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Professor Giles Hirst

Professor Giles Hirst

Research School of Management


Position:
Chair of Leadership
Email: giles.hirst@anu.edu.au
Phone: +61 2 612 57406
Office: Room 1050, PAP Moran Bld (26B)

Research areas

Leadership; Innovation and creativity; Refugee employment.

Biography

Giles Hirst is a Professor of Leadership. His areas of research interest are leadership, innovation and creativity at work. Giles’ research on these topics has benefited from significant funding from the Australian Research Council’s Discovery and Linkage Project schemes as well as organisations including the Australian Department of Defence. His research has been published in internationally recognised outlets including Academy of Management Review, Journal of Applied Psychology, Academy of Management Journal, Journal of Organizational Behavior and Leadership Quarterly. Giles actively engages with industry including the Australian Public Service (DOH, AG, DIRD, Home Affairs, DSTG), state and local government, Microsoft, AstraZeneca and BHP. Giles also serves as Consulting Editor for Journal of Applied Psychology.

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Research publications

Journal Articles

Litchfield, R., C., Hirst, G., & van Knippenberg, D (in press.). Professional network identification: Searching for stability in transient knowledge work. Academy of Management Review.

van Knippenberg, D & Hirst, G., (in press.) A Motivational Lens Model of Person X Situation Interactions in Employee Creativity. Journal of Applied Psychology.

Newman, A., Nielsen I., Smyth, R., & Hirst, G.. (2018) Mediating role of psychological capital in the relationship between social support and wellbeing of refugees. International Migration, 56(2): 117-132. doi: 10.1111/imig.12415

Newman, A., Nielsen I., Smyth, R., Hirst, G. & Kennedy, S. (2018) The effects of diversity climate on the work attitudes of refugee employees: The mediating role of psychological capital and moderating role of ethnic identity.  Journal of Vocational Behavior. 105, 1-184. doi: 10.1016/j.jvb.2017.09.005

Litchfield, R., C., Karakitapoğlu-Aygün, Z. Gumusluoglu, L., Carter, M., & Hirst, G. (2018) When team identity helps innovation and when it hurts: Team identity and its relationship to team and cross-team innovative behavior. Journal of Product Innovation Management. 35, 350-366. doi: 10.1111/jpim.12410

Hirst, G., van Knippenberg, D., Zhou, Q., Zhu, C. J., & Tsai, P. (2018) Exploitation and exploration climates’ influence on performance and creativity: Diminishing returns as a function of self-efficacy. Journal of Management, 44 (3): 870-891. doi: 10.1177/0149206315596814

Nielsen I., Newman, A., Smyth, R., Hirst, G., & Heilemann, B. (2017). The influence of instructor support, family support and psychological capital on the well-being of postgraduate students: A moderated mediation model, Studies in Higher Education42(11), 2099-2115. doi: 10.1080/03075079.2015.1135116

Moss, S. A., Butar, I. B., Hartel, C. E., Hirst, G., & Craner, M. (2017). The importance of stability in the midst of change: the benefits of consistent values to strategic implementation. The Australasian Journal of Organisational Psychology, 10. Doi: 10.1017/orp.2017.1

Hirst G., van Knippenberg, D., Zhou, J., Quintane, E., & Zhu, C. (2015). Heard it through the grapevine: Indirect networks and employee creativity. Journal of Applied Psychology, 100, 567-574. doi: 10.1037/a0038333

Dietz, B., van Knippenberg, D., Hirst G., & Restubog, S. (2015). Outperforming whom? a multi-level study of performance-prove goal orientation, performance, and the moderating role of shared team identification. Journal of Applied Psychology, 100, 1811-1824. doi: 10.1037/a0038888

Sendjaya, S., Pekerti, A., Härtel, C, Hirst, G., & Butarbutar, I. (2015). Are authentic leaders always moral? The role of Machiavellianism in the relationship between authentic leadership and morality. Journal of Business Ethics, 133, 125-139. doi: 10.1007/s10551-014-2351-0

Hirst, G., Walumbwa, F., Aryee, S., Butarbutar, I., & Chen, C. H. (2015). A multi-level investigation of authentic leadership as an antecedent of helping behavior. Journal of Business Ethics, 139(3), 485-499. doi: 10.1007/s10551-015-2580-x

