2021 |
Badu E, O'Brien AP, Mitchell R, Osei A, 'Erratum: Mediation and moderation effects of health system structure and process on the quality of mental health services in Ghana- structural equation modelling (PLoS ONE (2020) 15: 5 (e0233351) DOI: 10.1371/journal.pone.0233351)', PLoS ONE, 16 (2021)
© 2021 Badu et al. This is an open access article distributed under the terms of the Creative Commons Attribution License, which permits unrestricted use, distribution, and reprod... [more]
© 2021 Badu et al. This is an open access article distributed under the terms of the Creative Commons Attribution License, which permits unrestricted use, distribution, and reproduction in any medium, provided the original author and source are credited. There are errors in Fig 1 and Fig 2 regarding the covary between observed variable "G"(under latent variable Structure) and observed variable "M"(under latent variable Process). In Fig 2, the covary for the modification of the model is performed between observed variables under the same latent variable. Goodness of Fit: RMSEA = 0.05; 90% CI, lower bound = 0.050; upper bound = 0.063; pclose = 0.062 Probability RMSEA < = 0.05; Comparative fit index (CFI) = 0.940; Tucker-Lewis index (TLI) = 0.917; Coefficient of determination = 0.88. Please see the correct Fig 1 and Fig 2 here. These errors also occur in the Confirmatory factor analysis results subsection of the Results and in Table 4. The correct paragraph is: As shown in Table 3, the correlation matrix demonstrates sufficient convergent and discriminant correlation between the VSS-54 construct and WHODAS construct. Fig 1, graphically describes the hypothesized SEM. Results from the CFA showed that the hypothesized model had a good fit with the Residual Mean Square of Approximation (RMSEA) = 0.05; 90% CI, lower bound = 0.050; upper bound = 0.063; pclose = 0.062; Comparative fit index (CFI) = 0.940; Tucker-Lewis index (TLI) = 0.917; Coefficient of determination = 0.88. Details of the standardized coefficient estimates for CFA is represented in Fig 2 and Table 4. The path model result shows that the health system structure was significantly related to the process and outcome (ß = 0.47; p<0.001). Similarly, the health systems structure construct was mediated by the process construct in its relationship with the outcome (ß = 0.346; p<0.001). Please see the correct Table 4 here. (Figure Presented) (Table Presented).
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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)
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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)
© 2021 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 innovat... [more]
© 2021 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.
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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, (2020)
© 2020, Emerald Publishing Limited. Purpose: How top management teams (TMTs) adapt and change to create and sustain competitive advantage is a fundamental challenge for human reso... [more]
© 2020, Emerald Publishing Limited. Purpose: How top management teams (TMTs) adapt and change to create and sustain competitive advantage is a fundamental challenge for human resource management studies. This paper examines the effects of TMT composition (human capital) and managerial ties (social capital) as factors that interactively explain managerial adaptive capability and organizational performance. Design/methodology/approach: A unique survey dataset, derived through privileged access to organizational CEOs and CFOs of 101 Chinese organizations, was used to investigate a path between TMT functional diversity and organizational performance through adaptive managerial capability. Data were analysed using hierarchical multiple regression and Hayes (2012) PROCESS macro for SPSS. Findings: Unexpectedly, the results show that functional diversity has no direct positive effect on firm performance; however when functionally-diverse TMTs are embedded in external networks, there is a significant positive impact on managerial adaptive capability and, through this, competitive advantage. Research limitations/implications: By identifying TMT functional diversity as an important driver of adaptive managerial capability, contingent on managerial ties, this study addresses a significant research gap pertaining to how TMT characteristics potentially contribute to the development of a core organizational capability. Practical implications: The authors¿ results highlight the importance of ensuring that recruitment into TMTs considers the complementarity of member functional background; however, benefit is only achieved when TMT members establish external ties with other organizations. Originality/value: The authors¿ findings provide evidence of the interactive effect of human and social capital on adaptive capability development and, through this, organizational performance.
