Professor Jarrod Haar

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Professor

Email: jarrod.haar@aut.ac.nz

ORCID: ORCID logo https://orcid.org/0000-0001-8935-4953

Overview:

Professor Jarrod Haar (PhD) is a Professor of Human Resource Management in the Department of Management and has tribal affiliations of Ngati Maniapoto and Ngati Mahuta. In 2018, Professor Haar was appointed as a Member of the Marsden Fund Council and is the Convenor of the Marsden Economics and Human Behavioural Sciences panel. Jarrod is a Research Fellow of the Australia & New Zealand Academy of Management (since 2012), an Associate Fellow of the Human Resource Institute of New Zealand (HRINZ) and won the inaugural HRINZ HR Researcher of the Year Award in 2016. In April 2016, he became the Deputy Director of the NZ Work Research Institute. In 2017, he won the Faculty of Business and Economics (AUT) Individual Researcher of the Year. His research approach spans broadly across a wide range of management topics, but with a strong focus on Human Resource Management and Organizational Behaviour. Jarod’s research falls into four main clusters:

How employees manage their work, family and life roles such as work-life balance;
The role of indigenous (Maori) cultural factors in the workplace and their influence on employee and organizational outcomes - particularly for Maori employees;
Team functioning and its influence on team member wellbeing and job outcomes;
The relationships between leaders and followers; and
Entrepreneurship and the processes within organisations around innovation and creativity.
Professor Haar has over 320 refereed academic outputs (including 78 journal articles) and his work has appeared in academic outlets like Personnel Psychology, Journal of Vocational Behavior, Stress and Work, Human Resource Management Journal, Journal of Occupational Health Psychology and The International Journal of Human Resource Management (amongst others). Under the New Zealand Governments Research Performance ranking (PBRF scheme), Jarrod was ranked in the top 6% of New Zealand business researchers (Ranked A – world class). He is an award winning writer (8 best paper awards), an award winning lecturer, and has a keen interest in mentoring and publishing with PhD students and junior colleagues. Jarrod is a strong quantitative researcher, with advanced statistical analysis experience including SEM (AMOS, Mplus) and multi-level analysis (MLwiN and Mplus). He is on 11 Editorial Boards including as an Associate Editor on the Journal of Management and Organization (ANZAM’s journal). Jarrod is experienced in, and enjoys, mentoring students and colleagues towards publishing research (including high-ranked journal articles). He has a strong combination of research, supervision, teaching, and service excellence (e.g., Research Centre Director, promotion committees and appointment committees) and brings a high-level focus on research and publications including the timing of PBRF rounds. He does this in a relaxed, informal and fun manner – especially as he likes to collaborate with colleagues and students. He has 10 successful PhD completions (seven as Chief Supervisor) and over 50 Master’s students. He has examined 19 PhD theses and 13 Masters theses.

Research interests:

Professor Haar researchs in the following and can supervise across a broad range of topics including the following:

Work-family conflict and enrichment
Work-life balance
Teams
Employee wellbeing
Psychological capital
Mindfulness
Employee engagement
Organizational Resilience Climate
Maori culture in the workplace (and organizational support for this)
Team faultlines
Leader-follower effects (contagion effects)
Leadership
Maori leadership
Dual career couples and crossover effects
Quantitative research analysis
Longitudinal data analysis
Multi-level data analysis
Current Research Projects:
Worker well-being
High Performance Work Systems (HR practices)
Employee engagement
Work-life balance in teams
Green HRM
Faultlines in teams
Robotics and the future of work
Organizational Resilience Climate
Meaningful work
Ethical leadership
Employee creativity
Entrepreneurship and the role of organisational trust

Teaching summary:

Quantitative Research Methods
HR Analytics

Professional activities:

Appointment, affiliation, and membership

  • Member, Work-Family Researchers Network (2012 - ongoing)
  • Member, Human Resource Institute of New Zealand (HRINZ) (2006 - ongoing)
  • Member, Academy of Management (2000 - ongoing)
  • Member, New Zealand Positive Psychology Association (1999 - ongoing)

Research outputs:

Featured research outputs

  • Okakpu, A., GhaffarianHoseini, A., Tookey, J., Haar, J., & Ghaffarianhoseini, A. (2020). Exploring the environmental influence on BIM adoption for refurbishment project using structural equation modelling. Architectural Engineering and Design Management, 16(1), 41-57. doi:10.1080/17452007.2019.1617671