Voigt, E., & Hirst, G. (2015) High and low performers’ intention to leave: Examining the relationship with motivation and commitment. The International Journal of Human Resource Management, 26, 574–588. doi: 10.1080/09585192.2014.922599

Newman, A., Ucbasaran, D., Zhu, F., & Hirst, G. (2014) Psychological capital: A review and synthesis. Journal of Organizational Behavior, 35, 120-138. doi: 10.1002/job.1916

Yoshida, D., Sendjaya, S., Hirst, G., & Cooper, B. (2014). Does servant leadership foster creativity and innovation? A multi-level mediation study of identification and prototypicality. Journal of Business Research, 67, 1395-1404. doi: 10.1016/j.jbusres.2013.08.013

Moss, S. A., Butarbutar, I., Hirst, G., Tice, M., Craner, M., Evans, J., & Hartel, C. E. J. (2014). The vital but evasive role of cooperation and clarity of expectations during strategic change. Journal of Leadership and Management, 1, 63-75.

Gumusluoglu, L., Karakitapoğlu-Aygün, Z., & Hirst, G. (2013). Multiple commitments: do justice and span of control matter? Journal of Business Research, 66, 2269-2278. doi: 10.1016/j.jbusres.2012.02.039

Richter, A. Hirst, G., van Knippenberg, D., & Baier, B. (2012). Creative self-efficacy and individual creativity in team contexts: Cross-level interactions with team informational resources. Journal of Applied Psychology, 97, 1282–1290. doi: 10.1037/a0029359

Zhou, Q., Hirst, G., & Shipton, H. (2012.). Context matters: The combined influence of participation and intellectual stimulation on the promotion-focus/employee creativity relationship. Journal of Organizational Behavior, 33, 894-1802. doi: 10.1002/job.779

Zhou, Q., Hirst, G., & Shipton, H. (2012). Promoting creativity at work: The role of problem-solving demand. Applied Psychology: An International Review, 60, 58-80. doi: 10.1002/job.779

Hirst, G., van Knippenberg, D., & Chen, C. H., & Sacramento, C. (2011). How does bureaucracy impact on individual creativity? A cross-level investigation of team contextual influences on goal orientation-creativity relationships. Academy of Management Journal, 54, 621-641. doi: 10.5465/amj.2011.6196812

Keong, Y. O., & Hirst, G. (2010).  An empirical integration of goal orientation and the theory of planned behavior: Predicting innovation adoption behavior. The International Journal of Entrepreneurship and Innovation, 11, 5-18. doi: 10.5367/000000010790772430

Hirst, G. ,Van Dick, R., & van Knippenberg, D. (2009). A social identity perspective on leadership and employee creativity. Journal of Organizational Behavior, 30, 963-982. doi: 10.1002/job.600

Hirst, G. (2009). Effects of membership change on open discussion and team performance: The moderating role of team tenure. European Journal of Work and Organizational Psychology, 18, 231-246. doi: 10.1080/13594320802394202

Hirst, G., van Knippenberg, D., & Zhou, J. (2009). A multi-level perspective on employee creativity: goal orientation, team learning behavior, and individual creativity. Academy of Management Journal, 52, 280-293. doi: 10.5465/amj.2009.37308035

Hirst, G., Budwar, P., Cooper, B., West, M.A., Long, C., Xu, C., & Shipton, H., (2008). Cross-cultural variations in climate for autonomy, stress and organizational productivity relationships: A comparison of Chinese and UK manufacturing organizations. The Journal of International Business Studies, 39, 1343-1358. doi: 10.1057/jibs.2008.50

Book Chapters

van Knippenberg,D., & Hirst, G. (in press). A Cross-Level Perspective on Creativity at Work: Person-in-Situation Interactions. In  C. E. Shalley, M. A. Hitt, & J. Zhou (Eds.), Oxford Handbook of Creativity, Innovation, and Entrepreneurship. New York: Oxford University Press (UK, USA) 

Härtel, C. E. J., Butar Butar, I., Sendjaya, S., Pekerti, A., Hirst, G., & Ashkanasy, N. M. (2013). Developing ethical leaders: A servant leadership approach. In L. Sekerka (ed.), Ethical training in action (IAP Ethics in practice series). Charlotte, NC: Information Age Publishing. 

