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

Charles McMillan (2024). "Docility, Collaborative Learning, and Continuous Innovation: A Case study of Celebrity Chefs", Contemporary Perspectives on Organizational Behaviour.

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Keywords
Abstract In adaptive organizations, there are strong cultural norms of social interaction that foster two-way communications and listening skills and give take advice giving, to enhance knowledge transfer among teams and individuals. Such norms use docility mechanisms, a social construct that empowers knowledge diffusion in both explicit knowledge and tacit knowledge based on experience, training, and cultivation of craft skills. Adaptive organizations combine both explicit knowledge and routines to assure optimal output, and a social culture to seek innovative measures where high docility and social interaction are central adaptive mechanisms. This paper explores the role of celebrity chefs who, as purveyors of haute cuisine in food culture, achieve global reputations by their training, expertise and knowledge of food habits, and cultivating junior chefs using docility mechanisms and high social interaction. Through TV competitions and cooking programs, they serve as examples of docility and social learning, requiring non-hierarchical collaboration to transfer knowledge between those who want to learn and those who want to teach.

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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Keywords
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)