Organisational Analysis in Critical Management Issues

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The ‘Organisational Analysis in Critical Management Issues’ Research Cluster aims to understand and respond to emerging societal and organisational trends and challenges, such as technological advancements, international competition, demographic shifts, and not least, the rise of neo-liberalism with its stark ecological, political, managerial and financial consequences. It achieves this by taking a contextual, interdisciplinary and critical focus.
The cluster brings together research active academics from diverse disciplines and methodological approaches around organisational behaviour, human resource management and critical management studies. Researchers are involved in understanding the impact such changes are having on employee identity, voice, well-being, work-life balance, training and skill development, organisational learning, CSR and pro-social behaviour, within small and large public and private sector organisations. The cluster is involved in research looking into the higher education and healthcare sector contexts. Ultimately, much of our research is interested in making a positive difference to the meaning of work for organisations, individuals and the actors within and around them.

In order to gain fresh and de-familiarising insights into trends and challenges and offer innovative solutions, we embrace wider disciplines, such as statistics and HR analytics, human geography, French and Chinese philosophy, environmental and evolutionary psychology, gender studies, space and aesthetics.
By its very nature, around critically exploring emerging societal issues, this research group is also interested in the wider impact of its research for organisations, practitioners and policymakers. Our research underpins our teaching on both undergraduate and postgraduate programmes particularly the BA (Hons) Business Studies, the MSc Management, the MSc Professional Development (part-time CIPD accredited course) and the MBA. Last but not least, our research underpins our ethic of collegiality and it is in this spirit, that we invite you to join us in our research journey.