  • Ruckstuhl, K., Haar, J., Hudson, M., Amoamo, M., Waiti, J., Ruwhiu, D., & Daellenbach, U. (2019). Recognising and valuing Māori innovation in the high-tech sector: A capacity approach. Journal of the Royal Society of New Zealand, 49(S1), 72-88. doi:10.1080/03036758.2019.1668814

  • Haar, J., Schmitz, A., Di Fabio, A., & Daellenbach, U. (2019). The role of relationships at work and happiness: A moderated moderated mediation study of New Zealand managers. Sustainability (Switzerland), 11(12). doi:10.3390/su11123443

  • Carr, S. C., Haar, J., Hodgetts, D., Arrowsmith, J., Parker, J., Young-Hauser, A., . . . Jones, H. (2019). An employee’s living wage and their quality of work life: How important are household size and household income?. Journal of Sustainability Research, 1. doi:10.20900/jsr20190007

  • Brougham, D., Haar, J., & Tootell, B. (2019). Service sector employee insights into the future of work and technological disruption. New Zealand Journal of Employment Relations, 44(1), 21-36.

  • Haar, J., & Mowat, R. (2018). Sacrifices, benefits and surprises of internationally qualified nurses migrating to New Zealand from India and the Philippines. Nursing Praxis in New Zealand, 34(3), 18-31.

  • Okakpu, A., Ghaffarian Hoseini, A., Tookey, J., Haar, J., Ghaffarianhoseini, A., & Rehman, A. (2018). A proposed framework to investigate effective BIM adoption for refurbishment of building projects. Architectural Science Review, 61(6). doi:10.1080/00038628.2018.1522585

  • Greenwood, G., & Haar, J. M. (2018). Understanding the effects of intra-group conflict: A test of moderation and mediation. New Zealand Journal of Employment Relations, 43(1). Retrieved from https://search-informit-com-au.ezproxy.aut.ac.nz/

  • Ravenswood, K., Douglas, J., & Haar, J. (2018). Physical and verbal abuse, work demands, training and job satisfaction amongst aged-care employees in the home and community sector. Labour and Industry, 27(4), 302-318. doi:10.1080/10301763.2018.1427846

  • Haar, J. (2017). Work-family conflict and employee loyalty: Exploring the moderating effects of positive thinking coping. New Zealand Journal of Employment Relations, 42(1). Retrieved from http://www.nzjournal.org/index.htm

  • Ten Brummelhuis, L. L., Haar, J. M., & Roche, M. (2014). Does family life help to be a better leader? A closer look at cross-over processes from leaders to followers. Personnel Psychology, 67(4). doi:10.1111/peps.12057

  • Haar, J. M., Russo, M., Suñe, A., & Ollier-Malaterre, A. (2014). Outcomes of work-life balance on job satisfaction, life satisfaction and mental health: A study across seven cultures. Journal of Vocational Behavior, 85(3). doi:10.1016/j.jvb.2014.08.010

  • Gibb, J., & Haar, J. M. (2010). Risk taking, innovativeness and competitive rivalry: A three-way interaction towards firm performance. International Journal of Innovation Management, 14(5), 871-891. doi:10.1142/S136391961000291X

Journal articles

  • Haar, J., & Brougham, D. (2020). Work antecedents and consequences of work-life balance: A two sample study within New Zealand. International Journal of Human Resource Management. doi:10.1080/09585192.2020.1751238

  • Ghafoor, A., & Haar, J. (2020). A climate and personality approach towards creativity behaviours: A moderated mediation study. International Journal of Innovation Management. doi:10.1142/S1363919620500802

  • Haar, J., & Cordier, J. (2020). Testing the psychometric properties of the short work–family enrichment scale on underrepresented samples. International Journal of Selection and Assessment, 28(1), 112-116. doi:10.1111/ijsa.12268

  • Okakpu, A., GhaffarianHoseini, A., Tookey, J., Haar, J., & Ghaffarianhoseini, A. (2020). Exploring the environmental influence on BIM adoption for refurbishment project using structural equation modelling. Architectural Engineering and Design Management, 16(1), 41-57. doi:10.1080/17452007.2019.1617671

  • Roche, M., & Haar, J. (2019). Motivations, work-family enrichment and job satisfaction: An indirect effects model. Personnel Review, 49(3), 903-920. doi:10.1108/PR-06-2019-0289

