PUBLICATIONS

Dr. Harlos’ publications are accessed, downloaded, and cited by a wide range of academic and community researchers, practitioners, and industry personnel.

see Google Scholar Profile

see ResearchGate Profile

(†student trainee supervised, research;  *graduate student co-supervised, academic)   

HARLOS, K., Gulseren, D., O’Farrell, G., Josephson, W., Axelrod, L., Hinds, A., & Montanino, C. (2023). Gender and perceived organizational support as moderators in the relationship between role stressors and workplace bullying of targets. Frontiers in Communication, 8:1176846. Special Issue, Workplace Bullying and Harassment: Exploring the Dark Side of Workplace Communication. https://www.frontiersin.org/articles/10.3389/fcomm.2023.1176846/full 

Gewurtz, R., HARLOS, K., Tompa, E., Oldfield, M., Lysaght, R., Moll, S., Kirsh, B., Sultan-Taïeb, H., Cook, K. & Rueda, S. (2022). Retaining and supporting employees with mental illness through inclusive organizations: Lessons from five Canadian case studies. Equality, Diversity and Inclusion, 41(3): 435-453. https://doi.org/10.1108/EDI-06-2020-0174

HARLOS, K. & Holmvall, C. (2021). Reciprocal influences involving workplace bullying: The case of role stressors. In P. D’Cruz, E. Noronha A., E. Baillien, B. Catley, K. HARLOS, A. Hogh, & E. Gemzoe Mikkelsen (Eds.), Pathways of Job-related Negative Behaviour (pp. 29-48). Handbooks of Workplace Bullying, Emotional Abuse and Harassment, Vol. 2. Singapore: Springer. DOI: 10.1007/978-981-10-6173-8_2-1. [PREPRINT]

HARLOS, K. & Knoll, M. (2021). Employee silence and workplace bullying. In P. D’Cruz, E. Noronha A., E. Baillien, B. Catley, K. HARLOS, A. Hogh, & E. Gemzoe Mikkelsen (Eds.), Pathways of Job-related Negative Behaviour (pp. 201-229). Handbooks of Workplace Bullying, Emotional Abuse and Harassment, Vol. 2. Singapore: Springer. DOI: 10.1007/978-981-10-6173-8_9-1. [PREPRINT]

HARLOS, K., Konrad, A., & Monzani, L. (2020). Three cases on workplace mistreatment. Ivey Publishing, Case #9B20CO41. https://www.iveycases.com/  2022 Outstanding Compact Case Competition Winner, The Case Centre Awards

HARLOS, K., Konrad, A., & Monzani, L. (2020). Three cases on workplace mistreatment: Teaching Note. Ivey Publishing, TN #8B20CO41. https://www.iveycases.com/  2022 Outstanding Compact Case Competition Winner, The Case Centre Awards

Bowen, S., Botting, I., Graham, I., The Building and Managing Effective Partnerships in Canadian Research Research/Advisory Team. (2020). Re-imagining health research partnership in a post-COVID world: A response to recent commentaries. International Journal of Health Policy and Management, x, x, 1-3. [OPEN ACCESS]

Struthers, A., Kreindler, S.,  Metge, C., Charette, C., HARLOS, K., Bapuji, S., Beaudin, P., Botting, I., Katz, A. & Zinnick, S. (2019). Family physician perspectives of primary care renewal strategies in Manitoba. Canadian Family Physician, 65(9): e397-e404. [OPEN ACCESS]

Bowen, S., Botting, I., Graham, I., MacLeod, M., de Moissac, D., HARLOS, K., Leduc, B., Ulrich, C., & Knox, J.  (2019). Experience of health leadership in partnering with university based researchers in Canada – A call to re-imagine research. International Journal of Health Policy and Management, 8(12): 684-699. [OPEN ACCESS]

de Moissac, D., Bowen, S., Botting, I., Graham, I., MacLeod, M., HARLOS, K., Songok, C., & Bohemier, M. (2019). Evidence of commitment to health research partnerships? Results of two web reviews. Health Research Policy and Systems. 17 (73). [OPEN ACCESS]

