Associate Professor Brendan Boyle

Associate Professor Brendan Boyle

Associate Professor

Newcastle Business School (Management and Organisational Studies)

Career Summary

Biography

Before joining Newcastle Business School, Brendan lectured for University College Dublin, Ireland; Centro de Estudios Superiores Universitarios de Galicia, Spain; and the University of Sydney, Australia. Brendan has a Masters in Business Studies degree from University College Dublin, Ireland and he completed his PhD with the Discipline of International Business at the University of Sydney, Australia. Brendan is also a graduate member of the Chartered Institute of Personnel and Development (CIPD) in the United Kingdom, which is a professional body for those involved in management development.

Brendan’s primary research interests include international HRM, knowledge management/sharing in organizations and top management teams. He has published research papers on knowledge creation and knowledge sharing in MNEs. He is currently involved in three major projects examining, collaboration in health care organizations, the management teams in the subsidiaries of multinational enterprises in China (MNEs) and the HRM practices of MNEs. Combined, these collaborative projects involve partnerships between Newcastle Business School and universities in Europe, North America, Latin America and Asia.

Brendan is also co-director of the Health Services Research and Innovation Centre at UoN (HSRIC). This centre aims to improve the design and management health services with particular emphasis interdisciplinary approaches to addressing critical challenges. Brendan is particularly interested in global health services research as an important emerging research area that integrates issues of public policy and health services development. Brendan has a particular focus on the mobility of health professionals - issues of immigration, expatriation and professional institutions.


Research Expertise
 - International business & international human resource management

 - International assignments and knowledge sharing in multinational companies

 - Knowledge sharing in inter-professional teams & leadership (in health services management)

Research and Teaching Excellence Awards

2015 University of Newcastle VC’s Award for Research Supervision Excellence

2014 University of Newcastle Vice Chancellor’s Award for Research Excellence

2014 Faculty of Business and Law Excellence in Postgrad Coursework Teaching Award

2012 University of Newcastle VC’s Citation for Outstanding Contribution to Student Learning

2011 Australian Business Deans Council scholarship - Harvard Business School Case Instruction

2011 Australian Learning and Teaching Council Citations for Outstanding Contribution to Learning

2011 Faculty of Business and Law Teaching Excellence – Undergraduate teaching

2010 University of Newcastle VCs’ Citation for Outstanding Contribution to Student Learning

2009 University of Newcastle VC’s Award for Teaching Excellence & Learning Support

2008 Faculty of Business and Law -Outstanding Educator in Management Award


Qualifications

  • PhD, University of Sydney
  • Master of Business Studies (Honours), National University of Ireland

Keywords

  • Health Services Management
  • Human Resource Management
  • International HRM
  • International Management

Languages

  • Irish (Working)
  • English (Fluent)

Professional Experience

UON Appointment

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

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


Chapter (5 outputs)

Year Citation Altmetrics Link
2017 Boyle BP, Mitchell R, Ryan S, Sharma N, 'Explaining Competitive Strategy in World Wine Regions: An Informal Institutional lens', Entrepreneurship, Organisational Change and Employment Management, Nanjing University Press, Nanjing 156-162 (2017) [B1]
Co-authors Rebecca Mitchell
2017 Boyle BP, Mitchell R, Nicholas S, Maitland E, Zhao S, 'Subsidiary Political Ties: Institutions, Autonomy and Restructuring in China.', Entrepreneurship, Organisational Change and Employment Management, Nanjing University Press, Nanjing 243-254 (2017) [B1]
Co-authors Rebecca Mitchell, Stephen Nicholas
2014 McGovern J, Nicholas S, Boyle BP, 'The Decision-Making Processes in Multinational Enterprises: How Headquarters Make Strategic Change for Their Chinese Subsidiaries', Research on the Impact of Global Economic Integration and Information Networking on Sustainable Corporate Development, Nanjing University Press, Nanjing 175-185 (2014) [B1]
Co-authors Stephen Nicholas
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 Rebecca Mitchell, 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 Rebecca Mitchell, Stephen Nicholas
Show 2 more chapters

Journal article (42 outputs)

