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Self and Society: Social Change and Individual Development (Book Review)
ABSTRACT: Review of Sanford, N. Self and society: social change and individual development [New Jersey] [Aldine Transaction]; 2006. Charmine E.J. Härtel, 2007

Hassles and uplifts associated with caring for people with cognitive impairment in community settings
KEYWORDS: cognitive impairment • hassles • professional caregiving • uplifts
ABSTRACT: In this study we explored the hassles and uplifts (i.e. negative and positive emotional events) experienced by registered nurses, nursing assistants and personal carers working with people with cognitive impairment in community and residential healthcare settings in Brisbane, Queensland, Australia. Charmine E.J. Härtel, International Journal of Mental Health Nursing, Volume 12 Issue 4, Pages 271 - 278, Published Online: 20 Nov 2003

A longitudinal study of work group innovation: The importance of transformational leadership and morale
ABSTRACT: The health care industry involves the continual introduction of new clinical interventions and technologies designed to improve patient and business outcomes. This article argues for the integration of two possible improvement strategies, namely the use of work groups to generate and implement new ideas and the development of leadership capacity to promote innovativeness in others. Elisabeth Wilson-Evered, Charmine E.J. Härtel & Matthew Neale, Advances in Health Care Management, 2001, Volume: 2, Page: 315 - 340

Workgroup emotional intelligence: Scale development and relationship to team process effectiveness and goal focus
ABSTRACT: Over the last decade, ambitious claims have been made in the management literature about the contribution of emotional intelligence to success and performance. Writers in this genre have predicted that individuals with high emotional intelligence perform better in all aspects of management. Charmine E.J. Härtel, Human Resource Management Review, Volume 12, Issue 2, Summer 2002, Pages 195-214

Experience as a moderator of involvement and satisfaction on brand loyalty in a business-to-business setting
ABSTRACT: This paper examines the relative influence of two key antecedents of brand loyalty—satisfaction and involvement and the moderating role of experience, using a sample of business buyers. The central argument of this paper is that the strength of the effect of these variables on attitudinal brand loyalty will vary with the level of customer experience with purchasing the service. Charmine E.J. Härtel, Industrial Marketing Management Volume 34, Issue 1, January 2005, Pages 97-107

Time Gradients
KEYWORDS: Brand loyalty • Attitudinal brand loyalty • Involvement • Satisfaction • Experience
ABSTRACT: The health care industry involves the continual introduction of new clinical interventions and technologies designed to improve patient and business outcomes. Charmine E.J. Härtel, Journal of Management Inquiry, Vol. 11, No. 3, 301 (2002)

The influence of team emotional intelligence climate on conflict and team members' reactions to conflict
KEYWORDS: conflict • emotional intelligence • team climate • teams
ABSTRACT: The authors seek to advance research on conflict and emotions by integrating features of conflict, reactions to conflict, and team emotional intelligence climate. They tested hypothesized links between variables with data collected from 528 employees in 97 organizational teams. Oluremi B. Ayoko, Victor J. Callan & Charmine E. J. Härtel, Small Group Research, Vol. 39, No. 2, 121-149 (2008)

Development and test of a two-stage model of performance appraisal
KEYWORDS: judgment • implicit social cognition • rating expertise • two-stage model of performance appraisal • cognitive accessibility
ABSTRACT: A two-stage model of performance appraisal is presented which argues that most performance judgments are made at the time performance is observed and therefore manipulations which affect only the rating stage will have little effect on performance judgment. Charmine E. J. Härtel, Asia Pacific Journal of Human Resources, Vol. 37, No. 2, 76-91 (1999)

Work Group Emotional Climate, Emotion Management Skills, and Service Attitudes and Performance
KEYWORDS: emotional climate • emotion management skills • emotional intelligence • service • performance
ABSTRACT: At the same time that the emotional demands of service work are receiving increasing attention in the literature, academic and popular authors are proposing that person characteristics, namely emotional intelligence or emotional competencies, determine one's effectiveness in dealing with these emotional demands. Charmine E.J. Härtel, Helen Gough & Günter F. Härtel, Asia Pacific Journal of Human Resources, Vol. 46, No. 1, 21-37 (2008)

