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Distinguished Professor, Associate Dean Research Impact, Director Opportunity Tech Lab, Monash University

Professor Charmine E. J. Härtel (PhD, FASSA, FAHRI, FCHRI, FAIM, FANZAM) is Distinguished Professor, Associate Dean Research Impact, and Founding Director of the Opportunity Tech Lab at Monash University Business School in Melbourne, Australia. She is an Honourary Professor at The University of Queensland Business School, Brisbane, Australia and Co-Director of the Queensland Neurodiversity Employment Incubator©. She is an acknowledged preeminent scholar-practitioner in her field, evidenced by election as a Fellow of the Academy of Social Sciences in Australia (ASSA) and Queensland Academy of Arts and Sciences (QAAS), the (US) Society for Industrial and Organizational Psychology (SIOP), the Australian and New Zealand Academy of Management (FANZAM), as well as an elected member of the Society for Organizational Behavior in Australia (SOBA) and Professional Fellow of the Australian Institute of Management (FAIM) and Australian Human Resources Institute (FCAHRI). Her awards include the inaugural AHRI HR Academic Award, Australian Psychological Society’s prestigious Elton Mayo Award for scholarly excellence, the Martin E. P. Seligman Applied Research Award, and the Australian and New Zealand Academy of Management (ANZAM) Research Supervision Excellence Award. She is the awardee of more than AUD$3.3million in Australian Research Council (ARC) grants and over $1.3 million for commissioned research. She is past President of ANZAM, Founder and Chair of the Senior HRM Executives Roundtable, Co-Founder of the Key Centre for Human Factors and Applied Cognitive Psychology, Co-Founder and Co-Organizer of the International Conference on Emotions and Organizational Life, and Past Division Chair and Executive Team Member of the Gender and Diversity in Organizations Division of the U.S. Academy of Management (comprising 770 U.S. members & 401 non-US members).

Professor Härtel is a leading global authority on workplace diversity and inclusion, co-founder of the study of emotions in organizations, and pioneer in the newly developing field of fostering employment and entrepreneurship of under-represented groups. Her internationally recognized research program is building holistic theory and evidence-based practice on ways to address disadvantage in employment and entrepreneurship. Her work appears in over 100 book chapters and encyclopedia entries and over 600 refereed journal articles including Academy of Management Review, Journal of Applied Psychology, Leadership Quarterly, Journal of Business Venturing, Human Relations, and Journal of Management. She is Series Co-Editor of Research on Emotion in Organizations. She is primary author of a wholly original Australian HRM textbook, shortlisted across all university disciplines for the Australian Awards for Educational Publishing; the book emphasizes HRM as a process and viewing the employment relationship from a wellbeing perspective. She is past Editor in Chief of Journal of Management & Organization (the official journal of the Australian and New Zealand Academy of Management), past Associate Editor of Academy of Management Learning & Education and Journal of Managerial Psychology, and current editorial board member on numerous journals including Organizational Psychology Review, Human Relations, and British Journal of Management. The scholarly impact of her work is demonstrated by 15,508 citations in Google Scholar, an h-index of 58, i10-index of 158), and 4,062 citations in Scopus (h = 32), receipt of 19 best paper awards and inclusion of her 2002 piece in the top 50 most cited articles of the decade for Leadership Quarterly.

The high social impact of her translational research is evidenced by numerous international awards, including 5 awards for innovation in organisational practice. Examples include, co-development of PCC Method to improve physiological and psychological wellbeing of medical students and doctors, patients and their caregivers; business applications of her methodologies for quality decision-making in stressful environments (e.g., U.S. Naval Training Center’s cockpit crew decision-making training; AirServices’ degraded modes procedures and training), effective execution of change strategy (e.g., Palladium’s 4C Model), health-focused leadership and safety climate (e.g., Queensland nursing program; U.S. Federal Aviation Administration crew resource management guidelines), positive workforce integration (e.g., Australia Post’s diversity climate practices, Rio Tinto Iron Ore’s procurement system to support Aboriginal contractors in Pilbara), talent management (e.g., Australian Public Service), ethical leadership development program (e.g., Victorian Department of Transport), development of psychological capital (e.g., Victorian SES), organisational culture transformation (e.g., Victorian State Service Authority’s Positive Work Environments Toolkit to address workplace bullying). Other examples include her appointment as an expert advisor for the European Union workplace diversity forum, publication of Diversity at Work: The Practice of Inclusion in the prestigious SIOP Professional Practice Series, and frequent invited keynotes at leading events (e.g., APEC, Autism @ Work Summit, Diversity Council Australia, Australian Institute of Management, Australian Human Resources Institute, ADC Future Summit, Pride in Diversity).