Year Citation Altmetrics Link
2021 Biswas K, Boyle B, Bhardwaj S, 'Impacts of supportive HR practices and organisational climate on the attitudes of HR managers towards gender diversity a mediated model approach', Evidence-based HRM, 9 18-33 (2021) [C1]
DOI 10.1108/EBHRM-06-2019-0051
2021 Mitchell R, Boyle B, 'Too many cooks in the kitchen? The contingent curvilinear effect of shared leadership on multidisciplinary healthcare team innovation', Human Resource Management Journal, 31 358-374 (2021) [C1]
DOI 10.1111/1748-8583.12309
Citations Scopus - 1
Co-authors Rebecca Mitchell
2021 Halliwell P, Mitchell R, Boyle B, 'Leadership coaching s efficacy and effect mechanisms a mixed-methods study', Coaching: An International Journal of Theory, Research and Practice, (2021)
DOI 10.1080/17521882.2021.1884110
Co-authors Rebecca Mitchell
2021 Mitchell R, Boyle B, Nicholas S, 'Team innovative capability: Does positive mood unlock the innovative potential of environmental cues?', Journal of Business Research, 126 376-384 (2021) [C1]

Drawing on team innovation and mood-as-information theories, this paper develops a moderated mediation model to explain the effect of environmental dynamism on team innovative cap... [more]

Drawing on team innovation and mood-as-information theories, this paper develops a moderated mediation model to explain the effect of environmental dynamism on team innovative capability. We argue that this effect occurs through an increase in cognitive diversity and is contingent on positive mood, which engenders a more expansive and flexible approach to problem solving. Data collected through a survey-based study of 63 US healthcare teams generates support for our arguments that environmental dynamism increases innovative capability and does so through cognitive diversity. Further, our data suggest that this path only exists when teams are characterized by positive mood. Overall, we find support for a moderated mediation model in which environmental dynamism increases innovative capability through cognitive diversity contingent on positive mood, which allows us to contribute significantly to literature on team innovative capability and mood-as-information.

DOI 10.1016/j.jbusres.2021.01.006
Co-authors Rebecca Mitchell, Stephen Nicholas
2020 Mitchell R, Boyle B, 'Professional faultlines and interprofessional differentiation in multidisciplinary team innovation: The moderating role of inclusive leadership.', Health Care Manage Rev, (2020)
DOI 10.1097/HMR.0000000000000276
Co-authors Rebecca Mitchell
2020 Mitchell R, Boyle B, 'Understanding the Role of Profession in Multidisciplinary Team Innovation: Professional Identity, Minority Dissent and Team Innovation', BRITISH JOURNAL OF MANAGEMENT, 32 512-528 (2020) [C1]
DOI 10.1111/1467-8551.12419
Citations Scopus - 1Web of Science - 3
Co-authors Rebecca Mitchell
2020 Biswas K, Boyle B, Mitchell R, 'International experience, attitudes toward women and the adoption of supportive HR practices', Asia Pacific Journal of Human Resources, 58 66-84 (2020) [C1]
DOI 10.1111/1744-7941.12218
Citations Scopus - 3Web of Science - 2
Co-authors Rebecca Mitchell
2020 Mitchell R, Boyle B, Nicholas S, 'The interactive influence of human and social capital on capability development: the role of managerial diversity and ties in adaptive capability', PERSONNEL REVIEW, 50 865-879 (2020)
DOI 10.1108/PR-08-2019-0410
Co-authors Stephen Nicholas, Rebecca Mitchell
2020 Boyle B, Mitchell R, McDonnell A, Sharma N, Biswas K, Nicholas S, 'Overcoming the challenge of fuzzy assessment and feedback', Education and Training, 62 505-519 (2020) [C1]
DOI 10.1108/ET-08-2019-0183
Co-authors Stephen Nicholas, Rebecca Mitchell
2019 Mitchell R, Boyle B, Von Stieglitz S, 'Professional Commitment and Team Effectiveness: A Moderated Mediation Investigation of Cognitive Diversity and Task Conflict', Journal of Business and Psychology, 34 471-483 (2019) [C1]

This study investigates a moderated mediation model of professional commitment and team effectiveness through cognitive diversity moderated by task conflict. Data were collected f... [more]

This study investigates a moderated mediation model of professional commitment and team effectiveness through cognitive diversity moderated by task conflict. Data were collected from 70 UK healthcare teams and their leaders using two questionnaires. We find that teams comprised of members who have, on average, high professional commitment are more effective than teams of members who are less committed and that this path is mediated by cognitive diversity and contingent on task conflict. Team composed of members who are strongly committed to their profession may be more effective consequent to their advocacy of different perspectives and expertise, reflecting cognitive diversity. However, this positive effect of professional commitment is not universal but contingent on the level of disagreement between members on task-related issues. This is one of the first studies to demonstrate that professional commitment can increase team effectiveness and does so through a complex contingent path. While few studies have investigated professional commitment, our results suggest that such commitment can be of great value to multidisciplinary teams.