Questioning management paradigms that deal with Aboriginal development programs in Australia.
KEYWORDS: management • Aborigines • Aboriginal development programs • Australia • management paradigms
ABSTRACT: Australian Aborigines' reaction to the disintegration of their traditional culture following western conquest has been marked by a variety of outcomes. While some Aborigines have either accepted or reached a level of accommodation to western ways, others have responded in maladaptive ways. It is the problems of, and policy responses to, dysfunctional Aboriginal groups that are the concern of this paper. Dennis Appo, Charmine E.J. Härtel, Asia Pacific Journal of Human Resources, Vol. 41, No. 1, 36-50 (2003)

Cross-Cultural Differences in Emotions: The Why and How: Commentary on Scherer et al's survey-study "Emotions in everyday life"
Charmine E.J. Härtel, Günter F. Härtel, Social Science Information, Vol. 44, No. 4, 683-693 (2005)

Diversity and emotion: The new frontiers in organizational behavior research
ABSTRACT: This article provides a review of recent developments in two topical areas of research in contemporary organizational behavior: diversity and emotions. In the section called "Diversity," we trace the history of diversity research, explore the definitions and paradigms used in treatments of diversity, and signal new areas of interest. We conclude that organizational behavior in the 21st century is evolving to embrace a more eclectic and holistic view of humans at work. Neal M. Ashkanasy , Charmine E.J. Härtel & Catherine S. Daus, Journal of Management, Vol. 28, No. 3, 307-338 (2002)

Feminist Visions of Development: Gender Analysis and Policy (Book Review).
Charmine E.J. Härtel, Gender, Work & Organization, Volume 15 Issue 3, Pages 303 - 304, Published Online: 9 Apr 2008

The role of space as both a conflict trigger and a conflict control mechanism in culturally heterogeneous workgroups
ABSTRACT: The diversity literature is replete with examples of poor outcomes in Culturally Heterogeneous Workgroups (CHWs) caused by relational difficulties. Although it is widely recognised that culture shapes people's interpretation of behavior and their style of interaction with others in the workplace, what is ill understood is what the specific conflict triggers of these conflicts are. Oluremi B. Ayoko & Charmine E.J. Härtel, Applied Psychology, Volume 52 Issue 3, Pages 383 - 412, Published Online: 3 Jun 2003

Public relations orientation: Development, empirical testing and implications for managers
KEYWORDS: Capabilities • Organisations • Orientation • Public relations • Relationships • Stakeholders
ABSTRACT: This study proposes a new construct and a measure for understanding the embeddedness of public relations capability at the organisation level. The public relations orientation measure assesses the degree to which organisations (1) pursue both behavioural and symbolic relationships with publics, (2) set public relations goals to support organisational goals and facilitate effective use of public relations information within the organisation, (3) provide adequate resources for public relations, and (4) engage in dialogue with the publics on whom their success or failure depends. Suggestions are given for how public relations orientation (PRO) can be used as a diagnostic and benchmarking tool in organisations. Leeora D. Black & Charmine E.J. Härtel, Journal of Communication Management, Year: 2002, Volume: 7, Issue: 2, Page: 117 - 128

The Global Village: Online Cross-Cultural Communication and HRM.
KEYWORDS: Collectivism • Cross-cultural management • Human resource management • Individual behaviour • Internet
ABSTRACT: Diversity-oriented HRM can reduce the cultural fault-lines between individualist and collectivist (IC) cultures, and thereby positively moderate the relationship between cross-cultural online communication and affective, cognitive and behavioural outcomes. Yuka Fujimoto, Nasya Bahfen, Jan Fermelis, Charmine E.J. Härtel, Cross Cultural Management: An International Journal, Year: 2007, Volume: 14, Issue: 1, Page: 7 - 22