  • Okakpu, A., GhaffarianHoseini, A., Tookey, J., Haar, J., & Ghaffarian Hoseini, A. (2019). An optimisation process to motivate effective adoption of BIM for refurbishment of complex buildings in New Zealand. Frontiers of Architectural Research, 8(4), 646-661. doi:10.1016/j.foar.2019.06.008

  • Ruckstuhl, K., Haar, J., Hudson, M., Amoamo, M., Waiti, J., Ruwhiu, D., & Daellenbach, U. (2019). Recognising and valuing Māori innovation in the high-tech sector: A capacity approach. Journal of the Royal Society of New Zealand, 49(S1), 72-88. doi:10.1080/03036758.2019.1668814

  • de Jong, K., Daellenbach, U., Davenport, S., Haar, J., & Leitch, S. (2019). Giving science innovation systems a 'nudge'. Technology Innovation Management Review, 9(10), 51-61. doi:10.22215/timreview/1275

  • Haar, J., Schmitz, A., Di Fabio, A., & Daellenbach, U. (2019). The role of relationships at work and happiness: A moderated moderated mediation study of New Zealand managers. Sustainability (Switzerland), 11(12). doi:10.3390/su11123443

  • Ollier-Malaterre, A., Haar, J. M., Sunyer, A., & Russo, M. (2019). Supportive organizations, work–family enrichment, and job burnout in low and high humane orientation cultures. Applied Psychology. doi:10.1111/apps.12217

  • Haar, J., Di Fabio, A., & Daellenbach, U. (2019). Does positive relational management benefit managers higher up the hierarchy? A moderated mediation study of New Zealand managers. Sustainability, 11(16). doi:10.3390/su11164373

  • Carr, S. C., Haar, J., Hodgetts, D., Arrowsmith, J., Parker, J., Young-Hauser, A., . . . Jones, H. (2019). An employee’s living wage and their quality of work life: How important are household size and household income?. Journal of Sustainability Research, 1. doi:10.20900/jsr20190007

  • Brougham, D., Haar, J., & Tootell, B. (2019). Service sector employee insights into the future of work and technological disruption. New Zealand Journal of Employment Relations, 44(1), 21-36.

  • Haar, J., & Mowat, R. (2018). Sacrifices, benefits and surprises of internationally qualified nurses migrating to New Zealand from India and the Philippines. Nursing Praxis in New Zealand, 34(3), 18-31.

  • Ann Roche, M., Haar, J. M., & Brougham, D. (2018). Māori leaders’ well-being: A self-determination perspective. Leadership, 14(1), 25-39. doi:10.1177/1742715015613426

  • Okakpu, A., Ghaffarian Hoseini, A., Tookey, J., Haar, J., Ghaffarianhoseini, A., & Rehman, A. (2018). A proposed framework to investigate effective BIM adoption for refurbishment of building projects. Architectural Science Review, 61(6). doi:10.1080/00038628.2018.1522585

  • Greenwood, G., & Haar, J. M. (2018). Understanding the effects of intra-group conflict: A test of moderation and mediation. New Zealand Journal of Employment Relations, 43(1). Retrieved from https://search-informit-com-au.ezproxy.aut.ac.nz/

  • Ravenswood, K., Douglas, J., & Haar, J. (2018). Physical and verbal abuse, work demands, training and job satisfaction amongst aged-care employees in the home and community sector. Labour and Industry, 27(4), 302-318. doi:10.1080/10301763.2018.1427846

  • Douglas, J., Haar, J., & Harris, C. (2017). Job insecurity and job burnout: Does union membership buffer the detrimental effects?. New Zealand Journal of Human Resources Management, 17(2).

  • Haar, J. (2017). Work-family conflict and employee loyalty: Exploring the moderating effects of positive thinking coping. New Zealand Journal of Employment Relations, 42(1). Retrieved from http://www.nzjournal.org/index.htm

  • Parker, J., Arrowsmith, J., & Haar, J. (2017). Diversity management in New Zealand: Towards an empirically-based model of employer propensity to manage diversity. Labour and Industry, 27(1). doi:10.1080/10301763.2017.1310433

  • Junaid, F., & Haar, J. (2016). Employees living under terrorism: Does positive organisational behaviour provide a lens for help (and hope)?. New Zealand Journal of Human Resources Management, 16(1). Retrieved from http://www.nzjhrm.org.nz/

  • Haar, J. M., de Fluiter, A., & Brougham, D. (2016). Abusive supervision and turnover intentions: The mediating role of perceived organisational support. Journal of Management and Organization, 22(2). doi:10.1017/jmo.2015.34

  • Haar, J., & Staniland, N. (2016). The influence of psychological resilience on the career satisfaction of Māori employees: Exploring the moderating effects of collectivism. New Zealand Journal of Human Resources Management, 16(1).