DOI 10.1007/s10869-018-9550-0
Citations Scopus - 5Web of Science - 9
Co-authors Rebecca Mitchell
2019 Mitchell R, Boyle B, 'Inspirational leadership, positive mood, and team innovation: A moderated mediation investigation into the pivotal role of professional salience', Human Resource Management, 58 269-283 (2019) [C1]

Multidisciplinary teams are increasingly advocated for in healthcare policy consequent to their capacity to develop innovative solutions to seemingly intractable service and care ... [more]

Multidisciplinary teams are increasingly advocated for in healthcare policy consequent to their capacity to develop innovative solutions to seemingly intractable service and care challenges. Recent arguments that inspirational leadership styles may foster innovation in multidisciplinary teams point to their potential value in this effort. However, inconsistency in the capacity of such leaders to engender innovation highlights the need to understand the mechanisms and boundary conditions that determine when such leadership generates positive effects. We argue that follower positive mood acts to mediate the path between inspirational leadership and innovation and may account for its variable effects. By increasing positive team mood, inspirational leaders can potentially bring about more flexible thinking and enhance innovation but can also increase reliance on less effortful information processing, undermining innovative potential. In an effort to address the dilemma posed by these contrasting effects, we propose that professional salience acts as an important boundary condition of this relationship such that only when profession is salient do inspirational leaders enhance multidisciplinary team innovation through positive mood. An analysis of survey data from 60 UK-based multidisciplinary healthcare teams, investigating the inspirational leadership of practice-based innovation, supports our moderated mediation model. Finally, the implications for HRM are considered, specifically for leader development and work team design.

DOI 10.1002/hrm.21951
Citations Scopus - 5Web of Science - 4
Co-authors Rebecca Mitchell
2019 Patel P, Boyle B, Bray M, Sinha P, Bhanugopan R, 'Global staffing and control in emerging multinational corporations and their subsidiaries in developed countries: Indian IT EMNCs in Australia', Personnel Review, 48 1022-1044 (2019) [C1]

Purpose: The purpose of this paper is to examine the control mechanisms used by multinational corporations (MNCs) from emerging economies to manage their subsidiaries in developed... [more]

Purpose: The purpose of this paper is to examine the control mechanisms used by multinational corporations (MNCs) from emerging economies to manage their subsidiaries in developed countries and their implications for human resource management practices. Design/methodology/approach: The paper draws on data collected through in-depth case studies and interviews with senior subsidiary managers of 12 major Indian information technology (IT) MNCs operating in Australia. Findings: Indian IT MNCs rely heavily on the use of people-centric controls exerted through global staffing practices (via the transfer of parent-country nationals), which, in turn, influence their subsidiary¿s discretion over their HR practices. The use of people-centric controls allows Indian IT multinationals to replicate parent-country HRM practices in their Australian subsidiaries in an ethnocentric manner and significantly leverage the people-based competitive advantages from India through short- and long-term expatriate assignments. Research limitations/implications: The study investigates control and HRM practices from a single country and a single industry perspective. It provides an insight into the normative means of control in foreign subsidiaries of MNCs and enhances our understanding by explaining the integrated relationship that control mechanisms (and their people-centric components) have with HRM practices including the global staffing approaches and expatriate management practices of emerging MNCs. Practical implications: Indian MNCs are using their business model to leverage the Australian immigration and skilled visa programme to maintain cost advantages. However, the immigration legislation in developed countries needs to be capable of allowing emerging multinational corporations (EMNCs) to maintain such advantages as developed countries seek to attract foreign direct investment from emerging economies. Originality/value: The results indicate that the control practices of EMNCs are similar to the controls exerted by MNCs from developed countries. They also show that EMNCs do not adopt a portfolio approach to global staffing, and that the people-centric components of their control have a clear impact on their subsidiaries¿ HRM practices.

