Professor Helen Williams

2025

• Mackintosh, C. et al. 2025. The implications of (dys)functional and (un)fair line manager flexibility i-deals for subordinates: balancing flexibility with perceived support and fairness. The International Journal of Human Resource Management 36 (11), pp.1834-1868. (10.1080/09585192.2025.2536053)

2015

• Sutton, A. , Williams, H. M. and Allinson, C. W. 2015. A longitudinal, mixed method evaluation of self-awareness training in the workplace. European Journal of Training and Development 39 (7), pp.610-627. (10.1108/EJTD-04-2015-0031)

2013

• Sutton, A. , Allinson, C. and Williams, H. 2013. Personality type and work-related outcomes: an exploratory application of the Enneagram model. European Management Journal 31 (3), pp.234-249. (10.1016/j.emj.2012.12.004)

2012

• Rayner, J. , Lawton, A. and Williams, H. M. 2012. Organizational citizenship behavior and the public service ethos: whither the organization?. Journal of Business Ethics 106 (2), pp.117-130. (10.1007/s10551-011-0991-x)

2011

• Rayner, J. et al., 2011. Public service ethos: developing a generic measure. Journal of Public Administration Research and Theory 21 (1), pp.27-51. (10.1093/jopart/muq016)
• Stanley, D. J. et al., 2011. Examining workgroup diversity effects: does playing by the (group-retention) rules help or hinder?. Behavior Research Methods 43 (2), pp.508-521. (10.3758/s13428-010-0053-9)
• Williams, H. M. , Rayner, J. and Allinson, C. W. 2011. New public management and organisational commitment in the public sector: Testing a mediation model. International Journal of Human Resource Management 23 (13), pp.2615-2629. (10.1080/09585192.2011.633275)

2010

• Unsworth, K. L. et al., 2010. Giving thanks: the relational context of gratitude in postgraduate supervision. Studies in Higher Education 35 (8), pp.871-888. (10.1080/03075070903348396)
• Williams, H. M. and Allen, N. J. 2010. Teams at work. In: Barling, J. and Cooper, C. L. eds. The SAGE Handbook of Organizational Behavior: Volume I - Micro Approaches. SAGE Publications Ltd.. , pp.124-140. (10.4135/9781849200448.n8)
• Williams, H. M. , Parker, S. K. and Turner, N. 2010. Proactively performing teams: The role of work design, transformational leadership, and team composition. Journal of Occupational and Organizational Psychology 83 (2), pp.301-324. (10.1348/096317910X502494)

2007

• Allen, N. J. et al., 2007. Assessing dissimilarity relations under missing data conditions: evidence from computer simulations. Journal of Applied Psychology 92 (5), pp.1414-1426. (10.1037/0021-9010.92.5.1414)
• Allen, N. J. et al., 2007. Assessing the impact of nonresponse on work group diversity effects. Organizational Research Methods 10 (2), pp.262-286. (10.1177/1094428106/294731)
• Williams, H. M. , Parker, S. K. and Turner, N. 2007. Perceived dissimilarity and perspective taking within work teams. Group and Organization Management 32 (5), pp.569-597. (10.1177/1059601106293769)

2006

• Parker, S. K. , Williams, H. M. and Turner, N. 2006. Modeling the antecedents of proactive behavior at work. Journal of Applied Psychology 91 (3), pp.636-652. (10.1037/0021-9010.91.3.636)

2005

• Turner, N. , Parker, S. K. and Williams, H. M. 2005. Teamworking in organizations: Implications for workplace safety.. In: Sharns, M. and Jackson, P. eds. Developments in Work and Organizational Psychology: Implications for International Business Vol: 20. International Business and Management Emerald Group Publishing Limited. , pp.49-77.

2004

• Williams, H. M. and Meân, L. J. 2004. Measuring gender composition in work groups: a comparison of existing methods. Organizational Research Methods 7 (4), pp.456-474. (10.1177/1094428104269175)

2001

• Parker, S. and Williams, H. M. 2001. Effective teamworking: Reducing the psychosocial risks.. HSE Books.