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Associate Professor Rebecca Mitchell

Associate Professor

Newcastle Business School (Management and Organisational Studies)

Career Summary

Biography

Dr Mitchell was awarded her PhD in 2008 from the University of Sydney. Her research interests lie in the area of organisational behaviour, including team dynamics, leadership and social identity in organizations. As an early career researcher, Rebecca has had articles accepted for publication in internationally recognised journals including the Journal of Organizational Behavior (A*), Human Resource Management (US) (ABDC A*), Human Relations (ABDC A*), Journal of Business Research (ABDC A), Journal of Occupational and Organizational Psychology (ABDC A), International Journal of Human Resource Management (ABDC A) and Small Group Research (ABDC A). She has also published in healthcare management, with articles accepted for publication in Health Care Management Review (ABDC A), Journal of Advanced Nursing (ERA A*), Medical Care Research and Review and International Journal of Nursing Studies (ERA A*). 

Overall, more than half of Rebecca's research outputs are ranked A or A* (Australian Business Deans Council, UK ABS or ERA 2010 list). She has presented more than 30 papers at international conferences including the US and British Academy of Management and is a full professional member of the European Association of Work and Organisational Psychology and the US Society for Industrial and Organizational Psychology. Rebecca works with a number of national and international collaborators. She works closely with Hunter New England Local Health Distraict and has a strong connection with the Royal College of Surgeons. 

Reflecting the quality of the publications that Rebecca has produced, her academic manuscripts on organisational behaviour and health services management have been recognised internationally, through high-level awards. In 2014, she won the British Academy of Management Best Paper in Strategic Management and, in 2012, the Best Paper Award in Organisational Psychology. She was finalist for the US Academy of Management’s Newman Award in 2008, which is the Academy’s highest honour for a sole-authored paper based on a dissertation. In 2008, she also won the US Academy of Management Best Paper Award in Organizational Behaviour and the Irish Academy of Management Best Paper Award. In 2009, Rebecca was awarded the Best Paper Award in Knowledge and Learning from the British Academy of Management, and received the Outstanding Reviewer Award in Organizational Psychology. In 2011, Rebecca was awarded the Irish Academy of Management Best Paper Award. This provides strong evidence of the international value of Dr Mitchell’s research outputs and recognition of research excellence.

Rebecca has successfully supervised a number of doctoral students to completion. Many of her students have published in top-tiered journals, indicating the effectiveness of her supervisory approach.

In addition to her academic experience, Dr Mitchell's worked in the Australian and Irish public sector, as a senior policy advisor. She has worked as State representative on several Council of Australian Government (COAG) working parties and has developed health, community and social services policy at a state and national level. She also worked as State representative on the Council of Australian Government’s Working Group on Health Reform. This provides sound evidence of her ability to understanding issues of significant national importance, particularly in healthcare, and the capacity to undertake research that spans bridges academic research with policy and practice.

Research Expertise
Research Areas of Expertise: Teams and teamwork; Diversity (team); Team dynamics; Team processes; Leadership; Social Identity Theory; Healthcare teams; Interprofessional collaboration; Top management teams; Wine industry clusters.

Teaching Expertise
I teach Management and Organisational Behaviour, and Managing Organisational Change. I have also taught in the areas of Corporate Strategy and Management Principles.

Administrative Expertise
I convene, chair and/or work as a member of a number of University, Faculty and School committees and boards.

Collaborations
Dr Mitchell's primary research interests include: Teams and Leadership: Particularly focused on the impact of diverse composition (multidisciplinary, cross-cultural and interprofessional teams), team leadership, team climate and team dynamics. Clusters: Investigation of industrial clusters, particularly knowledge flow and innovation in clusters. Investigation of intra- and extra-cluster dynamics with a focus on wine industry clusters.

Qualifications

  • PhD, University of Sydney
  • Master of Business Stud (Management Consultancy), University College, Dublin - Ireland
  • Graduate Certificate of Tertiary Teaching, University of Newcastle

Keywords

  • Leadership
  • Management
  • Organisational Behaviour
  • Teams and Teamworking

Fields of Research

Code Description Percentage
150311 Organisational Behaviour 100

Professional Experience

UON Appointment

Title Organisation / Department
Associate Professor University of Newcastle
Newcastle Business School
Australia

Academic appointment

Dates Title Organisation / Department
1/09/2000 - 1/12/2006 Lecturer University College Dublin
Business Administration
Ireland

Awards

Award

Year Award
2014 British Academy of Management Best Paper Award (Strategic Management Division)
British Academy of Management
2013 British Academy of Management Best Paper Award (Organisational Psychology Division)
British Academy of Management
2010 Outstanding Reviewer Award (Organisational Psychology)
British Academy of Management
2010 British Academy of Management Best Paper Award (Knowledge and Learning Division)
British Academy of Management
2008 Academy of Management Best Paper Award (Organizational Behavior Division)
Academy of Management
2008 Academy of Management (USA) Newman Award Finalist
Academy of Management

Invitations

Distinguished Visitor

Year Title / Rationale
2015 Visiting Scholar Queens University
2014 Visiting Scholar Royal College of Surgeons
2013 Distinguished Visitor University of Limerick

Keynote Speaker

Year Title / Rationale
2014 Keynote Speaker International Conference on Nursing and Healthcare
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Publications

For publications that are currently unpublished or in-press, details are shown in italics.

