People management, diversity and fairness
We are interested in exploring:
- How virtual organisation/hybrid workplace influences leadership, teamwork and value-creation?
- How increasing diversity affects performance, organisational fairness and employees’ experience of work?
- How institutions and public policies can mitigate inequality in labour market outcomes?
This paper aims to contribute to the growing discussion about leadership in the contemporary Church of England.
We offer firstly the ‘Provocation’ that business schools may have been a cause of hubris in business and wider society, and secondly the ‘Proposal’ that business education is a vital means for tempering hubris and mitigating its negative effects.
Anchored in self determination theory (SDT), this study proposes and tests a cross-level model of the processes through which perceived creativity-oriented HPWS relates to creative service performance that in turn, leads to unit-level customer satisfaction.
This report seeks to assess the prevalence and trends over time in involvement practices at work and to examine empirically whether these are related positively not only to improved work conditions and work motivation but also to skill development practices.
We aim to extend prior research by focusing on employees’ self-concepts and personal identities as possible explanatory mechanisms of the relationship between ethical leadership and ethical voice.
We examine how pay gaps stem from career barriers and management support in male and female International Medical Graduate, European Economic Area and UK doctors.
As a new employee settles in, establishing a good relationship with his or her supervisor is always a priority. Such a relationship focuses on meeting each other’s expectations. However, does the rosy glow of early interpersonal interactions gradually change into a more mature relationship?
This policy brief examines one key area where employers could initiate change in work organisation. The analysis will also inform policymakers in the aftermath of the Coronavirus (COVID-19) pandemic of the steps they can take to guide that change.
Identifying ‘linguistic markers’ of intuitions in spoken/written communications could help to identify if/when/how intuition is being used in HR and also to improve HR practices in areas such as selection and creativity.
This research article offers a new theoretical proposal regarding human decision-making, as well as a new experimental method for testing the predictions of the proposal.
Considering the recognition of service excellence as a source of sustained competitive advantage, the question of how organizations can build an internal capability or processes to implement a service excellence strategy is of much theoretical and practical importance.
The primary purpose of this study is to provide a framework to explain how and when authoritarian leadership influences employee ethical voice.
We explore how the interplay of leader-member exchange, team-member exchange, and peers’ leader-member exchange jointly impact employees’ feedback-seeking behaviour and subsequent job performance.