Publications Database

Welcome to the new Schulich Peer-Reviewed Publication Database!

The database is currently in beta-testing and will be updated with more features as time goes on. In the meantime, stakeholders are free to explore our faculty’s numerous works. The left-hand panel affords the ability to search by the following:

  • Faculty Member’s Name;
  • Area of Expertise;
  • Whether the Publication is Open-Access (free for public download);
  • Journal Name; and
  • Date Range.

At present, the database covers publications from 2012 to 2020, but will extend further back in the future. In addition to listing publications, the database includes two types of impact metrics: Altmetrics and Plum. The database will be updated annually with most recent publications from our faculty.

If you have any questions or input, please don’t hesitate to get in touch.


Search Results

Claartje, L., Johns, G., Lieke, L., Lyons, B., Ten, B. and Ter, H. (2016). "Why and When Do Employees Imitate the Absenteeism of Peers?", Organizational Behavior and Human Decision Processes, 134, 16-30.

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Abstract We aimed to shed light on the reason why individual employees adjust their absence levels to their co-workers’ absence behavior and under what conditions imitation is most likely by integrating social learning theory and social exchange theory. In Study 1, a vignette study among 299 employees, we found that respondents were more likely to call in sick when coworkers were often absent because respondents had more tolerant absence norms and more economic as opposed to cooperative exchange norms. This study also showed that employees strongly disapproved of absence and had stronger cooperative exchange norms when they worked in highly cohesive and task interdependent teams. In Study 2, a field study in 97 teams, we found that coworker absence was less strongly imitated under conditions of high cohesiveness and task interdependency. Our findings suggest that employee behavior is not only influenced by team norms about acceptable absence levels, but also by norms on what level of cooperation is expected. (PsycInfo Database Record (c) 2020 APA, all rights reserved)

Gaudine, A. and Thorne, L. (2012). "Nurses’ Ethical Conflict with Hospitals: A Longitudinal Study of Outcomes", Nursing Ethics, 19(6), 727-737.

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Abstract This study examined the association of nurses’ ethical conflict with hospitals with organizational commitment, stress, turnover intention, absence and turnover. Participants were 410 nurses working at four different Canadian hospitals. A longitudinal design was used where nurses completed a questionnaire to capture ethical conflict, stress and organizational commitment, and one year later, measures of turnover intention, absence and actual turnover were obtained for the same sample. We found three aspects of nurses’ ethical conflict with hospitals: patient care values, value of nurses, and staffing policy values. Our findings showed that all three aspects of nurses’ ethical conflict are associated with stress and patient care values is associated with actual turnover. We also found that staffing policy values is predictive of turnover intention, and that patient care values is predictive of absenteeism. Thus, our findings show the multidimensionality of nurses’ ethical conflict with hospitals. Further implications of our findings for practice and theory are discussed.