John Purcell
Biographic Data
| ID | 309791 |
|---|---|
| NAME | John Purcell |
| GIVEN NAMES | John |
| FAMILY NAME | Purcell |
| SIGNATURE | PURCELL J |
| AFFILIATIONS | University of Bath |
| ORCID | 0009-0001-5295-547X |
| VERIFIED | Yes |
| TOTAL WORKS | 12 |
| TOTAL CITATIONS | 23 |
| AUTHOR COUNT | 11 |
| EDITOR COUNT | 1 |
| FIRST PUBLICATION YEAR | 1983 |
| LATEST PUBLICATION YEAR | 2025 |
| H-INDEX | 3 |
The perk you can’t ignore: How dependent tuition benefits shape recruitment in American higher education
Since the great recession, a changing student market, declining governmental allocations, and tight labour market conditions have created budgetary challenges for American colleges and universities. This has resulted in soaring tuition rates and stagnant and declining wages for higher education personnel. However, one unique form of compensation, the dependent tuition benefit, is offered across the industry on a tax-free basis for undergraduate e…
Strategy and Human Resource Management
Associations between hypomania proneness and attentional bias to happy, but not angry or fearful, faces in emerging adults
Mania, the core feature of bipolar disorder, is associated with heightened and positive emotion responding. Yet, little is known about the underlying cognitive processes that may contribute to heightened positive emotionality observed. Additionally, while previous research has investigated positive emotion biases in non-clinical samples, few if any, account for subthreshold clinical symptoms or traits, which have reliably assessed psychopathologi…
Positive Emotion Disturbance
The longstanding assumption has been that positive emotions and associated feelings are entirely adaptive. As a result, less scientific attention has been devoted to understanding the ways in which positive emotions might also be a source of dysfunction for our psychological health. However, the empirical tides have recently begun to change, and with it, a new wave of research has pointed to ways in which positive emotionality is also related to …
An HRM Perspective on Employee Participation
Since the 1980s, human resource management (HRM) has become the most widely recognized term in the Anglophone world referring to the activities of management in organizing work and managing people to achieve organizational ends. HRM itself can be subdivided into three domains: micro HRM, strategic HRM, and international HRM. This diversity in HRM leads to a major problem if one is asked to describe an HRM perspective on employee participation. Th…
The Oxford Handbook of Human Resource Management
The Oxford Handbook of Human Resource Management aims to provide an authoritative account of current trends and developments in Human Resource Management (HRM). HRM is central to management teaching and research, and has emerged in the last decade as a significant field from its earlier roots in personnel management, industrial relations, and industrial psychology. People Management and High Performance teams have become key functions and goals f…
The Oxford handbook of human resource management
A Typology of Toronto Nightclubs at the Turn of the Millennium
The international trend for large, corporately owned nightclubs that are similar around the globe is changing and homogenizing the public drinking cultures in many large cities. To better understand this phenomenon, we examined the different types of clubs in Toronto, Canada. The typology is drawn from qualitative and quantitative data compiled by trained observers who conducted 1,056 nights of unobtrusive observations in 75 high-capacity nightcl…
'Fun and surveillance': The paradox of high commitment management in call centres
Much of the research into telephone call centres has focused on the coercive employment systems which are adopted in these organizations. This appears to contrast with the high levels of customer service and satisfaction which are often required for them to be successful. Our research, which is based on two case studies of call centres studied in depth, challenges this 'satanic mills' image. We explore the ways in which both companies sought to b…
The Value of Joint Working Parties
It is argued that policy makers, in government especially, use crude output measures such as the link with performance to argue the case for, or more often against, employee participation. The paper considers the problems associated with the use of such crude output measures but argues that researchers cannot avoid the question of what impact participation has on organizational effectiveness. Data from a universal survey of companies given in-dep…
The End of Institutional Industrial Relations
Good Industrial Relations: Theory and Practice
The End of Institutional Industrial Relations
A Typology of Toronto Nightclubs at the Turn of the Millennium
The international trend for large, corporately owned nightclubs that are similar around the globe is changing and homogenizing the public drinking cultures in many large cities. To better understand this phenomenon, we examined the different types of clubs in Toronto, Canada. The typology is drawn from qualitative and quantitative data compiled by trained observers who conducted 1,056 nights of unobtrusive observations in 75 high-capacity nightcl…