DOI 10.1108/PR-07-2017-0211
Citations Scopus - 3Web of Science - 2
Co-authors Mark Bray
2019 Smith T, McNeil K, Mitchell R, Boyle B, Ries N, 'A study of macro-, meso- and micro-barriers and enablers affecting extended scopes of practice: the case of rural nurse practitioners in Australia', BMC NURSING, 18 (2019) [C1]
DOI 10.1186/s12912-019-0337-z
Citations Scopus - 13Web of Science - 11
Co-authors Nola Ries, Rebecca Mitchell, Karen Mcneil, Tony Smith
2018 Sharma N, Boyle BP, Mitchell R, Malik A, Gray S, O'Mahony B, 'Leveraging the common and outsourcing the distinct: institutional difference and multinational company identity in emerging economies', Social Identities, 24 564-581 (2018) [C1]
DOI 10.1080/13504630.2017.1386374
Citations Scopus - 2Web of Science - 1
Co-authors Ashish Malik, Rebecca Mitchell
2018 Patel P, Sinha P, Bhanugopan R, Boyle BP, Bray M, 'The transfer of HRM practices from emerging Indian IT MNEs to their subsidiaries in Australia: The MNE diamond model', Journal of Business Research, 93 268-279 (2018) [C1]
DOI 10.1016/j.jbusres.2018.02.014
Citations Scopus - 6Web of Science - 6
Co-authors Mark Bray
2017 Mitchell RJ, 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, 42 42-52 (2017) [C1]
DOI 10.1097/HMR.0000000000000088
Citations Scopus - 19Web of Science - 14
Co-authors Feng Tian, Rebecca Mitchell, Ashish Malik
2017 Sablok G, Stanton P, Bartram T, Burgess J, Boyle B, 'Human resource development practices, managers and multinational enterprises in Australia: Thinking globally, acting locally', Education + Training, 59 483-501 (2017) [C1]
DOI 10.1108/ET-02-2016-0023
Citations Scopus - 9Web of Science - 5
2017 Biswas K, Boyle BP, Mitchell R, Casmir 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 Managemet, 28 1309-1331 (2017) [C1]
DOI 10.1080/09585192.2015.1126332
Citations Scopus - 6Web of Science - 2
Co-authors Rebecca Mitchell
2017 Malik A, Boyle B, Mitchell R, 'Contextual ambidexterity and innovation in healthcare in India: the role of HRM', Personnel Review, 46 1358-1380 (2017) [C1]

Purpose: The purpose of this paper is to examine innovation in the resource-constrained context of India¿s healthcare industry. It is argued that the process of innovation in addr... [more]

Purpose: The purpose of this paper is to examine innovation in the resource-constrained context of India¿s healthcare industry. It is argued that the process of innovation in addressing healthcare management challenges in such a context occurs through organisational ambidexterity and that human resource management (HRM) plays an important role. Design/methodology/approach: A qualitative research methodology is applied to explore the role of HR practices in facilitating contextual ambidexterity and subsequent innovations in healthcare in India. The unit of analysis is the ¿case¿ of healthcare providers in India and in-depth interview and documentary data in two case sites are analysed to reveal the role of HRM in facilitating contextual ambidexterity and innovation. Data analysis was undertaken first at a within-case and then at a cross-case analysis level using interpretive manual coding based on how the data explained the role of HRM in delivering innovative outcomes and supporting organisational ambidexterity. Findings: The authors found evidence of the use of sets of high-involvement HRM practices for exploration of new ideas and efficiency-driven HRM practices for creating contextual ambidexterity in the case organisations. Further, managerial/leadership style was found to play an important role in creating cultures of trust, openness, risk-taking and employee empowerment, supported by an appropriate mix of intrinsic and extrinsic rewards. Finally, training was also reported as being central to creating an ambidextrous context for delivering on various innovations in these healthcare providers. Originality/value: This study represents an exploration of innovation in the context of India¿s healthcare sector through intersecting literatures of ambidexterity, innovation and HRM practices. In light of the emerging economy research context, an important empirical contribution is palpable. Moreover, through a study design which included collecting data from multiple informants on the role of human resources in facilitating innovative outcomes, the authors reveal the role of HR-related initiatives, beyond formal HR practices in creating contextual ambidexterity. This study also reveals the degree to which contextual idiosyncrasies enhance our understanding of the role of HR in facilitating innovation in emerging economies.

