Peer-Reviewed Book Chapters
Pinder, C. & HARLOS, K., 2001. Employee silence: Quiescence and acquiescence as responses to perceived injustice. In G. Ferris and K. Rowland (eds.), Research in Personnel and Human Resources Management. 20: 331-369. Greenwich, CT: JAI Press.
HARLOS, K. & Pinder, C., 2000. Emotion and injustice in the workplace in S. Fineman (ed.), Emotion and Organizations (2nd ed.): 255- 276. Sage: London.
Peer-Reviewed Articles and Proceedings
HARLOS, K. 2016. Employee silence in the context of unethical behavior at work: A commentary. German Journal of Human Resource Management, 30 (3-4): 345-355. Special Issue, From silence to voice: How organizations can prevent unethical behaviour and promote constructive voice at work.
Van Spall, H., Shanbhag, D., Gabizon, I., Ibrahim, Q., Graham, I., HARLOS K., Haynes, R.B., Connolly, S. 2015. The effectiveness of implementation strategies in improving physician adherence to guideline recommendations in heart failure: a systematic review protocol. 2016 BMJ Open, 6: e009364. doi:10.1136/bmjopen-2015-009364
Blackstock, S., HARLOS, K., MacLeod, M., Hardy, C. 2015. The impact of organizational factors on horizontal bullying and turnover intentions in the nursing workplace. Journal of Nursing Management, 23(8): 1106-1114.
Cook, C., Diffey, L., MacKinnon, M., Bennett, M., Decoteau, M., Lavallee, B., HARLOS, K., Emerson, Y., Reid, P., Pitama, S., Kamaka, M., Carpenter, J., Shannon, C., Hayman, N., Dine’Chacon, G., and Parker, T. 2013. The development of an international network in indigenous health. International Journal of Circumpolar Health, 72: 978-980.
Cook, C., Diffey, L., Elias, B., Bartlett, J., Bruce, S., DeCoteau, M.. Fowke, J., Hansen, J., Hart, M., HARLOS, K., Kinew, K., Lavoie, J., Lavallee, B., Mignone, J. 2013. The Manitoba Network Environment for Aboriginal Health Research (NEAHR) program: Building research capacity in indigenous health. International Journal of Circumpolar Health, 72: 1016
HARLOS, K. 2010. If you build a remedial voice mechanism, will they come? Determinants of voicing interpersonal mistreatment at work. Human Relations, 63(3): 311-329.
HARLOS, K. 2010. Anger-provoking events and the intent to leave in hospital administrators. Journal of Health Organization and Management, 24(1): 45-56.
- Reprinted in 2008, Law & Governance, 4(5): 40-50.
HARLOS, K., Mallon, M., Stablein, R & Jones, C. 2003. Teaching qualitative methods in management classrooms. Journal of Management Education, 27(3): 304-322.
HARLOS, K., 2001. When organizational voice systems fail: More on the deaf ear syndrome and frustration effects. Journal of Applied Behavioral Science, 37(3): 324-342.
HARLOS, K., 2000. Toward a spiritual pedagogy: Meaning, practice and applications in management education. Journal of Management Education, 24: 612-627.
HARLOS, K., 1999. Cultures of injustice: Dimensions and organizational correlates of unjust employment relationships, Best Paper Proceedings of the 3RD Australian Industrial-Organizational Psychology Conference, QLD: 111-119. Conference Best Paper Prize.
Hakstian, R. & HARLOS, K., 1993. Assessment of in-basket performance by quickly-scored methods. International Journal of Selection and Assessment. 1(3): 135-142.
- Based on my 1992 master’s thesis: An examination of several in-basket scoring strategies and their effect on reliability and criterion-related validity.
Overview: The in-basket exercise, a paper-and-pencil measure of administrative ability, is an assessment technique characterized by complex, often subjective scoring procedures that have limited wide-scale applications of this popular instrument. Theoretically, the literature affords no clear classification system and so a framework outlining definitions of and relationships among management games, management simulations, work sample tests, and in-basket exercises was introduced here. Empirically, this research investigated the cross-sample generalizability of several strategies for in-basket scoring, including a reduced-item scoring approach in which an optimal subset of items was identified on the basis of reliability and criterion-related validity. Three hundred and twenty-one entry-level employees from a large western Canadian utility company were administered the same in-basket exercise previously applied in a different Canadian utility company. Contrary to expectations, a logically-derived scoring key as the method of choice when validity shrinkage using an empirically-derived scoring key proved substantial. A new cognitive-based measure of in-basket performance developed here also showed promising results. The reduced-item scoring approach resulted in minimal loss of reliability or criterion-related validity, thus allowing substantial reductions in training- and scoring-time.
Place, J.,HARLOS, K. &, MacLeod, M. (2009, June). Rural and northern practice and its development: A synthesis of findings. Prince George, BC: University of Northern British Columbia for Michael Smith Foundation for Health Research.