- Melbourne Business School - Research Publications
Melbourne Business School - Research Publications
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ItemGeographic diversity of editorial boards: Has the world become smaller?HARZING, W. ; METZ, M. (College of Business, Tennessee State University, 2010)
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ItemHR managers as toxin handlers: The buffering effect of formalizing toxin handling responsibilities (vol 48, pg 695, 2009)Kulik, CT ; Cregan, C ; Metz, I ; Brown, M (JOHN WILEY & SONS INC, 2009-01-01)
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ItemA study on work-family conflict: The role of exchange relationships and genderKailasapathy, P ; Metz, I ; Kraimer, M (Academy of Management, 2008)
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ItemCreating and fulfilling psychological contracts: The role of manager personality and organisational contextMetz, I ; Kulik, CT ; Cregan, C ; Brown, M (Australian and New Zealand Academy of Management, 2009)
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ItemThe impact of gender diversity on turnover: The moderating effect of HR policies and practicesAli, M ; Metz, I ; Kulik, C (Academy of Management, 2010)
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ItemThe Impact of Gender Diversity on Performance in Services and Manufacturing OrganizationsAli, ; Kulik, ; Metz, I (Academy of Management, 2009)
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ItemFactors Influencing Perceptions of Psychic DistanceDow, D (Academy of International Business (AIB), 2009)
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ItemEconomic Approaches to Understanding and Promoting InnovationGans, J ; Mann, L ; Chan, J (ROUTLEDGE, 2011)
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ItemDo Workgroup Faultlines Help or Hurt? A Moderated Model of Faultlines, Team Identification, and Group PerformanceBezrukova, K ; Jehn, KA ; Zanutto, EL ; Thatcher, SMB (INFORMS, 2009-01-01)In this study we examine a moderated model of group faultlines, team identification, and group performance outcomes. We extend research on faultlines by showing how different faultline bases (social category and information-based faultlines) may have differential effects on the performance of groups. In addition to faultline strength (the extent of demographic alignment across members within a group), we examine the distance between faultline-based subgroups (e.g., two members of age 20 are closer in age to two members of an opposing subgroup of age 25 than of two members of age 50). We test our model using an archival field methodology and multiple-source data (qualitative and quantitative) from 76 workgroups in a Fortune 500 information-processing company. Our results revealed that groups with social category faultlines had low team discretionary awards. Faultline distance further exacerbated the negative effects of strength in groups with social category faultlines and produced similarly negative effects in groups with information-based faultlines. Team identification served as a moderator enhancing performance of groups with information-based faultlines.
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ItemWriting differentlyGrey, C ; Sinclair, A (SAGE PUBLICATIONS LTD, 2006-05)Here are some stories about writing critically. We have written them to beguile you and make you laugh. But we also want to provoke you to think about how and why you write. Interspersed are short, unashamedly idiosyncratic statements about what we think is wrong with much of the writing that goes on in the field, and why we think writing matters. We want to discourage pompous, impenetrable writing; writing that seems driven by desires to demonstrate one's cleverness, or to accrue publications as ends in themselves.