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2020 |
Bakhshi F, Mitchell R, Nasrabadi AN, Varaei S, Hajimaghsoudi M, 'Behavioural changes in medication safety: Consequent to an action research intervention', JOURNAL OF NURSING MANAGEMENT, (2020)
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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)
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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, (2020)
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2020 |
Ringle CM, Sarstedt M, Mitchell R, Gudergan SP, 'Partial least squares structural equation modeling in HRM research', International Journal of Human Resource Management, 31 1617-1643 (2020) [C1]
© 2018, © 2018 Informa UK Limited, trading as Taylor & Francis Group. Partial least squares structural equation modeling (PLS-SEM) has become a key multivariate analysis tec... [more]
© 2018, © 2018 Informa UK Limited, trading as Taylor & Francis Group. Partial least squares structural equation modeling (PLS-SEM) has become a key multivariate analysis technique that human resource management¿(HRM) researchers frequently use. While most disciplines undertake regular critical reflections on the use of important methods to ensure rigorous research and publication practices, the use of PLS-SEM in HRM has not been analyzed so far. To address this gap in HRM literature, this paper presents a critical review of PLS-SEM use in 77 HRM studies published over a 30-year period in leading journals. By contrasting the review results with state-of-the-art guidelines for use of the method, we identify several areas that offer room of improvement when applying PLS-SEM in HRM studies. Our findings offer important guidance for future use of the PLS-SEM method in HRM and related fields.
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2020 |
Badu E, O'Brien AP, Mitchell R, Rubin M, James C, McNeil K, et al., 'Workplace stress and resilience in the Australian nursing workforce: A comprehensive integrative review', INTERNATIONAL JOURNAL OF MENTAL HEALTH NURSING, 29 5-34 (2020) [C1]
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2020 |
Badu E, O Brien AP, Mitchell R, Osei A, 'Mediation and moderation effects of health system structure and process on the quality of mental health services in Ghana Structural equation modelling', PLoS ONE, 15 1-19 (2020) [C1]
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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]
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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]
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2019 |
Mitchell R, 'In Defense of Troublemakers', ORGANIZATION STUDIES, 40 1900-1902 (2019)
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2019 |
Badu E, Mitchell R, O'Brien A, 'Pathways to mental health treatment in Ghana: Challenging biomedical methods from herbal- and faith-healing perspectives', INTERNATIONAL JOURNAL OF SOCIAL PSYCHIATRY, 65 527-538 (2019) [C1]
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2019 |
Badu E, O'Brien AP, Mitchell R, 'An integrative review on methodological considerations in mental health research - design, sampling, data collection procedure and quality assurance', ARCHIVES OF PUBLIC HEALTH, 77 (2019) [C1]
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2019 |
Badu E, O Brien AP, Mitchell R, 'The Conceptualization of Mental Health Service Quality Assessment: Consumer Perspective', Administration and Policy in Mental Health and Mental Health Services Research, 46 790-806 (2019) [C1]
© 2019, Springer Science+Business Media, LLC, part of Springer Nature. This review synthesises theoretical approaches and methodological considerations in mental health service qu... [more]
© 2019, Springer Science+Business Media, LLC, part of Springer Nature. This review synthesises theoretical approaches and methodological considerations in mental health service quality assessment from consumers-perspective. We searched published articles from databases: EMBASE, MEDLINE, CIHNAL, Scopus, Web of Science, and PsycINFO. Of the 30 included papers, 16 contained instruments used to mental health quality assessment and 14 focused on theoretical constructs. The review finds that mental health quality assessment is explained and measured using constructs that focus on structure, process and outcome. The methodological issues that need critical consideration are the context and cultural norms of services, outcome perspectives, evaluator, sources of information as well as the selection of consumers and instruments. The review recommends that researchers and clinicians should consider the theoretical constructs and methodological issues in mental health quality assessment.
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2019 |
Nartey AK, Badu E, Agyei-Baffour P, Gyamfi N, Opoku MP, O'Brien AP, Mitchell R, 'The predictors of treatment pathways to mental health services among consumers in Ghana', Perspectives in Psychiatric Care, 55 300-310 (2019) [C1]
© 2019 Wiley Periodicals, Inc. Purpose: To explore factors influencing treatment pathways to mental health services among consumers in Ghana. Design and Methods: Cross-sectional d... [more]
© 2019 Wiley Periodicals, Inc. Purpose: To explore factors influencing treatment pathways to mental health services among consumers in Ghana. Design and Methods: Cross-sectional design using quantitative method. Findings: Treatment pathways for mental illness were general hospitals/clinics, psychiatric hospitals, and faith-based practices. The predisposing (age, household size, primary occupation, ethnicity, marital status, religion, and geographic location, as well as attitudes and beliefs), enabling (affordability), and need factors (severity of mental illness) were significant predictors of treatment pathways. Practice Implications: Current advocacy and awareness for mental health services in Ghana should consider the predisposing, enabling, and need factors of consumers. Policy initiatives on mental health services should ensure adequate financing mechanisms and further establish collaboration between biomedical and faith-based services.
