Dr Harold Willaby

Research Fellow - Social Sciences (Immunisation Research)
Public Health, School of Public Health

Telephone +61 2 9351 5307

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Biographical details

Dr. Hal Willaby is a Research Fellow in the School of Public Health at the University of Sydney, with a conjoint appointment to the National Centre for Immunisation Research and Surveillance (NCIRS). He holds additional degrees in business (MBA) and chemistry (BSc). His past professional experience spans a range of research and consulting activities. His PhD was awarded in 2013 and investigated the cognitive psychology of decision-making involving risk, examining the relationship between non-rational beliefs and decisions involving risk. Throughout his PhD, Hal combined his understanding of cognitive psychology and the lab-based findings from his PhD to educate healthcare providers on risk perceptions and its relationship with compliance and concordance in patients. This work is continued at NCIRS, where he investigates psychological and social factors related to vaccine uptake. In particular, Hal is interested in determining the belief and attitude structures associated with risk perceptions of vaccine-hesitant parents, and validating a measure of those structures that can be used to inform targeted interventions. Hal is also contributing to the development and trial of the Vaccine Communication Framework – a resource for primary healthcare providers to address the concerns of vaccine-hesitant and vaccine-refusing parents.

Selected publications

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Book Chapters

  • Conlon, D., Meyer, C., Lytle, A., Willaby, H. (2007). Third Party Interventions across cultures: no "one best choice". In G. R. Ferris, & Martocchio, J. J. (Eds.), Research in Personnel and Human Resource Management, (pp. 309-349). Oxford: Elsevier Science.

Journals

  • Willaby, H., Costa, D., Burns, B., MacCann, C., Roberts, R. (2014). Testing complex models with small sample sizes: A historical overview and empirical demonstration of what Partial Least Squares (PLS) can offer differential psychology. Personality and Individual Differences. [More Information]
  • Bohle, P., Quinlan, M., McNamara, M., Pitts, C., Willaby, H. (2014). Work organization and the health and well-being of older workers. Work & Stress, In Press.
  • Bohle, P., Willaby, H., Quinlan, M., McNamara, M. (2011). Flexible work in call centres: Working hours, work-life conflict & health. Applied Ergonomics, 42(2), 219-224. [More Information]
  • DeRue, D., Conlon, D., Moon, H., Willaby, H. (2009). When is straightforwardness a liability in negotiations? The role of integrative potential and structural power. Journal of Applied Psychology, 94(4), 1032-1047.
  • Chao, G., Willaby, H. (2007). International employment discrimination and implicit social cognition: New directions for theory and research. Applied Psychology-an International Review, 56(4), 678-688.

Conferences

  • Bohle, P., McNamara, M., Pitts, C., Willaby, H., Quinlan, M. (2010). Employment status, precariousness, psychosocial factors and health amongst older workers. 4th International Conference on Psychosocial Factors at Work, Amsterdam, The Netherlands.
  • Pitts, C., Bohle, P., Quinlan, M., Taylor, P., Willaby, H. (2009). Barriers to sustainable flexible employment for older workers. 8th Industrial and Organisational Psychology Conference, Melbourne, Australia: Australian Psychological Society.
  • Bohle, P., Quinlan, M., Willaby, H., Pitts, C. (2009). Evaluating new measures of precarity. 8th Industrial and Organisational Psychology Conference, Melbourne, Australia: Australian Psychological Society.
  • Bohle, P., Willaby, H., Quinlan, M. (2009). Psychosocial risk factors and precarious employment in call centers. 8th Industrial and Organisational Psychology Conference, Melbourne, Australia: Australian Psychological Society.
  • Willaby, H., Bohle, P., Quinlan, M., Pitts, C. (2009). The health and wellbeing of older workers in flexible employment. 8th Industrial and Organisational Psychology Conference, Melbourne, Australia: Australian Psychological Society.
  • Bohle, P., Willaby, H., Quinlan, M. (2008). Psychosocial risk factors and precarious employment in call centre. Third ICOH International Conference on Psychosocial Factors at Work, Canada: ICOH.

2014

  • Willaby, H., Costa, D., Burns, B., MacCann, C., Roberts, R. (2014). Testing complex models with small sample sizes: A historical overview and empirical demonstration of what Partial Least Squares (PLS) can offer differential psychology. Personality and Individual Differences. [More Information]
  • Bohle, P., Quinlan, M., McNamara, M., Pitts, C., Willaby, H. (2014). Work organization and the health and well-being of older workers. Work & Stress, In Press.

2011

  • Bohle, P., Willaby, H., Quinlan, M., McNamara, M. (2011). Flexible work in call centres: Working hours, work-life conflict & health. Applied Ergonomics, 42(2), 219-224. [More Information]

2010

  • Bohle, P., McNamara, M., Pitts, C., Willaby, H., Quinlan, M. (2010). Employment status, precariousness, psychosocial factors and health amongst older workers. 4th International Conference on Psychosocial Factors at Work, Amsterdam, The Netherlands.

2009

  • Pitts, C., Bohle, P., Quinlan, M., Taylor, P., Willaby, H. (2009). Barriers to sustainable flexible employment for older workers. 8th Industrial and Organisational Psychology Conference, Melbourne, Australia: Australian Psychological Society.
  • Bohle, P., Quinlan, M., Willaby, H., Pitts, C. (2009). Evaluating new measures of precarity. 8th Industrial and Organisational Psychology Conference, Melbourne, Australia: Australian Psychological Society.
  • Bohle, P., Willaby, H., Quinlan, M. (2009). Psychosocial risk factors and precarious employment in call centers. 8th Industrial and Organisational Psychology Conference, Melbourne, Australia: Australian Psychological Society.
  • Willaby, H., Bohle, P., Quinlan, M., Pitts, C. (2009). The health and wellbeing of older workers in flexible employment. 8th Industrial and Organisational Psychology Conference, Melbourne, Australia: Australian Psychological Society.
  • DeRue, D., Conlon, D., Moon, H., Willaby, H. (2009). When is straightforwardness a liability in negotiations? The role of integrative potential and structural power. Journal of Applied Psychology, 94(4), 1032-1047.

2008

  • Bohle, P., Willaby, H., Quinlan, M. (2008). Psychosocial risk factors and precarious employment in call centre. Third ICOH International Conference on Psychosocial Factors at Work, Canada: ICOH.

2007

  • Chao, G., Willaby, H. (2007). International employment discrimination and implicit social cognition: New directions for theory and research. Applied Psychology-an International Review, 56(4), 678-688.
  • Conlon, D., Meyer, C., Lytle, A., Willaby, H. (2007). Third Party Interventions across cultures: no "one best choice". In G. R. Ferris, & Martocchio, J. J. (Eds.), Research in Personnel and Human Resource Management, (pp. 309-349). Oxford: Elsevier Science.

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