Summary of the impact

University of Bath research into employee attitudes and behaviours has underpinned changes at Alexander Mann Solutions (AMS), a global provider of Human Resource (HR) outsourcing and consultancy services to 45 major clients in 6 countries. The research has improved AMS's ability to understand and to manage employee commitment across organisational boundaries. As a direct result of this research, AMS have developed new processes and approaches that balance commitment to clients with commitment to the company. Specifically, they have enhanced their induction programme; increased training hours for technical staff by 15% and for managers by 45%; initiated a global teamwork award; introduced an electronic knowledge base; and established senior management development. Results have shown a 9% improvement in employee commitment, an 8% reduction on intention to quit, and a 5% increase in internal promotions.

Summary of the impact

Our factor analytic and psychometric work distinguishing addiction from (non-pathological) high engagement has helped stimulate public and professional psychiatric debate about, and improved public understanding of, Internet-related and computer game addictions. Evidence of this impact exists on various web sites; computer game players, parents of young game players and games designers using our work to debate the issues of whether it is reasonable to conceive of some people being addicted, what the indicators of addiction might be, the personality factors that might put people at risk, and to develop strategies for preventing and dealing with addictions.

Summary of the impact

The Change Management Consortium (CMC) is a collaborative network of academics and organizations seeking to improve knowledge and practice on staff engagement in the strategic implementation of change. Research done at the University of Bath has helped organizational members of the CMC internally to improve employee trust and to build commitment to change. The CMC provides member organizations (including: Aviva, Ernst & Young, GKN, GlaxoSmithKline, Kraft Foods, the Ministry of Defence and T-Mobile) with opportunities to utilise highly relevant research findings in order to create cross-organizational dialogues on improving practice. The broad aim of the research is to move from strategies for change based on alignment with management requirements, to strategies for change informed by employee engagement. One of the CMC members, Her Majesty's Revenue and Custom's (HMRC) provides a specific case example of the benefits of this research, which led to acknowledged improvements in trust and employee engagement.

Summary of the impact

The impact of the Hull University Business School`s (HUBS) research on ESV emerged out of a project with Yorkshire Bank and Irwin Mitchell Solicitors (August 2010-July 2011) and a separate project with the Co-operative Group and the Federation of City Farms and Community Gardens (FCFCG) (February 2012 - January 2013). These led to wider impacts on:

1) Corporate ESV policies of the case study companies.

2) Hull and East Yorkshire Community Foundation (HEYCF) approaches to ESV and engagement with business.

3) Securing new funding from the ESRC Knowledge Exchange Opportunities Grants Scheme in partnership with HEYCF.

Summary of the impact

Impact for the CPHR is derived from its collaborative partnership between their world-leading HR researchers and 20 primary sponsor organisations. Through this network the Centre stays abreast of the current issues facing HR directors. This co-production of knowledge generates performance-driven solutions that have benefit to the wider business community. These are distributed through high-impact white papers, journal articles and initiatives with the CIPD (the professional HR institution). Examples of organisational impact include a new strategy at McDonald's `Trust Based HR' and a 20% increase in job satisfaction of employees aged 60+ and the creation of an Executive Vice-President position at Shell.

Summary of the impact

Hull-based research on critical systems thinking has been used for public, private and community benefit in Australasia, due to pivotal partnerships with the International Centre for Complex Project Management in Australia and the Institute of Environmental Science and Research (ESR) in New Zealand. Benefits include: the reconciliation of economic and environmental imperatives in NZ water management, valued at NZ$1.7bn of economic growth; NZ$6.2m for ESR projects serving government clients; improved stakeholder consultation on NZ science investments; the development of new systems thinking capacity in the Victoria Department of Primary Industries (Australia); and 5% cost savings in key Australian defence procurements.

Summary of the impact

University of Glasgow researchers have played a pivotal role in enhancing awareness and understanding of cosmology, relativity and gravitational-wave astronomy on the national and international stage.

• The 'Astronomy's New Messengers' public exhibition on gravitational-wave astronomy has been displayed at international events that have attracted a total audience exceeding a million people. A survey conducted at the World Science Festival 2010 indicated that 89% of visitors found the exhibition had increased their interest in science.
• The University of Glasgow has had a crucial influence on the redesign of the Scottish Higher and Advanced Higher Physics syllabus to include significant content on cosmology, relativity and gravitational astrophysics. In 2012 the revised Higher Physics pass rate was approximately 4% greater than that for the non-revised Higher, demonstrating significant impact in terms of pupil engagement and results.