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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]
© 2018, Springer Science+Business Media, LLC, part of Springer Nature. This study investigates a moderated mediation model of professional commitment and team effectiveness throug... [more]
© 2018, Springer Science+Business Media, LLC, part of Springer Nature. 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.
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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]
© 2019 Wiley Periodicals, Inc. Multidisciplinary teams are increasingly advocated for in healthcare policy consequent to their capacity to develop innovative solutions to seemingl... [more]
© 2019 Wiley Periodicals, Inc. 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.
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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]
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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]
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2018 |
O'Brien R, Mitchell R, Byrne N, 'Paradoxical perceptions towards the introduction of assistants in speech-language pathology and potential impact on consumers', Scandinavian Journal of Caring Sciences, 32 117-127 (2018) [C1]
© 2017 Nordic College of Caring Science Rationale and aim: Working with assistants has the potential to be an economically and professionally sustainable solution to workforce sho... [more]
© 2017 Nordic College of Caring Science Rationale and aim: Working with assistants has the potential to be an economically and professionally sustainable solution to workforce shortages in speech-language pathology. However, there is some resistance to the workforce redesign, and factors that determine how assistants are utilised are not well understood. The aim of this study was to understand the perceptions that engender professional resistance and identify factors that may lessen such resistance. Method: Semi-structured interviews were conducted with 20 speech-language pathologists (SLPs) to learn about perceptions towards implementing assistants into the profession. Findings and discussion: While assistants were seen as augmenting existing capacity, findings demonstrated ambivalence towards their utilisation, with tension between perceived benefits and risks of SLPs utilising assistants. Sharing workload and reducing administrative duties in favour of increasing clinical output was an important positive perception. However, this perception was moderated by the concern that the introduction of assistants would result in a decrease in consumer focus, which was seen as being at odds with the strongly held values of the profession. Findings provide insight into professional acceptance of this vocationally trained group and highlight discrepancies between perceptions and actualities, both of which may influence how assistants are utilised. They suggest that implementation of a workforce redesign involving assistants may result in paradoxical perceptions among SLPs. Understanding the way SLPs think about working with assistants and how this workforce redesign may be realised will impact on how SLPs view their role and their relationships with co-workers. This understanding will also be useful in a wider sense for organisations seeking to introduce assistants, by allowing enhanced understanding of likely areas of resistance, as well as highlighting possible strategies that may be useful to address such issues.
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2018 |
Badu E, O'Brien AP, Mitchell R, 'An integrative review of potential enablers and barriers to accessing mental health services in Ghana', BMC Health Research Policy and System, 16 1-19 (2018) [C1]
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2018 |
Giles M, Parker V, Conway J, Mitchell RJ, 'Knowing how to get things done. Nurse Consultants as Clinical Leaders', JOURNAL OF CLINICAL NURSING, 27 1981-1993 (2018) [C1]
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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]
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2017 |
Giles M, Parker V, Mitchell RJ, Conway J, 'How do nurse consultant job characteristics impact on job satisfaction? An Australian quantitative study', BMC Nursing, 15 1-10 (2017) [C1]
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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]
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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]
© 2017, © Ashish Malik, Brendan Boyle and Rebecca Mitchell. Purpose: The purpose of this paper is to examine innovation in the resource-constrained context of India¿s healthcare i... [more]
© 2017, © Ashish Malik, Brendan Boyle and Rebecca Mitchell. 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.
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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]
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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]
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2016 |
Giles M, Parker V, Mitchell RJ, 'Understanding Australian Nurse Consultant role engagement in metropolitan and rural contexts.', Collegian: The Australian Journal of Nursing Practice, Scholarship and Research, 23 329-340 (2016) [C1]
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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]
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2016 |
Obeidat S, Mitchell RJ, 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) [C1]
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2016 |
Giles M, Parker V, Mitchell R, 'Examining Nurse Consultant connectivity: An Australian mixed method study', Nursing and Health Sciences, 18 154-162 (2016) [C1]
© 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 he... [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.
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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]
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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]
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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]
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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]
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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]
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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]
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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]
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2013 |
McNeil KA, Mitchell RJ, Parker V, 'Interprofessional practice and professional identity threat', Health Sociology Review, 22 291-307 (2013)
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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]
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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]
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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.