Highlighted Publications

Year Citation Altmetrics Link
2011 Mitchell RJ, Parker VT, Giles M, 'When do interprofessional teams succeed? Investigating the moderating roles of team and professional identity in interprofessional effectiveness', Human Relations, 64 1321-1343 (2011) [C1]
DOI 10.1177/0018726711416872
Citations Scopus - 29Web of Science - 21
2012 Mitchell RJ, Parker V, Giles M, Joyce P, Chiang V, 'Perceived value congruence and team innovation', Journal of Occupational and Organizational Psychology, 85 626-648 (2012) [C1]
DOI 10.1111/j.2044-8325.2012.02059.x
Citations Scopus - 1
2013 Mitchell RJ, Obeidat S, Bray M, 'The Effect of Strategic Human Resource Management on Organizational Performance:The Mediating Role of High-Performance Human Resource Practices', Human Resource Management, 52 899-921 (2013) [C1]
DOI 10.1002/hrm.21587
Citations Scopus - 7Web of Science - 1
Co-authors Mark Bray
2014 Mitchell R, Parker V, Giles M, Boyle B, 'The ABC of health care team dynamics: Understanding complex affective, behavioral, and cognitive dynamics in interprofessional teams.', Health Care Management Review, 39 1-9 (2014) [C1]
DOI 10.1097/HCM.0b013e3182766504
Citations Scopus - 3Web of Science - 2
2014 Mitchell RJ, Boyle B, Burgess J, McNeil K, '¿You Can't Make a Good Wine without a Few Beers¿: Gatekeepers and knowledge flow in industrial districts', Journal of Business Research, 67 2198-2206 (2014) [C1]
DOI 10.1016/j.jbusres.2014.01.007
Co-authors Brendan Boyle
2014 Mitchell RJ, Boyle B, Parker V, Giles M, Joyce P, 'Transformation through tension: The moderating impact of negative affect on transformational leadership in teams', Human Relations, 1-28 (2014) [C1]
DOI 10.1177/0018726714521645
Citations Scopus - 6Web of Science - 2
Co-authors Brendan Boyle
2015 Mitchell RJ, Boyle B, Parker V, Giles M, Chiang V, Joyce P, 'Managing inclusiveness and diversity in teams: How leader inclusiveness affects performance through status and team identity', Human Resource Management, 54 217-239 (2015) [C1]
DOI 10.1002/hrm.21658
Citations Scopus - 3
Co-authors Brendan Boyle
2015 Mitchell RJ, Boyle B, 'Professional diversity, identity salience and team innovation: The moderating role of openmindedness norms', Journal of Organizational Behavior, 36 873-894 (2015) [C1]
DOI 10.1002/job.2009
Co-authors Brendan Boyle
2016 Boyle BP, NIcholas S, Mitchell R, 'The Value of International Assignees¿ Knowledge of Interpersonal Networks: Knowledge of People, Networks and Politics and Knowledge Flows in Multinational Enterprises', Management International Review, (2016)
DOI 10.1007/s11575-016-0278-7
Co-authors Brendan Boyle
2016 Li V, Mitchell R, Boyle B, 'The divergent effects of transformational leadership on individual and team innovation', Group & Organization Management, 41 66-97 (2016)
DOI 10.1177/1059601115573792
Co-authors Brendan Boyle

Chapter (2 outputs)

Year Citation Altmetrics Link
2014 Boyle BP, Mitchell R, Nicholas S, McDonnell A, 'Competitive Strategy in a Changing Global Education Industry', Research on the Impact of Global Economic Integration and Information Networking on Sustainable Corporate Development, Nanjing University Press, Nanjing 186-194 (2014) [B1]
Co-authors Brendan Boyle, Stephen Nicholas
2008 Mitchell RJ, Nicholas SJ, Boyle BP, 'Cross-cultural team performance', Innovation in Management Practices, Macmillan Publishers India, New Delhi, India 281-289 (2008) [B1]
Co-authors Brendan Boyle, Stephen Nicholas

Journal article (35 outputs)

Year Citation Altmetrics Link
2016 Boyle BP, NIcholas S, Mitchell R, 'The Value of International Assignees¿ Knowledge of Interpersonal Networks: Knowledge of People, Networks and Politics and Knowledge Flows in Multinational Enterprises', Management International Review, (2016)
DOI 10.1007/s11575-016-0278-7
Co-authors Brendan Boyle
2016 Biswas K, Boyle B, Mitchell R, Casimir G, 'A mediated model of the effects of human resource management policies and practices on the intention to promote women: An investigation of the theory of planned behaviour', International Journal of Human Resource Management, 1-23 (2016)

© 2016 Taylor & FrancisThis study investigates the role of supportive human resource management policies and practices in senior HR managers¿ intention to promote women to senio... [more]

© 2016 Taylor & FrancisThis study investigates the role of supportive human resource management policies and practices in senior HR managers¿ intention to promote women to senior management positions. Based on the theory of planned behaviour, we argue a model in which supportive HR policies and practices affect managers¿ attitudes towards the promotion of women to senior positions and their perception of organisational norms and control over the decision. We employ partial least squares based structural equation modelling to investigate data from a sample of 183 firms in Bangladesh. Our results support the utility of the theory of planned behaviour in understanding the positive effects of HR practices on the intent of senior managers to promote women. Our findings suggest that the role of HR policies and practices is not only to eliminate opportunity for discrimination but also to encourage the development of deeper attitudinal and normative acceptance of women¿s role in senior management.