Professor Härtel is widely regarded as a leader in the development of early career scholars, which has been formally recognized with the prestigious Janet Chusmir Service Award from the (US) Academy of Management, supervisor awards from two universities (Monash, Deakin), and the ANZAM Research Supervision Excellence Award. Her former PhD students hold key positions in both academia (e.g., UQ, Monash, Griffith, Deakin, Swinburne, Flinders, RMIT, Macquarie, Sunway, University of Edingburgh) and practice (e.g., Infosys, Amcor, Australian Centre for Corporate Social Responsibility). She has taught in university and executive programs in the USA, Australia, Germany, Italy, Singapore, and Sweden.

Experience

  • –present
    Professor of Workforce and Organizational Development, The University of Queensland
  • 2014–present
    Division Chair/CEO, Gender and Diversity in Organizations Division, (U.S.) Academy of Management
  • 2010–2013
    Head of Department, Management, UQ Business School
  • 2012–2012
    President, Australian and New Zealand Academy of Management
  • 2006–2010
    Professor of Organisational Behaviour and Development (Distinguished Appointment), Department of Management, Monash University
  • 2007–2008
    Foundation Associate Dean (Staff Research Development), Faculty of Business and Economics, Monash University
  • 2006–2007
    Director of Research, Department of Management, Monash University
  • 2000–2003
    Deputy Head of Department, Department of Management, Monash University
  • 2003–2003
    Research Director, Department of Management, Monash University

Education

  • 1991 
    Colorado State University, PhD/Industrial and Organizational Psychology
  • 1988 
    Colorado State University, MA/Industrial and Organizational Psychology
  • 1986 
    University of Colorado—Boulder, BA/Psychology (First Class Honours) (National Dean's List)
  • 1984 
    RRCC, AS/Mathematics (Dean's List)

