Sugumar Mariappanadar is a Senior Lecturer in Management/HRM in the School of Business at Australian Catholic University in Melbourne. His teaching and publications cover sustainable human resource management, human resource measurement, organizational behaviour, and culturally indigenous management practices. He has had broad management consulting experience in Australia and India. His consultancy includes employee turnover study for call centres and business process analysis and management systems development. He has been involved along with other IT systems experts in developing eMonstro®, business management (HR) software.
Mariappanadar, S., & Aust (Ehnert), I., (2017). The Dark Side of Overwork:An Empircal Evience of Soial Harm of Work from a Sustainable HRM perspective, International Studies of Management & Organization, 47(4),372 - 387 (ABDC B ranked)
Mariappanadar, S., & Kairoz,A. (2017). Influence of human resource capital information disclosure on investors' share purchase decision: An Australian study. 46 (3). (ABDC -A ranked)
Mariappanadar, S. (2016). Health Harm of Work from the Sustainable HRM perspective: Scale Development and Validation. International Journal of Manpower, 37(6, 924-944 (ABDC - A ranked).
Mariappanadar, S. (2014). Stakeholder harm index: A framework to review work intensification from the critical HRM perspective, Human Resource Management Review, 24(4): 313-329 (ABDC ranked A - Ranked as the world&rsquos top journal in the field of HRM for theoretical research).
Mariappanadar, S. (2014). Sustainable HRM: A counter to minimize the externality of downsizing. In Ina Ehnert, Wesley Harr and Klaus J. Zink (Eds.), Sustainability and Human Resource Management. Springer Publisher, 181 - 203.
Mariappanadar, S., and Kramar, R. Sustainable HRM (2014). The Synthesis Effect of High Performance Work Systems on Organisational Performance and Employee Harm. Asia-Pacific Journal of Business Administration, 6 (3), 206-224. (ABDC ranked C)
Mariappanadar, S. (2013) A Conceptual Framework for Cost Measures of Harm of HRM practices. Asia-Pacific Journal of Business Administration. 5 (2): 15-39. (ABDC ranked C)
Mariappanadar, S. (2013). Do retirement anxieties determine bridge employment preference? A study among pre-retirees in the Australian Construction Industry. Personnel Review, 42 (2): 176 - 204. (ABDC ranked A)
Mariappanadar, S. (2012). Harm of efficiency oriented HRM practices on stakeholders: An ethical issue for sustainability, Society and Business Review, 7(2): 168 -184. (ABDC ranked B)
Mariappanadar, S. (2012).The harm indicators of negative externality of efficiency focused organizational practices, International Journal of Social Economics, 39 (3): 209 &ndash 220 (Reported by Emerald publications that this article had 221 downloads since one year of publication). (ABDC ranked B)
Mariappanadar, S. (2011). An emic approach to develop hybrid value system for global companies in Africa. In Littrell, R.F. & Nel, P.S., Leadership & management studies in Sub-Sahara Africa Volumes II and III, San Diego, CA, USA: University Readers, pp. 156-172.
Mariappanadar, S. (2009). Pleasure and Displeasure &ndash the conspiracy in self-regulation of Employee Action. New Zealand Journal of Human Resources Management (Special issue), 9(1): pp. 25-32.
Mariappanadar, S. (2009). Motivational Gratification &ndash An integrated work motivation model with information system design perspective. International Journal of Software Science and Computational Intelligence (IJSSCI), 1(2): pp. 101-115.
Mariappanadar, S. (2009). Novice to Professional Organisational Psychologists: A Stakeholder Framework (Part 2). Illumination, June, pp. 21-26.
Mariappanadar, S. (2009). Novice to Professional Organisational Psychologists: A Stakeholder Framework (Part 1). Illumination, March, pp. 4 - 7.
Callaghan, K. and Mariappanadar, S. (2008). Approaches used by incident managers to restore service when unplanned IT outages occur. IT Professional, May/June, pp. 40-45. This journal is published by the Institute of Electrical and Electronics Engineers (IEEE). IEEE is the world's leading professional association for the advancement of technology and technology management.
