(p. x) List of Contributors
(p. x) List of Contributors
Mathew R. Allen is a doctoral candidate in human resource management at Cornell University where his research is concerned with the relationship between HR practices and firm performance among small businesses.
Stephen Bach is Reader in Employment Relations and Management at King's College, University of London. His research interests include public sector restructuring and public sector unionism and his publications include Employment Relations and the Health Service: The Management of Reforms (Routledge).
Rosemary Batt is Professor of Women and Work at the New York State School of Industrial and Labor Relations, Cornell University. Her research ranges across high-performance work systems, unions, international and comparative workplace studies, technology, and work and family issues, and her publications include The New American Workplace: Transforming Work Systems in the U.S. (ILR Press, Cornell) with Eileen Appelbaum.
Paul Boselie is an Associate Professor in Human Resources Studies in the Faculty of Social and Behavioural Sciences at Tilburg University. His research traverses human resource management, institutionalism, strategic management, and industrial relations.
Peter Boxall is Professor of Human Resource Management and Associate Dean for Research in the Business School at the University of Auckland. His research is concerned with the links between HRM and strategic management and with the changing nature of work and employment systems and he is the co-author of Strategy and Human Resource Management (Palgrave Macmillan) with John Purcell.
Bill Cooke is a Visiting Professor in the School of Labor and Industrial Relations at Michigan State University. His research concerns multinational companies and foreign and global human resource/collective bargaining strategies, the integration of technology and HRM strategies, work team systems, and union–management cooperation, and he is editor of Multinational Companies and Global Human Resource Strategies (Greenwood Publishing).
John Cordery is Professor of Organizational and Labour Studies in the School of Economics and Commerce at the University of Western Australia where he has (p. xi) served as Head of Department. His research focuses on new technology and work design, team-based work organization and organizational trust.
Helen De Cieri is Professor of Human Resource Management and Director of the Australian Centre for Research in Employment and Work (ACREW) at Monash University. Her research is concerned with strategic human resource management, global HRM, and HRM in multinational networks, and she is co-author of Human Resource Management in Australia (McGraw-Hill) with Robin Kramar.
Rick Delbridge is Professor of Organizational Analysis at Cardiff Business School and Senior Fellow of the Advanced Institute of Management Research. His research areas include work organization, workplace and inter-organizational relations, and the management of innovation, and he is the author of Life on the Line in Contemporary Manufacturing (Oxford University Press).
John E. Delery is Professor of Management in the Sam Walton College of Business at the University of Arkansas. His research is concerned with the strategic management of human resources, the structure of human resource management systems, personnel selection, and the selection interview.
Barry Gerhart is Bruce R. Ellig Distinguished Chair in Pay and Organizational Effectiveness at the School of Business, University of Wisconsin-Madison. His research spans compensation, HR strategy, incentives, and staffing, and his books include Compensation: Theory, Evidence, and Strategic Implications (Sage) with Sara Rynes.
Damian Grimshaw is Professor in Employment Studies and Director of the European Work and Employment Research Centre (EWERC) at the University of Manchester. His research covers several areas of employment policy and practice and his publications include The Organisation of Employment: An International Perspective (Palgrave Macmillan) with Jill Rubery.
David E. Guest is Professor of Organizational Psychology and Human Resource Management at King's College, University of London. His research examines the relationship between human resource management, corporate performance, and employee well-being as well as including studies of psychological contracting and the future of the career.
James P. Guthrie is the William and Judy Docking Professor of Human Resource Management in the School of Business at the University of Kansas. His current research interests include the impact of HR systems on firm performance and alternative reward systems.
Bill Harley is Associate Professor in the Department of Management at the University of Melbourne and Associate Dean (International) in the Faculty of Economics and Commerce. His research interests range across HRM and industrial (p. xii) relations and his publications include Democracy and Participation at Work (Palgrave Macmillan), edited with Jeff Hyman and Paul Thompson.
Bruce E. Kaufman is Professor of Economics and Senior Associate of the W. T. Beebe Institute of Personnel and Employment Relations at Georgia State University. His research interests span labor markets, industrial relations, and human resource management, and his books include The Global Evolution of Industrial Relations (ILO).
Sven Kepes is a doctoral candidate in management at the Sam Walton College of Business, University of Arkansas, where he is researching in the areas of strategic HRM, compensation, and employee turnover.
Ian Kessler is Reader in Employment Relations at Said Business School, Oxford University, and a Fellow of Templeton College. His research interests include reward strategies, employee communications, and the psychological contract.
Brian Kim is a doctoral candidate in psychology at Michigan State University where he is conducting research on selection instruments and processes.
Nicholas Kinnie is Reader in Human Resource Management in the School of Management at the University of Bath. His research concerns the links between HRM and organizational performance, the role of people management practices in professional service firms, and HRM in customer response centers, and he is the co-author of Understanding the People and Performance Link: Unlocking the Black Box (CIPD) with John Purcell, Sue Hutchinson, Bruce Rayton, and Juani Swart.
Thomas Kochan is the George Maverick Bunker Professor of Management at MIT's Sloan School of Management and Co-Director of the MIT Workplace Center and the Institute for Work and Employment Research. His research covers a variety of topics in industrial relations and human resource management and his recent books include Restoring the American Dream: A Working Families' Agenda for America (MIT Press).
Ellen Ernst Kossek is a Professor of Human Resource Management and Organizational Behavior at Michigan State University's Graduate School of Labor and Industrial Relations. Her interests span human resource management, organizational support of work/life integration, and diversity, and her books include Work and Life Integration (Lawrence Erlbaum Associates) with Susan Lambert.
