All Stories

  1. MNE translation of corporate talent management strategies to subsidiaries in emerging economies
  2. Creating Better Employees through Positive Leadership Behavior in the Public Sector
  3. Inclusion at Societal Fault Lines: Aboriginal Peoples of Australia
  4. Influence of high performance work systems on employee subjective well-being and job burnout: empirical evidence from the Chinese healthcare sector
  5. Mismatches in skills and attributes of immigrants and problems with workplace integration: a study of IT and engineering professionals in Australia
  6. From the Guest Editors: Cross-Cultural Management Learning and Education--Exploring Multiple Aims, Approaches, and Impacts
  7. Lessons Learned from Community Organizations: Inclusion of People with Disabilities and Others
  8. Individual Sources, Dynamics, and Expressions of Emotion
  9. Hospital Numerical Flexibility and Nurse Economic Security in China and India
  10. Gender perceptions of work-life balance: management implications for full-time employees in Australia
  11. Towards a diversity justice management model: integrating organizational justice and diversity management
  12. Acculturation attitudes and affective workgroup commitment: evidence from professional Chinese immigrants in the Australian workplace
  13. Governing the International Student Experience: Lessons From the Australian International Education Model
  14. Exploring a functional approach to attitudinal brand loyalty
  15. Workgroup emotional exchanges and team performance in China
  16. IDADA: The individual difference approach to assessing and developing diversity awareness
  17. Shaming and Employer Social Insurance Compliance Behaviour in Shanghai
  18. IDADA: THE INDIVIDUAL DIFFERENCE APPROACH TO ASSESSING AND DEVELOPING DIVERSITY-AWARENESS
  19. How emotional climate in teams affects workplace effectiveness in individualistic and collectivistic contexts
  20. The relationship between acculturation strategy and job satisfaction for professional Chinese immigrants in the Australian workplace
  21. How emotional climate in teams affects workplace effectiveness in individualistic and collectivistic contexts
  22. Reaching and Hearing the Invisible: Organizational Research on Invisible Stigmatized Groups via Web Surveys
  23. Overview: Experiencing and Managing Emotions in the Workplace
  24. Introduction: Giving Voice to Values, Caring Economies, and Ethical Leadership
  25. Mud and tears: The human face of disaster – A case study of the Queensland floods, January 2011
  26. Mud and tears: The human face of disaster – A case study of the Queensland floods, January 2011
  27. Introduction: History Matters.
  28. Introduction: Deepening Our Social Engagement--Management Educators as Social Entrepreneurs.
  29. Acculturation strategies among professional Chinese immigrants in the Australian workplace
  30. Overview: What Have We Learned? Ten Years On
  31. Chapter 7 Affective Events Theory as a Framework for Understanding Third-Party Consumer Complaints
  32. Chapter 6 Coding Emotions in Complaint Behavior: Comparing the Shaver et al. and Richin's Consumption Emotions Sets
  33. Introduction: Decisions, Decisions.
  34. From the Editors: International Students, Representation of Global Management Issues, and Educating From a Paradigm of Human Well-Being.
