Research Programme

The three main areas of research conducted by the HRM research group are International HRM, Strategic HRM, and Leadership.HRM Research Group triangle (26-5-15).png

The group’s research on International HRM focuses on:

  • Human Resource Management in Multinational Firms
  • Managing Expatriation, Mobility and Global Careers
  • Managing Workforce Diversity

The research on international HRM (IHRM) addresses the key issues that confront individuals and firms when operating in a globalized and diverse business environment. In terms of firms and the international HR function, this includes responsibilities that extend from managing expatriation and cross-cultural teams to the management of strategic IHRM activities – for example, the global coordination of HRM practices and processes, the instilling of corporate values that provide meaning across different national cultures, and the nurturing of networks that facilitate organizational learning, knowledge and talent flows across borders. In terms of individuals, the research on IHRM concentrates on the lived experiences of expatriates and issues such as careers, stress and work-life balance that present significant challenges to many for whom travel and living abroad is a large part of their work.

The group’s research on Strategic HRM focuses on:

  • HRM and Performance
  • The Role of the HR Function
  • Employee Wellbeing
  • Organizational Learning and Knowledge Management

The Strategic HRM (SHRM) research area focuses on the strategic role of HR and the changing role of HR professionals. The research also focuses on core HRM practices, employee wellbeing, the HRM-performance relationship, and HRM measurement. The research on SHRM takes a particular interest in HRM practices in a broader sense, which includes issues such as supervisory support and competence management.

The group’s Leadership research focuses on:

  • Leadership in Complex Organizations
  • Leadership Development

Research on leadership is embedded in the group’s HRM research, but extends to include collegial forms of leadership, shared leadership, the leadership practices of managers, leadership in complex and creative organizations and leadership development. The group understands leadership as an ongoing organizational process that involves both leaders and followers, and the organizational frames such as a leadership culture. Leadership is therefore a complex relational phenomenon that must be examined in social, cultural and historical contexts. The perspectives examined in the group’s leadership research include the levels of an individual leader, a dyadic relationship between a leader and a follower, a group, a community, an organization, an industry and also national and global contexts. Leadership culture is studied in the relationship between leaders and subordinates, in the work and behaviour of work communities, and through processes, power structures, language, and narratives.