DOI 10.1080/09585192.2015.1126332
Co-authors Brendan Boyle
2016 Obeidat SM, Mitchell R, Bray M, 'The link between high performance work practices and organizational performance: Empirically validating the conceptualization of HPWP according to the AMO model', Employee Relations, 38 578-595 (2016)

© 2016, © Emerald Group Publishing Limited.Purpose ¿ The purpose of this paper is to better understand the relationship between high-performance work practices (HPWP) and organ... [more]

© 2016, © Emerald Group Publishing Limited.Purpose ¿ The purpose of this paper is to better understand the relationship between high-performance work practices (HPWP) and organizational performance through a multi-dimensional model of the relationship between HPWP and performance, which conceptualizes HPWP according to the ability, motivation and opportunity (AMO) framework. HPWP are conceptualized as HR practices capable of enhancing the AMO of employees to contribute to organizational performance. Design/methodology/approach ¿ Data were collected from 118 Jordanian firms operating in the financial and manufacturing sectors. A questionnaire completed by the HR director in each firm assessed HPWP adoption and their influence on organizational performance. Findings ¿ The findings generate support for the link between HPWP and organizational performance and confirm the utility of the AMO model for conceptualizing HPWP and their impact on organizational performance. Research limitations/implications ¿ While this study relies on cross-sectional data, it confirms the utility of the AMO framework as an appropriate conceptual basis for HPWP and provides substantial support for the relevance of HPWP in increasing organizational performance. Originality/value ¿ The findings provide a basis for more consistent empirical investigation and better theory building for HPWP, and also provide a more robust basis for practical prescription. The empirical contribution is also significant as one of the few studies to investigate the link between HPWP and organizational performance in the Middle East.

DOI 10.1108/ER-08-2015-0163
2016 Li V, Mitchell R, Boyle B, 'The divergent effects of transformational leadership on individual and team innovation', Group & Organization Management, 41 66-97 (2016)
DOI 10.1177/1059601115573792
Co-authors Brendan Boyle
2016 Giles M, Parker V, Mitchell R, 'Examining Nurse Consultant connectivity: An Australian mixed method study', Nursing and Health Sciences, 18 154-162 (2016)

© 2016 John Wiley & Sons Australia, Ltd.The nurse consultant (NC) role in Australia is a senior classification of advanced practice nurse has been described as enhancing health c... [more]

© 2016 John Wiley & Sons Australia, Ltd.The nurse consultant (NC) role in Australia is a senior classification of advanced practice nurse has been described as enhancing health care outcomes largely through extensive collaboration with consumers, nurses, and other health professionals. However, little is known about the actual nature, amount, and quality of NC interactions. This study examines the connectivity of the NC role across metropolitan and rural contexts, using a mixed method sequential design with an online survey and focus groups with NCs and other stakeholders. Results demonstrated that NCs most commonly have high density connectivity patterns with other nursing colleagues, medical staff, patients/clients, and administrative staff. Position grade (1, 2 or 3) influences density of connectivity, as does location, with those based in metropolitan roles engaging significantly less with other clinicians. Findings demonstrate that many NCs are highly collaborative and predominantly embedded into interprofessional practice models. This study provides valuable insight into the diverse and often complex NC role and the way in which NC expertise and influence is deployed and integrated across a large local health district.

DOI 10.1111/nhs.12235
2016 Mitchell R, Boyle B, O Brien R, Malik A, Tian K, Parker V, et al., 'Balancing cognitive diversity and mutual understanding in multidisciplinary teams', Health Care Management Review, (2016)

© 2015 Wolters Kluwer Health, Inc. All rights reserved.BACKGROUND:: Interprofessional health care teams are increasingly utilized in health care organizations. Although there is ... [more]

© 2015 Wolters Kluwer Health, Inc. All rights reserved.BACKGROUND:: Interprofessional health care teams are increasingly utilized in health care organizations. Although there is support for their capacity to solve complex problems, there is also evidence that such teams are not always successful. In an effort to understand the capacity of interprofessional teams to innovate successfully, we investigate the role of cognitive diversity to establish whether and how knowledge differences lead to innovation. PURPOSES:: The aim of this study was to construct and investigate a model of team innovation predicted by cognitive diversity. In addition to investigating the direct impact of cognitive diversity in interprofessional health care teams, we develop a model incorporating mediated and moderated effects. In this study, we explore the role of debate as a mediating factor capable of explaining the impact of cognitive diversity on innovation. We further propose that the link between cognitive diversity and innovation through debate is contingent upon trans-specialist knowledge, knowledge shared by health care professionals, spanning specialist divides and enabling mutual understanding. METHODOLOGY:: The hypotheses were investigated using a cross-sectional, correlational design. Survey data received from 75 interprofessional teams employed in an acute care setting, representing a 36% response rate, were used to investigate our model. FINDINGS:: Analysis supports a significant relationship between cognitive diversity and debate, which is stronger when teams rate highly for trans-specialist knowledge. Results also support a positive relationship between debate and innovation and our full moderated mediated pathway. PRACTICE IMPLICATIONS:: A range of strategies are indicated by our results to increase innovation in interprofessional teams. In particular, interventions such as interprofessional education and training, which have been shown to facilitate the development of shared language and meaning, are recommended by our findings.

DOI 10.1097/HMR.0000000000000088
Citations Scopus - 1
Co-authors Brendan Boyle, Ashish Malik, Feng Tian
2015 Giles M, Parker V, Mitchell R, 'Understanding Nurse Consultant role engagement in metropolitan and rural contexts', Collegian, (2015)

© 2016.Background: Role ambiguity is known to impact negatively on role effectiveness. Nurse Consultants (NCs) are clinical leaders in Australia and similar roles exist internati... [more]

© 2016.Background: Role ambiguity is known to impact negatively on role effectiveness. Nurse Consultants (NCs) are clinical leaders in Australia and similar roles exist internationally. Factors that lead to role ambiguity for NCs include dynamic and complex health care contexts and roles. To reduce ambiguity there is an urgent need to demonstrate NCs' contribution to health care outcomes. Aim: This paper reports findings of a study exploring the role, scope and level of engagement of the NC across metropolitan and rural context in New South Wales, Australia. Design: This study used a cross sectional sequential mixed method design examining the complex and multifaceted nature of the NC's work. Method: NCs were recruited across rural and metropolitan services in a large local health district in New South Wales, Australia. Phase one used a validated questionnaire to gather work engagement and activity data, phase two involved interviews with NCs and others stakeholders. Phase one findings are presented in this paper. Results: Work engagement patterns were influenced by role grade (1, 2 or 3), higher grades engaging at higher levels across domains and health sectors. NCs in rural locations had greater emphasis on education, clinical leadership and clinical consultancy and significantly more direct patient contact in their roles. Conclusion: NCs engage consistently across domains of practice, contributing across multiple health sectors with flexibility to fulfilling health service needs. Findings highlight the relevance of the role in meeting dynamic workplace needs for high level nursing expertise and inform role application, implementation and workforce planning initiatives.