  • Roche, M., & Haar, J. (2015). The influence of leaders organizational citizenship behaviors and counterproductive work behaviors on employee wellbeing: A multi-level investigation. International Journal of Administration and Governance, 1(13).

  • Brougham, D., Haar, J., & Roche, M. (2015). Work-family enrichment, collectivism, and workplace cultural outcomes: A study of New Zealand Māori. New Zealand Journal of Employment Relations, 40(1).

  • Roche, M., & Haar, J. (2014). Gender differences in junior and senior leaders’ aspirations: Is there a female leadership advantage?. New Zealand Journal of Human Resources Management, 14(1).

  • Ten Brummelhuis, L. L., Haar, J. M., & Roche, M. (2014). Does family life help to be a better leader? A closer look at cross-over processes from leaders to followers. Personnel Psychology, 67(4). doi:10.1111/peps.12057

  • Haar, J. M., Russo, M., Suñe, A., & Ollier-Malaterre, A. (2014). Outcomes of work-life balance on job satisfaction, life satisfaction and mental health: A study across seven cultures. Journal of Vocational Behavior, 85(3). doi:10.1016/j.jvb.2014.08.010

  • Haar, J., & Edwards, P. (2013). Factors driving hospital doctors from their profession: Evidence from New Zealand. New Zealand Journal of Human Resources Management, 13(2).

  • Roche, M., & Haar, J. M. (2013). A metamodel approach towards self-determination theory: A study of New Zealand managers' organisational citizenship behaviours. International Journal of Human Resource Management, 24(18). doi:10.1080/09585192.2013.770779

  • Roche, M., & Haar, J. M. (2013). Leaders' life aspirations and job burnout: a self-determination theory approach. Leadership and Organization Development Journal, 34(6). doi:10.1108/LODJ-10-2011-0103

  • Haar, J., & Roche, M. (2013). Three-way interaction effects of workaholism on employee well-being: Evidence from blue-collar workers in New Zealand. Journal of Management and Organization, 19(2). doi:10.1017/jmo.2013.10

  • Hollebeek, L., & Haar, J. M. (2012). Direct and interaction effects of challenge and hindrance stressors towards job outcomes. New Zealand Journal of Employment Relations, 37(2). Retrieved from http://www.nzjournal.org/

  • Spell, C. S., Bezrukova, K., Haar, J., & Spell, C. (2011). Faultlines, fairness, and fighting: A justice perspective on conflict in diverse groups. Small Group Research, 42(3). doi:10.1177/1046496411402359

  • Davey, J., Burtenshaw, E., Fitzpatrick, M., & Haar, J. (2011). Join the navy or not? Employer branding in the navy and students’ attraction to a navy career. International Journal of Business Research, 11(1).

  • Gibb, J., & Haar, J. M. (2010). Risk taking, innovativeness and competitive rivalry: A three-way interaction towards firm performance. International Journal of Innovation Management, 14(5), 871-891. doi:10.1142/S136391961000291X

  • Anderson, M. H., Haar, J. M., & Gibb, J. L. (2010). Personality trait inferences about organizations and organizational attraction: An organizational-level analysis based on a multi-cultural sample. Journal of Management and Organization, 16(1), 140-150. doi:10.5172/jmo.16.1.140

  • Anderson, M. H., Haar, J., & Gibb, J. (2010). Personality trait inferences about organizations and organizational attraction: An organizational-level analysis based on a multi-cultural sample. JOURNAL OF MANAGEMENT & ORGANIZATION, 16(1), 140-150. Retrieved from http://gateway.webofknowledge.com/

  • GIBB, J., & HAAR, J. M. (2010). RISK TAKING, INNOVATIVENESS AND COMPETITIVE RIVALRY: A THREE-WAY INTERACTION TOWARDS FIRM PERFORMANCE. International Journal of Innovation Management, 14(05), 871-891.

