Human Resource Management and Organisational Behaviour
About us
The Human Resource Management & Organisational Behaviour Research Cluster has research expertise in exploring the different needs and priorities of multiple stakeholders in and around the workplace. Our members work in close collaboration with various industry bodies, government agencies, employers and charitable organisations. Our goal is to translate and transform our world class academic research into impactful and relevant debates concerning:
- Diversity, gender, inclusion and wellbeing at work
- Leadership and organisational learning, including responding to crisis such as COVID-19
- Organisational trust and distrust
- Employment, careers, regulation and workers' voices
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Leadership and members
Lead: Professor Kathleen Riach
Alternate: Dr Marjana Johansson
Members
Dr Rami Alsharif
Dr Karen Bilsland
Ms Areti Chavale
Dr Genevieve Coderre La Palme
Dr Adina Dudau
Mr Paul Hunter
Dr Scott Hurrell
Dr Eleanor Kirk
Dr Matt Offord
Dr Belgin Okay-Somerville
Mr Paul Quigley
Professor Rosalind Searle
Professor Sabina Siebert
Professor Melanie Simms
Human Resources Management and Organisational Behaviour Seminar Series 2023-2024
The Human Resources Management and Organisational Behaviour Seminar Series welcomes distinguished researchers from other institutions to present their latest work.
On our Research Seminars, you will find abstracts and biographies for upcoming seminars.
For further information and to register for seminars, don't hesitate to contact the Research Team.
1 November 2023
Professor Karen Niven, Sheffield University Management
7 December 2023
Professor Na Fu, Trinity Business School
28 February 2024
Dr Kara Ng, University of Manchester
14 March 2024
Professor Lee Parker, University of Glasgow
25 April 2024
Professor Mathieu Dupuis, University Laval
23 May 2024
Dr Harriet Shortt, UWE Bristol
We foster a positive and productive environment for seminars through our Code of conduct.
Impact and engagement
Learn more about our projects and activities
Living wages
Professor Rosalind Searle serves as the Director of the European Association of Work and Organizational Psychology (EAWOP) Impact Incubator. Professor Searle and colleague Dr Ishbel McWha-Hermann (Edinburgh) developed the EAWOP living wage animation which launched in May 2021. The animation offers an effective summary of current research from across the field, identifying the critical shift in perspective that work and organisational psychology provides on living wages and why they matter to individuals, their employers and wider society. It is now being used by the Living Wage Alliance, as well as the Dutch NGO Idh as part of their employer roadmap for agricultural producers internationally. It is also being used in university teaching materials across the world and is available in over ten languages. Beyond the EAWOP project, Professor Searle is working with Living Wage Scotland to offer an audit to firms looking to become a living wage employer.
Related links
- Professor Rosalind Searle
- EAWOP Impact Incubator
- EAWOP living wages animation
- Living Wage Scotland
- Research paper: Striving for more: Work and Organizational Psychology and living wages (2021)
- Research paper: “Money’s too tight (to mention)”: a review and psychological synthesis of living wage research (2021)
Equal pay
Professor Martin Beirne, Dr Scott Hurrell and Professor Fiona Wilson have been working on an equal pay research project, especially the case of Glasgow City Council (GCC) workers. They have been looking at the question of what may be required to successfully mobilise action in order to achieve greater pay equity. As well as ongoing research on the GCC case, they have published several papers on equal pay and are forwarding a research agenda to better inform and influence further action, policy and employer behaviour. The team have worked with bodies such as Equal Opportunities Commission (Scotland) (now Equality and Human Rights Commission) and have provided evidence to Scottish Government committees focusing on workplace equality.
Menopause: Changing minds about changing bodies
Age discrimination in the workplace is an issue which continues within organisations and the workforce. Professor Kat Riach's research is helping to support organisations and raise awareness of the important theme of menopause at work. In collaboration with a team of multidisciplinary researchers from medicine and health sciences, she has created an evidence-based resource to help organisations embed ‘best practice’ menopause policy and aid organisational culture change. Since its launch in 2019, it has been accessed over 10,000 times across 52 countries and is a world first in providing open access menopausal guidance specifically for line managers and supporting women through menopausal transition. Professor Riach is currently partnering with industry leaders and national governments to explore and advise on how workplaces can become culturally and environmentally welcoming to all bodies of all ages.
Related links
- Professor Kat Riach
- Menopause Information Pack for Organizations
- Research paper: Menopause in the workplace: building evidence, changing workplaces, supporting women (2021)
- Research paper: Temporality and gendered agency: Menopausal subjectivities in women’s work (2019)
- Research paper: Employment conditions and work-related stressors are associated with menopausal symptom reporting (2017)
- Research paper: No sweat: managing menopausal symptoms at work (2017)
Advancing Menopause and Menstrual Health in Organisations (AMMInO): A National Study of Employees in Health and Social Care.
Professor Kathleen Riach launched the report "Advancing Menopause and Menstrual Health in Organisations (AMMInO): A National Study of Employees in Health and Social Care" on the 31st of October 2023 on menopause and menstrual health at the workplace, in collaboration with the Scottish Government.
This report, based on survey responses from over 6,00 employees across NHS Scotland, study seeks to understand the needs of women and people who menstruate. Most employees can continue to work through menstruation or menopausal transition without having a disruptive impact on their jobs. However, for those who do have menstrual and menopausal health experiences that have some kind of impact on their working lives, cultural, structural or institutional conditions can negatively impact and exacerbate these experiences.
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