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Richard Caplan is Professor of International Relations at the Department of Politics and International Relations (DPIR), University of Oxford, and an Official Fellow of Linacre College. His academic career spans several decades with significant contributions to the field of international relations, particularly in the areas of international organizations, conflict management, and peacebuilding. Professor Caplan holds an MA and PhD from the University of London. His academic journey has included visiting positions at prestigious institutions including the European University Institute (EUI), University of Konstanz, University of Pavia, Princeton University, and Sciences Po (Paris). Professor Caplan's principal research interests focus on international organizations and conflict management, with particular emphasis on peacekeeping and post-conflict peace- and state-building. His work explores critical questions about how international institutions manage conflicts, the effectiveness of peacekeeping operations, and the complex processes of rebuilding societies after conflict. His research has significantly contributed to understanding the challenges of measuring peace, the dynamics of international administration in war-torn territories, and the recognition of new states in contested contexts. Professor Caplan has received considerable recognition for his scholarly contributions through fellowships and grants from leading organizations including the British Academy, the British Council, the Carnegie Corporation of New York, the Economic and Social Research Council (ESRC), the Folke Bernadotte Academy, the John Fell OUP Research Fund, the Leverhulme Trust, the MacArthur Foundation, the Oxford Martin School, and the US Institute of Peace. As a dedicated educator and mentor, Professor Caplan has supervised numerous graduate students including Ishrat Hossain, Ebenezer Azamati, Michaela Coplen, Lucy Maycox, John Helferich, Gwendolyn Whidden, Alejandro Posada Téllez, Colm Trant, Salma Daoudi, Nadila Ali, and Katharina Engel. His current research focuses on the aftermath of UN peacekeeping operations through the ESRC-funded "After Exit" project, which investigates conditions in countries following the withdrawal of large-scale UN peacekeeping missions. Professor Caplan leads the "After Exit" research team, which includes collaborators from Oxford, Cornell University, and the University of North Carolina at Wilmington. Previously, he contributed to the Oxford Martin Programme on Transboundary Resource Management, which explored cross-border cooperation on natural resource management in the eastern Nile River Basin and the Jordan River Basin.

• International Organisations and Conflict Management
• Post-conflict Peace- and State-building
• Peacekeeping Theory and Practice
• +7 more

Gillian Ku is a Professor of Organisational Behaviour at London Business School, where she chairs the Organisational Behaviour Faculty. She holds a BA from Harvard University and a PhD in Management and Organizations from the Kellogg School of Management at Northwestern University. Prior to her academic career, she worked as a financial analyst for Disney’s international video distribution division. Education: BA (Harvard), PhD (Northwestern) Her internationally recognized research spans negotiations, emotionally charged decision-making, and interpersonal relationships. Key areas include auction fever dynamics, perspective-taking in intergroup relations, gender disparities in negotiation contexts, and strategies for workplace diversity. Her work has been published in top-tier journals such as the Journal of Personality and Social Psychology and featured in media outlets including CNN and The New York Times Magazine . The six most recent Think articles highlight her expertise in negotiation tactics, Brexit-related strategic challenges, diversity inclusion, and gender roles in organizational behavior. These works emphasize practical applications for leadership, workplace adaptation, and ethical decision-making frameworks. She teaches negotiations and decision-making courses in London Business School’s full-time MBA and Executive Education programs, and has consulted for global organizations like Diageo, Roche, and Kuwait Petroleum Corporation.