  • Barton Cunningham, J., MacGregor, J. N., Gibb, J., & Haar, J. (2009). Categories of insight and their correlates: An exploration of relationships among classic-type insight problems, rebus puzzles, remote associates and esoteric analogies. Journal of Creative Behavior, 43(4), 262-280.

  • Gibb, J. L., & Haar, J. M. (2009). e-Business connections in the health sector: IT challenges and the effects of practice size. Journal of Management and Organization, 15(4), 500-513. doi:10.5172/jmo.15.4.500

  • Morgan, J., & Haar, J. (2009). General practice funding to improve provision of adolescent primary sexual health care in New Zealand: Results from an observational intervention. Sexual Health, 6(3), 203-207. doi:10.1071/SH09012

  • Morgan, J., & Haar, J. (2008). Who goes to a sexual health clinic? Gender differences in service utilisation. New Zealand Medical Journal, 121(1287), 44-49.

  • Lim, E. J., Haar, J., & Morgan, J. (2008). Can text messaging results reduce time to treatment of Chlamydia trachomatis?. Sexually Transmitted Infections, 84(7), 563-564. doi:10.1136/sti.2008.032441

  • Haar, J. (2008). Research companion to working time and work addiction. ASIA PACIFIC JOURNAL OF HUMAN RESOURCES, 46(1), 122-124. doi:10.1177/1038411107086547.

  • Lillis, S., Swan, J., Haar, J., & Simmons, D. (2008). Concordance and discordance between primary and secondary care health workers in perceptions of barriers to diabetes care. New Zealand Medical Journal, 121(1270), 45-52.

  • Haar, J. M., & Spell, C. S. (2008). Predicting total quality management adoption in New Zealand: The moderating effect of organisational size. Journal of Enterprise Information Management, 21(2), 162-178. doi:10.1108/17410390810851408

  • Haar, J. M. (2007). Exploring the benefits and use of flexitime: Similarities and differences. Qualitative Research in Accounting & Management, 4(1), 69-82. doi:10.1108/11766090710732514

  • Haar, J. M. (2006). The downside of coping: Work-family conflict, employee burnout and the moderating effects of coping strategies. Journal of Management and Organization, 12(2), 146-159. doi:10.5172/jmo.2006.12.2.146

  • Haar, J. M., Spell, C. S., & O'Driscoll, M. P. (2005). Exploring work-family backlash in a public organisation. International Journal of Public Sector Management, 18(7), 604-614. doi:10.1108/09513550510624068

  • Nicolucci, A., Tognoni, G., Braillon, A., Simmons, D., Lillis, S., Swan, J., . . . Ismail, K. (2004). Should we trust results of meta-analyses? [2] (multiple letters). Lancet, 364(9443), 1401-1403. doi:10.1016/S0140-6736(04)17215-2

  • Simmons, D., Lillis, S., Swan, J., Haar, J., & Smith, J. F. (2004). Should we trust results of meta-analyses?. Lancet, 364(9443), 1402. doi:10.1016/S0140-6736(04)17217-6

  • Haar, J. M. (2004). Work-Family Conflict and Turnover Intention: Exploring the moderation effects of perceived work-family support. New Zealand Journal of Psychology, 33(1), 35-39.

  • Haar, J. M., Spell, C. S., & O’Driscoll, M. P. (2004). The Backlash Against Work/Family Benefits: Evidence from New Zealand. Compensation & Benefits Review, 36(1), 26-34. doi:10.1177/0886368703261393

Book chapters

  • Motion, J., Haar, J., & Leitch, S. (2012). A public relations framework for indigenous engagement. In Culture and Public Relations: Links and Implications (pp. 54-66). doi:10.4324/9780203149232

  • O'Driscoll, M. P., Brough, P., & Haar, J. (2011). The work-family nexus and small to medium sized enterprises: Implications for worker well-being. In Occupational Health and Safety for Small and Medium Sized Enterprises (pp. 106-128).