DOI 10.1016/j.colegn.2016.04.002
2015 Mitchell RJ, Boyle B, Parker V, Giles M, Chiang V, Joyce P, 'Managing inclusiveness and diversity in teams: How leader inclusiveness affects performance through status and team identity', Human Resource Management, 54 217-239 (2015) [C1]
DOI 10.1002/hrm.21658
Citations Scopus - 3
Co-authors Brendan Boyle
2015 Mitchell RJ, Boyle B, 'Professional diversity, identity salience and team innovation: The moderating role of openmindedness norms', Journal of Organizational Behavior, 36 873-894 (2015) [C1]
DOI 10.1002/job.2009
Co-authors Brendan Boyle
2015 McNeil K, Mitchell R, Parker V, 'The paradoxical effects of workforce shortages on rural interprofessional practice', Scandinavian Journal of Caring Sciences, 29 73-82 (2015) [C1]
DOI 10.1111/scs.12129
2014 Mitchell R, Parker V, Giles M, Boyle B, 'The ABC of health care team dynamics: Understanding complex affective, behavioral, and cognitive dynamics in interprofessional teams.', Health Care Management Review, 39 1-9 (2014) [C1]
DOI 10.1097/HCM.0b013e3182766504
Citations Scopus - 3Web of Science - 2
2014 Mitchell RJ, Boyle B, Burgess J, McNeil K, '¿You Can't Make a Good Wine without a Few Beers¿: Gatekeepers and knowledge flow in industrial districts', Journal of Business Research, 67 2198-2206 (2014) [C1]
DOI 10.1016/j.jbusres.2014.01.007
Co-authors Brendan Boyle
2014 Giles M, Parker V, Mitchell R, 'Recognising the differences in the nurse consultant role across context: a study protocol.', BMC Nurs, 13 30 (2014) [C3]
DOI 10.1186/1472-6955-13-30
Citations Scopus - 1
2014 Mitchell RJ, Boyle B, Parker V, Giles M, Joyce P, 'Transformation through tension: The moderating impact of negative affect on transformational leadership in teams', Human Relations, 1-28 (2014) [C1]
DOI 10.1177/0018726714521645
Citations Scopus - 6Web of Science - 2
Co-authors Brendan Boyle
2013 Mitchell RJ, Obeidat S, Bray M, 'The Effect of Strategic Human Resource Management on Organizational Performance:The Mediating Role of High-Performance Human Resource Practices', Human Resource Management, 52 899-921 (2013) [C1]
DOI 10.1002/hrm.21587
Citations Scopus - 7Web of Science - 1
Co-authors Mark Bray
2013 Mcintyre J, Mitchell RJ, Boyle B, Ryan S, Ryan S, 'We Used to Get and Give a Lot of Help: Networking, Cooperation and Knowledge Flow in the Hunter Valley Wine Cluster', Australian Economic History Review: an Asia-Pacific journal of economic, business and social history, 53 247-267 (2013) [C1]
DOI 10.1111/aehr.12022
Co-authors Julie Mcintyre, Brendan Boyle
2013 Mitchell RJ, Parker V, Giles M, 'An interprofessional team approach to tracheostomy care: A mixed-method investigation into the mechanisms explaining tracheostomy team effectiveness', International Journal of Nursing Studies, 50 536-542 (2013) [C1]
Citations Scopus - 4Web of Science - 2
2013 Mitchell R, Paliadelis P, Mcneil K, Parker V, Giles M, Higgins I, et al., 'Effective interprofessional collaboration in rural contexts: A research protocol', Journal of Advanced Nursing, 69 2317-2326 (2013) [C3]

Aim: To describe the research protocol that will be used to investigate factors contributing to effective interprofessional practice in a rural context in Australia. Background: I... [more]

Aim: To describe the research protocol that will be used to investigate factors contributing to effective interprofessional practice in a rural context in Australia. Background: Interprofessional practice is a key strategy for overcoming rural health challenges; however, our knowledge of interprofessional initiatives and consequences in rural areas is limited. Design: A modified realistic evaluation approach will be used to explore the structures, systems, and social processes contributing to effective interprofessional outcomes. This 'context-mechanism-outcome' approach provides a useful framework for identifying why and how interprofessional practice works in rural contexts. Method: Initial propositions regarding the factors that explain effective collaborative practice will be generated through interviews with lead clinicians, policy-makers, and clinician managers. Clinician interviews, document analysis, and multi-participant focus groups will be used as evidence to support, refine, or redevelop the initial propositions. This will allow the development of a model of rural interprofessional practice that will explain how and why collaborative approaches work in rural environments. This study is funded by an Institute of Rural Clinical Services and Teaching grant (January 2010). Discussion: Rural healthcare challenges are well documented; however, studies investigating the nature of interprofessional practice in rural contexts are not common. Rural contexts also present research design, particularly data collection, challenges. This proposed research is one of the first to identify the factors that facilitate or constrain effective interprofessional work in rural settings. This is particularly important, given the continuing workforce shortages and maldistribution and poorer health outcomes in rural communities globally. © 2013 Blackwell Publishing Ltd.

