| 2017 |
Zinko R, Furner Z, Hunt JB, Dalton A, 'Establishing a reputation', JOURNAL OF EMPLOYMENT COUNSELING, 54 87-96 (2017) [C1]
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| 2017 |
Zinko R, Tuchtan C, Hunt J, Meurs J, Furner C, Prati LM, 'Gossip: a channel for the development of personal reputation', International Journal of Organizational Analysis, 25 516-535 (2017) [C1]
© 2017, © Emerald Publishing Limited. Purpose: The purpose of this study is to empirically test the extent to which gossip plays a role in individual reputation development in the... [more] © 2017, © Emerald Publishing Limited. Purpose: The purpose of this study is to empirically test the extent to which gossip plays a role in individual reputation development in the context of contemporary organizations. This study answers the continuous calls to integrate theory across fields by exploring the theoretical links between these two constructs. Design/methodology/approach: This study provides a conceptual analysis and general review of the literature on gossip and reputation. The relationship between these two constructs is investigated through a two-study package (lab and field) yielding convergent results. Findings: The findings of this study are that gossip contributes to organizational identity in that it reinforces the social norms of groups and that gossip serves as an important enabler of reputational development. This study provides empirical evidence that gossip serves a more significant role in the development of personal reputation than more formal methods of communication. Practical implications: As organizations and individuals attempt to develop and capitalize on the effects of individuals¿ reputations, this study provides practical insights into the knowledge that needs to be built regarding the method by which this development can occur. This study points to the practical value of gossip in the creation of personal reputation. Originality/value: The theoretical framework in this study highlights the centrality of gossip as a primary enabler of reputation development in contemporary organizations. Reputation theory is advanced by studying a segment of the construct that has, until now, been excluded from consideration in this field.
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| 2014 |
Hunt JB, Fitzgerald M, 'An Evidence-based Assessment of the Relationship Between Emotional Intelligence and Transformational Leadership', International Journal of Arts and Commerce, 3 85-100 (2014) [C1] |
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| 2013 |
Hunt JB, Fitzgerald M, 'The Relationship Between Emotional Intelligence and Transformational Leadership: An Investigation and Review of Competing Claims in the Literature', American International Journal of Social Science, 2 30-38 (2013) [C1] |
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| 2010 |
Hunt JB, 'Leadership Style Orientations of Senior Executives in Australia: Senior Executive Leadership Profiles: An Analysis of 54 Australian Top Managers', The Journal of American Academy of Business, Cambridge, 16 207-217 (2010) [C1] |
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| 2006 |
Hunt JB, 'Key Components in the Development of Senior Executives in Australia', The Business Review Cambridge, 5 121-129 (2006) [C1] |
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| 2002 |
Hunt JB, 'A Comparative Analysis of the Management & Leadership Competency Profiles Reported by German, US and Australian Managers', International Journal of Organsiational Behaviour, 5 263-281 (2002) [C1] |
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| 1999 |
Wallace J, Hunt JB, Richards C, 'The Relationship Between Organisational Culture, Organisational Climate and Managerial Values', The International Journal of Public Sector Management, 12 548-564 (1999) [C1]
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| 1999 |
Hunt JB, Wallace J, 'Innovation is the Key to Organisational Survival', Thinking Business, Volume 1, Issue 16 page 14 (1999) [C3] |
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| 1999 |
Hunt JB, 'Shark Alert: The Increasingly Prevalent Practice of Hiring Management Consultants Doesn't Always Bring the Best Results', Human Resource Monthly, August p.53 (1999) [C3] |
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| 1997 |
Hunt JB, Wallace J, 'Organizational Change and the Atomization of Modern Management', Management Development Forum, 1 9-21 (1997) |
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| 1997 |
Hunt JB, Wallace J, 'A competency-based approach to assessing managerial performance in the Australian context', Asia Pacific Journal of Human Resources, 35 52-66 (1997)
There is substantial evidence to suggest that the competency movement is still in its infancy in Australia in 1997, despite federal government initiatives dating back to 1990 to p... [more] There is substantial evidence to suggest that the competency movement is still in its infancy in Australia in 1997, despite federal government initiatives dating back to 1990 to promote the establishment of competency-based standards in the professions. There remains a lack of clarity as to what is meant by the term 'competence', originating from the lack of consensus surrounding efforts to define effective management. There is also an underlying uncertainty about the viability of establishing generic managerial competencies in Australia. This paper examines the merits and de-merits of the competency-based approach to management, focusing on the need to develop an accepted framework within which to define competence. Following this, a review of the literature reveals a number of influential factors to be considered in determining managerial competence. This leads to the development of a proposed synthesizing framework of managerial competencies.
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| 1996 |
Hunt JB, 'An Analysis of Managerial Competencies Across Hierarchical Levels and Industry Sectors: a Contemporary Australian Perspective', Journal of the Australian and New Zealand Academy of Management, 2 36-47 (1996)
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