Publications

  • 2015
    Indigenous Management Styles., Härtel, C. E. J. (2015). Indigenous Management Styles. In J. D. Wright (Eds.), International Encyclopedia of the Social and Behavioral Sciences, 2nd edition. Elsevier.
  • 2015
    Research on Emotion in Organizations: New ways of studying emotion in organizations., Härtel, C. E. J., Zerbe, W. J., & Ashkanasy, N. M. (Eds.). (2015). Research on Emotion in Organizations: New ways of studying emotion in organizations. (Vol. 11). Bingley, United Kingdom: Emerald Group Publishing.
  • 2015
    Disabled persons in the workplace. , Härtel, C. E. J. & O’Connor, J.M. (2015). Disabled persons in the workplace. In J. Syed & M. Ozbilgin (Eds.), Managing Diversity and Inclusion. London: Sage Publications.
  • 2015
    Toxic leadership—psychopaths and psychopathic behaviour in organisations., Härtel, C. E. J. (2015). Toxic leadership—psychopaths and psychopathic behaviour in organisations. In P. Crisp (Ed.), Messages for new leaders. Melbourne, Australia: Hybrid Publishers.
  • 2014
    Lessons learned from community organizations: Inclusion of people with disabilities and others., Fujimoto, Y., Rentschler, R., Le. H., Edwards, D., & Härtel, C. E. J. (2014). Lessons learned from community organizations: Inclusion of people with disabilities and others. British Journal of Management, vol. 25, pp. 518-537. doi: 10.1111/1467-8551.12034
  • 2014
    Emotions in family firms., Brundin, E., & Härtel, C. (2014). Emotions in family firms. In L. Melin, M. Nordqvist, & P. Sharma (Eds.), The SAGE handbook of family business. (pp. 529-549). London: SAGE Publications Ltd. doi: http://dx.doi.org/10.4135/9781446247556.n27
  • 2014
    Human Resource Management (3rd edition)., Härtel, C.E.J. & Fujimoto, Y. (2014). Human Resource Management (3rd edition). Pearson Education Australia.
  • 2014
    Mismatches in skills and attributes of immigrants and problems with workplace integration: A study of IT and Engineering professionals in Australia, Mahmud, S., Alam, Q. & Härtel, C. (2014). Mismatches in skills and attributes of immigrants and problems with workplace integration: A study of IT and Engineering professionals in Australia, Human Resource Management Journal, vol. 24(3): 339-354.
  • 2013
    IDADA: The individual difference approach to assessing and developing diversity-awareness., Härtel, C. E. J., Härtel, G. F., & Trumble, R. B. (2013). IDADA: The individual difference approach to assessing and developing diversity-awareness. Journal of Management & Organization, 19(1): 60 – 74.
  • 2013
    Gender Perceptions of Work-Life Balance: Management Implications for Full-time Employees., Fujimoto, Y., Azmat, F. & Härtel, C. E. J. (2013). Gender Perceptions of Work-Life Balance: Management Implications for Full-time Employees. Australian Journal of Management, 38: 147-170.
  • 2013
    Exploring a functional approach to attitudinal brand loyalty, Russell-Bennett, R., Härtel, C. E. J. & Worthington, S. (2013). Exploring a functional approach to attitudinal brand loyalty, Australasian Marketing Journal, 21(1), 43-51.
  • 2013
    Governing the international student experience: Lessons from the Australian international education model, Nyland, C., Forbes-Mewett, H. & Härtel, C. E. J. (2013). Governing the international student experience: Lessons from the Australian international education model, Academy of Management Learning & Education, 12(4): 656-673.
  • 2013
    Acculturation attitudes and affective workgroup commitment: Evidence from professional Chinese immigrants in the Australian workplace., Lu, Y., Samaratunge, R., & Härtel, C. E. J. (2013). Acculturation attitudes and affective workgroup commitment: Evidence from professional Chinese immigrants in the Australian workplace. Asian Ethnicity, 14(2), 1-23
  • 2013
    Inclusion at societal fault lines: Aboriginal Peoples of Australia., Härtel, C. E. J., Appo, D. & Hart, B. (2013). Inclusion at societal fault lines: Aboriginal Peoples of Australia. In B. M. Ferdman & B.R. Deane. (Eds.), Diversity at Work: The Practice of Inclusion (pp. 520-546). Jossey-Bass Publishers, SIOP Professional Practice Series.
  • 2013
    Giving voice to values in human resource management practice and education., Härtel, C. E. J. & Roan, A. (Fall 2013). Giving voice to values in human resource management practice and education. In M.C. Gentile. (Ed.), Educating for Values-Driven Leadership: Giving Voice To Values Across the Curriculum (pp. 65-86) NY: Business Expert Press.
