Charmine E J Härtel
Dados Biográficos
| ID | 875222 |
|---|---|
| NOME | Charmine E J Härtel |
| PRENOMES | Charmine E J |
| SOBRENOME | Härtel |
| ASSINATURA | HÄRTEL C E J |
| AFILIAÇÕES | Deakin University |
| ORCID | 0000-0002-2293-3640 |
| VERIFICADO | Sim |
| TOTAL DE OBRAS | 30 |
| TOTAL DE CITAÇÕES | 10 |
| TOTAL COMO AUTOR | 28 |
| TOTAL COMO EDITOR | 2 |
| PRIMEIRO ANO DE PUBLICAÇÃO | 1997 |
| ANO MAIS RECENTE DE PUBLICAÇÃO | 2024 |
| ÍNDICE H | 3 |
Mastering the art of humor in leadership
Cocktail Geopolitics and the Changing Nature of Governance
Governance is considered one of the most significant concepts in today’s society. Governance mechanism and its associated approaches vary across countries depending on their economic as well as political contexts and interests. Geopolitics represents political disposition of countries and regions across a geographic milieu. Although geopolitical variables are likely to influence governance approaches, few studies link geopolitics to governance. I…
The effect of race and foreign accent on managers’ career progression
This paper investigated immigrant groups’ attributes as factors inhibiting immigrants’ career development and progression vis-à-vis local-born-mainstream-groups. Drawing on the Stereotype Content Model (SCM) of warmth and competence, we examined perceptual cues (surface-diversity) and factors that act as career progression barriers. Results revealed race (white, non-white) and accents, rather than immigrant-status, were largely responsible for pe…
Emotions and Organizational Governance
The focus of this volume is on the role of emotions in organizational governance, which involves the complete gamut of organizational processes and procedures, including the means whereby organizations are controlled and directed. Traditionally organizational governance has been viewed as a largely procedural phenomenon, and therefore immune from the vagaries of human emotion. Nothing could be further from the truth. Organizations are structures …
Indigenous Management Styles
Lessons Learned from Community Organizations
Workforce diversity requires broader vision and scope in managing diversity so that there is greater inclusion inside and outside organizations. This paper provides this vision by extending the stream of workforce diversity research to community‐oriented inclusion and its processes. The authors interviewed 34 people with disabilities and 40 people without disabilities who were stakeholders of community arts and sports organizations. The participa…
Individual Sources, Dynamics, and Expressions of Emotion
Research on emotion in organizations is the publication of the Emonet listserv http://www.emotionsnet.org, which hosts the biennial International Conference on Emotion and Worklife. Chapters in the series include a selection of peer-reviewed papers from the conference, together with invited chapters by leading scholars in the field of emotion in organizational settings
Acculturation attitudes and affective workgroup commitment
The Australian workforce is becoming increasingly diverse and it is important to understand the role of individuals’ acculturation attitudes in the workplace. The appreciation of the relationship between acculturation attitudes and affective workgroup commitment is critical for mangers to facilitate the performance of employees with diverse backgrounds. To gain a better understanding of this relationship, we assessed the acculturation attitudes o…
The relationship between acculturation strategy and job satisfaction for professional Chinese immigrants in the Australian workplace
Shaming and Employer Social Insurance Compliance Behaviour in Shanghai
Social security regimes must be underpinned by enforcement mechanisms designed to compel employers to fulfil their contribution requirements. In this paper we extend debate on China's social security system by discussing whether the inclusion of re-integrative shaming in the repertoire of mechanisms the state utilises to enforce employer compliance is likely to prove effective. Drawing on audited data provided by the Shanghai Bureau of Labour and…
What Have We Learned? Ten Years On
The theme of this volume, What Have We Learned? Ten Years On, provides a wonderful tour of the ways in which emotions research has advanced the way in which we conceive of work and its possibilities for adding value to life. The volume is presented in eight parts, so that the reader will can how emotions research has advanced our knowledge and understanding of what comprises work, the experiences and resourcefulness of traditional and non-traditi…
Emotions and Organizational Dynamism
Emotions have widespread effects in organizations and underlie a broad range of dynamics in organizations. This volume explores the role that emotion plays in such diverse organizational phenomena as entrepreneurship, change, service failure, and creativity. The study of emotions in organizations is broadening, with new phenomena being considered through the lens of emotions, and deepening, with theoretical approaches being refined and sharpened.…
Profit‐making vs human value
Purpose This paper responds to the increasing concern among both the public and the academic community regarding the negative effects of for‐profit activities of organisations on society, in particular on human development and well‐being. It does so by aiming to examine the main theories regarding the possibility of positive and/or negative relationships between the management of for‐profit activity and human value. It aims to identify guiding pr…
Emotions, Ethics and Decision-Making
The rapidly growing recognition of the importance of emotion in understanding all aspects of organizational life is facilitating the development of focused areas of scholarship. The articles in this volume represent a selection of the best papers presented at the sixth International Conference on Emotions and Organizational Life (held in Atlanta, in July 2006), complemented with invited chapters by leading scholars in the field. The theme of this…
Feminist Visions of Development
The global village
