Publications In Refereed Journals	Best Paper Proceedings
Authored and Edited Book Publications	Conference Best Paper Awards
Chapters in Edited Books

Publications In Refereed Journals

Ayoko, O. B., Callan, V. J., &  Härtel, C. E. J. (2008). The influence of team emotional intelligence climate on conflict and team members' reactions to conflict. Small Group Research, 39: 121-149.

Härtel, C. E. J., Gough, H., & Härtel, G.F. (2008) Work-group emotional climate, emotion management skills, and service attitudes and performance.  Asia Pacific Journal of Human Resources 46(1), 21-37

Kimberley, N. & Härtel, C.E.J., (2008). Employee/customer interface in a service crisis: Impact of senior management attributes and practices on customer evaluation, Journal of Management and Organization, 14(4).

Fujimoto, Y., Bahfen, N., Fermelis, J., & Härtel, C. E. J. (2007). The Global Village: Online Cross-Cultural Communication and HRM. Cross Cultural Management: An International Journal 14(1), 7-22.

Härtel, C. E. J. (2007). Emotions -- The Biological Answer to Timeless Threats and Opportunities (Book Review). The American Journal of Psychology 120(10), 331-334.

Härtel, C. E. J. (2007). Self and Society: Social Change and Individual Development (Book Review). Australian and New Zealand of Public Health 31(2), 194-195.

Trau, R. N. C., & Härtel, C. E. J. (2007). Contextual factors affecting quality of work life and career attitudes of gay men. The Employee Responsibilities and Rights Journal 19(3), 207-219.

Habib, M., Härtel, C.E.J., & As-Saber, S. (2006). Social protection and the role of micro finance programs: The case of the Philippines. Asian Profile, 34(6), 555-575.

Ayoko, O. B & Härtel, C. E. J. (2006) Cultural diversity and leadership: A conceptual model of leader intervention in conflict events in culturally heterogeneous workgroups, Cross Cultural Management, 13(4), 345-360.

Fujimoto, Y. & Härtel, C. E. J. (2006) A Self-Representation Analysis of the Effects of Individualist-Collectivist Interactions Within Organizations in Individualistic Cultures: Lessons for Diversity, Cross Cultural Management, 13(3), 204-218.

Härtel, C. E. J., Gough, H. Härtel, G.F. (2006) Service Provider’s Use of Emotional Competencies and Perceived Workgroup Emotional Climate Predict Customer and Provider Satisfaction with Service Encounters, International Journal of Work Organisation and Emotion, 1(3), 232-254.

Härtel, C. E. J., & Härtel, G. F. (2005) Cross-Cultural Differences in Emotions:  The Why and How Commentary on Scherer et al’s survey-study “Emotions in everyday life”.  Social Science Information, 44(4), 681-691.

Appo, D. & Härtel, C. E. J. (2005).  On the pathogenicity of culture: Questioning the rationality of ‘development’ programs for perpetually dysfunctional Aboriginal groups. Cross-cultural Management: An International Journal, 12(1), 4-31.

Bennett, R., Härtel, C. E. J., & McColl-Kennedy, J.R. (2005). ‘Experience as a moderator of involvement and satisfaction on branch loyalty in a business-to-business setting’. Industrial Marketing Management, 34: 97-107.

Leo, C., Bennett, R. & Härtel, C. E. J. (2005). Cross-cultural differences in consumer decision-making styles.  Journal of Cross-Cultural Management. 12(3): 33-63.

Tan, J. A. C., Härtel, C. E. J., Panipucci, D. & Strybosch, V. E. (2005).  The effect of emotions in cross-cultural expatriate experiences.  Cross-Cultural Management: An International Journal, 12(2), 4-15.

Barker, S. & Härtel, C. E. J.  (2004). Intercultural service encounters:  An exploratory study of customer experiences.  Cross-Cultural Management: An International Journal, 11(1), 3-14.

Black, L. D. & Härtel, C. E. J. (2004) The five capabilities of socially responsible companies. Journal of Public Affairs, 4(2), 125-144.

Fisher, G. B. & Härtel, C. E. J. (2004).  Evidence for crossvergence in the perception of task and contextual performance:  A study of Western expatriates working in Thailand. Cross-Cultural Management: An International Journal, 11(2), 2-17.

Fujimoto, Y. & Härtel, C. E. J. (2004). Culturally specific prejudices: Interpersonal prejudices of individualists and intergroup prejudices of collectivists. Cross-Cultural Management: An International Journal, 11(3), 54-69.

Fujimoto, Y., Härtel, C. E. J., & Härtel, G. F. (2004). A field test of the diversity-openness moderator model in newly formed groups: Openness to diversity affects group decision effectiveness and interaction patterns. Cross-Cultural Management: An International Journal, 11(4), 3-15.

Härtel, C. E. J. (2004). Towards a multicultural world. The Australian Journal of Management, 29(2), 189-200.

Lloyd, S. L. & Härtel, C. E. J. (2004). Predicting IHRM strategy and practice decisions: Development of the IHRM orientation typology. Cross-Cultural Management. 11(4), 60-76.