Recent publications

  • Adisa, T., Osabutey, E. and Gbadamosi, G., 2016. Understanding the causes and consequences of work-family conflict: an exploratory study of Nigerian employees. Employee Relations, 38 (5), 770-788.
  • Adisa, T., Gbadamosi, G. and Osabutey, E., 2016. Work-family Balance: A Case Analysis of Coping Strategies Adopted by Nigerian and British Working Mothers. Gender in Management: an international journal, 31 (7), 479-495.
  • Chelghoum, A., Takeda, S., Wilczek, B. and Homberg, F., 2016. The challenges and future of trade unionism in Algeria: a lost cause? EMPLOYEE RELATIONS, 38 (3), 351-372
  • Herath, D., Costello, J. and Homberg, F., 2016. Team Problem Solving and Motivation under Disorganization – An agent-based modeling approach. Team Performance Management, 22 (7/8).
  • Haffar, M., Al-Karaghouli, W., Irani, Z., Djebarni, R. and Gbadamosi, G., 2016. The influence of individual readiness for change dimensions on quality management implementation in Algerian manufacturing organisations. International Journal of Production Economics.
  • Homberg, F., McCarthy, D. and Tabvuma, V., 2015. A Meta-Analysis of the Relationship between Public Service Motivation and Job Satisfaction. PUBLIC ADMINISTRATION REVIEW, 75 (5), 711-722.
  • Jones, D., 2016. Restorative, Heterotopic Spacing for Campus Sustainability. Environment and Planning D: Society and Space.
  • Jones, D.R., 2016. The ‘Biophilic Organization’: An Integrative Metaphor for Corporate Sustainability. Journal of Business Ethics, 138 (3), 401-416.
  • Mohrenweiser, J. and Pfeiffer, F., 2016. The development of study-specific self-efficacy during grammar school. Journal for Labor Market Research, 49 (1), 77-95.
  • Kampkoetter, P., Mohrenweiser, J., Sliwka, D., Steffes, D. and Wolter, S., 2016. Measuring the Use of Human Resources Practices and Employee Attitudes: The Linked Personnel Panel. Evidence-based Human Resource Management, 4 (5), 94-115.
  • Mohrenweiser, J. and Jirjahn, U, 2016. Owner-Managers and the Failure of Newly Adopted Work Councils. British Journal of Industrial Relations, 54 (4), 815-845.
  • Mohrenweiser, J., 2016. Recruitment and Apprenticeship Training. German Journal of Industrial Relations, 23 (1), 1-19.
  • Backes-Gellner, U., Mohrenweiser, J. and Pull, K., 2015. The Effectiveness of Co-Determination Laws in Cooperative and Adversarial Employment Relations: When Does Regulation Have Bite? Economic and Industrial Democracy, 36 (2), 215-238.
  • Liu, G., Eng, T.Y. and Takeda, S., 2015. An Investigation of Marketing Capabilities and Social Enterprise Performance in the UK and Japan. Entrepreneurship: Theory and Practice, 39 (2), 267-298.
  • Mohrenweiser, J. and Zwick, T., 2015. Youth Unemployment After Apprenticeship Training and Individual, Occupation and Training Employer Characteristics. Journal of Economics and Statistics, 235 (4+5), 418-432.
  • Mohrenweiser, J. and Pfeiffer, P., 2015. Coaching Disadvantaged Young People: Evidence from Firm Level Data. Journal of Economics and Statistics, 235 (4+5), 459-473.
  • Gbadamosi, G., Evans, C., Richardson, M. and Ridolfo, M., 2015. Employability and students’ part-time work in the UK: does self-efficacy and career aspiration matter? BRITISH EDUCATIONAL RESEARCH JOURNAL, 41 (6), 1086-1107.
  • Gbadamosi, G., Evans, C. and Obalola, M.A., 2015. Multitasking, but for what benefit? The dilemma facing Nigerian university students regarding part-time working. Journal of Education and Work.
  • Gbadamosi, G., 2015. Should we bother improving students’ attendance at seminars. Innovations in Education and Teaching International, 52 (2), 196-206.
  • Jones, D.R., 2015. Opening up the Pandora’s box of sustainability league tables of universities: a Kafkaesque perspective. Studies in Higher Education.
  • Jones, D., 2015. Embodying Tao in the ‘Restorative University’. Sustainability Science, 10 (1), 3-16.
  • Evans, C., Maxfield, T. and Gbadamosi, G., 2015. Using part-time working to support graduate employment: Needs and perceptions of employers. Industry and Higher Education, 29 (4), 305-314.
  • Takeda, S. and Homberg, F., 2014. The effects of gender on group work process and achievement: An analysis through self- and peer-assessment. British Educational Research Journal, 40 (2), 373-396.
  • Liu, C., Takeda, S. and Ko, W.W., 2014. Strategic Orientation and Social Enterprise Performance. Nonprofit and Voluntary Sector Quarterly, 43 (3), 480-501.
  • Richardson, M., Evans, C. and Gbadamosi, G., 2014. The work–study nexus: the challenges of balancing full-time business degree study with a part-time job. Research in Post-Compulsory Education, 19 (3), 302-309.
  • Evans, C., Gbadamosi, G. and Richardson, M., 2014. Flexibility, compromise and opportunity: students’ perceptions of balancing part-time work with a full-time business degree. The International Journal of Management Education, 12 (2), 80-90.
  • Jones, D.R., 2014. Restorative Counter-Spacing for Academic Sustainability. Organization and Environment, 27 (3), 297-314.
  • Roberts, S., 2014. “Out” in the field. Reflecting on the dilemmas of insider status on data collection and conducting interviews with gay men. Equality, Diversity and Inclusion, 33 (5), 451-461.

For all publications prior to 2014 please see individual staff profiles.

Recent PhD completions

  • Joy Tauetsile, Joy successfully finished her PhD about “Employee Engagement: Extension of the Job Demands Resource (JD-R) Model with the Ubuntu Construct.” She has returned to her job as Lecturer in HR & OB at the University of Botswana, Botswana.
  • Joyce Costello, Joyce successfully finished her PhD about “Public Service Motivation and Volunteering” in 2016 and has been appointed as a lecturer in Digital Marketing Communications, in the Faculty of Media at Bournemouth University.
  • Yumei Yang, has past her final viva about “Out of Control: Organisational Defensive Routines” and has been appointed as lecturer in HR and Organisational Behaviour at Bournemouth University.

Staff

PhD Students

  • Dinuka Herath researches about agent based modelling
  • Mehwish Mufti researches about individual information seeking behaviour.
  • Angela Baron researches about Understanding HR Reputation
  • Oladokun Ogunniyi researches about Work-life Balance and Cultural Orientations

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