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Research Group

Future of Global Work and Leadership Institute

The institute explores contemporary themes and debates related to the future of global work and leadership in advanced and emerging markets.

The Challenge

The future of global work and leadership is a rapidly evolving area, and the institute will seek to be agile in responding to the challenges which continue to disrupt the future of global work landscape post pandemic. The pandemic profoundly challenged assumptions about how employees engage with work and provided opportunities for organisations to reframe their employee experience around issues of well-being, work-life balance and more flexible working arrangements highlighting the need to move to a more sustainable management of the workforce. These questions and issues will be of central importance to the institute’s future research agenda which includes the provision of decent work and a move from precarious work towards more stable contractual arrangements, a key requirement to address the growing inequalities in the global labour market.

The Approach

The institute integrates new perspectives and new talent pools to contribute to the understanding the complexities related to the rapidly evolving future of global work. The institute contributes to contemporary debates on the ways in which global work has changed post – Covid and can impact positively on organizations’ practices and the wider society’s experience of global work.

The institute has successfully developed strong international collaborations with leading universities in Europe, North America, the CEE, India, Japan and Latin America. A feature of the institute’s research is to develop comparative collaborative research in emerging relatively unexplored areas of research.Our strategy is to extend and deepen international research collaboration with leading institutes such as the Indian Institute of Management and University of the West Indies. Our deep engagement with top international institutes provides opportunities for further high impact collaborative research on the labour market participation and experiences of marginalised and under-represented groups in the emerging markets which fits well with the Decent Work agenda of the Global Challenges Research Fund and with UN Sustainable Goals. 

Digital workplace


We seek to enhance understanding of inequalities in global labour markets and the barriers to the labour market participation and experiences of marginalised and under-represented groups in the emerging markets which fits well with the Decent Work agenda of the Global Challenges Research Fund and with UN Sustainable Goals. This interdisciplinary research brings insights and expertise from areas such as Gender Studies, Disability, Migration, Sustainability and supply chains in emerging markets. Our overall goal is to achieve international recognition for the quality and impact of our research 

Research Areas

Sustainable Leadership
Talent Management
Wen Zanhao (MSc Marketing Management)
  • Group Members
  • PhD Students

    Ethica Tanjeen

    Namita Poudel-Bhusal

    Marilyn Nwaigwe

    Mohammed Farouk

    Dina Mohamed

    Aruni Samarakoon

  • Project List

    Current and future projects are outlined below in our core areas.

    Diversity and Inclusion

    Diversity and Inclusion: locally and internationally, focusing on women’s perspectives and life experiences in the labour market in developed and emerging economies.

    Examples of research projects:

    1. Gender Mainstreaming in Northern Ireland SMEs (in collaboration with Queens University)
    2. The role of women in senior management in emerging markets
    3. The participation and engagement of female professionals in the Indian IT sector
    4. Talent and Human capital issues relating to the ageing workforce

    Talent, Gender and Human Capital in SMEs

    Examples of research projects and emerging research:

    1. The Future of Talent Management in high tech SMEs with a focus on STEM talents (in collaboration with Queens University Belfast and University of the West Indies)
    2. TM in Greek SMEs: A Polytextual Perspective (in collaboration with Athens University)
    3. Leadership, talent, gender and career issues in SMEs in the Caribbean (in collaboration with UWI)
    4. TM in Sri Lankan SMEs (in collaboration with University of Paradeniya, Sri Lanka)
    5. TM in SMEs in the Philippines (in collaboration with the University of Manila)
    6. Talent and Human Capital issues and the ageing workforce in SMEs.

    Employee Turnover, Labour Shortages and Retention Issues in the UK Private and Public Sector (in collaboration with regional and North American research partners)

    Examples of research projects:

    1. Workforce Planning, Employee turnover and retention in the UK private and public sectors
    2. Prospect theory and employee turnover propensity
    3. The Green Skills Revolution in the Humber and Yorkshire Renewables Sector
    4. Agile Team Dynamics – a network approach providing insights into the main dimensions of team dynamics

    Responsible and Inclusive Leadership

    Examples of research projects and emerging research:

    1. Critical perspectives on the ethics of leadership
    2. Responsible Leadership (in collaboration with leading international universities, e.g. Princeton and Oxford Universities)
    3. An empirical study of Inclusive Leadership in Times of Global Crises: the CEO perspective (in collaboration with Ritsumelian Asia Pacific University, Japan and Queensland University, Australia)
    4. Leadership, regional integration and talent mobility – emerging research - Comparative study of regional talent mobility in Mercusor and the EU
  • Outputs and Publications