DOI 10.1108/PR-06-2017-0194
Citations Scopus - 21Web of Science - 16
Co-authors Ashish Malik, Rebecca Mitchell
2016 Mitchell R, Boyle B, Nicholas S, Maitland E, Zhao S, 'Boundary conditions of a curvilinear relationship between decision comprehensiveness and performance: The role of functional and national diversity', JOURNAL OF BUSINESS RESEARCH, 69 2801-2811 (2016) [C1]
DOI 10.1016/j.jbusres.2015.12.049
Citations Scopus - 8Web of Science - 6
Co-authors Stephen Nicholas, Rebecca Mitchell
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, 56 425-454 (2016) [C1]
DOI 10.1007/s11575-016-0278-7
Citations Scopus - 1Web of Science - 1
Co-authors Rebecca Mitchell, Stephen Nicholas
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) [C1]
DOI 10.1177/1059601115573792
Citations Scopus - 45Web of Science - 42
Co-authors Rebecca Mitchell
2016 McDonnell A, Boyle B, Stanton P, Bartram T, Burgess J, 'Delineating human resource management practice in domestic and foreign-owned multinational enterprises in Australia', Asia Pacific Journal of Human Resources, 54 165-187 (2016) [C1]
DOI 10.1111/1744-7941.12092
Citations Scopus - 5Web of Science - 2
2015 Bartram T, Boyle B, Stanton P, Burgess J, McDonnell A, 'Multinational enterprises and industrial relations: A research agenda for the 21st century', Journal of Industrial Relations, 57 127-145 (2015) [C1]
DOI 10.1177/0022185614564379
Citations Scopus - 9Web of Science - 11
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 - 66Web of Science - 61
Co-authors Rebecca Mitchell
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
Citations Scopus - 50Web of Science - 49
Co-authors Rebecca Mitchell
2015 McDonnell A, Boyle BP, Bartram T, Stanton P, Burgess J, 'Similarity or Variation? Employee Representation and Consultation Approaches amongst Liberal Market Economy Multinationals', Relations Industrielles, 70 645-670 (2015) [C1]
Citations Web of Science - 1
2015 Bartram T, Boyle B, Stanton P, Sablok G, Burgess J, 'Performance and reward practices of multinational corporations operating in Australia', Journal of Industrial Relations, 57 210-231 (2015) [C1]
DOI 10.1177/0022185614564372
Citations Scopus - 4Web of Science - 5
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
Citations Scopus - 18Web of Science - 15
Co-authors Rebecca Mitchell, Karen Mcneil
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 Manage Rev, 39 1-9 (2014)
DOI 10.1097/HCM.0b013e3182766504
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 - 21Web of Science - 21
Co-authors Rebecca Mitchell
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
Citations Scopus - 8Web of Science - 7
Co-authors Julie Mcintyre, Rebecca Mitchell
2013 Boyle B, McDonnell A, 'Exploring the impact of institutional and organizational factors on the reaction of MNCs to the global financial crisis', Asia Pacific Business Review, 19 247-265 (2013) [C1]
DOI 10.1080/13602381.2013.767639
Citations Scopus - 10Web of Science - 8
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 - 7Web of Science - 1
Co-authors Rebecca Mitchell, Stephen Nicholas
2012 McDonnell A, Boyle BP, 'Higher education in flight: a new direction for international assignments research', International Journal of Human Resource Management, 23 4342-4358 (2012) [C1]
DOI 10.1080/09585192.2012.665065
Citations Scopus - 11Web of Science - 8
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]
DOI 10.1177/1470595812440151
Citations Scopus - 5
Co-authors Rebecca Mitchell, Stephen Nicholas
2011 Mitchell RJ, Boyle BP, Nicholas SJ, 'Cross-cultural group performance', Learning Organization, 18 94-101 (2011) [C1]
DOI 10.1108/09696471111103704
Citations Scopus - 4Web of Science - 2
Co-authors Rebecca Mitchell, Stephen Nicholas
2010 Mitchell RJ, Boyle BP, 'Knowledge creation measurement methods', Journal of Knowledge Management, 14 67-82 (2010) [C1]
DOI 10.1108/13673271011015570
Citations Scopus - 57Web of Science - 51
Co-authors Rebecca Mitchell
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 - 12
Co-authors Rebecca Mitchell
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 - 67Web of Science - 57
Co-authors Rebecca Mitchell, 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 - 11Web of Science - 8
Co-authors Rebecca Mitchell, Stephen Nicholas
2008 Mitchell R, Nicholas S, Boyle B, 'The impact of cognitive conflict on team performance', Asia Pacific Management Review, 13 625-634 (2008)

The results of research on diversity in teams suggest that it offers both a great opportunity for organisations as well as an enormous challenge. However, current research is plag... [more]

The results of research on diversity in teams suggest that it offers both a great opportunity for organisations as well as an enormous challenge. However, current research is plagued by a lack of overall consistency, indicating that the relationship between diversity and team performance is not well understood. This study examines the components of cognitive conflict in order to assess whether construct operationalisation may explain this inconsistency. Analysis of the existing operationalisations of cognitive conflict reveals that it incorporates both disagreement about information and reasoning, and debate of rival hypotheses or recommendations. We propose that functional diversity leads to cognitive disagreement but not debate, and that debate enhances knowledge creation, with which cognitive disagreement shows no relationship. Our results support these hypotheses, which provide a powerful explanation for the contrary results found by researchers investigating cognitive conflict. Given that extant measures of cognitive conflict include scale items which measure both debate and cognitive disagreement, cognitive conflict may be viewed as an aggregate measure of these two distinct constructs. This study contributes to research on diversity and conflict by providing an explanation for contrary results, and by providing and a detailed operationalisation of cognitive conflict and its component constructs. It also contributes to research into creativity and innovation by providing insight into the dynamics underpinning knowledge sharing and creation.