Gary Latham is Secretary of State Professor of Organizational Behaviour in the Rotman School of Management at the University of Toronto. His research traverses goal-setting, employee motivation, performance appraisal, training, organizational justice, and organizational citizenship in the workplace.
David Lepak is Professor of Human Resource Management in the School of Management and Labor Relations at Rutgers University. He is interested in the (p. xiii) strategic management of human capital, in different modes of employment, and in the links between HRM and performance.
Heather MacDonald is a doctoral candidate in psychology at the University of Waterloo where she is conducting research on leadership, work motivation, and performance appraisal.
Mick Marchington is Professor of Human Resource Management at the University of Manchester where he has also served as Dean of Management Studies. His research traverses worker participation and voice and the changing nature of work, and his most recent book is Fragmenting Work: Blurring Organizational Boundaries and Disordering Hierarchies (Oxford University Press), co-edited with Damian Grimshaw, Jill Rubery and Hugh Willmott.
Lilian M. de Menezes is a senior lecturer in the Cass Business School, City University, London. Her research focuses on forecasting, human resource management, and measurement in the social sciences.
Marc Orlitzky is an Associate Professor in the School of Business at the University of Redlands in California. His research includes studies of corporate social-financial performance, corporate social responsibility and business ethics, and strategic HRM.
Jaap Paauwe is Professor in Human Resource Studies in the Faculty of Social and Behavioural Sciences at Tilburg University. His research ranges across HRM and industrial relations and his publications include HRM and Performance: Achieving Long-Term Viability (Oxford University Press).
Sharon K. Parker is Professor of Occupational Psychology at the Institute of Work Psychology, University of Sheffield, and the Institute's Director. Her research interests include work design, employee learning and development, organizational change, and workplace health, and her publications include Job and Work Design: Organizing Work to Promote Well-Being and Effectiveness (Sage) with Toby Wall.
Shaun Pichler is a doctoral candidate at the School of Labor and Industrial Relations at Michigan State University with research interests in EEO and the management of diversity.
John Purcell is Research Professor at the Industrial Relations Research Unit, Warwick Business School, focusing on the impact of the Information and Consultation Regulations on UK companies. He is also the Strategic Academic Adviser for the Advisory, Conciliation and Arbitration Service (Acas). In addition, he is a Deputy Chairman of the Central Arbitration Committee (CAC), dealing with trade union recognition. He is the co-author, with Peter Boxall, of Strategy and Human Resource Management (Palgrave Macmillan).
Jill Rubery is Professor of Comparative Employment Systems and head of the People, Management, and Organization Division of Manchester Business School and founder and Co-Director of the European Work and Employment Research Centre (EWERC) at the University of Manchester. Her research is concerned with the ways in which work and employment systems vary across organizations and societies and her publications include The Organisation of Employment: An International Perspective (Palgrave Macmillan) with Damian Grimshaw.
Neal Schmitt is Professor and Chairperson of the Department of Psychology at Michigan State University. He researches in the areas of personnel testing and selection, job placement, and performance appraisal and his books include Organizational Staffing (Lawrence Erlbaum & Associates) with Robert Ployhart and Benjamin Schneider.
Scott A. Snell is Professor of Business Administration at the Darden School of Business, University of Virginia. His research focuses on the development and deployment of intellectual capital as a foundation of an organization's core competencies and he is the author of Managing Human Resources (Southwestern Publishing) with G. W. Bohlander.
Lorne M. Sulsky is Professor of Management and Organizational Behavior at Wilfred Laurier University. His research traverses performance management, training, and work stress, and he is the co-author with Dr Carlla Smith of Work Stress (Wadsworth Publishing).
Juani Swart is a Senior Lecturer and Director of MBA programmes in the School of Management at the University of Bath. Her research interests include knowledge management, intellectual capital, and knowledge workers, and she is the co-author of Understanding the People and Performance Link: Unlocking the Black Box (CIPD) with John Purcell, Nicholas Kinnie, Sue Hutchinson, and Bruce Rayton.
Paul Thompson is Professor and Head of the Department of Human Resource Management at the University of Strathclyde. His research traverses the labor process, organization theory, and workplace misbehavior and conflict, and he is the co-editor of the recent Oxford Handbook on Work and Organization (Oxford University Press) with Stephen Ackroyd, Rosemary Batt, and Pamela Tolbert.
Tony Watson is Professor of Organizational Behaviour at Nottingham University Business School. His research is concerned with organizations, managerial work, strategy-making, entrepreneurship, HRM, and industrial sociology, and his books include Sociology, Work and Industry, (fifth edition 2008).
Jonathan Winterton is Professor of Human Resource Development and Director of Research and International at Toulouse Business School. His research interests span management development, vocational education and training, social dialog, (p. xv) industrial relations, and employee turnover. His publications include Developing Managerial Competence (Routledge) with Ruth Winterton.
Stephen Wood is Professor and Deputy Director of the Institute of Work Psychology at the University of Sheffield. His recent research has concerned high-involvement management, employee voice, idea-capturing schemes, portfolio working, and the social challenges of nanotechnology. He is editor (with Howard Gospel) of Representing Workers: Trade Union Recognition and Membership in Britain (Routledge).
Patrick Wright is William J. Canaty / GE Professor of Strategic HR and Director of the Cornell Center for Advanced Human Resource Studies in the School of Industrial and Labor Relations, Cornell University. His research interests span the relationship between HR practices and firm performance, the creation of a strategic HR function, and HR's role in corporate governance, and he is the co-author of Fundamentals of Human Resource Management (McGraw Hill) with Raymond Noe, John Hollenbeck, and Barry Gerhart.