• Negotiations
• Decision-Making
• Interpersonal Relationships
• +4 more

Profile Roles and Affiliations: Michael Smets is a Professor of Management at the Saïd Business School, University of Oxford. He is also a Research Fellow at Green Templeton College and a member of the Centre for Professional Service Firms. His academic contributions span institutional theory, practice theory, and strategic management. Education: Bachelor’s equivalent in Business and Economics, Cologne University, Germany MSc in Management Research, Saïd Business School DPhil in Management, Saïd Business School Postdoctoral Researcher at Saïd Business School and University of Alberta’s School of Management Research Interests: Michael’s work examines professional service firms (PSFs) through three core lenses: Global Operations: Internationalisation challenges in law, consulting, and reinsurance firms, with a focus on institutional complexity and regulatory systems. Innovation & Career Systems: How evolving career structures in PSFs can simultaneously drive innovation and address work-life balance demands. Recent studies highlight ambidextrous career paths and their strategic leverage. Methodological Innovation: Pioneering video- and team-ethnography to capture micro-level organisational practices. His ‘fly on the wall’ study at Lloyd’s of London is a landmark in this domain. Academic & Industry Impact: His research has been translated into industry-relevant outputs, including reports for the reinsurance sector and handbooks for legal firms. The 2013 ESRC Award for Outstanding Impact in Business recognises this translational work. Academically, he has received the 2012 Academy of Management Journal Best Article Award and multiple best paper awards. Teaching & Executive Education: Michael teaches strategic management, innovation, and business development in executive programmes for Commerzbank, Deloitte, and other global firms. He is Programme Director for the Oxford Leading Professional Service Firms Programme, emphasizing interactive, case-study driven pedagogy. His teaching philosophy prioritises critical thinking over rigid models, as he states: ‘It is critical to understand under which circumstances which models work, and which ones don’t.’ Labs & Collaborations: Affiliated with the Centre for Professional Service Firms and the Oxford Initiative on Rethinking Performance. He collaborates with institutions like Cass Business School and Aston Business School on ethnographic studies. His work also intersects with the Insurance Institute of London and the International Bar Association for practitioner-focused outputs.

• Professional Service Firms
• Strategic Management
• Institutional Theory
• +9 more

Dr I-Shuo Chen is a Senior Lecturer in Organisational Behaviour at the School of Management, Faculty of Business and Law, Anglia Ruskin University (ARU). He previously held academic positions at the University of Dundee and Wuhan University, China, and earned his PhD in Business Studies from Trinity College, Dublin. He is actively engaged in research and editorial work, serving as Associate Editor for Frontiers in Psychology – Organisational Psychology . Education and Qualifications: PhD in Business Studies, Trinity College, Dublin Fellow (FHEA), Higher Education Academy (UKPSF), 2018 IPMA-HR Senior Certified Professional, 2000 Research Interests: Dr Chen's research focuses on organisational behaviour, particularly work engagement, work-life balance, green human resource management, creativity, innovation, and higher education. His work explores how personal and organisational resources influence employee well-being and performance, especially in digital and remote environments. Themes such as online leisure crafting, home boredom, and intelligent learning systems are central to his recent investigations. Publications and Research Trends: His recent publications appear in high-impact SSCI and SCI journals such as Computers in Human Behavior , International Journal of Hospitality Management , and Journal of Air Transport Management . The research demonstrates a consistent focus on applying psychological and management theories to practical organisational and educational challenges, with an increasing emphasis on digital transformation, employee resilience, and sustainable HR practices. Scientific Awards and Memberships: Fellow (FHEA), Higher Education Academy (UKPSF), 2018 IPMA-HR Senior Certified Professional, 2000 Associate Member, Chartered Institute of Personnel and Development (CIPD), 2019 Member, Chartered Management Institute (CMI), 2019 Member, UKRI Future Leaders Fellowships Peer Review College, 2021 Member, European Association of Work and Organisational Psychology, 2017 Member, European Academy of Occupational Health Psychology, 2014 Advising, Grants, and Editorial Roles: Dr Chen serves as Associate Editor for Frontiers in Psychology and has been an ad hoc reviewer for numerous top journals including Human Relations , International Journal of Human Resource Management , and Journal of Happiness Studies . While no specific grants or students are listed, his extensive peer review and editorial board involvement indicate active scholarly leadership. Labs and Research Teams: Although no specific lab or research team is named, Dr Chen collaborates internationally and presents regularly at major conferences such as the Academy of Management (AOM) and European Association of Work and Organisational Psychology (EAWOP), suggesting active participation in global research networks.

• Organisational Behaviour
• Work Engagement
• Work-Life Balance
• +10 more

Stephen Brammer is the Dean of the School of Management at the University of Bath. He holds a BA (Hons), MA, and PhD in economics from the University of East Anglia. His research focuses on corporate social responsibility, sustainability, business ethics, and stakeholder management, with recent work addressing organizational responsibilities toward employees with long-term health issues, mitigating socially harmful corporate behaviors, and CEO activism. He serves on editorial boards of journals like Business & Society and is a former President of the International Association of Business and Society. Education: BA (Hons) in Economics, University of East Anglia MA in Economics, University of East Anglia PhD in Economics, University of East Anglia Research Interests: Corporate Social Responsibility (CSR) Organizational Ethics and Sustainability Impact of Grand Challenges on Management Scholarship Employee Health and Workplace Practices Environmental and Social Governance Grants & Projects (2008–2011): Development of an Integrative CSR and Service Quality Scale (British Academy) International Model of School Governance (CfBT Education Services) School Governing and Performance (CfBT Education Services) Advising & Supervision: Supervised 7 PhD students to date. Open to new doctoral research in CSR, sustainability, and ethics. Labs/Centers: Centre for Business, Organisations and Society (CBOS) Centre for Future of Work