  • 2013
    The Effect of Race and Migration on the Managerial Advancement of Women., Härtel, C. E. J., Sultana, N. & Härtel, G.F. (2013). The Effect of Race and Migration on the Managerial Advancement of Women. In S. Vinnicombe, R.J. Burke, S. Blake-Beard, & L.L. Moore (Eds.), Handbook of Research on Promoting Women’s Careers (pp. 420-432). Cheltenham, UK: Edward Elgar. DOI 10.4337/9780857938961.00031
  • 2013
    Developing ethical leaders: A servant leadership approach., Härtel, C. E. J., Butar Butar, I., Sendjaya, S., Pekerti, A., Hirst, G., & Ashkanasy, N. M. (2013). Developing ethical leaders: A servant leadership approach. In L. Sekerka (ed.), Ethical training in action (IAP Ethics in practice series) (pp. 271-292). Charlotte, NC: Information Age Publishing.
  • 2013
    Workgroup emotional exchanges and team performance in China. , Liu, X.-Y., & Härtel, C.E.J. (2013). Workgroup emotional exchanges and team performance in China. Asia Pacific Journal of Human Resources, 51: 471–490. doi: 10.1111/j.1744-7941.2012.00052.x
  • 2013
    Towards a Diversity Justice Management Model: Integrating Organizational Justice and Diversity Management., Fujimoto, Y., Härtel, C. E. J., & Azmat, F. (2013). Towards a Diversity Justice Management Model: Integrating Organizational Justice and Diversity Management. Social Responsibility Journal, 9(1), 148-166.
  • 2012
    Improving tax compliance strategies: Can the theory of planned behaviour predict business compliance? , Langham, J., Paulsen, N. & Härtel, C. E. J. (2012). Improving tax compliance strategies: Can the theory of planned behaviour predict business compliance? eJournal of Tax Research, 10.2: 364-402.
  • 2012
    How emotional climate in teams affects workplace effectiveness in individualistic and collectivistic contexts., Härtel, C. E. J. & Liu, X. (2012). How emotional climate in teams affects workplace effectiveness in individualistic and collectivistic contexts. Journal of Management & Organization, 18(4): 574–585.
  • 2012
    The relationship between acculturation strategy and job satisfaction for professional Chinese immigrants in the Australian workplace., Lu, Y., Samaratunge, R., & Härtel, C. E. J. (2012). The relationship between acculturation strategy and job satisfaction for professional Chinese immigrants in the Australian workplace. International Journal of Intercultural Relations, 36(5): 669-681.
  • 2012
    Reaching and hearing the invisible: Organizational research on invisible stigmatized groups via web surveys., Trau, R.N.C., Härtel, C.E.J. & Härtel, G.F. (2012). Reaching and hearing the invisible: Organizational research on invisible stigmatized groups via web surveys. British Journal of Management.
  • 2011
    Healthy Human Cultures as Positive Work Environments., Härtel, C. E. J. & Ashkanasy, N. M. (2011). Healthy Human Cultures as Positive Work Environments. In N. M. Ashkanasy, C. P. M. Wilderom and M. F. Peterson (Eds.), The Handbook of Organizational Culture and Climate (2nd ed., pp. 85-100). Thousand Oaks, CA: Sage Publications, Inc. ISBN: 9781412974820
  • 2011
    Mud and tears: The human face of disaster – A case study of the Queensland floods., Härtel, C. E. J. & Latemore, G. M. (2011). Mud and tears: The human face of disaster – A case study of the Queensland floods. Journal of Management & Organization, 17(6): 868–876.
  • 2011
    Acculturation strategies among professional Chinese immigrants in the Australian workplace., Lu, Y., Samaratunge, R., & Härtel, C. E. J. (2011). Acculturation strategies among professional Chinese immigrants in the Australian workplace. Asia Pacific Journal of Human Resources, 49(1), 71-87
  • 2010
    Understanding and responding to the climate change issue: Towards a whole-of-science research agenda., Härtel, C. E. J. & Pearman, G. I. (2010). Understanding and responding to the climate change issue: Towards a whole-of-science research agenda. Journal of Management & Organization, 16(1): 16-47.
  • 2010
    Japanese equal employment opportunity law: Implications for diversity management in Japan., Courmadias, N., Fujimoto, Y., & Härtel, C.E.J. (2010). Japanese equal employment opportunity law: Implications for diversity management in Japan. In M. Özbilgin and J. Syed (Eds.), Managing Gender Diversity in Asia: A Research Companion (pp. 104-118). Cheltenham, UK: Edward Elgar Press. ISBN: 978 1 84720 644 2.
  • 2010