Citations Scopus - 5
Co-authors Stephen Nicholas, Rebecca Mitchell
Show 39 more journal articles

Conference (19 outputs)

Year Citation Altmetrics Link
2018 McNeil K, Mitchell R, Boyle B, Smith AN, Ries N, 'The nurse-doctor : Nurse practitioners, disruption and identity threat', Samos, Greece (2018)
Co-authors Rebecca Mitchell, Tony Smith, Karen Mcneil
2017 Smith AN, McNeil K, Mitchell R, Boyle B, Ries N, 'Exploring factors affecting uptake of extended scope of practice in rural areas', Cairns (2017)
Co-authors Tony Smith, Karen Mcneil, Nola Ries
2016 Malik A, Mitchell R, Boyle B, 'Innovating through contextual ambidexterity: case study of health care firms in India', Proceedings of the 11th International Forum on Knowledge Asset Dynamics, Dresden, Germany (2016) [E1]
Co-authors Ashish Malik, Rebecca Mitchell
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, Darwin (2015) [E2]
Co-authors Tony Smith, Nola Ries, Rebecca Mitchell
2013 Bartram T, Boyle BP, McDonnell A, Stanton P, Burgess J, 'Union recognition, bargaining arrangements and voice mechanisms of US and Australian MNEs in Australia', Proceedings of the 27th AIRAANZ Conference, Fremantle, WA (2013) [E2]
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, Wellington, NZ (2011) [E3]
Co-authors Rebecca Mitchell
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, Nanjing (2011) [E1]
Co-authors Rebecca Mitchell, Stephen Nicholas
2010 McDonnell AL, Boyle BP, 'International assignments in higher education: The establishment of a new research agenda', EURAM 2010: 2010 European Academy of Management Conference on Back to the Future, Rome, Italy (2010) [E3]
2010 McDonnell AL, Boyle BP, 'International assignments in a forgotten global industry: Establishing a research agenda', Managing Business Organizations, Knowledge and Its External Environment, Ghaziabad, India (2010) [E1]
2010 Boyle BP, Nicholas SJ, Mitchell RJ, 'Expatriate assignments and the value of idiosyncratic knowledge', Managing Business Organizations, Knowledge and the External Environment, Ghaziabad, India (2010) [E1]
Co-authors Stephen Nicholas, Rebecca Mitchell
2010 Mitchell RJ, Nicholas SJ, Boyle BP, 'Transactive memory in teams: How does it work?', Trends and Techniques in ICT, Ghaziabad, India (2010) [E1]
Co-authors Rebecca Mitchell, Stephen Nicholas
2009 Boyle BP, Nicholas SJ, Mitchell RJ, 'Developing knowledge of organisational culture in multinational enterprises', ANZAM: 23rd ANZAM Conference: Sustainability, Management and Marketing, Melbourne, VIC (2009) [E1]
Co-authors Stephen Nicholas, Rebecca Mitchell
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, Newcastle, NSW (2009) [E1]
Co-authors Rebecca Mitchell
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, Newcastle, NSW (2009) [E1]
Co-authors Jennifer Waterhouse, Rebecca Mitchell, Karen Mcneil
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, Auckland, NZ (2008) [E1]
Co-authors Rebecca Mitchell, 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, Auckland, NZ (2008) [E1]
Co-authors Rebecca Mitchell
2007 Mitchell RJ, Nicholas SJ, Boyle BP, 'Goal compatibility in knowledge creation', 13th Asian Pacific Management Conference. Proceedings, Melbourne (2007) [E1]
Co-authors Rebecca Mitchell, Stephen Nicholas
2007 Mitchell RJ, Boyle BP, 'Knowledge creation definition and measurement', 21st ANZAM Conference. Proceedings, Sydney (2007) [E1]
Co-authors Rebecca Mitchell
2007 Mitchell RJ, Nicholas SJ, Boyle BP, 'The impact of cognitive conflict on team performance', 13th Asian Pacific Management Conference. Proceedings, Melbourne (2007) [E1]
Co-authors Rebecca Mitchell, Stephen Nicholas
Show 16 more conferences
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Grants and Funding

Summary

Number of grants 16
Total funding $511,878

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


20211 grants / $10,000

College co-funding of Australian Coal Research Limited Grant$10,000

College of Human and Social Futures support for Australian Coal Research Limited grant for "Resilience and Mental Health in Mining"

Funding body: College of Human and Social Futures, University of Newcastle

Funding body College of Human and Social Futures, University of Newcastle
Project Team

A/Prof Brendan Boyle, Professor Rebecca Mitchell

Scheme 2021 College co-funding of external scheme
Role Lead
Funding Start 2021
Funding Finish 2021
GNo
Type Of Funding Internal
Category INTE
UON N