Kreindler, S., Metge, C., Struthers, A., HARLOS, K., Charette, C., Bapuji, S., Beaudin, P., Botting, I., Katz, A. & Zinnick, S. (2019). Primary care reform in Manitoba, Canada, 2011-2015: Balancing accountability and acceptability. Health Policy, 123(6): 532-537. [OPEN ACCESS]

Kreindler, S., Struthers, A., Metge, C., Charette, C., HARLOS, K., Beaudin, P., Bapuji, S., Botting, I., & Francois, J. (2019). Pushing for partnership: Physician engagement and resistance in primary care renewal, Journal of Health Organization and Management, 33(2): 126-140. [OPEN ACCESS ABSTRACT]  2020 Outstanding Paper, Literati Awards, Emerald Publishing   

Shanbhag, D., Graham, I., HARLOS, K., Haynes, R. B., Gabizon, I., Connolly, S. & Van Spall, H. (2018). Effectiveness of implementation interventions in improving physician adherence to guideline recommendations in heart failure: A systematic review. BMJ Open, 8(3). [OPEN ACCESS]

Oldfield, M., Gewurtz, R., Tompa, E., HARLOS, K., Kirsh, B., Lysaght, R., MacDougall, A., Moll, S., Rueda, S. & Sultan-Taïeb. H. (2018). Improving workplaces to enable people living with mental illness to stay in their jobs. Journal of the Ontario Occupational Health Nurses Association, 37(1): 46-49.

Kristman, V., Corbière, M., Shaw, W., HARLOS, K., & Cernigoj, M. (2018). Factors associated with supervisor support of job accommodations for mental health disorders in the workplace. Occupational and Environmental Medicine, 75 (Supplement 2):A560-A561.

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.” [OPEN ACCESS]

Van Spall, H., Shanbhag, D., Gabizon, I., Ibrahim, Q., Graham, I., HARLOS K., Haynes, R.B., & Connolly, S. (2016). 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. [OPEN ACCESS]

†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., & Parker, T. (2013). The development of an international network in indigenous health. International Journal of Circumpolar Health, 72: 978-980. [OPEN ACCESS ABSTRACT]

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. [OPEN ACCESS ABSTRACT]

HARLOS, K., Tetroe, J., Graham, I., *Bird, M., & Robinson, N. (2012). Mining the management literature for insights into evidence-based change in healthcare. Healthcare Policy, 8(1): 33-48. [OPEN ACCESS]

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.

HARLOS, K. & Axelrod, L. (2008). Work mistreatment and hospital administrative staff: Policy implications for healthier workplaces. Healthcare Policy, 4(1): 40-50.

  • Reprinted in 2008, Law & Governance, 4(5): 40-50.

HARLOS, K. & Axelrod, L. (2005). Investigating hospital administrators’ experience of workplace mistreatment. Canadian Journal of Behavioural Science, 37(4): 262-272.

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.

Pinder, C. & HARLOS, K. (2001). Employee silence: Quiescence and acquiescence as responses to perceived injustice. In G. Ferris (ed.), Research in Personnel and Human Resources Management. 20: 331-369. Greenwich, CT: JAI Press.

HARLOS, K. (2000). Toward a spiritual pedagogy: Meaning, practice and applications in management education. Journal of Management Education, 24(5): 612-627.

HARLOS, K. & Pinder, C. (2000). Emotion and injustice in the workplace in S. Fineman (ed.), Emotion and Organizations (2nd ed.): 255- 276.  Sage: London

HARLOS, K. & Pinder, C., (1999). Patterns of organizational injustice: A taxonomy of what employees regard as unjust. Advances in Qualitative Organization Research, 2: 97-125.

HARLOS, K. (1999). Cultures of injustice: Dimensions and organisational correlates of unjust employment relationships. In Jimmieson, N., Griffiths, M., Kabanoff, B., Bordia, P., Bradley, L., & Neal, A. (Eds.). The Third Australian Industrial and Organisational Psychology Conference Proceedings (pp. 111-119). Brisbane, QLD: Australian Psychological Society. Best Paper Award.

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.

Abstract: 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.