DOI 10.1111/jan.12083
Citations Scopus - 3Web of Science - 3
Co-authors Isabel Higgins
2013 McNeil K, Mitchell R, Parker V, 'Interprofessional Practice and Professional Identity Threat', Health Sociology Review, 22 291-307 (2013) [C1]
DOI 10.5172/hesr.2013.22.3.291
Citations Scopus - 8Web of Science - 4
2013 Parker V, McNeil K, Higgins I, Mitchell R, Paliadelis P, Giles M, Parmenter G, 'How health professionals conceive and construct interprofessional practice in rural settings: a qualitative study', BMC Health Services Research, 13 5 (2013) [C1]
DOI 10.1186/1472-6963-13-500
Citations Scopus - 1Web of Science - 1
Co-authors Isabel Higgins
2013 O'Brien R, Byrne N, Mitchell R, Ferguson A, 'Rural speech-language pathologists' perceptions of working with allied health assistants', International Journal of Speech-Language Pathology, 15 613-622 (2013) [C1]

Workforce shortages are forecast for speech-language pathology in Australia, and will have a more significant impact on rural and remote areas than on metropolitan areas. Allied h... [more]

Workforce shortages are forecast for speech-language pathology in Australia, and will have a more significant impact on rural and remote areas than on metropolitan areas. Allied health (AH) disciplines such as physiotherapy and occupational therapy address the problem of workforce shortages and growing clinical demand by employing allied health assistants (AHAs) to provide clinical and administrative support to AH professionals. Currently, speech-language pathologists (SLPs) don't work with discipline-specific allied health assistants in all states of Australia (e.g., New South Wales). This paper aims to provide insight into the perceptions of SLPs in one Australian state (NSW) regarding working with AHAs. Semi-structured interviews were conducted with eight rural SLPs. Qualitative analysis indicated that participants perceived they had deficits in skills and knowledge required to work with AHAs and identified further training needs. Participants perceived the SLP role to be misunderstood and were concerned about poor consultation regarding the introduction of AHAs into the profession. Ambivalence was evident in overall perceptions of working with AHAs, and tasks performed. While previous research identified benefits of working with AHAs, results from this study suggest that significant professional, economic, and organizational issues need addressing before such a change should be implemented in speech-language pathology. © 2013 The Speech Pathology Association of Australia Limited.

DOI 10.3109/17549507.2012.759623
Citations Scopus - 2Web of Science - 1
Co-authors Alison Ferguson, Nicole Byrne
2012 Boyle BP, McDonnell A, Mitchell RJ, Nicholas SJ, 'Managing knowledge in internationalizing universities through foreign assignments', International Journal of Educational Management, 26 303-312 (2012) [C1]
Citations Scopus - 2
Co-authors Stephen Nicholas, Brendan Boyle
2012 Mitchell RJ, Parker V, Giles M, 'Open-mindedness in diverse team performance: Investigating a three-way interaction', International Journal of Human Resource Management, 23 3652-3672 (2012) [C1]
Citations Scopus - 5Web of Science - 3
2012 Boyle BP, Nicholas SJ, Mitchell RJ, 'Sharing and developing knowledge of organization culture during international assignments', International Journal of Cross Cultural Management, 12 361-378 (2012) [C1]
Citations Scopus - 3
Co-authors Stephen Nicholas, Brendan Boyle
2012 Mitchell RJ, Parker V, Giles M, Joyce P, Chiang V, 'Perceived value congruence and team innovation', Journal of Occupational and Organizational Psychology, 85 626-648 (2012) [C1]
DOI 10.1111/j.2044-8325.2012.02059.x
Citations Scopus - 1
2011 Mitchell RJ, Parker VT, Giles M, 'When do interprofessional teams succeed? Investigating the moderating roles of team and professional identity in interprofessional effectiveness', Human Relations, 64 1321-1343 (2011) [C1]
DOI 10.1177/0018726711416872
Citations Scopus - 29Web of Science - 21
2011 Mitchell RJ, Boyle BP, Nicholas SJ, 'Cross-cultural group performance', Learning Organization, 18 94-101 (2011) [C1]
DOI 10.1108/09696471111103704
Citations Scopus - 2
Co-authors Brendan Boyle, Stephen Nicholas
2010 Mitchell RJ, Burgess KJ, Waterhouse JM, 'Proximity and knowledge sharing in clustered firms', International Journal of Globalisation and Small Business, 4 5-24 (2010) [C1]
DOI 10.1504/IJGSB.2010.035328
Citations Scopus - 3
Co-authors Jennifer Waterhouse, John Burgess
2010 Tse HHM, Mitchell RJ, 'A theoretical model of transformational leadership and knowledge creation: The role of open-mindedness norms and leader-member exchange', Journal of Management & Organization, 16 83-99 (2010) [C1]
DOI 10.5172/jmo.16.1.83
Citations Scopus - 9Web of Science - 6
2010 Mitchell RJ, Parker V, Giles M, White N, 'Toward realizing the potential of diversity in composition of interprofessional health care teams an examination of the cognitive and psychosocial dynamics of interprofessional collaboration', Medical Care Research and Review, 67 3-26 (2010) [C1]
DOI 10.1177/1077558709338478
Citations Scopus - 32Web of Science - 26
2010 Mitchell RJ, Boyle BP, 'Knowledge creation measurement methods', Journal of Knowledge Management, 14 67-82 (2010) [C1]
DOI 10.1108/13673271011015570
Citations Scopus - 23Web of Science - 20
Co-authors Brendan Boyle
2009 Mitchell RJ, Boyle BP, 'A theoretical model of transformational leadership's role in diverse teams', Leadership & Organization Development Journal, 30 455-474 (2009) [C1]
DOI 10.1108/01437730910968714
Citations Scopus - 8
Co-authors Brendan Boyle
2009 Mitchell RJ, Nicholas SJ, Boyle BP, 'The role of openness to cognitive diversity and group processes in knowledge creation', Small Group Research, 40 535-554 (2009) [C1]
DOI 10.1177/1046496409338302
Citations Scopus - 39Web of Science - 25
Co-authors Brendan Boyle, Stephen Nicholas
2009 Mitchell RJ, Boyle BP, Nicholas SJ, 'The impact of goal structure in team knowledge creation', Group Processes & Intergroup Relations, 12 639-651 (2009) [C1]
DOI 10.1177/1368430209340568
Citations Scopus - 8Web of Science - 6
Co-authors Brendan Boyle, Stephen Nicholas
2006 Mitchell R, Nicholas S, 'Knowledge creation through boundary spanning', Knowledge Management Research and Practice, 4 310-318 (2006) [C1]
DOI 10.1057/palgrave.kmrp.8500113
Co-authors Stephen Nicholas
Show 32 more journal articles