Lloyd, S. L., Härtel, C. E. J. & Youngsamart, D. (2004). Working abroad: Competencies expatriates need to successfully cope with the intercultural experience. Doing Business Across Borders Journal (Special Issue: Australian Perspectives on the Expatriate Experience), 3(1), 54-66.

Ma, R., Härtel, C. E. J. & Bennett, R. (2004). A Model of the affective and cognitive events in expatriate assignments. Doing Business Across Borders Journal (Special Issue: Australian Perspectives on the Expatriate Experience), 3(1), 7-16.

Panipucci, D., Habib, M., Appo, D. & Strybosch, V. E. (2004). From Australia to New Zealand: A Trans-Tasman experience. Doing Business Across Borders Journal (Special Issue: Australian Perspectives on the Expatriate Experience), 3(1), 17-23.

Sultana, N. & Härtel, C. E. J. (2004). What women can expect when undertaking expatriate assignments in Australia. Doing Business Across Borders Journal (Special Issue: Australian Perspectives on the Expatriate Experience), 3(1), 48-53.
Trau, R. N. C. & Härtel, C. E. J. (2004). One career, two identities: An assessment of gay men's career trajectory. Career Development International, 9(7), 627-637.

Appo, D. & Härtel, C. E. J.  (2003).  Questioning management paradigms that deal with Aboriginal development programs in Australia.  Asia Pacific Journal of Human Resources, 41(1), 36-50.

Ayoko, O. B., Callan, V. J. & Härtel, C. E. J. (2003).Workplace conflict, bullying and counterproductive behaviors.  International Journal of Organizational Analysis, 11(4), 283-302.

Ayoko, O. B. & Härtel, C. E. J. (2003).  The role of space as both a conflict trigger and a conflict control mechanism in culturally heterogeneous workgroups.  Applied Psychology: An International Review (Special Issue on Workforce Diversity in the International Context), 52(3), 383-412.

Ayoko, O. B., Härtel, C. E. J. & Callan, V. J.  (2003). Resolving the puzzle of productive and destructive conflict in culturally heterogeneous workgroups: A communication accommodation theory approach. International Journal of Conflict Management, 13(2), 165-185.

Black, L. & Härtel, C. E. J. (2003).  The 5 capabilities of socially responsible companies.  Journal of Public Affairs, 3(4), 397-416.

Elder, R., Wollin, J., Härtel, C. E. J., Spencer, N. & Sanderson, W. (2003).  Hassles and uplifts associated with caring for people with cognitive impairment in community settings.  International Journal of Mental Health Nursing, 12(4), 271-279.

Fisher, G. B. & Härtel, C. E. J. (2003). Cross-cultural effectiveness of Western expatriate-Thai client interactions: Lessons learned for IHRM research and theory.  Cross-Cultural Management: An International Journal, 10(4), 3-28.

Härtel, C. E. J. Panipucci, P. & Fujimoto, Y. (2003 Supplement). Fostering diverse workgroups who excel in decision-making. Australian Journal of Psychology, 55: 127-129.

Jordan, P. J., Ashkanasy, N. M., & Härtel, C. E. J.  (2003). The case for emotional intelligence in organizational research. Academy of Management Review, 28(2),195-198.

Meng, Y. K., Ashkanasy, N. M., & Härtel, C. E. J. (2003). The effects of Australian tall poppy attitudes on American value-based leadership theory.  International Journal of Value-Based Management, 16, 53-65.

Ashkanasy, N. M., Härtel, C. E. J. & Daus, C. S. (2002).  Diversity and emotion:  The new frontiers in organizational behavior research.  Journal of Management, 28(3), 307-338.

Ayoko, O. B., Härtel, C. E. J. & Callan, V. J. (2002). Resolving the puzzle of productive and destructive conflict in culturally heterogeneous workgroups: A communication accommodation theory approach. International Journal of Conflict Management. 13(2): 165-196.

Black, L. & Härtel, C. E. J. (2002). Getting respect: How the concept of public relations orientation can transform the client-consultant relationship from an activity-based to a results-based transaction. Asia Pacific Public Relations Journal, 3(2),1-15.

Black, L., & Härtel, C. E. J.  (2002).  Public relations orientation: Development, empirical testing and implications for managers. Journal of Communication Management, 7(2), 117-28.

Härtel, C. E. J. (2002). Time Gradients. Journal of Management Inquiry, 11(3), 301.

Jordan, P. J., Ashkanasy, N. M., & Härtel, C. E. J.  (2002).  Emotional intelligence as a moderator of emotional and behavioural reactions to job insecurity.  Academy of Management Review, 27(3), 361-372.

Jordan, P. J., Ashkanasy, N. M., Härtel, C. E. J., & Hooper, G. S.  (2002).  Workgroup emotional intelligence: Scale development and relationship to team process effectiveness and goal focus.  Human Resource Management Review, 12(2), 195-214.

Pirola-Merlo, A., Härtel, C. E. J., Mann, L. & Hirst, G. (2002).  How leaders influence the impact of affective events on team climate and performance in R&D teams.  Leadership Quarterly, 13(5), 561-581.