Mariappanadar, S. (2005). An emic approach to understand culturally indigenous and alien human resource management practices in global companies. Journal of Research and Practice in Human Resource Management (RPHRM), 13: pp. 31 - 48.
Mariappanadar, S. (2003). Sustainable Human Resource Management: The Sustainable and unsustainable dilemmas of downsizing, International Journal of Social Economics, 30(8): pp. 906 - 903 (Highly Commended Award &ndash 2004 for New and useful information, which will benefit readers&rdquo by Emerald Literati Club).
Mariappanadar, S. (2003). Can management students&rsquo learning expectation influence perceived learning effectiveness? &ndash An empirical study using teacher and learner focused approach. The International Journal of Learning, 10: pp. 121 - 141.
Abdul Gani, K., Jayabalan, V., & Mariappanadar, S. (2002). Impact of Advanced Manufacturing Technology on Organisational Structure. Journal of High Technology Management Research, Greenwich, 13: pp. 157 - 175.
Mariappanadar, S. (2001). A Comprehensive case study: managing people for performance. In Robbins, S.P., Millett, B., Cacioppe, R., & Waters-Marsh, T. (Eds.), Organisational Behaviour &ndash Leading and Managing in Australia and New Zealand (3rd), Sydney: Prentice Hall, pp. 737-738.
Benington, L., & Mariappanadar, S. (2001). Diversity management in India. In Patrickson, M., & O&rsquoBrien, P. (Eds.), Managing international diversity in the Asia Pacific. Queensland: John Wiley & Sons, pp. 75-98.
Refereed conference proceedings
Mariappanadar, S. (2013). Stakeholder harm index: A method to capture the costs of harm of HRM practices on stakeholders. Proceedings of the International Network of Business and Management Journals conference, Lisbon, Portugal, 17 &ndash 19 June.
Kobinah, T. and Mariappanadar, S. (2013). The Effect of Brand Commitment and Personal Values on Consumer Decision Making during the Outbreak of Rumours. Proceedings of the International Academy of African Business, Accra, Ghana, 14 &ndash 18 May.
Mariappanadar, S. (2011). Conceptual Model for Negative Externality Index of HRM:   A requisite for Sustainable HRM practices. Proceedings of the 1st Global HRM conference, Akko, Israel 23 - 25 November.
Mariappanadar, S. (2010). Sustainable HRM: A perspective to counter the harms of efficiency focused organisational practices. Proceedings of the 24th Annual and Australia New Zealand Academy of Management conference, Adelaide, Australia 8 - 10 December.
Mariappanadar, S. (2008). Pleasure and Displeasure &ndash the conspiracy in self-regulation of Employee Action&rdquo. In Conference Proceedings Managing in the Pacific Century &ndash ANZAM Conference 2008, December 2 - 5, 2008, Auckland.
Research Higher Degree Supervison
Thomas Kobinah (Graduated in 2015) - Topic: Rumour outbreak: The impact of personal characteristics on consumer decision making.
Alma Kairoz (Graduted in 2012) - Human resource capital and relational capital dimensions and the perceptions of the mum and dad shareholders.
Katherine O'Callaghan (Graduate in 2010) - Human factors and restoring IT services.
Supervised to completion 2 Honors and 2 Masters level projects.
Quality of disclosure of sustainble HRM indicators in Global Reportin Initiatives (GRI) for sustainability
Principal investigator: Sugumar Mariappanadar (ACU)
Co-investigators: Professor Michael Muller-Camen - Vienna University of Business and Economics, Vienna, Austria.
Dr. Iris Maurer, Vienna University of Business and Economics, Vienna, Austria.
2003 - current: Senior Lecturer - Centre for Sustainable HRM and Wellbeing, Peter Faber Business School, Australian Catholic University.
2000 - 2003: Lecturer - Department of Management, Monash University, Australia.
Earlier Dr. Sugumar Mariappanadar also worked as Lecturer at Swinburne University of Technology, Australia, and Department of Management Studies, Anna University, Chennai, India.
Professional membership with professional development requirements
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