20201 grants / $40,000

Resilience and Mental Health in Mining$40,000

Funding body: Australian Coal Research Limited

Funding body Australian Coal Research Limited
Project Team Associate Professor Brendan Boyle, Professor Rebecca Mitchell
Scheme Australian Coal Association Research Program (ACARP)
Role Lead
Funding Start 2020
Funding Finish 2021
GNo G2001273
Type Of Funding C1700 - Aust Competitive - Other
Category 1700
UON Y

20192 grants / $209,182

Start up: Increasing the economic participation and competence of young people with intellectual disability in the ‘Gig Economy’ as a facilitator for meaningful employment.$191,000

Funding body: National Disability Insurance Agency

Funding body National Disability Insurance Agency
Project Team

Beth Innes (Challenge Community Services), Associate Professor Bronwyn Hemsley (UTS), Associate Professor Brendan Boyle (University of Newcastle); Professor Rebecca Mitchell (Maquarie).

Scheme National Disability Insurance Agency
Role Investigator
Funding Start 2019
Funding Finish 2020
GNo
Type Of Funding C2120 - Aust Commonwealth - Other
Category 2120
UON N

Gender Equality in the Medical Technology Industry$18,182

Funding body: Medical Technology Association of Australia

Funding body Medical Technology Association of Australia
Project Team Associate Professor Brendan Boyle, Associate Professor Caragh Brosnan, Prof MARK Flynn, Professor Rebecca Mitchell, Professor Francesco Paolucci
Scheme Research Grant
Role Lead
Funding Start 2019
Funding Finish 2019
GNo G1900933
Type Of Funding C3111 - Aust For profit
Category 3111
UON Y

20181 grants / $25,000

Australian Awards for University Teaching - Department of Education and Training$25,000

Funding body: Department of Education and Training

Funding body Department of Education and Training
Project Team

Brendan Boyle

Scheme Australian Awards for University Teaching
Role Lead
Funding Start 2018
Funding Finish 2020
GNo
Type Of Funding Aust Competitive - Commonwealth
Category 1CS
UON N

20163 grants / $31,600

Multinational Company Restructuring in China $22,000

Funding body: Tianjin Normal University International Collaboration Grant

Funding body Tianjin Normal University International Collaboration Grant
Project Team

Boyle, Mitchell & Nicholas

Scheme Tianjin Normal University International Collaboration Grant
Role Lead
Funding Start 2016
Funding Finish 2017
GNo
Type Of Funding External
Category EXTE
UON N

Higher Education Research on Assessment Design for Business and Management$7,200

Funding body: Top Education Institute

Funding body Top Education Institute
Project Team Associate Professor Brendan Boyle
Scheme Research Project
Role Lead
Funding Start 2016
Funding Finish 2017
GNo G1600938
Type Of Funding C3111 - Aust For profit
Category 3111
UON Y

Higher Education Research on Assessment Design for Business & Management $2,400

Funding body: Top Education

Funding body Top Education
Scheme Top Education Institute
Role Lead
Funding Start 2016
Funding Finish 2017
GNo
Type Of Funding External
Category EXTE
UON N

20152 grants / $60,517

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 Initiative
Role Lead
Funding Start 2015
Funding Finish 2015
GNo
Type Of Funding Internal
Category INTE
UON N

Managing Healthcare and Leading Healthcare Professionals$10,517

Funding body: Society for the Advancement of Management Studies

Funding body Society for the Advancement of Management Studies
Project Team Professor Rebecca Mitchell, Associate Professor Brendan Boyle
Scheme Research Project
Role Investigator
Funding Start 2015
Funding Finish 2016
GNo G1501234
Type Of Funding C3212 - International Not for profit
Category 3212
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 Initiative
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, University of Newcastle

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

20122 grants / $23,500

2011 Emerging Research Leaders Program$15,000

Funding body: University of Newcastle

Funding body University of Newcastle
Project Team Associate Professor Brendan Boyle
Scheme Emerging Research Leaders Program
Role Lead
Funding Start 2012
Funding Finish 2012
GNo G1200917
Type Of Funding Internal
Category INTE
UON Y

Testing the Integration and Differentiation of National Employment Systems: Multinational Enterprises in an International Comparative Context $8,500

Funding body: ARC (Australian Research Council)

Funding body ARC (Australian Research Council)
Project Team Dr Anthony McDonnell, Doctor Timothy Bartram, Conjoint Professor John Burgess, Associate Professor Brendan Boyle, Professor Pauline Stanton, Professor Tony Edwards, Professor Patrick Gunnigle, Associate Professor Dana Minbaeva, Professor Gregor Murray
Scheme Discovery Projects
Role Lead
Funding Start 2012
Funding Finish 2013
GNo G1200050
Type Of Funding Aust Competitive - Commonwealth
Category 1CS
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, Professor Rebecca Mitchell, Doctor Shaun Ryan
Scheme Special Project Grant
Role Lead
Funding Start 2010
Funding Finish 2011
GNo G1000701
Type Of Funding Internal
Category INTE
UON Y