McDonald, L. & Härtel, C. E. J. (2001). Organisational responses following crises: The importance of taking responsibility.  Asia-Pacific Public Relations Journal, 3(1), 1-20.

Wilson-Evered, E., Härtel, C. E. J., & Neal, M.  (2001). A longitudinal study of work group innovation: The importance of transformational leadership and morale. Advances in Health Care Management, 2, 315-340.

Ashkanasy, N. M. & Härtel, C. E. J. (2000). Emotional intelligence and affective events in the workplace. The International Journal of Psychology, 35 (3/4), 293.

Ayoko, O. B. & Härtel, C. E. J. (2000, June/July). Cultural differences at work: How managers deepen or lessen the cross-racial divide in their workgroups.  Queensland Review, 7(2), 77-87.

Fujimoto, Y., Härtel, C. E. J., Härtel, G. F. & Baker, N. J.  (2000). Openness to dissimilarity moderates the consequences of diversity in well-established groups.  Asia Pacific Journal of Human Resources, 38(3), 46-61.

Härtel, C. E. J. & Fujimoto, Y.  (2000). Diversity is not a problem to be managed by organisations but openness to perceived dissimilarity is.  Journal of Australian and New ZealandAcademy of Management, 6(1), 14-27.

Hay, P. & Härtel, C. E. J. (2000). The influence framework: A theoretical bridge between power and organisational effectiveness. Australian Journal of Communication, 27(2), 131-154.

Hay, P. & Härtel, C. E. J. (2000).  Toward improving the success of change management efforts: Modelling the factors contributing to employee’s resistance during change implementation.  Management Development Forum, 3(1), 91-120.

McDonald, L. & Härtel, C. E. J. (2000, June/July).  Peanut butter, salmonella poisoning and children: On becoming “involved” and angry following a company crisis.  Queensland Review, 7(1), 69-76.

Fujimoto, Y, Härtel, C. E. J., & Härtel, G. F. [published abstract]  (June, 1999).  A field test of the diversity-openness moderator model in newly formed and well-established groups:  Diversity has affective, behavioural, and cognitive consequences and openness to dissimilarity moderates these consequences.  Australian Industrial and Organisational Psychology Best Paper and Abstract Proceedings, 69.

Härtel, C. E. J.  (1999).  Development and test of a two-stage model of performance appraisal.  Asia Pacific Journal of Human Resources, 37(2), 76-91.

Härtel, C. E. J. Barker, S. & Baker, N.  (1999). A model for predicting the effects of employee-customer interactions on consumer attitudes, intentions, and behaviours.  The role of emotional intelligence in service encounters.  Australian Journal of Communication, 26(2), 77-87.

Härtel, C. E. J. & Berry, M. E. (1999).  In search of a unified definition of organisational politics:  Evidence for the multi-level approach.  Journal of the Australian and New ZealandAcademy of Management, 5(1), 26-34.

Härtel, C. E. J., Douthitt, S., Härtel, G. F., & Douthitt, S.  (1999).  Equally qualified but unequally perceived:  General cultural openness as a predictor of discriminatory performance ratings.  Human Resource Development Quarterly, 10(1), 79-89.

Härtel, C. E. J. & Fujimoto, Y.  (1998, Supplement).  Effects of diversity in organisational groups:  Development of the diversity-openness moderator model.  Australian Journal of Psychology, 50: 24.

Härtel, C. E. J., Härtel, G. F. & Barney, M. F.  (1998).  SHAPE:  Improving decision-making by aligning organizational characteristics with decision-making requirements and training employees in a metacognitive framework for decision-making and problem-solving.  Training Research Journal:  The Science and Practice of Training, 4, 79-101.

Härtel, C. E. J., McColl-Kennedy, J. R. & McDonald, L.  (1998).  Incorporating attributional theory and the theory of reasoned action within an affective events theory framework to produce a contingency predictive model of consumer reactions to organizational mishaps.  Advances in Consumer Research, 25, 428-432.

Crothall, J., Callan, V. & Härtel, C. E. J.  (1997).  Recruitment and selection of academic staff:  Perceptions of department heads and job applicants.  The Journal of Higher Education Policy and Management, 19(2), 99-110.

Härtel, C. E. J. & Härtel, G. F.  (1997).  SHAPE-assisted intuitive decision making and problem solving:  Information-processing-based training for conditions of cognitive busyness.  Group Dynamics: Theory, Research, and Practice, 1(3), 187-199.

Härtel, C. E. J. & Härtel, G. F.  (1996).  Making decision making training work.  Training Research Journal:  The Science and Practice of Training, 2, 69-84.

Kaman, V. S. & Härtel, C. E. J. (1994).  Anticipating pay negotiation strategies and pay outcomes during recruitment:  An exploration of gender differences.  Journal of Business and Psychology, 9(2), 183-197.

Härtel, C. E. J. (1993).  Rating Format Research Revisited: Format Effectiveness and Acceptability Depend on Rater Characteristics.  Journal of Applied Psychology, 78, 2, 212-217.