Research interests

The psychopathology of high performance

Narcissistic personality disorder

Behavioural science and corporate governance

My literature review for the ACCA-ESRC on this subject can be downloaded here:

Influence and animals

Ethological insights into influence and negotiation.

Happiness in the workplace

An area of ongoing Organisation Development activity, a summary of recent literature appeared in the Director Today magazine (October 2015):

The psychology of fraud

The application of fully saturated partial factorial experimental designs to social science research

FSPFs are one of the most efficient means of designing an experiment – leading to the smallest number of trials to establish the variance of any number of outcomes with the highest degree of confidence. They can be applied by an experimenter with minimal training too. They are routinely used in industry for a wide range of engineering and quality related experiments. However, they have rarely been used in social science research, even though they provide the ability to investigate exceptionally complex problems.

My interest is in applying these to a variety of leadership and management problems both to provide better understanding of those themes and to demonstrate the value of this approach.

  • For an organisation seeking to achieve maximum communication of a key message (such as a legislative requirement or a corporate strategy) which factors will determine its success and which will achieve nothing?
  • What are the qualities of a leader that their ‘followers’ identify as most significant?
  • Which factors lead to the most effective self-regulation of employee behaviour?
  • What are the characteristics of the most effective social media marketing campaigns?

The impact of employers’ rejections on applicants subsequent job hunt success and other behaviours

With the massive increase in the use of the internet to manage recruitment, far larger numbers of spurious applications are received. At the same time, many organisations now handle their own recruitment rather than outsourcing it. This has led HR departments to prune the degree of communication with applicants. Some advise applicants at each step of the application process, whereas others simply say that unless the individual has heard by a particular day they should assume that they hav not been successful.

This project aims to understand the impact of the communication (or lack thereof) on individuals – whether it affects their motivation generally, how long it will be before they apply to another organisation, whether there are any associated health-related behaviour effects, what the impact is on their perception of the employer and to what extent they share that perception with others.

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