Conference contributions

  • Brazzale, P., Cooper Thomas, H., Haar, J., & Smollan, R. (2019). Situating employees in organizational change: A systematic meta-review. In Australian & New Zealand Academy of Management Conference. Cairns: Australian & New Zealand Academy of Management. Retrieved from https://www.anzam.org/

  • Brazzale, P., Cooper Thomas, H., Haar, J., & Smollan, R. (2019). Employees in ongoing change: A framework of employee states. In 8th Aotearoa New Zealand Organisational Psychology and Organisational Behaviour Conference. Auckland: AUT. Retrieved from https://workresearch.aut.ac.nz/

  • Brazzale, P., Cooper Thomas, H., Haar, J., & Smollan, R. (2019). Developing a taxonomy of employee states in response to change at work. In 19 EAWOP (European Association for Work and Organizational Psychology) Congress. Turin: European Association for Work and Organizational Psychology. Retrieved from https://eawop2019.org/

  • Haar, J., O'Kane, C., Schmitz, A., Woodfield, P., Daellenbach, U., & Davenport, S. (2019). Work-life balance and turnover intentions of top executives: A moderated-mediation model exploring knowledge sharing. In EAWOP 19th Eawop Congress, 29th May - 1st June 2019 Turin, Italy. Working for the greater good: Inspiring people, designing jobs and leading organizations for a more inclusive society. Abstract book (pp. 973). Turin. Retrieved from http://eawop2019.org/

  • Morrison, R., & Haar, J. (2018). The double edged sword of social networking ability towards workplace well-being. In 2018 APS Congress Psychology advancing into a new age Vol. 53 (pp. 10-11). Sydney. doi:10.1111/ap.12372

  • Brazzale, P., Cooper Thomas, H., Haar, J., & Smollan, R. (2018). Measurement of the amount of change experienced by employees in three countries. In 32nd Annual Australian & New Zealand Academy of Management Conference. Auckland: Australia and New Zealand Academy of Management. Retrieved from https://www.anzam.org/2018/04/news/anzam-call-papers-now-open/

  • Haar, J., Staniland, N., & McGhee, P. (2018). Career satisfaction among indigenous employees: Exploring whānau and organizational factors. In Gender, Work and Organisation International Interdisciplinary Conference Event Program (pp. 181-182). Sydney.

  • Woodfield, P., Daellenbach, U., & Haar, J. (2018). Developing trust with stakeholders: Case-based evidence from a national scale research programme. In University-Industry Interaction Conference. London. Retrieved from https://www.university-industry.com/index/about

  • Haar, J., Ruckstuhl, K., & Daellenbach, U. (2018). How different are indigenous businesses? A study of Aotearoa organisations. In Gender, Work and Organisation International Interdisciplinary Conference Event Program (pp. 182-183). Sydney.

  • Douglas, J., Ravenswood, K., & Haar, J. (2018). Wellbeing, collectivism and the work environment in aged care. In Gender, Work and Organisation International Interdisciplinary Conference Event Program (pp. 247). Sydney.

  • Douglas, J., Ravenswood, K., & Haar, J. (2018). Wellbeing and the work environment in aged care. In Association of Australian and New Zealand Industrial Relations Academics Annual Conference. Adelaide. Retrieved from http://www.airaanz.org/airaanz-conference-2018.html

  • Haar, J., Staniland, N., & McGhee, P. (2018). A Kaupapa Maori research methodology: Phases for conducting quantitative research. In P. Demartinia, & M. Marchiori (Eds.), Proceedings of the 17th European conference on research methodology for business and management studies (ECRM 2018) (pp. 156-162). Rome. Retrieved from http://tinyurl.com/?ECRM2018

  • Teo, S., Haar, J., & Bentley, T. (2018). Organizational climate and well-being: A multi-level mediated analysis within New Zealand academic institutions. In BAM2018 Conference Proceedings (pp. 1-26). Bristol. Retrieved from http://conference.bam.ac.uk/

  • Okakpu, A., Ghaffarian Hoseini, A., Tookey, J., Haar, J., & Ghaffarianhoseini, A. (2018). Investigating the Effectiveness of Adopting Building Information Modelling (BIM) for Refurbishment of Complex Building Projects: Case of Auckland - A Preliminary Study. In The 4th NZAAR International Event Series on Natural and Built Environment, Cities, Sustainability and Advanced Engineering (pp. 70-75). Kuala Lumpur: New Zealand Academy of Applied Research (NZAAR). Retrieved from https://static1.squarespace.com/

  • Haar, J., Daellenbach, U., Davenport, S., & Woodfield, P. (2017). Exploring product innovation in New Zealand firms: A path model approach. In ISPIM Innovation Summit. Melbourne: International Society for Professional Innovation Management. Retrieved from https://www.ispim-innovation-summit.com/programme

  • Mharapara, T., & Haar, J. (2017). Exploring consequences of proximal withdrawal states: A three-month time interval study.. In 31st Australia & New Zealand Academy of Management. Melbourne: ANZAM.