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2013 |
McNeil K, Mitchell R, Parker V, 'Interprofessional Practice and Professional Identity Threat', Health Sociology Review, 22 291-307 (2013) [C1]
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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]
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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.
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2012 |
Mitchell RJ, 'When do interprofessional teams succeed? Investigating the moderating roles of team and professional identity in interprofessional effectiveness', Strategic Direction, 28 74-80 (2012)
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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]
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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]
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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]
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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]
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2011 |
Mitchell R, Meacheam D, 'Knowledge worker control: Understanding via principal and agency theory', Learning Organization, 18 149-160 (2011)
Purpose: The growing prominence of knowledge workers in contemporary organisations has led to a considerable amount of research into their role and activities, however, despite th... [more]
Purpose: The growing prominence of knowledge workers in contemporary organisations has led to a considerable amount of research into their role and activities, however, despite this growing interest, there remains a lack of clarity regarding the relationship of knowledge workers to management. This paper aims to respond by investigating the features of knowledge work that impose barriers to traditional managerial control methods and exploring the extent to which alternative approaches to influence are available to knowledge work managers, and the circumstances under which these different approaches are indicated. Design/methodology/approach: The paper utilised agency theory to investigate the implications of knowledge asymmetry in principal-knowledge worker exchanges, and argues against the utility of models of control based on principles of scientific management on which agency models are typically based, towards models of control based on reciprocity and commitment. Findings: The paper has two main outputs. First, it argues that situations in which knowledge-based specialists are hired to perform tasks requiring expertise can be viewed as principal-agent exchanges (Mills) and are therefore open to analysis through an agency theory lens. The second endeavour is to discuss the implications of knowledge asymmetry in principal-knowledge worker relationships for managerial control and influence, and posit alternative modes of managerial control based on normative influence and valiant rewards. Further, it develops propositions relating to the factors likely to moderate the utility of each managerial influence strategy. Originality/value: By undertaking this investigation, the paper responds to calls by Frenkel et al. to understand process and dynamics of control in managing knowledge workers. It moves away from models of control based on principles of scientific management on which agency models are typically based, towards models of control based on reciprocity and commitment. It develops testable propositions regarding specific sources of influence in knowledge work and the circumstances under which the employment of these influence strategies is indicated. This responds to calls by authors such as Tampoe; and Lord to develop a detailed understanding of the manner and extent to which influence strategies need to complement specific knowledge worker characteristics. © Emerald Group Publishing Limited.
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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]
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2011 |
Mitchell RJ, Boyle BP, Nicholas SJ, 'Cross-cultural group performance', Learning Organization, 18 94-101 (2011) [C1]
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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]
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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]
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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)
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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]
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2010 |
Mitchell RJ, Boyle BP, 'Knowledge creation measurement methods', Journal of Knowledge Management, 14 67-82 (2010) [C1]
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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]
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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]
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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]
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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.
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2006 |
Mitchell R, Nicholas S, 'Knowledge creation through boundary-spanning', Knowledge Management Research and Practice, 4 310-318 (2006) [C1]
This paper contributes to our understanding of the process of knowledge creation in organisations. Based on a process model, the paper develops propositions relating to factors fa... [more]
This paper contributes to our understanding of the process of knowledge creation in organisations. Based on a process model, the paper develops propositions relating to factors facilitating knowledge creation in cross-functional work teams. These propositions relate to the constructs of cognitive diversity, transactional memory, trans-specialist knowledge and their contribution to new knowledge development through knowledge boundary spanning. © 2006 Operational Research Society Ltd. All rights reserved.
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2005 |
Mitchell R, Nicholas S, 'Knowledge creation in groups: The value of cognitive diversity, transactive memory, and openmindedness Norms', Proceedings of the European Conference on Knowledge Management, ECKM, 326-333 (2005)
This paper contributes to our understanding of knowledge creation by developing a comprehensive model of the knowledge creating process in organisational work teams. It subsequent... [more]
This paper contributes to our understanding of knowledge creation by developing a comprehensive model of the knowledge creating process in organisational work teams. It subsequently synthesises contemporary theory across research streams to develop hypotheses relating to three factors capable of facilitating the knowledge development process - cognitive diversity, transactional memory and openmindedness norms. In combination, the conceptual rationale and empirical support act to substantiate three key relationships in the knowledge creation process.
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