Purpose The purpose of this paper is to examine relational and task dimension of online communication and the associated emotional experience. Design/methodology/approach This paper examines four categories of work outcomes: emotional experiences of work, work attitudes, work dynamics and work behaviours; and links each to the cross‐cultural online communication context. Findings It was found that diversity‐oriented HRM can reduce the cultural fa…
A self‐representation analysis of the effects of individualist–collectivist interactions within organizations in individualistic cultures
Purpose Increasingly, organizations in the Asia‐Pacific region are recognizing the importance of cross‐cultural management to the sustainability of their competitive edge. Although the literature is replete with cross‐cultural studies of individualism and collectivism, little information is available on the factors that foster effective individualist–collectivist interaction (ICI) within organizations. This paper attempts to provide a theoretical…
Cultural diversity and leadership
Purpose To provide a new way of conceptualizing the leader's role in managing conflict for increased task and social outcomes in culturally heterogeneous workgroups (CHWs). Design/methodology/approach The objectives of the paper can be met by hypothesizing the proposed relationships and testing them quantitatively using multiple regression. Findings Finds that the effect of conflict in CHWs depends, in part, on the way the parties concerned manag…
Cross‐cultural differences in consumer decision‐making styles
This article compares consumer decision‐making styles between Singaporeans and Australians. Utilising Hofstede’s framework, the paper argues that cultural dimensions influence consumer decision making styles. It is essential that managers understand cross‐cultural consumer decision‐making styles to make strategic decisions or effectively handle members of these nationalities. Marked differences were found between the two populations for: brand co…
On the pathogenicity of culture
All Australian Aborigines have experienced the impact of Western culture to some extent which has resulted in the traditional cultures being irrevocably decimated. The reaction to the disintegration of traditional culture has been marked by a variety of outcomes. While some Aborigines have either accepted or reached a level of accommodation to the new order, others have responded in maladaptive ways. For some Aborigines, the disintegration of tra…
The effect of emotions in cross‐cultural expatriate experiences
With increased recognition of the existence of emotions in everyday interpersonal interactions, the need for emotions in cross‐cultural interactions has become more obvious. Emotions play an important role in cross‐cultural expatriate interactions as these experiences are essentially social encounters. Yet, little research addresses the emotions felt and the emotional demands involved in the cross‐cultural interaction. Research on expatriate expe…
Cross-cultural differences in emotions
With their research on emotions in everyday life, Scherer et al. (2004) have sparked a lively discussion which has brought a number of important issues and perspectives in this area to the fore. Collectively, the discourse traverses the emotions literature, highlighting how ‘‘extraordinarily fluid and changeable’’ the emotion process is, and how equally extraordinary the challenge of describing and studying it is while still honoring its complexi…
Evidence for crossvergence in the perception of task and contextual performance
The applicability of the Western model of task and contextual performance to the context of Thai and Western managers, professionals and consultants working together in Thailand is addressed in this research. The results show a clear difference in the factor structure of how Western and Thai managers perceive the importance of performance factors. Moreover, the task and contextual factor structure found for Western managers working in a Western c…
A field test of the diversity‐openness moderator model in newly formed groups
Detrimental effects of diversity in workgroups has frequently been observed but research identifying the factors that lead to negative or positive effects in heterogeneous groups is lacking. The Perceived Dissimilarity Openness Moderator Model provides one explanation of the process by which diversity influences group affective, behavioral, and cognitive outcomes. Specifically the model identifies individual, group, and organizational openness as…
Culturally specific prejudices
The authors propose that the nature of prejudice differs across cultures. A model is introduced that proposes that the interpersonal perspective associated with individualist cultures (Westerners) leads to interpersonal prejudices, whereas the intergroup perspective associated with collectivist cultures (Easterners) leads to intergroup prejudices. These prejudices, in turn, are argued to impact on the outcomes of individuals working in intercultu…
Acculturation attitudes and affective workgroup commitment
The Australian workforce is becoming increasingly diverse and it is important to understand the role of individuals’ acculturation attitudes in the workplace. The appreciation of the relationship between acculturation attitudes and affective workgroup commitment is critical for mangers to facilitate the performance of employees with diverse backgrounds. To gain a better understanding of this relationship, we assessed the acculturation attitudes o…
The relationship between acculturation strategy and job satisfaction for professional Chinese immigrants in the Australian workplace
The five capabilities of socially responsible companies
This paper develops and tests a model that integrates processes of public affairs management with stakeholder engagement and dialogue, business ethics and social reporting to explain social responsibility capabilities in organisations. The model, called Corporate Social Responsibility Management Capacity, describes social responsiveness as arising from a firm's social responsibility orientation and its public relations orientation. The paper show…
Cross-cultural differences in emotions
