, researcher and educational entrepreneur in the new field of sustainable leadership t... moreGayle is an experienced teacher, researcher and educational entrepreneur in the new field of sustainable leadership that she has co-developed. She educates managers and consultants in sustainable leadership - a system of evidence-based practices that lead to high performing and resilient organisations while benefiting the planet and society.edit
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While technology enables home-based telecommuting (HBT), it also has been blamed for its slow growth. Thus, technology may both facilitate and hinder HBT. In order to clarify the role that technology currently plays when employees... more
While technology enables home-based telecommuting (HBT), it also has been blamed for its slow growth. Thus, technology may both facilitate and hinder HBT. In order to clarify the role that technology currently plays when employees telecommute, this study investigated the relationship between different forms of organizational support (classified as technology-related, somewhat technology-related, and nontechnological) and employees’ reactions to HBT. Dependent variables included satisfaction, Perceived Productivity, and number of days/weeks spent telecommuting. Respondents were 50 full-time employees from 20 organizations. Two technology-related support variables and manager’s trust (a nontechnological support) had a broad impact on employees’ reactions to HBT. So, technology plays a crucial role and, thus, could be a major factor in HBT’s slow growth, but HBT is better understood within a multi-factor rather than a single-factor framework. Results also indicate that organizations should emphasize providing IT support and appropriate technology for telecommuters as well as HBT-related training for nontelecommuting coworkers and managers.
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Study tours can help internationalize curricula and prepare students for global workplaces. We examine benefits of tours providing deep-level learning experiences rather than industrial tourism using five main theoretical frameworks to... more
Study tours can help internationalize curricula and prepare students for global workplaces. We examine benefits of tours providing deep-level learning experiences rather than industrial tourism using five main theoretical frameworks to highlight the diverse learning benefits associated with intensive study tours in particular. Relevant theoretical models are Kolb's Experiential Learning Model, Gregorc's Style Delineator, Felder-Silverman Index of Learning Styles, VARK Questionnaire, and Dunn and Dunn's Learning Style Model. Intensive study tours address nearly all the styles and techniques encompassed by these models.9 page(s
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Small firms are central to many economies but the contribution of leadership to small business performance is currently poorly understood. Reporting on a study of small Australian firms, this paper investigates the effects of organic or... more
Small firms are central to many economies but the contribution of leadership to small business performance is currently poorly understood. Reporting on a study of small Australian firms, this paper investigates the effects of organic or distributed leadership on six measures of firm performance – staff and customer satisfaction, financial outcomes, productivity, and staff and manager tenure. Findings show that organic leadership is associated with higher performance on all measures than the traditionally-high performing visionary leadership paradigm. The paper discusses why the emerging organic paradigm can outperform more traditional paradigms.10 page(s
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Despite evidence that emotion-based leadership enhances firm performance, little is known about the variables mediating those effects. Adopting a multistakeholder, multimeasure approach, we examined the effects of three mediators... more
Despite evidence that emotion-based leadership enhances firm performance, little is known about the variables mediating those effects. Adopting a multistakeholder, multimeasure approach, we examined the effects of three mediators (communicating/sharing a vision, organizational climate, and leader–follower trust) on the leadership–performance relationship and their interactive effects on performance in small professional service firms. Using four employee-perceived leadership paradigms (classical, transactional, visionary, and organic), we measured staff and customer satisfaction and financial performance. Findings confirm that the effects of the mediating variables on all performance measures vary with the prevailing leadership paradigm, and interactions between all variables strengthen their effects on performance.
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Existing studies of the leadership-performance relationship are characterized by an insufficient focus on mediating variables. Variables such as vision, organizational climate, and trust between leader and followers that may be important... more
Existing studies of the leadership-performance relationship are characterized by an insufficient focus on mediating variables. Variables such as vision, organizational climate, and trust between leader and followers that may be important to mediating the leadership-performance relationship tend to be ignored in current research. This paper addresses this gap and suggests directions for future research.10 page(s
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Reflection is hypothesized to underpin building a capacity for sustainability and longevity within organizations by allowing members to maintain congruence between what is espoused and what is done, and to question underlying values.... more
Reflection is hypothesized to underpin building a capacity for sustainability and longevity within organizations by allowing members to maintain congruence between what is espoused and what is done, and to question underlying values. Behavioural change may follow reflection. This paper investigates the role of reflection in four enterprises regarded as sustainable using Avery’s (2005) criteria. Examples of reflection and their triggering events are analysed, based on information external to the firms followed by observations and discussions with management and staff. Reflection and their triggers seem to be linked to a long-term perspective and core values.8 page(s
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The project studied occupational health and willingness to stay at the job among home care employees in four Swedish municipalities. In one of the municipalities, with both municipal and private home care providers, a more profound survey... more
The project studied occupational health and willingness to stay at the job among home care employees in four Swedish municipalities. In one of the municipalities, with both municipal and private home care providers, a more profound survey was done with the main aim to develop the governance follow up-systems, to achieve a good balance between work demands and resources among providers. Questions on occupational health and staff turnover were answered by 473 employees and 253 employees answered the questionnaire in the more profound survey. The results show that the demands resources balance affects employee’s self-reported health. Self-reported health, patient’s care requirements, travelling time between patients and unexpected events during work affects the willingness to stay at the job. Conclusions: Better demands resources balance can improve the employee health and the chances that they stay at the job. The compensation system needs to be developed to provide economic incentive...
The effects of leadership paradigms and behaviors on organizational performance have received considerable attention from both researchers and practitioners. Despite increased research into the leadership-performance relationship, gaps... more
The effects of leadership paradigms and behaviors on organizational performance have received considerable attention from both researchers and practitioners. Despite increased research into the leadership-performance relationship, gaps still remain. This paper reviews the published literature and identifies these gaps, highlighting implications for research into the leadership-performance relationship.11 page(s
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... Macquarie University (Gayle.Avery@mq.edu.au ... quite an achievement for a model into which relatively little independent research has been conducted, and which has been heavily criticized for its lack of conceptual rigor and... more
... Macquarie University (Gayle.Avery@mq.edu.au ... quite an achievement for a model into which relatively little independent research has been conducted, and which has been heavily criticized for its lack of conceptual rigor and consistency (eg Blank, et al., 1990; Graeff, 1983, 1997 ...
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1. Sustainable Enterprises 2. Elements of Sustainable Leadership 3. Foundation Practices 4. Higher-level Practices and Key Performance Drivers 5. Performance Outcomes as Leadership Practices Interact 6. Epilogue: After the Global... more
1. Sustainable Enterprises 2. Elements of Sustainable Leadership 3. Foundation Practices 4. Higher-level Practices and Key Performance Drivers 5. Performance Outcomes as Leadership Practices Interact 6. Epilogue: After the Global Financial Crisis