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Work-related stress and work-life conflict are the biggest health and safety challenges in the UK with considerable costs to the economy as well as employees and their families. Research conducted by Professor Kinman over the last 15 years has made a significant contribution to enhancing knowledge of the mechanisms underpinning work-related well-being and ways in which this can be enhanced. In recognition of the unique nature of Kinman's work, the UoB is widely recognised as a centre of excellence in this field. Kinman has advised organisations, predominantly in the public sector, on ways to manage stress and enhance work-life balance and resilience. The significance and reach of this work has been demonstrated, most notably with academic employees and social workers. It has been used to develop interventions and informed changes to policy and practice at a national level in these sectors.
All too many IT projects fail, as many as 80%. To improve systems design in the public sector, Wastell has undertaken a sustained programme of action research, the main fruit being a design and innovation methodology, known as SPRINT. Its deployment has generated impressive benefits, e.g. a recent project produced an innovative set of tools for improving safeguarding in healthcare. Wastell's research has also highlighted the dysfunctions of the Integrated Children's System (ICS), a national IT initiative in social care. The research directly influenced the redesign of the ICS, feeding into the Munro Review of Child Protection, and has guided subsequent design work on IT for social care.
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.
Research at Oxford has played a central role within the recent restructuring of the nursing workforce to improve healthcare quality in a context of growing service demands and tightening resource constraints. Much of this restructuring has been heavily dependent on the use of the Healthcare Assistant (HCA) role, provoking much controversy. Presented as a flexible, low cost resource, these HCA roles are also unregulated and therefore seen as a potential source of patient risk. Oxford researchers have fed into this debate across a number of projects, strengthening the evidence base on the nature and consequences of the HCA role. Examining the role from the perspective of different stakeholders, these projects have impacted on national, regional and local policy and practice centred on the management and use of HCAs. In so doing, the research has contributed to the development of a more productive and safer nursing workforce.
Around the world policy initiatives have aimed to increase the engagement of clinicians in the management of health services and research has shown that this contributes to improved patient healthcare. Research led by Professor Ian Kirkpatrick at Leeds University Business School (LUBS) has identified obstacles to this engagement and proposed ways to overcome them. The findings have been distilled into training and educational material which has been delivered to National Health Service (NHS) staff and guidance which has been used by NHS organisations to improve practice. Collectively, this work has contributed to improved and more efficient patient healthcare in several NHS trusts.
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.
The University of Aberdeen's Business School has built a strong programme of research focussing on managing strategic change, particularly in the healthcare sector. Using a conceptual framework which explores the complex interplay between organisational context, content and process, the University has completed a number of studies looking into patient safety, quality and service redesign, four of which are described here. Because the work routinely involves health care stakeholders across the research pipeline, from articulation of the research problem, through to recommendations and the delivery of solutions, impact is wide-ranging, including changes in staff behaviours, improvements to safety, and significant financial savings.
The impact of the research detailed in this case study has been made at four levels:
Loughborough University research into the threats and opportunities presented by the growth of shared service centres has directly influenced the strategies and practices of a wide range of organisations confronted by changes in the provision of business support services. It has influenced the educational policy of the world's largest professional body of its kind, the Chartered Institute of Management Accountants, which has acknowledged the work as "an exemplar" that has had a "profound effect" on the industry. Through a pioneering forum for sharing business knowledge, it has also helped to shape the working methods of global companies, including Rolls-Royce, national organisations, including the Post Office, and numerous SMEs and new firms.
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.