With their research on emotions in everyday life, Scherer et al. (2004) have sparked a lively discussion which has brought a number of important issues and perspectives in this area to the fore. Collectively, the discourse traverses the emotions literature, highlighting how ‘‘extraordinarily fluid and changeable’’ the emotion process is, and how equally extraordinary the challenge of describing and studying it is while still honoring its complexi…
Recruitment and Selection of Academic Staff
Despite the significant consequences that hiring practices have for universities, little is known about the methods used by Australian universities to recruit academic staff. The present study examines the academic recruitment and selection processes of Australian universities using reports from department heads, job applicants, and case studies. Also, there is a comparison between the practices of public and private sector organisations, and the…
Cross‐cultural effectiveness of Western expatriate‐Thai client interactions
Expatriates who perform poorly in their overseas assignments cost multinational enterprises billions of dollars, damage firm reputation, disrupt relationships with local nationals, and often exact a cost on expatriates’ psychological well‐being. International human resource management, which assumes the crucial responsibility of managing expatriates, should therefore be able to identify the competencies underlying effective expatriate performance…
Evidence for crossvergence in the perception of task and contextual performance
The applicability of the Western model of task and contextual performance to the context of Thai and Western managers, professionals and consultants working together in Thailand is addressed in this research. The results show a clear difference in the factor structure of how Western and Thai managers perceive the importance of performance factors. Moreover, the task and contextual factor structure found for Western managers working in a Western c…
A field test of the diversity‐openness moderator model in newly formed groups
Detrimental effects of diversity in workgroups has frequently been observed but research identifying the factors that lead to negative or positive effects in heterogeneous groups is lacking. The Perceived Dissimilarity Openness Moderator Model provides one explanation of the process by which diversity influences group affective, behavioral, and cognitive outcomes. Specifically the model identifies individual, group, and organizational openness as…
Culturally specific prejudices
The authors propose that the nature of prejudice differs across cultures. A model is introduced that proposes that the interpersonal perspective associated with individualist cultures (Westerners) leads to interpersonal prejudices, whereas the intergroup perspective associated with collectivist cultures (Easterners) leads to intergroup prejudices. These prejudices, in turn, are argued to impact on the outcomes of individuals working in intercultu…
Predicting IHRM strategy and practice decisions
International human resource management (IHRM) is becoming increasingly fundamental to organisational success, as globalisation forces demand organisations to design and implement a global strategy. One of the most critical choices faced by IHRM practitioners is whether and when an organisation should adapt its human resource policies and practices to the local context (localisation). A typology of International Human Resource Management Orientat…
Intercultural service encounters
Intercultural contact occurs on a daily basis across all facets of life, and is reflective of Australia’s multicultural society. This trend is observed in many Western industrialised nations and has contributed to a growing body of research and literature in the field of managing cultural diversity. While much of this research is focused on the internal context of the workplace, relatively little attention has been given to the impact of culture …
The five capabilities of socially responsible companies
This paper develops and tests a model that integrates processes of public affairs management with stakeholder engagement and dialogue, business ethics and social reporting to explain social responsibility capabilities in organisations. The model, called Corporate Social Responsibility Management Capacity, describes social responsiveness as arising from a firm's social responsibility orientation and its public relations orientation. The paper show…
Cross‐cultural differences in consumer decision‐making styles
This article compares consumer decision‐making styles between Singaporeans and Australians. Utilising Hofstede’s framework, the paper argues that cultural dimensions influence consumer decision making styles. It is essential that managers understand cross‐cultural consumer decision‐making styles to make strategic decisions or effectively handle members of these nationalities. Marked differences were found between the two populations for: brand co…
On the pathogenicity of culture
All Australian Aborigines have experienced the impact of Western culture to some extent which has resulted in the traditional cultures being irrevocably decimated. The reaction to the disintegration of traditional culture has been marked by a variety of outcomes. While some Aborigines have either accepted or reached a level of accommodation to the new order, others have responded in maladaptive ways. For some Aborigines, the disintegration of tra…
The effect of emotions in cross‐cultural expatriate experiences
With increased recognition of the existence of emotions in everyday interpersonal interactions, the need for emotions in cross‐cultural interactions has become more obvious. Emotions play an important role in cross‐cultural expatriate interactions as these experiences are essentially social encounters. Yet, little research addresses the emotions felt and the emotional demands involved in the cross‐cultural interaction. Research on expatriate expe…
Cross-cultural differences in emotions