    Diversity Management in Thailand., Youngsamart, D., Fisher, G. & Härtel, C. E. J. (2010). Diversity Management in Thailand. In J. Syed & M. F. Özbilgin (Eds.), Managing Cultural Diversity in Asia: A Research Companion (pp. 416-432). Cheltenham & New York: Edward Elgar. ISBN: 978 1 84980 094 5.
  • 2010
    Climate-change: Are we up to the challenge? , Pearman, G. I. & Härtel, C. E. J. (2010). Climate-change: Are we up to the challenge? In I. Jubb, P. Holper & W. Cai (Eds). Papers from the GREENHOUSE 2009 Conference (pp. 1-15). CSIRO Publishing and the Cambridge University Press. ISBN: 9780643098312
  • 2010
    Managing diversity, social inclusion and change in the workplace., Kirsch, C. & Härtel, C.E.J. (2010). Managing diversity, social inclusion and change in the workplace. In J. Connell & S. Teo (Eds.), Strategic HRM: Contemporary Issues in the Asia Pacific Region. Prahan, Victoria: Tilde University Press. ISBN: 978-0-7346-1080-5
  • 2010
    A laugh a day is sure to keep the blues away: Managers’ use of humor and the construction and destruction of employees’ resilience., Wijewardena, N., Härtel, C. E. J. & Samaratunge, R. (2010). A laugh a day is sure to keep the blues away: Managers’ use of humor and the construction and destruction of employees’ resilience. In W. J. Zerbe, C. E. J. Härtel & N. M. Ashkanasy, Research on Emotion in Organizations: Emotions and Organizational Dynamism (Vol. 6), pp. 259-278. Emerald. ISBN: 978-0-85724-177-1
  • 2010
    A new vision of management: Full potential management model., Fujimoto, Y., & Härtel, C. E. J. (2010). A new vision of management: Full potential management model. Journal of Diversity Management, 5(4): 19-29.
  • 2010
    Understanding and meeting the needs of students from low socioeconomic status backgrounds., Ramburuth, P., & Härtel, C.E.J. (2010). Understanding and meeting the needs of students from low socioeconomic status backgrounds. Multicultural Education & Technology Journal, 4(3), 153-162. Doe: 10.1108/17504971011075156
  • 2010
    When East meets West: Managing Chinese enterprise relationships through Guanxi-based diversity management., Härtel, C. E. J., Ma, R. M. M. & As-Saber, S. (2010). When East meets West: Managing Chinese enterprise relationships through Guanxi-based diversity management. In J. Syed & M. F. Özbilgin (Eds.), Managing Cultural Diversity in Asia: A Research Companion (pp. 223-247). Cheltenham & New York: Edward Elgar. ISBN: 978 1 84980 094 5.
  • 2010
    Intercultural competencies across cultures: Same or different?, Härtel, C. E. J., Lloyd, S. & Singhal, D. (2010). Intercultural competencies across cultures: Same or different? In J. Syed & M. F. Özbilgin (Eds.), Managing Cultural Diversity in Asia: A Research Companion (pp. 192-223). Cheltenham & New York: Edward Elgar. ISBN: 978 1 84980 094 5.
  • 2010
    Consumer satisfaction and redress with a government third-party complaints agency., Russell-Bennett, R., Härtel, C.E.J., & Drennan, J. (2010). Consumer satisfaction and redress with a government third-party complaints agency. Journal of Consumer Satisfaction, Dissatisfaction and Complaining Behavior, 23, 65-82.
  • 2009
    Heart versus mind: The functions of emotional and cognitive loyalty., Härtel, C.E.J. & Russell-Bennett, R. (2009). Heart versus mind: The functions of emotional and cognitive loyalty. Australasian Marketing Journal, 18(1): 1-7.
  • 2009
    HR as Manager of the Human Imprint., Härtel, C. E. J. (2009). HR as Manager of the Human Imprint. In T. Torres-Coronas and M. Arias-Oliva (Eds.), Encyclopedia of Human Resources Information Systems: Challenges in e-HRM (Vol. 1, pp. 457-463). Hershey, PA: IGI Global.
  • 2009
    Family business leadership transition: How an adaptation of executive coaching may help., Härtel, C. E. J., Bozer, G. & Levin, L. (2009). Family business leadership transition: How an adaptation of executive coaching may help. Journal of Management & Organization, 15(3): 378-391.
  • 2008
    How to build a healthy emotional culture and avoid a toxic culture., Härtel, C. E. J. (2008). How to build a healthy emotional culture and avoid a toxic culture. In C. L. Cooper & N. M. Ashkanasy (Eds.), Research Companion to Emotion in Organization (pp. 575-588). Cheltenham, UK: Edwin Elgar Publishing.
  • 2004
    Towards a multicultural world: Identifying work systems, practices and employee attitudes that embrace diversity., Härtel, C. E. J. (2004). Towards a multicultural world: Identifying work systems, practices and employee attitudes that embrace diversity. The Australian Journal of Management, 29(2), 189-200.