Conference (29 outputs)

Year Citation Altmetrics Link
2015 Smith AN, Mitchell R, Ries N, Boyle B, 'Challenging the status quo in rural health workforce roles: risks versus benefits', People Places Possibilities - 13th National Rural Health Conference (2015) [E2]
Co-authors Nola Ries, Brendan Boyle, Tony Smith
2011 Boyle BP, Mitchell RJ, 'When is feedback helpful to student learning?', 25th Annual Australian and New Zealand Academy of Management (ANZAM) Conference: The Future of Work and Organisations (2011) [E3]
Co-authors Brendan Boyle
2011 Mitchell RJ, Parker VT, Giles M, 'Who am I? And how do I feel? Understanding interprofessional team performance through social identity and mood', 25th Annual Australian and New Zealand Academy of Management (ANZAM) Conference: The Future of Work and Organisations (2011) [E3]
2011 Mitchell RJ, Boyle BP, Maitland E, Nicholas SJ, Zhao S, 'How subsidiary top management teams influence strategic change and organizational performance in transition economies', Enterprise Management in a Transitional Economy and Post Financial Crisis (2011) [E1]
Co-authors Brendan Boyle, Stephen Nicholas
2010 Parker VT, Mitchell RJ, Giles M, 'Interprofessional practice: possibility or pipedream', International Journal of Qualitative Methods: Qualitative Health Research Conference Abstracts (2010) [E3]
2010 Boyle BP, Nicholas SJ, Mitchell RJ, 'Expatriate assignments and the value of idiosyncratic knowledge', Managing Business Organizations, Knowledge and the External Environment (2010) [E1]
Co-authors Stephen Nicholas, Brendan Boyle
2010 Mitchell RJ, Nicholas SJ, Boyle BP, 'Transactive memory in teams: How does it work?', Trends and Techniques in ICT (2010) [E1]
Co-authors Stephen Nicholas, Brendan Boyle
2010 Mitchell RJ, Meacheam DW, 'Knowledge worker control: Understanding via Principal and Agent theory', Data and Information Management (2010) [E1]
2010 Obeidat SM, Bray MD, Mitchell RJ, 'The relationship between high performance human resource practices and organisation performance: Electronic-HRM as a moderator', The 10th Annual Pacific Employment Relations Association Conference Proceedings Part II (2010) [E1]
Co-authors Mark Bray
2009 Mitchell RJ, Parker VT, Giles M, 'Bridging professional boundaries through superordinate identity and transformational leadership', CIOS: Centre for Institutional and Organisational Studies Inaugural Conference Abstracts (2009) [E3]
2009 Mitchell RJ, Burgess KJ, Waterhouse JM, Boyle BP, McNeil KA, 'Institutional thickness and inter-organisational clusters', CIOS: Centre for Institutional and Organisational Studies Inaugural Conference Abstracts (2009) [E3]
Co-authors John Burgess, Jennifer Waterhouse, Brendan Boyle
2009 Boyle BP, Nicholas SJ, Mitchell RJ, 'Developing knowledge of organisational culture in multinational enterprises', ANZAM: 23rd ANZAM Conference: Sustainability, Management and Marketing (2009) [E1]
Co-authors Brendan Boyle, Stephen Nicholas
2009 Boyle BP, Ryan SF, Mitchell RJ, 'A micro-approach to understanding macro-differences: Exploring common values and industry culture in 'old' and 'new' world wine regions', 'The Business of Wine': The Inaugural Wine Business Research Symposium: Conference Proceedings (2009) [E1]
Co-authors Brendan Boyle
2009 Henderson LA, Waterhouse JM, Mitchell RJ, Burgess KJ, 'Key features of the Hunter Valley wine cluster', 'The Business of Wine': The Inaugural Wine Business Research Symposium: Conference Proceedings (2009) [E1]
Co-authors John Burgess, Jennifer Waterhouse
2009 Mitchell RJ, Boyle BP, Waterhouse JM, McNeil KA, Burgess KJ, 'Institutional thickness and inter-organisational collaboration in clusters', 'The Business of Wine': The Inaugural Wine Business Research Symposium: Conference Proceedings (2009) [E1]
Co-authors Jennifer Waterhouse, John Burgess, Brendan Boyle
2009 Mitchell RJ, Burgess KJ, Waterhouse JM, McNeil KA, 'Knowledge flow in clustered SMES: Technological specialists as knowledge gatekeepers', Society for Global Business & Economic Development (SGBD): The Second Research Symposium: Program (2009) [E3]
Co-authors Jennifer Waterhouse, John Burgess
2008 Boyle BP, Nicholas SJ, Mitchell RJ, 'Expatriation research through the knowledge lens: The value of focusing on the idiosyncratic', 22nd ANZAM Conference 2008: Managing in the Pacific Century (2008) [E1]
Co-authors Brendan Boyle, Stephen Nicholas
2008 Mitchell RJ, Boyle BP, 'Explaining diversity's impact on team performance: The ABC of diverse teams', 22nd ANZAM Conference 2008: Managing in the Pacific Century (2008) [E1]
Co-authors Brendan Boyle
2007 Boyle B, Mitchell RJ, Nicholas SJ, 'Sharing knowledge of interpersonal networks during foreign assignments and knowledge flows in multinational enterprises', AIB 2007 Annual Meeting. Conference Proceedings (2007) [E1]
Co-authors Stephen Nicholas
2007 Mitchell RJ, Nicholas SJ, Boyle BP, 'Goal compatibility in knowledge creation', 13th Asian Pacific Management Conference. Proceedings (2007) [E1]
Co-authors Stephen Nicholas, Brendan Boyle
2007 Boyle B, Nicholas SJ, Mitchell RJ, 'Foreign assignments and knowledge flows in multinational enterprises', ANZIBA Conference 2007: Institutions and Organisations in an International Context. Papers (2007) [E1]
Co-authors Stephen Nicholas
2007 Mitchell R, Nicholas S, 'Knowledge creation in groups: The value of cognitive diversity, transactive memory, and openmindedness norms.', Electronic Journal od Knowledge Management (2007) [E1]
2007 Mitchell RJ, Nicholas SJ, Boyle B, 'Individual learning in organizational groups: an alternate view of group performance', The Academy of Management 2007 Annual Meeting Proceedings (2007) [E1]
Co-authors Stephen Nicholas
2007 Mitchell RJ, Nicholas SJ, 'When are two heads better than one?: How cognitive heterogeneity explains the impact of demographic diversity in teams', The Academy of Management 2007 Annual Meeting Proceedings (2007) [E1]
Co-authors Stephen Nicholas
2007 Tse HMH, Mitchell RJ, 'Understanding the process of leadership and knowledge creation: The roles of open-mindedness norms and leader-member exchange', 21st ANZAM Conference. Proceedings (2007) [E1]
2007 Boyle B, Nicholas SJ, Mitchell RJ, 'Leveraging intellectual and social capital within multinational companies (MNCs) through expatriate assignments', 21st ANZAM Conference. Proceedings (2007) [E1]
Co-authors Stephen Nicholas
2007 Mitchell RJ, Boyle BP, 'Knowledge creation definition and measurement', 21st ANZAM Conference. Proceedings (2007) [E1]
Co-authors Brendan Boyle
2007 Boyle B, Nicholas SJ, Mitchell RJ, 'Human resources and the knowledge-centred strategy literature: A strategic theoretical frame for the study of foreign assignments in multinational enterprises', ANZIBA Conference 2007: Institutions and Organisations in an International Context. Papers (2007) [E1]
Co-authors Stephen Nicholas
2007 Mitchell RJ, Nicholas SJ, Boyle BP, 'The impact of cognitive conflict on team performance', 13th Asian Pacific Management Conference. Proceedings (2007) [E1]
Co-authors Stephen Nicholas, Brendan Boyle
Show 26 more conferences
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Grants and Funding