  35. Intercultural competencies for culturally diverse work teams
  36. Introduction: Innovations in Unlikely Places.
  37. Coaching for Family Business Leadership Transition
  38. Introduction: Capturing the Complexity of Our Subject.
  39. Understanding and responding to the climate change issue: Towards a whole-of-science research agenda
  40. Heart versus mind: The functions of emotional and cognitive loyalty
  41. Overview
  42. Brand Loyalty Measure
  43. Introduction: Being True to Our Section Title.
  44. Measuring attitudes to HRIS implementation: A field study to inform implementation methodology
  45. A tri-dimensional approach for auditing brand loyalty
  46. Family business leadership transition: How an adaptation of executive coaching may help
  47. Introduction: A Call to Educate
  48. Discrete emotional crossover in the workplace: the role of affect intensity
  49. Introduction: Opening the Black Box in More Ways Than One
  50. Overview
  51. Skilled immigrants
  52. Employee/customer interface in a service crisis: Impact of senior management attributes and practices on customer evaluation
  53. Feminist Visions of Development: Gender Analysis and Policy – Edited by Cecile Jackson and Ruth Pearson
  54. Work-group emotional climate, emotion management skills, and service attitudes and performance
  55. Contextual Factors Affecting Quality of Work Life and Career Attitudes of Gay Men
  56. Emotions: The Biological Answer to Timeless Threats and Opportunities
  57. Service providers' use of emotional competencies and perceived workgroup emotional climate to predict customer and provider satisfaction with service encounters
  58. Cross-cultural differences in emotions: the why and how
  59. Experience as a moderator of involvement and satisfaction on brand loyalty in a business-to-business setting 02-314R
  60. One career, two identities: an assessment of gay men's career trajectory
  61. The five capabilities of socially responsible companies
  62. Hassles and uplifts associated with caring for people with cognitive impairment in community settings
  63. The Role of Space as Both a Conflict Trigger and a Conflict Control Mechanism in Culturally Heterogeneous Workgroups
  64. The Case for Emotional Intelligence in Organizational Research
  65. Questioning Management Paradigms that Deal with Aboriginal Development Programs in Australia
  66. How leaders influence the impact of affective events on team climate and performance in R&D teams
  67. Diversity and Emotion: The New Frontiers in Organizational Behavior Research
  68. Workgroup emotional intelligence
  69. Emotions in the Workplace: Research, Theory, and Practice
  70. Workgroup Emotional Intelligence Profile--Version 3
  71. JOB INSECURITY AND EMPLOYEE INNOVATION: A BOUNDED EMOTIONALITY ANALYSIS.
  72. Diversity is not the problem - openness to perceived dissimilarity is
  73. Development and Test of the Two-stage Model of Performance Appraisal
  74. Equally qualified but unequally perceived: Openness to perceived dissimilarity as a predictor of race and sex discrimination in performance judgments
  75. In search of a unified definition of organisational political behaviour: Evidence for a multi-level approach
  76. Gender differences in anticipated pay negotiation strategies and outcomes
  77. Rating format research revisited: Format effectiveness and acceptability depend on rater characteristics.
  78. Healthy Human Cultures as Positive Work Environments
  79. Overview: emotions, ethics, and decision-making
  80. Overview: Functionality, Intentionality and Morality
  81. Overview: Individual and Organizational Perspectives on Emotion Management and Display
  82. Chapter 7 Role of affect and interactional justice in moral leadership
  83. How to Build a Healthy Emotional Culture and Avoid a Toxic Culture
  84. Chapter 10 Building a Climate of Trust during Organizational Change: The Mediating Role of Justice Perceptions and Emotion
  85. Chapter 12 How ‘Bad Apples’ Spoil the Bunch: Faultlines, Emotional Levers, and Exclusion in the Workplace
  86. When East Meets West: Managing Chinese Enterprise Relationships through Guanxi-based Diversity Management
  87. Diversity Management in Thailand
  88. Intercultural Competencies Across Cultures: Same or Different?
  89. Emotions in Family Firms
  90. Global Vision: International Approaches to Incentives, Performance Evaluation, and Policy Implementation Findings from England, Australia, and the U.S.A.
  91. Global vision: Summary of selected papers from the 1998 International Congress of Applied Psychologists
  92. Human Resources as Manager of the Human Imprint
  93. Japanese Equal Employment Opportunity Law: Implications for Diversity Management in Japan
  94. More than a Matter of 'Bootstraps': Under-explored Contributors to Gender Differences in Organizational Outcomes
  95. Using Computer-Based Technology to Advance I/O Psychology Towards Time-Oriented and Dynamic Methodologies and Practices
  96. Vantage 2000: Diversity topics at the Academy of Management Conference
  97. Vantage 2000: Employees as HR Agents-Trainers, Schedulers, Rewarders
  98. Vantage 2000: Humanizing Work and the Workplace
  99. Vantage 2000: Psychological research and training as proactive agents for change
  100. Vantage 2000: The changing social aspects of employment
  101. Vantage 2000: The consequences and distinctiveness of shiftwork