Cultural diversity and leadership: A conceptual model of leader intervention in conflict events in culturally heterogeneous workgroups
KEYWORDS: Conflict • Diversity management • Emotional dissonance • Leadership ABSTRACT: The effect of conflict in CHWs depends, in part, on the way the parties concerned manage it, and in particular the group leader. Oluremi B. Ayoko, Charmine E.J. Härtel, Cross Cultural Management: An International Journal, Year: 2006, Volume: 13, Issue: 4, Page: 345 - 360

Cross-cultural differences in consumer decision-making styles
KEYWORDS: Australia • Consumer decision-making styles • Singapore
ABSTRACT: 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 consciousness, innovativeness and overchoice confusion. Cheryl Leo, Rebekah Bennett, Charmine E.J. Härtel, Cross Cultural Management: An International Journal, Year: 2005, Volume: 12, Issue: 3, Page: 32 - 62

The effect of emotions in cross-cultural expatriate experiences
KEYWORDS: Collectivist • Culture • Emotion • Expatriate • Individualist ABSTRACT: 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 experiences centres solely on the cross-cultural training, sensitivity, and adaptability of expatriates. What fails to be addressed, however, is the emotional aspect of this interaction. Jacintha A.C. Tan, Charmine E.J. Härtel, Debra Panipucci, Victoria E. Strybosch, Cross Cultural Management: An International Journal, Year: 2005, Volume: 12, Issue: 2, Page: 4 - 15

On the pathogenicity of culture: Questioning the rationality of "development" programs for perpetually dysfunctional Aboriginal groups
KEYWORDS: Aboriginal societies • Development programmes • Disintegrated personalities • Pathogenicity of culture • Perpetuation of dysfunctional groups ABSTRACT: 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 traditional culture and society has generated conflict, confusion and the disintegration of personality, which is conducive to the evolution of a dysfunctional group. It is the circumstances of and policy responses to dysfunctional Aboriginal groups, therefore, that is the concern of this article. Dennis Appo, Charmine E.J. Härtel, Cross Cultural Management: An International Journal, Year: 2005, Volume: 12, Issue: 1, Page: 4 - 30

A field test of the diversity-openness moderator model in newly formed groups: Openness to diversity affects group decision effectiveness and interaction patterns
KEYWORDS: Decision-making • Diversity • Groups • Perceived dissimilarity
ABSTRACT: 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 moderating the effects of diversity in workgroups. In this paper evidence is provided from a field study that increased openness to perceived dissimilarity leads to better outcomes in newly formed groups. Yuka Fujimoto, Charmine E.J. Härtel, Gunter F. Hartel, Cross Cultural Management: An International Journal, Year: 2004, Volume: 11, Issue: 4, Page: 4 - 16

Predicting IHRM strategy and practice decisions: Development of the IHRM orientation typology
KEYWORDS: Globalisation • International human resoruce management • Localisation
ABSTRACT: 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 Orientations (IHRMO) that clarifies what IHRMO's are and what they entail is developed from a review of the literature on localisation and globalisation, convergence and divergence and Perlmutter’s management typology. Shannon L.L. Lloyd, Charmine E.J. Härtel, Cross Cultural Management: An International Journal, Year: 2004, Volume: 11, Issue: 4, Page: 60 - 76

Evidence for crossvergence in the perception of task and contextual performance: A study of Western expatriates working in Thailand
KEYWORDS: Cultural diversity • Performance factors • Thailand
ABSTRACT: 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 culture did not hold for Westerners working within the Thai cultural environment. These findings provide evidence of adaptation by the Westerner to the Thai cultural environment, supporting the notion of crossvergence. Gregory B. Fisher, Charmine E.J. Härtel, Cross Cultural Management: An International Journal, Year: 2004, Volume: 11, Issue: 2, Page: 3 - 15