    • Kravariti, F., Jooss, S. and Scullion, H (2023) Talent Management and Covid: Lessons and Opportunities. Special Issue: Talent Management in the New Normal of Hospitality and Tourism. International Journal of Contemporary Hospital Management ABS:3 (in press)
    • Kravariti, F., Tsousas, K and Scullion, H. (2022) Talent Management and Performance in the Public Sector: the Role of Organisational and Line Management Support. International Journal of Human Resource Management 3* DOI: 10.1080/0985192.2022.203265
    • Jawali, H.A., Darwish, T., Scullion, H and Haak-Saheem, H (2022) Talent Management in Public Sector Empirical Evidence from the Emerging Economy of Dubai, International Journal of
    • Human Resource Management 3* DOI: 10.1080/09585192.2021.2001764
      Hassan, Y., Patin,J., Sethi, D, Scullion, H (2022) Understanding Talent Management for Sports Organizations: Evidence from an Emerging Country. International Journal of Human Resource Management, 3 * in press DOI: 10.1080/09585192.1971736
    • Kravariti, F., Ohruh E. Scullion, H, Diba, C. and Tasoulis, K (2022) Weathering the Storm: Talent Management in Internationally Oriented Small and Medium Sized Enterprises: Journal of Organisational Effectiveness: People and Performance. 2* (in press)
    • McDonnell, A., Scullion, H., Skuza, A and Roos, Scullion, H. (2022) Tensions in Talent Identification: A Multi- Level Stakeholder Approach. International Human Resource Management Journal. 3* (ABS:3)
    • Paul, A., Krishnan, T.N and Scullion, H (2021) Talent and Career Issues of Female professionals in the Indian IT industry. Indian Journal of Industrial Relations (ABS:3)
    • Holland, D and Scullion, H (2020) Towards a Talent Retention Model. Mapping the Building Blocks of The Psychological Contract to the three stages of the Acqusition Process. International Journal of Human source Management doi. Org/10.1080/09585192.2019.1569546. (ABS:3)
    • Gallardo-Gallardo, E. and Thunnissen, Scullion.H (2020). Global Talent Management: the Importance of Context, International Journal of Human Resource Management, 31 (4): 1-20 (ABS:3)
    • Pate, J. and Scullion, H. (2020) The Flexpatriate Psychological Contract: a Literature review and Future research agenda. International Journal of Human Resource Management.29 (8): 402-1425. DOI 10.1080/09585192.1244098. (ABS:3)
    • Kim, R. Scullion, H, Mohan, A and Jooss, S (2023) Inclusive Leadership in Times of Global Crises Submitted to the Thunderbird International Business Review (ABS:3 September 2023)
      Carson G., Scullion, H., Miller, K. Kelly. G (2023) G. The Future of Talent Management in High Tech Firms. Accepted for EURAM conference, Trinity College Dublin, June. Paper to be submitted to Human Resource Management Journal ABS:4). Small Grant Application to BA/Leverhulme. £10,000
    • Ferdous, S., Kelly, G. and Scullion H. (2023) Gender Mainstreaming in Male Dominated Industries in Northern Ireland. Gender, Work and Organisation confererence, Stellenback, South Africa. Paper to be submitted to Journal of Business Ethics, (ABS:3) Small Grant Application submitted to BA/Leverhulme. £10,000
    • Patin, J, Sethi, D, Scullion, H and Hussan, Y. Talent issues in Indian Voluntary Organisations. To be submitted to the International Journal of Human Resource Management. (ABS:3)
    • Zaharie, M. Kushwaha A., Scullion. H., and Hassan, Y. Nomological network of talent management: a systematic literature review. To be submitted to International Business Review. (ABS:4)
    • Tasoulis, K., Scullion, H., Kravariti, F., Therious, G, and Hylton, Y. Talent Policies and practices in Greek SMEs: a poytextual approach. To be Submitted to Human Resource Management Journal (ABS:4)
    • Hilton, Y., Scullion, H and Crick, A. Talent and Human Capital Issues in Jamaican SMEs (new emerging sabbatical research) Target Journal: International Journal of Contemporary Hospitality Management. (ABS:3)
    • Minto-Coyes, I and Scullion, H. Talent Management in Voluntary Grassroots Organisations in the Caribbean. Target Journal: Journal of Business Ethics, ABS (New emerging sabbatical project)
    • Usanova, K., Scullion, H and Zaharie, M. Talent and Leadership Issues in not-for-profit organisations: Evidence from the CEE (new emerging research).


    • Cook, J , Thiery, H, & Burchell, J (Forthcoming) ‘No longer “waiting for the great leap forwards” - advances in community engagement as a result of COVID-19’ Journal of Social Policy. CAB 3.
      Cook, J, Burchell, J, Thiery, H and Roy, T (Forthcoming) ‘Doing it for the Community’ - Raising New Challenges by Examining ESV from the Employees’ Perspective’ Non-Profit and Voluntary Sector Quarterly CABS 3.
    • Roy, T K, Burchell, J and, Cook, J (forthcoming) ‘The influences of institutions and stakeholders on MNOs’ CSR strategies: in the context of Bangladesh’. Accounting Auditing and Accountability Journal. CABS 3.
    • Burchell, J., J. Cook, H. Thiery, E. Ballantyne, S. Nikolova and F. Walkley (forthcoming 2022) ‘Shifting Sands: Challenges and Opportunities for the Voluntary Sector during the Covid 19 pandemic’ in Dayson et al (eds) The role of the Voluntary Sector during Covid 19, Policy Press.
      Cook, J , Thiery, H and Burchell, J (2023) Lessons from Mutual Aid for Informal Volunteering and Public Policy' Plenary paper presented at the Volunteering Australia National Conference, Cambara University.



