Professor Jarrod Haar

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Professor of Human Resource Management

Phone: +64 9 921 9999 – ext: 5034

Email: jarrod.haar@aut.ac.nz

Links to relevant web pages:

Qualifications:

  • Bachelor of Management Studies
  • Postgraduate Diploma in Strategic Management
  • Postgraduate Diploma in Organisational Behaviour (with Distinction)
  • Masters of Management [Human Resource Management] (with Distinction)
  • PhD [Human Resource Management & Organisational Behaviour] (2003, University of Waikato)

Memberships and Affiliations:

  • HRINZ (Human Resource Institute of New Zealand)
  • Academy of Management
  • Work-Family Researchers Network
  • ANZAM (Australia & New Zealand Academy of Management)
  • New Zealand Positive Psychology Association

Biography:

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:

  1. How employees manage their work, family and life roles such as work-life balance;
  2. The role of indigenous (Maori) cultural factors in the workplace and their influence on employee and organizational outcomes - particularly for Maori employees;
  3. Team functioning and its influence on team member wellbeing and job outcomes;
  4. The relationships between leaders and followers; and
  5. 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.

Teaching Areas:

  • Quantitative Research Methods
  • HR Analytics

Research Areas:

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

Research outputs:

Featured research outputs

  • 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

Journal articles

  • 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. 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).

Conference contributions

  • 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.

  • 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

  • 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

  • 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.

  • 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., 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.

Reports

  • 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.