Intercultural service encounters: An exploratory study of customer experiences
KEYWORDS: Communication • Cultural diversity, Discrimination • Service encounter
ABSTRACT: 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 on the service provider and customer interface. In an effort to shed some light on the service experiences of culturally diverse customers, a series of exploratory interviews were conducted. The findings suggest that on the basis of service provider behaviors (both verbal and nonverbal), culturally diverse customers perceive they are the recipients of inequitable service and consequently experience low levels of satisfaction. Sunita Barker, Charmine E.J. Härtel, Cross Cultural Management: An International Journal, Year: 2004, Volume: 11, Issue: 1, Page: 3 - 14

Cross-cultural effectiveness of Western expatriate-Thai client interactions: Lessons learned for IHRM research and theory
KEYWORDS: Expatriates • Intercultrual communication • Intercultrual effectiveness • International human resource management • Thailand ABSTRACT: 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, and evaluate crosscultural competence and overall effectiveness. Gregory B. Fisher, Charmine E.J. Härtel, Cross Cultural Management: An International Journal, Year: 2003, Volume: 10, Issue: 4, Page: 4 - 28

Recruitment and selection of academic staff: Perceptions of department heads and job applicants
ABSTRACT: 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 processes of recruitment and selection within universities. Results for one university studied in depth revealed a variety of selection and recruitment strategies employed by Heads of various Departments, while job applicants noted general satisfaction with most strategies used by universities, but identified areas for improvement. In addition, Australian universities most exemplary in their recruitment and selection meet some, but not all, of the Karpin report recommendations on best practice. Shortcomings especially emerge in the key areas of a lack of systematic training of persons invoked in selection, and little evidence that selection criteria and interview questions are based on an accurate job analysis. Some recommendations for achieving best practice are offered for universities. Jodi Crothall, Victor Callan, Charmine E.J. Härtel, Journal of Higher Education Policy and Management, Volume 19, Issue 2 November 1997 , pages 99 - 110

Creativity, Celebration and Play at the Bauhaus, Berlin, 1920: Lessons from history for contemporary marketers and arts organizations
ABSTRACT: Organizations can be seen as rigid, rewarding conformity not creativity. Managing the creative team or individual can be challenging. This paper contributes to this special issue of the International Journal of Nonprofit and Voluntary Sector Marketing by addressing ways to manage creativity in an organization, as well as to creatively market the organization. It presents a case study of an organization based in Germany in the 1920s, the Bauhaus. This art and craft organization achieved extraordinary creative output in just over a decade of operation, during the devastation of post World War I. This paper demonstrates how its leader managed the creativity of the staff and students and creatively marketed the organization despite a lack of funds and the desperate shortage of resources. The Bauhaus provides a key lesson for contemporary marketers and managers in developing the characteristics of organizations that nurture creativity and the creative individual. Stella Minahan, Charmine E.J. Härtel, International Journal of Nonprofit and Voluntary Sector Marketing, Volume 10, Issue 4, Pages 249 - 261, Special Issue: Creativity and the Nonprofit Marketing Organization, Published Online: 29 Nov 2005

Equally qualified but unequally perceived: openness to perceived dissimilarity as a predictor of race and sex discrimination in performance judgments
ABSTRACT: A measure of individual dissimilarity openness, defined as openness toward individual differences, was developed and assessed as a predictor of rating bias toward minorities. Participants' openness to dissimilarity was assessed with the Ideal Employee Inventory (IEI), and two weeks later participants evaluated one of two job candidates based on information provided by an identical vitae and audiotaped sample lecture. The candidate was implied to be female Native American in the treatment group, but male Caucasian in the control group. It was hypothesized that the perceived minority candidate would be rated lower despite identical performance and vita, and that dissimilarity-closed individuals, as indicated by high IEI scores, would be predictive of lower ratings of the minority candidate but not of the control candidate. Propositions regarding HRD practice, measurement, and research are presented. Charmine E.J. Härtel, Shane S. Douthitt, Günter Härtel, Sarah Yarbrough Douthitt, Human Resource Development Quarterly, Volume 10 Issue 1, Pages 79 - 89, Published Online: 9 Nov 2006