  • Harris, C., Haar, J., & Thomas, S. (2016). Job autonomy, work-family enrichment and life satisfaction: A multi-group test of gender differences.. In Australia and New Zealand Academy of Management Conference. Brisbane.

  • Junaid, F., Haar, J., & Parker, J. (2016). The role of organizational support towards security in terrorism affected Pakistan: A qualitative and quantitative exploration.. In Australia and New Zealand Academy of Management Conference. Brisbane: Australia & New Zealand Academy of Management.

  • Haar, J., Ho, M., & Xu, B. (2016). Supervisor support, OBSE, work-family enrichment, and turnover intentions: A two study test of mediation. In Australian and New Zealand Academy of Management (ANZAM) Conference. Brisbane. Retrieved from http://anzam2016.com/

  • Haar, J. (2016). Negative emotions from work-family practice use: Personal guilt, co-worker frustration, and the role of organizational support.. In Asia-Pacific Symposium on Emotions in Worklife (APSEW) Conference. Brisbane.

  • Haar, J., & Morrison, R. (2016). Antecedents and outcomes of meaningful work: A multi-group analysis of age and gender differences. In 2nd Symposium on Meaningful Work. Prospects for the 21st Century (pp. 1-14). Auckland.

  • Haar, J., & Rasmussen, E. (2016). Similarities and differences in work outcomes: A study of New Zealand academics.. In 2016 Labour, Employment and Work Conference. Wellington.

  • Morrison, R., & Haar, J. (2016). Social influence, negative affect and employee social liabilities.. In 5th New Zealand Organisational Psychology / Organisational Behaviour Conference. Auckland.

  • Eastgate, L., & Haar, J. (2016). Team-based determinants of individual turnover intentions: A path model. 5th. In 5th Aotearoa New Zealand Organisational Psychology and Organisational Behaviour Conference. Auckland.

  • Haar, J., & Rasmussen, E. (2016). Similarities and differences in work outcomes: A study of NZ academics.. In 5th Aotearoa New Zealand Organisational Psychology and Organisational Behaviour Conference. Auckland.

  • Haar, J. (2016). Job stress and PTSD on job outcomes: The mediating effects of psychological capital.. In 5th Aotearoa New Zealand Organisational Psychology and Organisational Behaviour Conference. Auckland.

  • Brougham, D., & Haar, J. (2016). Job control - a predictor of STARA redundancy?. In 5th Aotearoa New Zealand Organisational Psychology and Organisational Behaviour Conference. Auckland.

  • Morrison, R., & Haar, J. (2016). Social influence, negative affect and employee social liabilities. In 5th Aotearoa New Zealand Organisational Psychology and Organisational Behaviour Conference. Auckland.

  • Brougham, D., & Haar, J. (2016). Repetition and complexity: How employees perceive their jobs in the age of technology. In Human Resource Institute of New Zealand Research Forum 2016. Auckland: Human Resource Institute of New Zealand.

  • Arrowsmith, J., Parker, J., Carr, S., Haar, J., Yao, C., & Jones, H. (2016). Organisational, managerial and employee perspectives on a New Zealand ‘living wage’. In Human Resource Institute of New Zealand Research Forum 2016. Auckland.

  • Haar, J., Ho, M., & Xu, J. (2016). Exploring employee engagement in New Zealand: A multi-sample multi-level study of turnover intentions.. In Human Resource Institute of New Zealand Research Forum 2016. Auckland.

  • Haar, J. (2016). Future Career due to Robotics. In EduCafe Seminar Series. Auckland.

  • Haar, J., Spell, C., & Bezrukova, K. (2016). A longitudinal study of conflict and work-life balance: Solutions via a family-based faultline.. In Academy of Management Conference. Los Angles.

  • Haar, J. (2016). The power of inclusion in the workplace. An empirical study of Maori and NZ European Employees.. In Diversity Week: AUT Diversity Business Faculty Diversity Committee. Auckland: AUT. Retrieved from http://www.aut.ac.nz/community/aut-diverse-communities/news-and-events

  • Haar, J. (2016). What role will robots and automation play in future careers?. In National Forum for Lifelong Career Development. Auckland: Career Development Association of New Zealand.

