Managing multiple, geographically-separated identities, and its effect on employee retention.

Extant literature posits that an individual manages their multiple identities by integrating or separating them to varying degrees. We posit that, rather than managing a single set of identities, an individual may engage different identity structures in different contexts. We use the fly-in, fly-out work context, whereby an employee's home and work are substantially geographically separated, to explore whether different identity structures exist, strategies for managing them, and their effect on employee retention intentions.

Perspectives of socioeconomically disadvantaged parents on their children's coping during COVID-19: Implications for practice.

Disruptions caused by COVID-19 have the potential to create long-term negative impacts on children's well-being and development, especially among socioeconomically disadvantaged children. However, we know little about how socioeconomically disadvantaged families are coping with the pandemic, nor the types of support needed. This study presents qualitative analysis of responses to an open-ended question asking parents how children are coping with the restrictions associated with COVID-19, to identify areas in which these cohorts can be supported.

Food Insecurity and Socioeconomic Disadvantage in Australia.

Research on food insecurity in Australia has typically relied on a single-item measure and finds that approximately 5% of the population experiences food insecurity. This research also finds that demographic characteristics such as household composition and marital status affect levels of food insecurity, independent of income level. The present study examines the prevalence and correlates of food insecurity in a cohort (n = 400) of people experiencing entrenched disadvantage in Perth, Western Australia.

Making Sense of Corporate Social Responsibility and Work.

Employees can be a driving force behind organizational corporate social responsibility (CSR) efforts, yet the vast majority of literature has focused on firm-level understanding and implementation of CSR. Recent literature that explores the relationship between employees and CSR has not investigated how employees conceive of their role in CSR. We propose that in order to understand the factors that affect employee engagement in CSR, we must first understand how employees conceptualize the phenomenon of CSR and how that conceptualisation fits into their work.