One career, two identities: An assessment of gay men's career trajectory
KEYWORDS: Career development • Equal opportunities • Gender • Homosexuals • Sexual orientation
ABSTRACT: Most of the research on career development of sexual minorities focuses on lesbians. Gay men, on the other hand, have received little attention in the literature as it is assumed that they face fewer difficulties in career development because they are men. This paper redresses this gap by presenting an analysis of the impact of sexual identity on the career development of gay men, drawing on both a literature review of the literature on sexual identity, gay organizational studies and career development and the results of a recent interview study. In accord with other literature, the study demonstrates that gay men, like other sexual minorities, are confronted with a conflict between personal and career needs, and have to deal with society's expectations and intolerance towards homosexuality. Suggestions are given for research that will lead to a deeper understanding of the career decisions and attitudes of gay men. Raymond Nam Cam Trau, Charmine E.J. Härtel, Career Development International, Year: 2004, Volume: 9, Issue: 7 , Page: 627 - 637

A Self-Representation Analysis of the Effects of Individualist-Collectivist Interactions Within Organizations in Individualistic Cultures: Lessons for Diversity Management.
KEYWORDS: Equal opportunities • Individual behaviour • Team working • Workplace
ABSTRACT: 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 description of individualists and collectivists at the individual level of analysis, which offers specific testable hypotheses about the effect of self-representation on prejudice between individualists and collectivists (ICs). Yuka Fujimoto, Charmine E.J. Härtel, Cross Cultural Management: An International Journal, Year: 2006, Volume: 13, Issue: 3, Page: 204 - 218

Contextual factors affecting quality of work life and career attitudes of gay men
KEYWORDS: careers • discrimination • diversity management • gay • sexual orientation
ABSTRACT: With the current political environment (such as new legislation recognising gay and lesbian couples) and societal changes (such as increasing disclosure of sexual identity in the workplace) in countries such as the USA and Australia, organizations are increasingly recognising the existence of their gay and lesbian employees. This paper reports on an on-line survey of 581 working gay men, examining their quality of work life and career attitudes. The findings of the research provide a strong indication that contextual factors affect the quality of work life and work attitudes of gay men. Raymond Nam Cam Trau, Charmine E.J. Härtel, Journal Employee Responsibilities and Rights Journal, Issue Volume 19, Number 3, September, 2007, Pages 207-219

Service Provider’s Use of Emotional Competencies and Perceived Workgroup Emotional Climate to Predict Customer and Provider Satisfaction with Service Encounters
ABSTRACT: We use the customer service context to examine the impact observations of other's emotional displays have on people from multiple perspectives, including customers' observations of service provider displays, service providers' observations of customer displays in response to their displays in service encounters, and service providers' observations of aggregate emotional displays in their workgroup. Emotional displays are described in terms of Goleman's notion of personal and social emotional competencies. The concept of emotional climate is used to describe individuals' observations regarding aggregate emotional displays in their workgroup. An Experience Sampling Method study of 120-service encounters show that providers' perceptions of the quality of workgroup emotional climate predicted positively their overall job satisfaction. The provider's emotional competence affected the outcome of the encounter in a complex way and predicted positively the workgroup emotional climate. The predictive nature of these results is encouraging, suggesting that a more detailed analysis would be rewarding. Charmine E.J. Härtel, Helen Gough, Günter Härtel, International Journal of Work Organisation and Emotion (IJWOE), Vol. 1, No. 3, 2006

Culturally specific prejudices: Interpersonal prejudices of individualists and intergroup prejudices of collectivists
KEYWORDS: Culture • Discrimination • Diversity
ABSTRACT: 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 intercultural teams. An organisational diversity climate of openness fostered by diversity oriented HRM and the combined use of individualist and collectivist HRM policies and practices is proposed to minimize the negative effects of such prejudices can be minimized. Yuka Fujimoto, Charmine E.J. Härtel, Cross Cultural Management: An International Journal, Year: 2004, Volume: 11, Issue: 3, Page: 54 - 69