Summary

Number of grants 11
Total funding $216,006

Click on a grant title below to expand the full details for that specific grant.


20153 grants / $64,600

Priority Research Initiative (Competitive) $50,000

UoN

Funding body: Faculty of Business and Law, The University of Newcastle

Funding body Faculty of Business and Law, The University of Newcastle
Scheme Priority Research Initiatives
Role Lead
Funding Start 2015
Funding Finish 2015
GNo
Type Of Funding Internal
Category INTE
UON N

Managing Healthcare and Leading Healthcare Professionals$10,600

Funding body: Society for the Advancement of Management Studies

Funding body Society for the Advancement of Management Studies
Project Team Associate Professor Rebecca Mitchell, Associate Professor Brendan Boyle
Scheme Research Project
Role Lead
Funding Start 2015
Funding Finish 2016
GNo G1501234
Type Of Funding International - Competitive
Category 3IFA
UON Y

Canterbury Research$4,000

Funding body: Canterbury Institute of Management

Funding body Canterbury Institute of Management
Project Team Associate Professor Rebecca Mitchell
Scheme Higher Education Governing Council
Role Lead
Funding Start 2015
Funding Finish 2016
GNo G1501176
Type Of Funding Grant - Aust Non Government
Category 3AFG
UON Y

20141 grants / $50,000

Priority Research Initiative (Competitive) $50,000

UoN

Funding body: Faculty of Business and Law, The University of Newcastle

Funding body Faculty of Business and Law, The University of Newcastle
Scheme Priority Research Initiatives
Role Lead
Funding Start 2014
Funding Finish 2014
GNo
Type Of Funding Internal
Category INTE
UON N

20131 grants / $50,000

Priority Research Initiative (Competitive) $50,000

UoN

Funding body: Faculty of Business and Law, The University of Newcastle

Funding body Faculty of Business and Law, The University of Newcastle
Scheme Priority Research Initiatives
Role Lead
Funding Start 2013
Funding Finish 2013
GNo
Type Of Funding Internal
Category INTE
UON N

20121 grants / $15,000

2011 Emerging Research Leaders Program$15,000

Funding body: University of Newcastle

Funding body University of Newcastle
Project Team Associate Professor Rebecca Mitchell
Scheme Emerging Research Leaders Program
Role Lead
Funding Start 2012
Funding Finish 2012
GNo G1201145
Type Of Funding Internal
Category INTE
UON Y

20101 grants / $10,379

Factors Influencing Regional Performance - Wine Clusters $10,379

Funding body: University of Newcastle

Funding body University of Newcastle
Project Team Associate Professor Brendan Boyle, Associate Professor Rebecca Mitchell, Doctor Shaun Ryan
Scheme Special Project Grant
Role Investigator
Funding Start 2010
Funding Finish 2010
GNo G1000701
Type Of Funding Internal
Category INTE
UON Y