The Value of Joint Working Parties
It is argued that policy makers, in government especially, use crude output measures such as the link with performance to argue the case for, or more often against, employee participation. The paper considers the problems associated with the use of such crude output measures but argues that researchers cannot avoid the question of what impact participation has on organizational effectiveness. Data from a universal survey of companies given in-dep…
Good Industrial Relations: Theory and Practice
The End of Institutional Industrial Relations
The Value of Joint Working Parties
It is argued that policy makers, in government especially, use crude output measures such as the link with performance to argue the case for, or more often against, employee participation. The paper considers the problems associated with the use of such crude output measures but argues that researchers cannot avoid the question of what impact participation has on organizational effectiveness. Data from a universal survey of companies given in-dep…
'Fun and surveillance': The paradox of high commitment management in call centres
Much of the research into telephone call centres has focused on the coercive employment systems which are adopted in these organizations. This appears to contrast with the high levels of customer service and satisfaction which are often required for them to be successful. Our research, which is based on two case studies of call centres studied in depth, challenges this 'satanic mills' image. We explore the ways in which both companies sought to b…
A Typology of Toronto Nightclubs at the Turn of the Millennium
The international trend for large, corporately owned nightclubs that are similar around the globe is changing and homogenizing the public drinking cultures in many large cities. To better understand this phenomenon, we examined the different types of clubs in Toronto, Canada. The typology is drawn from qualitative and quantitative data compiled by trained observers who conducted 1,056 nights of unobtrusive observations in 75 high-capacity nightcl…
The Oxford handbook of human resource management
The Oxford Handbook of Human Resource Management
The Oxford Handbook of Human Resource Management aims to provide an authoritative account of current trends and developments in Human Resource Management (HRM). HRM is central to management teaching and research, and has emerged in the last decade as a significant field from its earlier roots in personnel management, industrial relations, and industrial psychology. People Management and High Performance teams have become key functions and goals f…
An HRM Perspective on Employee Participation
Since the 1980s, human resource management (HRM) has become the most widely recognized term in the Anglophone world referring to the activities of management in organizing work and managing people to achieve organizational ends. HRM itself can be subdivided into three domains: micro HRM, strategic HRM, and international HRM. This diversity in HRM leads to a major problem if one is asked to describe an HRM perspective on employee participation. Th…
Positive Emotion Disturbance
The longstanding assumption has been that positive emotions and associated feelings are entirely adaptive. As a result, less scientific attention has been devoted to understanding the ways in which positive emotions might also be a source of dysfunction for our psychological health. However, the empirical tides have recently begun to change, and with it, a new wave of research has pointed to ways in which positive emotionality is also related to …
Associations between hypomania proneness and attentional bias to happy, but not angry or fearful, faces in emerging adults
Mania, the core feature of bipolar disorder, is associated with heightened and positive emotion responding. Yet, little is known about the underlying cognitive processes that may contribute to heightened positive emotionality observed. Additionally, while previous research has investigated positive emotion biases in non-clinical samples, few if any, account for subthreshold clinical symptoms or traits, which have reliably assessed psychopathologi…
Strategy and Human Resource Management
The perk you can’t ignore: How dependent tuition benefits shape recruitment in American higher education
Since the great recession, a changing student market, declining governmental allocations, and tight labour market conditions have created budgetary challenges for American colleges and universities. This has resulted in soaring tuition rates and stagnant and declining wages for higher education personnel. However, one unique form of compensation, the dependent tuition benefit, is offered across the industry on a tax-free basis for undergraduate e…
Sociology (7 works) · Computer Science (5 works) · Economics (5 works) · Labor Movements and Unions (5 works) · Political science (5 works) · Psychology (5 works) · Business (4 works) · Engineering (3 works) · Human resource management (3 works) · Management (3 works)