Rating format research revisited: Format effectiveness and acceptability depend on rater characteristics
KEYWORDS: Culture • Discrimination • Diversity
ABSTRACT: 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 intercultural teams. An organisational diversity climate of openness fostered by diversity oriented HRM and the combined use of individualist and collectivist HRM policies and practices is proposed to minimize the negative effects of such prejudices can be minimized. Yuka Fujimoto, Charmine E.J. Härtel, Cross Cultural Management: An International Journal, Year: 2004, Volume: 11, Issue: 3, Page: 54 - 69

Rating format research revisited: Format effectiveness and acceptability depend on rater characteristics
ABSTRACT: Rating format research has largely been ignored since F. J. Landy and J. L. Farr's call for a moratorium over a decade ago. Their conclusion that ratings were not affected by changes in scale format was based on research that treated all raters alike. However, individuals differ in the way in which they perceive and integrate information. This article investigates the proposition that differences in rating accuracy associated with different rating formats are contingent on rater characteristics. The study tested the rating accuracy and affective reactions toward performance appraisal of field-dependent (FD) and field-independent (FIN) raters on 4 different performance measures. As hypothesized, FINs were more accurate raters than FDs only when scale formats were holistic, and only FDs' ratings were significantly affected by the level of structure in the scale format. FIN raters were also more confident in their ratings and less frustrated and confused with the rating task than were FDs. (PsycINFO Database Record © 2009 APA, all rights reserved) Charmine E.J. Härtel, Journal of Applied Psychology. Vol 78(2), Apr 1993, 212-217

The effects of Australian tall poppy attitudes on American value-based leadership theory
KEYWORDS: Australia • cross-cultural management • leader-follower relationships • leadership • tall poppy attitudes • Value Based Leadership Theory
ABSTRACT: A survey study of twenty-two Australian CEOs and their subordinates assessed relationships between Australian leader motives, Australian value based leader behaviour, subordinate tall poppy attitudes and subordinate commitment, effectiveness, motivation and satisfaction (CEMS). On the whole, the results showed general support for value based leadership processes. Subsequent regression analyses of the second main component of Value Based Leadership Theory, value based leader behaviour, revealed that the collectivistic, inspirational, integrity and visionary behaviour sub-scales of the construct were positively related with subordinate CEMS. Yee Kok Meng, Neal M. Ashkanasy & Charmine E.J. Härtel, International Journal of Value-Based Management, Issue Volume 16, Number 1, January, 2003, Pages 53-65

Gender Differences in Anticipated Pay Negotiation Strategies and Outcomes
ABSTRACT: Business students were asked to indicate their pay expectations and anticipated negotiation strategies for a specific management trainee job. They also indicated expectations for their and the recruiter's target and resistance points for the negotiation process. Men, compared to women, indicated higher pay expectations, a higher likelihood of active negotiation, less likelihood of using traditional self-promotion strategies, and more opportunity for legitimate negotiations. Significant correlations were found between pay expectations and negotiation strategies. Intervention strategies for changing women's pay outcome and negotiation expectations are discussed, as well as the need for a better understanding of effective negotiation behaviors. Vicki S. Kaman, Charmine E.J. Härtel, Journal of Business and Psychology, Issue Volume 9, Number 2, December, 1994, Pages 183-197

The five capabilities of socially responsible companies
KEYWORDS: social responsiveness • public affairs • public relations • measurement • capabilities • multinational corporations
ABSTRACT: 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 shows how the model can be used by managers to measure, manage and improve their company's ability to be socially responsible. Leeora D. Black, Charmine E.J. Härtel, Journal of Public Affairs, Volume 4 Issue 2, Pages 125 - 144, Published Online: 10 Jul 2006