Hirst, G., Mann, L., Bain, P.G. & Padula, M. (2005) Leaders Who Learn. in L.Mann (Ed.) Leadership, Management, and Innovation in R& D Project Teams.  Greenwood Publishing Group.

Hirst, G. & Mann, L. (2005) Communicating Effectively: Five Factors That Promote Project Team Performance.  in L.Mann (Ed.) Leadership, Management, and Innovation in R& D Project Teams.  Greenwood Publishing Group.

Hirst, G., Mann, L., & Padula, M. (2005). The Effects of Team Size, Tenure and Turnover On Communication Safety and Team Performance. in L.Mann (Ed.) Leadership, Management, and Innovation in R& D Project Teams.  Greenwood Publishing Group.

Mann, L., Bain, P. G. Pirola-Merlo, A. &  Hirst, G. (2005)  The ARC Study: Design and Method for Studying R&D Teams and Their Leaders. in L.Mann (Ed.) Leadership, Management, and Innovation in R& D Project Teams.  Greenwood Publishing Group.

Pirola-Merlo, A., Mann, L., Hartel, C. & Hirst, G. (2005). 'Leader as filter: how leaders protect teams from negative organisational climate', in C. Schriesheim & L. Neider (Eds) Research in Management Volume 4, Information Age Publishing, Greenwich, CT.

West, M. A. and Hirst, G. (2003) Cooperation and Teamwork for Innovation. in West, M. A., Tjosvold, D. and Smith, K. G. (Eds.) International Handbook of Organizational Teamwork and Cooperative Working. Chichester, John Wiley & Sons.

 

Research grants and awards

Department of Defence. Project Investment Benefit Realisation to Enhance Force Effectiveness. 2019-2021. (Joint with Professor Ofer Zwikael)
This project applies project management expertise to understand how leaders and key decision makers can further enhance Force Design.

ARC Discovery. Understanding the factors which underlie successful refugee integration in the Australian workplace. 2014-2015. Newman, Nielsen, Smyth & Hirst. $200,000
Employment is the key to successful refugee integration, yet we know little about refugees’ workplace experiences. This program will generate greater understanding of how to foster refugee workplace integration, as well as job performance and retention.

ARC Linkage. Department of Transport. Serving the greater good: using Servant Leadership to build ethical and engaging work practices.  2011-2013 Hartel, Sendjaya, Pekerti,  Hirst & Clark  $248,000
The project applies a servant leadership framework to develop the leadership capabilities required to create ethical, positive, and sustainable work environments.

ARC Discovery. CEO Pay 2010-2012 Hirst & van Knippenberg, $119,629
CEO pay is a topical issue. This research examines why CEO pay displays little relation to share price & company performance?

ARC Linkage. SES Palladium 2010-2012 Hartel, Sarros, Hirst, Pirola-Merlo & Moss, $240,000
This project has examined how leaders in emergency service organisations can develop empowering behaviours required to execute strategic and tactical priorities in emergency situations.  

Taiwan National Science and Technology Foundation $3,500
Funding to cover presentations as a key note speaker at selected collaborating Universities as well as data collection support.

Other grants:

Hirst, G. Worksafe Victoria Wellbeing and Change White Paper. (2018)

Hirst, G. Worksafe Victoria Workwell HR analysis. (2018)  

Hirst, G. Worksafe Victoria Evidenced Based Well-being Metrics. (2017).  

Hirst, G., Jehn, K. Department of Health Information Technology. Building Positive Workplaces. (2016)

 

Research engagement and outreach

Consulting Editor Journal of Applied Psychology

British Journal of Management Editorial Board Member

Journal of Personnel Psychology Editorial Board Member

Member of Academy of Management

 

Teaching

MGMT8172 Leading with Impact: Joint ANU Tsinghua Masters of Management

 

Updated:   1 March 2017 / Responsible Officer:  CBE Communications and Outreach / Page Contact:  College Web Team