A5073130043- Labor Movements and Unions
- Employment and Welfare Studies
- Social Policy and Reform Studies
- AI and HR Technologies
- Labor market dynamics and wage inequality
- Workplace Health and Well-being
- Retirement, Disability, and Employment
- Geriatric Care and Nursing Homes
- Gender Diversity and Inequality
- Job Satisfaction and Organizational Behavior
- Digital Economy and Work Transformation
- Dementia and Cognitive Impairment Research
- Gender Politics and Representation
- COVID-19 Pandemic Impacts
- Advanced X-ray and CT Imaging
- Artificial Intelligence in Healthcare and Education
- Healthcare innovation and challenges
- Elder Abuse and Neglect
- Community Development and Social Impact
- Intergenerational Family Dynamics and Caregiving
- Employer Branding and e-HRM
- COVID-19 Digital Contact Tracing
- Social Capital and Networks
- Social and Cultural Dynamics
- Imbalanced Data Classification Techniques
University of Leeds
2006-2025
Outcomes Research Consortium
2024
Loughborough University
2014-2016
University of York
2008-2014
University of Warwick
2007
Institute for Employment Studies
2006
London School of Economics and Political Science
2001-2004
University of Kent
2002
Musgrave Park Hospital
1998
The HR world is abuzz with talk of big data and the transformative potential analytics. This article takes issue optimistic accounts, which hail analytics as a ‘must have’ capability that will ensure HR's future strategic management function while transforming organisational performance for better. It argues unless profession wises up to both drawbacks this emerging field engages operationally strategically develop better methods approaches, it unlikely existing practices deliver...
Abstract This provocation argues that the COVID‐19 pandemic has exposed deep labour market inequalities. Partially underpinning these inequalities are human resource management (HRM) theories and practices which encourage legitimise commodification of labour. Workers whose jobs have been commodified suffered disproportionately during pandemic. While HRM is not wholly responsible for this suffering it important those us involved in researching, teaching practicing to reflect on ways what we...
Abstract Artificial intelligence (AI) is widely heralded as a new and revolutionary technology that will transform the world of work. While impact AI on human resource (HR) people management difficult to predict, article considers potential scenarios for how affect our field. We argue although popular accounts stress risks bias unfairness, these problems are eminently solvable. However, way industry currently constituted wider trends in use organising work mean there significant risk degrade...
This article investigates the experience of low paid workers without union representation. It reports on findings a recent survey 501 paid, non-unionized who experienced problems at work. The results demonstrate that work are widespread and, despite strong propensity to take action try resolve them, most failed achieve satisfactory resolutions. In light these results, we argue current UK Government definition vulnerability is too narrow because our suggest large proportion unrepresented risk...
Interest in data on job satisfaction is increasing both academic and policy circles. One common way of interpreting these to see a positive association between quality. Another view dismiss the usefulness data, because workers can often express with work where quality poor. It argued that this second has some validity, but survey subjective well-being at are informative if interpreted carefully. If researchers come sensible conclusions about meaning behind information why report needed....
Are long working hours, over-employment and under-employment associated with a reduction in subjective well-being? If they are, is the association or short-lasting? This article answers these questions through within-person analysis of nationally representative longitudinal survey from United Kingdom. The results suggest that hours do not directly affect well-being, but line theories person–environment fit, both are lower well-being. However, more likely for those who work longest hours....
Abstract HR analytics is an emerging field attracting substantial practitioner and academic attention. This article introduces the special issue on Aanalytics for HRMJ. Several recent reviews in area have struggled to find research published literature a key aim of this show case high quality analytic projects cutting‐edge techniques contribute subfield HRM. Before considering papers issue, we reflect two challenges area: First, not recognized keyword, makes it difficult categorise identify...
Dispersion in pay is lower among union members than non-unionists. This reflects two factors. First, and jobs are more homogeneous their non-union counterparts. Second, wage policies within across firms dispersion. Unions' minimum targets also truncate the tail of distribution. There major consequences these egalitarian policies. return to human capital which recognise unions unorganised sector. compress structure by gender, race occupation.
This article investigates the relationship between worker voice practices, employee perceptions of managerial responsiveness and labour productivity. It argues that is a critical but under-investigated variable in study voice, human resource management performance. Our results suggest to does lead superior However, this only found non-union workplaces there little formal regime One important implication finding more responsive will result improved productivity, so policy interventions should...
This paper assesses the determinants of level support for union membership among non–union employees. Using data from a representative sample employees in Great Britain, research confirms importance job dissatisfaction, left–wing views and perceived instrumentality as predictors willingness to join trade union, being most significant.
This paper assesses the record on job quality during early term of office New Labour government by interpreting, from a political economy perspective, changes in variety subjective measures taken several different data sources. We find some improvements over period 1998-2004; however we argue that these have arisen not because Labour's policies towards workplace but low and falling rates unemployment. Despite recent improvements, large number workers Britain remain jobs and, without radical...
ABSTRACT The 2004 Workplace Employment Relations Survey allows further exploration of the fate or workplace‐based forms employee representation charted by earlier surveys. We describe occurrence and diversity representational forms, union, non‐union ‘hybrid’, structural characteristics workplaces where they are found. go on to analyse a number processual differences in outcomes. In particular, we try estimate effects different for outcomes such as wage dispersion, procedural ‘fairness’...
This paper examines the relationship between human resource management practices and job satisfaction, drawing on data from 1998 2004 Workplace Employment Relations Surveys. The finds significant increases in satisfaction with sense of achievement work 2004; a number other measures quality are found to have increased over this period as well. It also decline incidence many formal practices. reports weak association achievement. Improvements perceptions security, climate employment relations...
Abstract Unionized workers tend to be less satisfied with their jobs than non‐union counterparts. Despite 40 years of research that has sought explain this phenomenon, the causes relationship are not fully understood. Drawing on nationally representative panel data from UK, study uses quasi‐experimental methods compare how job satisfaction union members and counterparts changes in response an exogenous event. Results suggest working conditions rather behaviour unions more likely cause member...
Many studies show the adverse consequences of insufficient nurse staffing in hospitals, but safe and effective is unlikely to be just about staff numbers. There are considerable areas uncertainty, including whether temporary can safely make up shortfalls permanent using experienced mitigate effect shortages.
Intersectionality theory is concerned with integrating social characteristics to better understanding complex human relations and inequalities in organizations societies (McCall 2005). Recently, intersectionality research has taken a categorical quantitative turn as scholars critically adopt but retain existing categories explain differences labour market outcomes. A key contention that carry penalties or privileges their intersection promotes hinders the life chances of particular groups...
Background It is widely believed that persons employed in jobs demanding long working hours are at greater risk of physical inactivity than other workers, primarily because they have less leisure time available to undertake activity. The aim this study was test hypothesis using prospective data obtained from a nationally representative sample persons. Methods Longitudinal the Household, Income and Labour Dynamics Australia Survey (93 367 observations 17 893 individuals) were used estimate...
Abstract The year 2003 was widely perceived as the of ‘awkward squad’— a group recently elected union leaders more prepared than their predecessors to challenge New Labour. It also in which unions were have experienced beginnings recovery. In this review I argue that both these perceptions are misplaced. new generation disparate bunch squad’ label implies. they lead remain seriously weakened by harsh and inhospitable environment. Union recovery is unlikely unless environment changes or can...