20082 grants / $19,327

Inter-professional Team Innovation and Effectiveness$17,627

Funding body: University of Newcastle

Funding body University of Newcastle
Project Team Associate Professor Rebecca Mitchell, Ms Nadine White, Ms Vicki Parkes
Scheme Pilot Grant
Role Lead
Funding Start 2008
Funding Finish 2008
GNo G0189087
Type Of Funding Internal
Category INTE
UON Y

Academy of Management Meeting 2008, Anaheim California USA, 18/8/2008 - 23/8/2008$1,700

Funding body: University of Newcastle

Funding body University of Newcastle
Project Team Associate Professor Rebecca Mitchell
Scheme Travel Grant
Role Lead
Funding Start 2008
Funding Finish 2008
GNo G0189047
Type Of Funding Internal
Category INTE
UON Y

20072 grants / $6,700

Interprofessional Research$5,000

Funding body: University of Newcastle

Funding body University of Newcastle
Project Team Associate Professor Rebecca Mitchell
Scheme New Staff Grant
Role Lead
Funding Start 2007
Funding Finish 2007
GNo G0188031
Type Of Funding Internal
Category INTE
UON Y

Academy of Management Meeting, Philadelphia USA, 3/8/2007 - 8/8/2007$1,700

Funding body: University of Newcastle

Funding body University of Newcastle
Project Team Associate Professor Rebecca Mitchell
Scheme Travel Grant
Role Lead
Funding Start 2007
Funding Finish 2007
GNo G0187779
Type Of Funding Internal
Category INTE
UON Y
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Research Supervision

Number of supervisions

Completed4
Current7

Total current UON EFTSL

PhD2.65

Current Supervision

Commenced Level of Study Research Title / Program / Supervisor Type
2015 PhD Knowledge transfer in the internationalisation of higher education
PhD (Management), Faculty of Business and Law, The University of Newcastle
Co-Supervisor
2015 PhD How Does the Top Management Team Fragmentation Influence Strategic Innovation?
PhD (Management), Faculty of Business and Law, The University of Newcastle
Co-Supervisor
2014 PhD Leading Authentically in Healthcare Teams: A Moderated Mediation Model
PhD (Management), Faculty of Business and Law, The University of Newcastle
Principal Supervisor
2013 PhD The Role of Inclusive Leadership and Authentic Leadership and Employees' Value Congruence of Organizational Citizenship Behaviour, Counterproductive Work Behaviour and Team Performance
PhD (Management), Faculty of Business and Law, The University of Newcastle
Principal Supervisor
2013 PhD Developing our Leaders: How Effective is Coaching?
PhD (Management), Faculty of Business and Law, The University of Newcastle
Co-Supervisor
2011 PhD I Can, I Love to, and I Will do: the Career Choice Intentions of Individuals Who Have Been Incarcerated for Drug Trafficking Offences, Thailand
PhD (Management), Faculty of Business and Law, The University of Newcastle
Principal Supervisor
2011 PhD Rural Speech Pathologists' Perceptions of Working with Allied Health Assistants
PhD (Management), Faculty of Business and Law, The University of Newcastle
Principal Supervisor

Past Supervision

Year Level of Study Research Title / Program / Supervisor Type
2015 PhD Gender Diversity on Australian Company Boards
PhD (Accounting & Finance), Faculty of Business and Law, The University of Newcastle
Co-Supervisor
2015 PhD The Dynamic Interplay between Professional Identity, Threat and Context within Interprofessional Health Care Teams
PhD (Management), Faculty of Business and Law, The University of Newcastle
Principal Supervisor
2013 PhD Predicting the Intention of Top Managers in Bangladesh to Appoint Women to Senior Management Positions: An Examination and Extension of the Theory of Planned Behaviour
PhD (Management), Faculty of Business and Law, The University of Newcastle
Co-Supervisor
2011 PhD The Relationship between High Performance Human Resource Practices and Organisational Performance in the Jordanian Industrial and Financial Sectors
PhD (Management), Faculty of Business and Law, The University of Newcastle
Co-Supervisor
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Research Collaborations

The map is a representation of a researchers co-authorship with collaborators across the globe. The map displays the number of publications against a country, where there is at least one co-author based in that country. Data is sourced from the University of Newcastle research publication management system (NURO) and may not fully represent the authors complete body of work.

Country Count of Publications
Australia 32
China 6
Hong Kong 3
Ireland 3
United Kingdom 1
More...
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News

Health Services Research and Innovation Group Launch

Health Services Research and Innovation Group Launch

March 2, 2016

February saw the launch of the Faculty of Business and Law Health Services Research and Innovation Group.

New papers in top-ranked journals

New papers in top ranked journals

August 10, 2015

The Organisational Collaboration Research Group's research has been published in some of the world's top management journals recently.

The Power of Feeling Bad

October 22, 2014

NBS academic and the NY Times discuss why fearing the worst might make you better at your job

Best Paper Award for Newcastle Business School Academics

October 9, 2014

Associate Professor Rebecca Mitchell and Dr Brendan Boyle were awarded Best Paper at the British Academy of Management conference

Co-workers fighting at work

Why we should fight at work

January 22, 2014

Team innovation and success: why we should fight at work

Associate Professor Rebecca Mitchell

Inequality in Confidence – Are women at a disadvantage?

May 23, 2013

Associate Professor Rebecca Mitchell discusses female confidence levels and how they can impact our careers and our lives.

Associate Professor Rebecca Mitchell

Position

Associate Professor
Management and Organisational Studies
Newcastle Business School
Faculty of Business and Law

Focus area

Management and Organisational Studies

Contact Details

Email rebecca.mitchell@newcastle.edu.au
Phone (02) 4921 6828
Fax (02) 4921 6911
Link Research Networks

Office

Room SRS140
Building Social Sciences
Location Callaghan
University Drive
Callaghan, NSW 2308
Australia
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