With their research on emotions in everyday life, Scherer et al. (2004) have sparked a lively discussion which has brought a number of important issues and perspectives in this area to the fore. Collectively, the discourse traverses the emotions literature, highlighting how ‘‘extraordinarily fluid and changeable’’ the emotion process is, and how equally extraordinary the challenge of describing and studying it is while still honoring its complexi…
A self‐representation analysis of the effects of individualist–collectivist interactions within organizations in individualistic cultures
Purpose Increasingly, organizations in the Asia‐Pacific region are recognizing the importance of cross‐cultural management to the sustainability of their competitive edge. Although the literature is replete with cross‐cultural studies of individualism and collectivism, little information is available on the factors that foster effective individualist–collectivist interaction (ICI) within organizations. This paper attempts to provide a theoretical…
Cultural diversity and leadership
Purpose To provide a new way of conceptualizing the leader's role in managing conflict for increased task and social outcomes in culturally heterogeneous workgroups (CHWs). Design/methodology/approach The objectives of the paper can be met by hypothesizing the proposed relationships and testing them quantitatively using multiple regression. Findings Finds that the effect of conflict in CHWs depends, in part, on the way the parties concerned manag…
The global village
Purpose The purpose of this paper is to examine relational and task dimension of online communication and the associated emotional experience. Design/methodology/approach This paper examines four categories of work outcomes: emotional experiences of work, work attitudes, work dynamics and work behaviours; and links each to the cross‐cultural online communication context. Findings It was found that diversity‐oriented HRM can reduce the cultural fa…
Emotions, Ethics and Decision-Making
The rapidly growing recognition of the importance of emotion in understanding all aspects of organizational life is facilitating the development of focused areas of scholarship. The articles in this volume represent a selection of the best papers presented at the sixth International Conference on Emotions and Organizational Life (held in Atlanta, in July 2006), complemented with invited chapters by leading scholars in the field. The theme of this…
Feminist Visions of Development
Emotions and Organizational Dynamism
Emotions have widespread effects in organizations and underlie a broad range of dynamics in organizations. This volume explores the role that emotion plays in such diverse organizational phenomena as entrepreneurship, change, service failure, and creativity. The study of emotions in organizations is broadening, with new phenomena being considered through the lens of emotions, and deepening, with theoretical approaches being refined and sharpened.…
Profit‐making vs human value
Purpose This paper responds to the increasing concern among both the public and the academic community regarding the negative effects of for‐profit activities of organisations on society, in particular on human development and well‐being. It does so by aiming to examine the main theories regarding the possibility of positive and/or negative relationships between the management of for‐profit activity and human value. It aims to identify guiding pr…
What Have We Learned? Ten Years On
The theme of this volume, What Have We Learned? Ten Years On, provides a wonderful tour of the ways in which emotions research has advanced the way in which we conceive of work and its possibilities for adding value to life. The volume is presented in eight parts, so that the reader will can how emotions research has advanced our knowledge and understanding of what comprises work, the experiences and resourcefulness of traditional and non-traditi…
The relationship between acculturation strategy and job satisfaction for professional Chinese immigrants in the Australian workplace
Shaming and Employer Social Insurance Compliance Behaviour in Shanghai
Social security regimes must be underpinned by enforcement mechanisms designed to compel employers to fulfil their contribution requirements. In this paper we extend debate on China's social security system by discussing whether the inclusion of re-integrative shaming in the repertoire of mechanisms the state utilises to enforce employer compliance is likely to prove effective. Drawing on audited data provided by the Shanghai Bureau of Labour and…
Individual Sources, Dynamics, and Expressions of Emotion
Research on emotion in organizations is the publication of the Emonet listserv http://www.emotionsnet.org, which hosts the biennial International Conference on Emotion and Worklife. Chapters in the series include a selection of peer-reviewed papers from the conference, together with invited chapters by leading scholars in the field of emotion in organizational settings
Acculturation attitudes and affective workgroup commitment
The Australian workforce is becoming increasingly diverse and it is important to understand the role of individuals’ acculturation attitudes in the workplace. The appreciation of the relationship between acculturation attitudes and affective workgroup commitment is critical for mangers to facilitate the performance of employees with diverse backgrounds. To gain a better understanding of this relationship, we assessed the acculturation attitudes o…
Lessons Learned from Community Organizations
Workforce diversity requires broader vision and scope in managing diversity so that there is greater inclusion inside and outside organizations. This paper provides this vision by extending the stream of workforce diversity research to community‐oriented inclusion and its processes. The authors interviewed 34 people with disabilities and 40 people without disabilities who were stakeholders of community arts and sports organizations. The participa…
Psychology (22 obras) · Political science (19 obras) · Sociology (18 obras) · Social Psychology (14 obras) · Business (11 obras) · International Student and Expatriate Challenges (10 obras) · Computer Science (9 obras) · Gender Diversity and Inequality (9 obras) · Public relations (8 obras) · Cultural Differences and Values (7 obras)