Charmine E. J. Härtel

Monash University

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Co-Authors

Neal M. Ashkanasy

University of Queensland

Wilfred J. Zerbe

Emerald Group Publishing (United Kingdom)

Yuka Fujimoto

Sunway University

Rebekah Russell‐Bennett

University of Canberra

Günter Härtel

QIMR Berghofer Medical Research Institute

Oluremi B. Ayoko

University of Queensland

Ramanie Samaratunge

Monash University

Anna Krzeminska

Macquarie University

Shannon Lloyd

Sharif As‐Saber

Sultan Qaboos University

Cooperative Institutions

Monash University

University of Queensland

Emerald Group Publishing (United Kingdom)

Deakin University

Queensland University of Technology

Australian Regenerative Medicine Institute

Griffith University

RMIT University

UNSW Sydney

Swinburne University of Technology

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Emotional work group climate and performance

Charmine E. J. Härtel Harrison G. Gough Günter Härtel

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WORKPLACE CONFLICT, BULLYING, AND COUNTERPRODUCTIVE BEHAVIORS

The International Journal of Organizational Analysis (2003)

Oluremi B. Ayoko Victor J. Callan Charmine E. J. Härtel

Using a multi‐method approach, this paper presents both a qualitative and quantitative examination of workplace conflict, the emotional reactions to bullying and counterproductive behaviors. Three studies were undertaken for the present research. Data for Study 1 emerged from semi‐structured interviews conducted with 50 group leaders and members from six workgroups in two large organizations. Interviews were transcribed and analyzed using systematic interpretative techniques. Findings from Study 1 showed that conflict induced a variety of emotional and behavioral responses. Data from Study 2 were collected from 660 employees from 7 public sector organizations using a structured open‐ended survey. Results from Study 2 revealed that the majority of respondents perceived their managers as bullies. Study 3 surveyed 510 staff in 122 workgroups from five organizations. Regression analysis revealed that differing conflict events were associated with bullying, emotional reactions and counterproductive behaviors. In particular, prolonged conflict increased incidents of bullying. Higher levels of bullying were predictive of workplace counterproductive behaviors such as purposely wasting company material and supplies, purposely doing one's work incorrectly and purposely damaging a valuable piece of property belonging to the employer.

Counterproductive work behavior

Workplace Bullying

Qualitative property

10.1108/eb028976

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Individual Sources, Dynamics, and Expressions of Emotion

Research on emotion in organizations (2013)

Wilfred J. Zerbe Neal M. Ashkanasy Charmine E. J. Härtel

Dynamics

10.1108/s1746-9791(2013)0000009004

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Promises and Pitfalls of Using Social Media in Public E-procurement: an Appraisal

AJIS. Australasian journal of information systems/AJIS. Australian journal of information systems/Australian journal of information systems (2014)

Sharif As‐Saber Shams Rahman Mahbubur Rahim George Cairns Charmine E. J. Härtel

Social Media (SM), in recent years, is emerging as a common platform for low cost information exchange, and has attracted a critical mass of users both at corporate and retail levels.Theoretically, SM can thus be used as a tool to strengthen e-procurement in the public sector.Towards this end, we have prepared a conceptual model drawing on literature reviews and some examples while identifying a set of expected benefits and challenges within four stages of e-procurement.Using the framework, a case study has been conducted involving Australian public procurement initiatives and 15 federal government senior officials engaged in e-procurement.They have been interviewed to shed light on the possibilities and challenges of using SM in the public e-procurement context.The findings of the study suggest a limited scope for SM usage in the Australian public sector e-procurement process.The implications of the findings are discussed and some recommendations offered.

Scope (computer science)

Conceptual framework

E-procurement

10.3127/ajis.v18i3.1097

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Citations (8)

Micro-finance programs on social protection: some evidence from the Philippines

Mohshin Habib Sharif As‐Saber Charmine E. J. Härtel

Social Protection

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Integration of Skilled Immigrants into the Australian Labour Market - The Impending Issues

Sharmin Mahmud Quamrul Alam Charmine E. J. Härtel

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Cross-cultural interactions in the service setting

S. Barker Charmine E. J. Härtel

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Work‐group emotional climate, emotion management skills, and service attitudes and performance

Asia Pacific Journal of Human Resources (2008)

Charmine E. J. Härtel Helen Gough Günter Härtel

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. In this article, we argue for a multi-level perspective of emotions, where the emotional characteristics of organisations and groups affect and are affected by the emotional characteristics of the individuals comprising them. In particular, we develop a theoretical model depicting the dynamic interplay between a workgroups' emotional climate, employee emotion management skills and customer and provider satisfaction in a service setting.

Affect

Emotional Labor

Emotional competence

Customer Service

10.1177/1038411107086541

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Citations (38)

The global village: online cross‐cultural communication and HRM

Cross Cultural Management An International Journal (2007)

Yuka Fujimoto Nasya Bahfen Jan Fermelis Charmine E. J. Härtel

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 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. Practical implications Diversity‐oriented HRM can capitalize on an organisation's cultural diversity and avoid cross‐cultural misunderstandings. In a more practical sense, the research purports that combined use of IC HRM practices can produce greater efficiency and effectiveness in online communications worldwide. Originality/value The paper provides an insight into the potential implications of increased use of information technology on cross‐cultural communication, and human resource management. The significance of diversity‐oriented human resource management in managing these implications is also highlighted.

Value (mathematics)

Cross-Cultural Communication

10.1108/13527600710718804

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Citations (38)

3rd Bi-Annual Meeting of the Emotions in Organizational Life Conference

Lynette M. McDonald Charmine E. J. Härtel

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