20081 grants / $1,700

Academy of Management, Californa, 8/8/2008 - 13/8/2008$1,700

Funding body: University of Newcastle

Funding body University of Newcastle
Project Team Associate Professor Brendan Boyle
Scheme Travel Grant
Role Lead
Funding Start 2008
Funding Finish 2008
GNo G0189061
Type Of Funding Internal
Category INTE
UON Y
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Research Supervision

Number of supervisions

Completed9
Current7

Current Supervision

Commenced Level of Study Research Title Program Supervisor Type
2020 PhD Self-Organising Teams PhD (Management), College of Human and Social Futures, The University of Newcastle Principal Supervisor
2019 PhD The Impact of Training on the Quality of Health Services in Hospitals PhD (Management), College of Human and Social Futures, The University of Newcastle Principal Supervisor
2018 PhD Exploring the Adjustment Challenges of Global Health Care Expatriates: Chinese Nurses in Australia PhD (Management), College of Human and Social Futures, The University of Newcastle Co-Supervisor
2018 PhD Managing Health Care Teams PhD (Management), College of Human and Social Futures, The University of Newcastle Principal Supervisor
2017 PhD Service Innovation in the Emerging Markets: A Value Co-Creation Perspective PhD (Management), College of Human and Social Futures, The University of Newcastle Principal Supervisor
2017 Honours The role of host-country peers in expatriate student adjustment International Business, Newcastle Business School - The University of Newcaslte Sole Supervisor
2017 PhD High Performance Work Systems and Job Satisfaction: A Moderated Mediation Investigation into Roles of Job-Based Psychological Ownership and On-The-Job Embeddedness PhD (Management), College of Human and Social Futures, The University of Newcastle Co-Supervisor

Past Supervision

Year Level of Study Research Title Program Supervisor Type
2021 PhD Leadership Coaching's Efficacy and Effect Mechanisms PhD (Management), College of Human and Social Futures, The University of Newcastle Principal Supervisor
2020 PhD Micro-Foundations of Repatriate Knowledge Sharing: The Influence of Individual-level Determinants PhD (Management), College of Human and Social Futures, The University of Newcastle Principal Supervisor
2020 PhD The Use of Dynamic Capabilities by Multinational Enterprises for Global Orchestration: The Enabling Role of Organisational Structure and Culture PhD (Management), College of Human and Social Futures, The University of Newcastle Principal Supervisor
2020 PhD Knowledge transfer and the internationalisation of education. Management & Commerce, University of Newcastle, Australia Principal Supervisor
2018 PhD Leading Authentically in Teams: A Moderated Mediation Model PhD (Management), College of Human and Social Futures, The University of Newcastle Co-Supervisor
2017 PhD Understanding Team Processes and Outcomes: The Influence of Inclusive and Authentic Leadership on Organisational Citizenship Behaviour and Counterproductive Work Behaviour PhD (Management), College of Human and Social Futures, The University of Newcastle Co-Supervisor
2015 PhD Mental Models of Employment and the Psychological Contracts of Indonesian Academics: An Exploratory Study PhD (Management), College of Human and Social Futures, The University of Newcastle Co-Supervisor
2014 PhD The Control Mechanisms and HR Policies and Practices of MNCs from Emerging Economies in their Subsidiaries in Developed Countries: Case Studies of Indian IT Companies in Australia PhD (Management), College of Human and Social Futures, The University of Newcastle Co-Supervisor
2013 PhD How Multinational Enterprises Make Decisions About Foreign Subsidiary Strategic Change: An Exploratory Study PhD (Management), College of Human and Social Futures, The University of Newcastle Co-Supervisor
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News

Academic honoured for graduating global citizens

December 15, 2017

Associate Professor Brendan Boyle has received a 2017 Teaching Excellence Award from the Australian Awards for University Teaching (AAUT).

Organisation Change in Health Seminar

May 9, 2017

A highlight of this year’s Health Services Research and Innovation Centre Seminar program, Professor Simon Bishop presented on his research

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.

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

Associate Professor Brendan Boyle

Positions

Associate Professor
Newcastle Business School
College of Human and Social Futures

Casual Academic
Newcastle Business School
College of Human and Social Futures

Focus area

Management and Organisational Studies

Contact Details

Email brendan.boyle@newcastle.edu.au
Phone (02) 4921 5014
Fax (02) 4921 6911

Office

Room X-747
Building NeW Space
Location City Campus

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