Grants and Contracts

  • 2015
    Performance metrics for positive organisations. Australian Institute of Management.
    Role:
    Lead Chief Investigator (CI)
    Funding Source:
    Australian Institute of Management.
  • 2015
    Leveraging Diversity in the Workplace. Australian Institute of Management.
    Role:
    Lead Chief Investigator (CI)
    Funding Source:
    Australian Institute of Management.
  • 2014
    Engaging Middle Managers for Positive Change Management.
    Role:
    Lead Chief Investigator (CI)
    Funding Source:
    Australian Institute of Management.
  • 2014
    Serving the greater good: Using 'Servant Leadership' to build ethical and engaging work practices.
    Role:
    Lead Chief Investigator (CI)
    Funding Source:
    Australian Research Council (ARC)
  • 2012
    Development of psychological capital in emergency service organisations
    Role:
    Lead Chief Investigator (CI)
    Funding Source:
    Australian Research Council (ARC)
  • 2012
    Identifying respectful, disrespectful, and bullying behaviours in the public sector.
    Role:
    Lead Chief Investigator (CI)
    Funding Source:
    Victorian State Services Authority.
  • 2012
    Developing a Leadership Assessment Centre for the Public Sector.
    Role:
    Lead Chief Investigator (CI)
    Funding Source:
    Victorian Department of Transport.
  • 2010
    Enterprise Labour Flexibility, Worker Security and Wellbeing: China and India Compared
    Role:
    2nd Chief Investigator (CI)
    Funding Source:
    Australian Research Council (ARC)
  • 2009
    The Role of Organisational Events and Emotions in Strategic Decision-Making.
    Role:
    2nd Chief Investigator (CI)
    Funding Source:
    Australian Research Council (ARC)
  • 2008
    Opportunities and strategies for Aboriginal economic development in the Pilbara.
    Role:
    Chief Investigator (CI)
    Funding Source:
    Rio Tinto Iron Ore.
  • 2007
    Succession Management – Factors affecting recruitment, retention and succession management in the APS
    Role:
    Lead Chief Investigator (CI)
    Funding Source:
    Management Advisory Committee of the APSC
  • 2007
    An Investigation into Consumer Perspectives on Emotional, Attitudinal and Behavioural Loyalty.
    Role:
    Lead Chief Investigator (CI)
    Funding Source:
    Australian Research Council (ARC)
  • 2007
    Development of Positive Work Environments Toolkit
    Role:
    Chief Investigator (CI)
    Funding Source:
    Victorian State Services Authority.
  • 2007
    The Role of Communication in Sino-Australian Business Negotiations: An Appraisal.
    Role:
    Lead Chief Investigator (CI)
    Funding Source:
    Australian Research Council (ARC)
  • 2007
    Indigenous Business Mentoring.
    Role:
    Chief Investigator (CI)
    Funding Source:
    Rio Tinto Iron Ore.
  • 2006
    Diverse Teams and Health Care - Problem or Cure?
    Role:
    2nd Chief Investigator (CI)
    Funding Source:
    Australian Research Council (ARC)
  • 2004
    Insurance Benchmarking Study
    Role:
    Lead Chief Investigator (CI)
    Funding Source:
    Australian and New Zealand Institute of Insurance and Finance.
  • 2003
    Affective Events in the Workplace: Extensions, Interventions, and Empirical Tests.
    Role:
    3rd Chief Investigator (CI)
    Funding Source:
    Australian Research Council (ARC)
  • 2003
    Optimising Motivation and Performance.
    Role:
    2nd Chief Investigator (CI)
    Funding Source:
    Australian Research Council (ARC)
  • 2000
    An Investigation of the Causes and Consequences of Emotional Experience at Work.
    Role:
    3rd Chief Investigator (CI)
    Funding Source:
    Australian Research Council (ARC)
  • 2000
    Improved Nursing Care for People with MS Experiencing Cognitive Impairment Living in Residential Accommodation or at Home.
    Role:
    Chief Investigator (CI)
    Funding Source:
    Multiple Sclerosis Queensland
  • 1999
    The Key Centre for Human Factors and Applied Cognitive Psychology.
    Role:
    Chief Investigator (CI)
    Funding Source:
    ARC Application for a Key Centre of Teaching and Research.
  • 1997
    Design and Evaluation of Air Traffic Control Resource Management Training.
    Role:
    Lead Chief Investigator (CI)
    Funding Source:
    U.S. Naval Training Systems Center
  • 1993
    Applications of Cockpit Resource Management to Air Traffic Control Training.
    Role:
    Lead Chief Investigator (CI)
    Funding Source:
    Civil Aeromedical Institute
  • 1991
    Development and evaluation of a decision making intervention for the Navy's aircrew coordination training program.
    Role:
    Lead Chief Investigator (CI)
    Funding Source:
    U.S. Naval Training Systems Center

Professional Memberships

  • Psi Chi Honorary Lifetime Member
  • U.S. Academy of Management
  • Australia New Zealand Academy of Management
  • Australian Human Resources Management Institute
  • Australian Institute of Management
  • College of Organisational Psychologists [Australia]

Research Areas

  • Business And Management (1503)
  • Consumer Oriented Product Or Service Development (150501)
  • Economic Development Policy (160505)
  • Public Administration (160509)
  • Public Policy (160510)
  • Industrial And Organisational Psychology (170107)
  • Personality, Abilities And Assessment (170109)
  • Psychological Methodology, Design And Analysis (170110)
  • Social And Community Psychology (170113)
  • Decision Making (170202)