- Boundaries in organisations
- This research extends my work on intergroup perspectives by exploring boundaries in organisations. The work challenges the notion of the ‘boundaryless’ organisation and suggests that organisational boundaries are proliferating rather than disappearing. Boundaries may be symbolic and actual, and perform a role in both constraining and enabling organisational activities. My particular interest is on boundary setting and identity processes.
- Innovation in multi-disciplinary Teams
- The current research examines group processes, identification, and innovation in multidisciplinary teams. The current project focuses on scientific research teams and examines the impact of group diversity, professional identity, group processes, and organisational climate on creativity and innovation.
- Intergroup perspectives in organisational behaviour, organisational change, and communication
- This line of research develops an intergroup perspective on organisational behaviour, organisational change and communication. The research examines the role of contextual factors and intergroup issues on the performance and well being of individuals, groups and organisations undergoing change. Drawing from Social Identity Theory and other sources, the research develops an understanding of the impact of the various group identities formed by individuals through their membership of diverse groups in organisations.
- Organizational communication for effective community engagement
- With industry partners in the Australian mining industry, the project examines the effectiveness of strategies used by companies at the mine site level to effectively engage and consult with local communities. The project is multifaceted. It allows for the examination of organisational communication strategies, as well as providing an opportunity to theorise the dynamics of the engagement process from an intergroup perspective.
- Langham, Jo'Anne and Paulsen, Neil (2017) Invisible taxation: fantasy or just good service design?. Australian Tax Forum, 32 1: 129-174.
- Bradley, Andrew P., Grice, Tim and Paulsen, Neil (2017) Promoting leadership in Australian universities. Australian Universities' Review, 59 1: 97-105.
- Tee, Eugene Y. J., Ramis, TamilSelvan, Fernandez, Elaine F. and Paulsen, Neil (2017). Responding to injustice: perception, anger, and identification as drivers of collective action. In Wilfred J. Zerbe, Charmine E. J. Härtel, Neal M. Ashkanasy and Laura Petitta (Ed.), Emotions and identity (pp. 17-46) Bingley, Yorkshire: Emerald Publishing Limited. doi:10.1108/S1746-979120170000013004
- Smith, Laura G. E., Gillespie, Nicole, Callan, Victor J., Fitzsimmons, Terrance W. and Paulsen, Neil (2016) Injunctive and descriptive logics during newcomer socialization: the impact on organizational identification, trustworthiness, and self-efficacy. Journal of Organizational Behavior, 38 4: 487-511. doi:10.1002/job.2131
- Langham, Jo'Anne and Paulsen, Neil (2015) Effective engagement: building a relationship of cooperation and trust within the community. eJournal of Tax Research, 13 1: 378-402.
- Fitzsimmons, Terrance W., Callan, Victor J. and Paulsen, Neil (2014) Gender disparity in the C-suite: do male and female CEOs differ in how they reached the top?. Leadership Quarterly, 25 2: 245-266. doi:10.1016/j.leaqua.2013.08.005
- Tee, Eugene Y .J., Ng, Yin Lu and Paulsen, Neil (2014). To be one of us, you have to feel like one of us: how leaders' expressed emotions influence followers' perceptions of leader self-sacrifice intentions and effectiveness in a crisis situation. In Neal M. Ashkanasy, Wilfred J. Zerbe and Charmine E. J. Hätel (Ed.), Emotions and the organizational fabric (pp. 247-270) Bingley, United Kingdom: Emerald Group Publishing. doi:10.1108/S1746-979120140000010018
- Johnston, Margaret A. and Paulsen, Neil (2014) Rules of engagement: a discrete choice analysis of sponsorship decision making. Journal of Marketing Management, 30 7-8: 634-663. doi:10.1080/0267257X.2013.838986
- Tee, Eugene Y. J., Paulsen, Neil and Ashkanasy, Neal (2013) Revisiting followership through a social identity perspective: the role of collective follower emotion and action. Leadership Quarterly, 24 6: 902-918. doi:10.1016/j.leaqua.2013.10.002
- Callan, Victor, Paulsen, Neil, Ayoko, Oluremi and Johnston, Margaret (2013). Transformational leadership, team identity, team effectiveness and follower satisfaction during large scale organisational change. In: EURAM13: 13th Annual Conference of the European Academy of Management 2013, Harbiye, Istanbul, Turkey, (). 26-29 June, 2013.
- Australia and New Zealand Academy of Management
- European Group for Organization Studies
- Academy of Management
- International Communication Association
- Associate Member, Australian Psychological Society
- Registered Psychologist (Queensland)
- 2001 Teaching Excellence Award, School of Management, University of Queensland
- 2006 Teaching Excellence Award – Postgraduate, UQ Business School, University of Queensland
- 2006 ANZAM Management Educator of the Year Award (sponsored by Pearson Education).
|Managing key professional transitions in the health sector||ARC Linkage Grant||2011-2015||$270,000|
|Culture change for a sustainable future: Strategy, culture and subculture in Queensland Health||Australian Research Council - Linkage||2005||$330,000|
|Group processes, identification, and innovation in multidisciplinary teams||CSIRO/UQ Business School, Jointly-funded Postdoctoral fellowship||2005||$120,000|
|Team processes, identification, and reliable performance: Implementing the Balanced Scorecard in health service teams||Australian Research Council - Linkage||2005||$270,000|
|Site-level community engagement processes in the Australian minerals industry: A comparative analysis||Australian Research Council - Linkage||2004||$280,000|
|Employee adjustment to organisational change: The role of communication and intergroup perceptions||Australian Research Council -SPIRT||2001||$127,000|
|Evaluating internal communication, uncertainty and the development of communication strategies during organisational change||The Park, Mental Health facility||1999||$23,000|