  • Haar, J., Caar, S., Parker, J., & Arrowsmith, J. (2016). A longitudinal study of fair pay and outcomes in New Zealand: The role of a living wage workplace.. In Human Resource Institute of New Zealand Research Forum 2016. Auckland.

  • Caar, S., Haar, J., Yao, C., Groothof, D., van Schie, S., Jones, H., . . . Maleka, M. (2016). Living wages, sustainable livelihood and poverty eradication.. In 31st International Congress of Psychology. Yokohama.

  • Eastgate, L., & Haar, J. (2016). Antecedents and outcomes of work-life balance: A multi-sample study of employee skill-levels.. In 2016 Work-Family Research Network Conference. Washington D.C..

  • Haar, J., Spell, C., & Harvey, J. (2016). Exploring work-family negativity from work-family practices: Testing outcome effects and the role of support. In 2016 Work-Family Research Network Conference. Washington D.C..

  • Haar, J. (2016). Will a robot take my job? Future career challenges. In St Peter's College Career Expo. Auckland.

  • Haar, J. (2016). Will a robot take my job?. In NZ Leaders - Industry Experts Roundtable (AUT). Auckland.

  • Haar, J., Brougham, D., & Bentley, T. (2016). Work cyber bullying and desire for revenge: Exploring negative affect, bullying prevention climate, and HRM support.. In 10th International Conference on Workplace Bullying and Harassment. Auckland.

  • Haar, J., Spell, C., & Bezrukova, K. (2016). Family faultlines toward work–life balance: A Longitudinal study. In The 31st Annual Conference of the Society of Industrial Organizational Psychologists. Anaheim.

  • Haar, J. (2016). The benefits of individual psychological resilience and how to build it via an Organisational Resilience Climate.. In HR Business Partner Summit. Auckland.

  • Haar, J., & Harley, J. (2016). Exploring the downside of HR practices: Exploring work-family negativity.. In Second Human Resources Division International Conference Symposium. Sydney.

  • Haar, J., & Eastgate, L. (2016). A multi-group analysis of turnover intentions: A study of low-skilled, semi- skilled and skilled employees. In Second Human Resources Division International Conference Symposium. Sydney.

  • Roche, M., Haar, J., & Martin, A. (2016). Psychological Capital (PsyCap) – Future Directions for HRM.. In Second Human Resources Division International Conference Symposium. Sydney.

  • Liesaputra, M., Haar, J. M., & Scott, J. L. (2010). BEYOND BOOKS: THE IMPACT OF ELECTRONIC PUBLISHING PHENOMENON ON LEARNING PERFORMANCE. In EDULEARN10: INTERNATIONAL CONFERENCE ON EDUCATION AND NEW LEARNING TECHNOLOGIES. Retrieved from http://gateway.webofknowledge.com/

  • Haar, J. M., & Bardoel, E. A. (2008). Positive spillover from the work-family interface: A study of Australian employees. In Asia Pacific Journal of Human Resources Vol. 46 (pp. 275-287). doi:10.1177/1038411108095759.

  • Gibb, J., & Haar, J. (2007). It inconsistencies & electronic business in medical practices: Moderated by practice size. In Proceedings of the European and Mediterranean Conference on Information Systems, EMCIS 2007 (pp. 351-359).

  • Gibb, J., & Haar, J. (2007). It competency predicting market and development performance: Moderated by organizational size. In Proceedings of the European and Mediterranean Conference on Information Systems, EMCIS 2007 (pp. 431-4310).

  • Haar, J., & Spell, C. (2006). Predicting total quality management in New Zealand: The moderating effect of organisational size. In Proceedings of the European and Mediterranean Conference on Information Systems, EMCIS 2006.

Reports

  • Haar, J., Ka'ai, T., Ravenswood, K., & Smith, T. (2019). Ki te tahatū o te rangi: Normalising te reo Māori across non-traditional Māori language domains. Auckland, New Zealand: Te Taura Whiri i te Reo Māori. Retrieved from https://www.tetaurawhiri.govt.nz/

  • Pacheco, G., Haar, J., & Parker, E. (2017). UN Women's Empowerment Principles Survey 2017. UN Women's Empowerment Principles. Retrieved from https://www.weps.org.nz/assets/img/86051.pdf

  • Pacheco, G., & Haar, J. (2016). UN Women's empowerment principles survey: Conducted by NZWRI on behalf of UNWEPS.

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