    • Menezes, I.; Zwiegelaar, J., Stylos, N; Mendy, J. (2023). Using psychological networks to develop an integrated relational framework to understand organizational climate. European Academy of Management.
    • Menezes, I., McCartney, S., Mendy, J. (2023). Linking People Analytics and Human Resource Development: Implications of Psychological Networks. Human Resources Division International Conference (HRIC) 2023, Academy of Management.
    • Sena, C., Pires, P., de Oliveira, I., Couto, I., Menezes, I. (2023). Development and Psychometric Properties of the Cognitive Distortions Questionnaire for Adolescents (CD-Quest-T). Trends in Psychiatry and Psychotherapy, 23, 1-8. IF= 1.495

    Work in progress

    • Menezes, I., Tasoulis, K.; Pavlos, V.; Mendy, J., Hilbert, O. (Status: research in initial stage of development. Funded by The ACG Greece and The University of Hull). Psychological safety: definition and conceptual boundaries. Target Journal: Human Resource Management Review.
      Menezes, I., McCartney, S., Mendy, J. The Power of People Analytics: Harnessing the Benefits of Psychological Networks for Strategic Human Resource Development. Submitted to Human Resource Development Review.
    • Menezes, I., Fan, S., Menezes, A. (Status: data collected on 1,750 respondents. Data being analysed. Project funded by Visiu Analytics). Using computer vision to design and validate an image-based behavioural assessment. Target Journal: Journal of Personality and Social Psychology.
    • Menezes, I., Hilbert, O. (Status: Second round: data is being collected at team level after being collected at individual level. Funded by Ollintel Ltd). Developing a multilevel theoretical framework and new measure of agile team dynamics. Target Journal: Journal of Occupational and Organizational Psychology.
    • Menezes, I., Andrade, J; Ruggeri, K. (Status: first round - instrument under development, with data to be collected on Prolific. Funded by The University of Hull). Applying prospect theory to measure employee turnover propensity. Target Journal: Journal of Occupational and Organizational Psychology.
    • Iqbal, Z., Airey, N., Menezes, I., Burbidge, F. Assessing clinicians’ confidence to screening for and addressing suicide risk in clinical settings. To be submitted to Psychiatry Research.
    • Menezes, I.G. Fan, S., Menezes, A. Using computer vision to design and validate an image-based behavioural assessment. To be Submitted: Journal of Personality and Social Psychology.
      D. Menezes. Personal Development: attended a short course at the LSE Political Science: Machine Learning: Practical Applications 2023-03-15


    • Co-edited (with Veronica Rodriguez-Blanco) a special issue of Dialogoi-Ancient Philosophy Today on the Normativity of Law Ancient and Contemporary Perspectives, December 2022.
    • Ancient theories of norms of conduct and language’ in Oxford Handbook of Social Ontology, Oxford University Press edited by B. Epstein et al forthcoming, 2023.
    • ‘Law and its function’ in Plato’s Mind edited by P. Larsen (forthcoming 2023 Routledge in 2023.
  • Additional Information

    The Institute integrates expertise and perspectives from a range of disciplines and culturally diverse contexts and influences debates on the shifting landscapes of the future of global work drawing on a range of complementary talent pools (institute members, ECAs, doctoral talent and leading external researchers). The institute aims to continue to achieve high impact publications leading to further international recognition of the group.

    A key contribution of the institute is the development of doctoral talents through integrating the students into institute research activities and we link students to our research teams and global networks. The successful PhD workshops in 2022/3 involved Ethica Tanjeen, Namita Poudel-Bhusal, Marilyn Nwaigwe, Mohammed Farouk, Dina Mohamed, Aruni Samarakoon. Further engagement with our doctoral community in 2023/4 will seek to develop excellent researchers and to build a research talent pipeline for FBLP.
    In addition, the institute contributes to developing the research culture through developing workshops for ECAs. A workshop on how to enhance Publications and the visibility of research and increase citations was delivered by Prof Scullion (who has over 13,000 citations) on 8 November 2023. His second workshop
    in semester 2 will focus on issues relating to publishing from your PhD. The institute also contributes to developing the research culture by mentoring of ECAs and doctoral talents with a focus on developing research skills and publications

    The institute has attracted considerable grant income mainly through the work of Professor Joe Cook and her colleagues. The institute plans to target research grants as a priority area in 2023/4.



The Future for Global Work and Leadership is looking for scholars, practitioner and businesses to work and engage with to explore innovate new solutions and approaches to solving the issues posed by the foruth industrial revolution. We are keen to explore new modes of workplace learning, business models, talent requisition and responsible leadership models through webinars, forums and workshops too inform our research. 

Please send an expression of interest to find out more.