• Corporate Social Responsibility
• Sustainability
• Business Ethics
• +4 more

Andreas Richter is a Professor of Organisational Behaviour at Cambridge Judge Business School (University of Cambridge), specialising in creativity and innovation in teams, leadership development, and team effectiveness. His research integrates theoretical insights with practical applications in healthcare, pharmaceutical, and financial sectors. He holds a PhD in Management from Aston University and advanced degrees from Giessen University. He advises multinational corporations and public institutions globally, including TomTom, UNICEF, and the UAE Ministry for Internal Affairs. His work focuses on enhancing team collaboration through psychological safety, leadership training, and resource distribution. Richter serves on editorial boards of top journals like the Academy of Management Journal and Journal of Applied Psychology . Key research themes include: Team processes & creative environments Leadership learning mechanisms Failure recovery systems Temporal dynamics in innovation Notable contributions include frameworks for converting workplace shame into creativity and analyzing team effectiveness through multiplex leadership networks. His 2019 study on learning from failure highlights team resource systems' role in transforming adversities into growth opportunities. Executive education expertise includes designing positive leadership programs addressing empathy and dark triad traits in management. Richter has developed innovative team-building models for organisational change, such as the 'twelve steps to heaven' framework for successful transitions.

• Creativity and Innovation in Teams
• Team Processes and Dynamics
• Leadership Development
• +5 more

Professor Damian Grimshaw is Professor of Employment Studies at King's College London's King's Business School, where he serves as Associate Dean for Research Impact. He is also London & South Forum Co-Lead for the Productivity Institute. Previously, he was Director of the Research Department at the International Labour Organisation (Geneva, 2018-19) and Professor at the University of Manchester, where he served as Head of the HR and Employment Relations and Law group and Director of the European Work and Employment Research Centre. Professor Grimshaw's research spans multiple disciplines including labour market analysis, comparative employment relations, feminist economics, sociology of work, and management. His work focuses on international comparisons of low-wage labour markets, outsourcing and HRM, technology and the future of work, precarious work, collective bargaining, and gender inequality. His research has strong policy impact across UK, European and international arenas. Recent publications reveal a clear trend toward examining the future of work through multiple lenses: collective bargaining structures, digital labor platforms, gendered impacts of pandemic policies, and regional approaches to decent work. His work consistently addresses how institutional frameworks shape employment outcomes across different national contexts and sectors. Professor Grimshaw has received significant research funding from major organizations including the British Academy, ESRC, European Commission, International Labour Organisation, Leverhulme Trust, Low Pay Commission, OECD, and Russell Sage Foundation. He coordinates a major UKRI research programme on human capital and productivity and leads the Regional Productivity Forum for London and the South alongside Marcela Miozzo and Mario Gruber. His ongoing research projects include precarious work in Europe and the gender inequalities of the Covid-19 pandemic and recession. During 2021-22, he taught 'Globalisation and Employment' on the MSc in HRM and Employment Relations and 'International HRM' to undergraduates. His research team is actively engaged in projects examining automation in knowledge-intensive business services and artificial intelligence's impact on occupations, with particular focus on the UK and US contexts.

• Human Resource Management
• International Employment Relations
• Future of Work
• +7 more

Helen Haugh is Associate Professor in Community Enterprise at Cambridge Judge Business School, University of Cambridge, and serves as Research Director for the Cambridge Centre for Social Innovation. Her work bridges organizational theory, social entrepreneurship, and community asset development, with significant impact on policy and practice. Her academic credentials include a BSc from UMIST, MA from Brunel University, and PhD from Aberdeen University. These foundations underpin her empirical approach to studying community-driven enterprise models. Professor Haugh's research centers on organizational theory , institutional dynamics , and community asset ownership , with pioneering work on necessity entrepreneurship in Africa and the reimagining of religious buildings as community hubs. She employs ethnographic methods to explore how place-based contexts shape social innovation, emphasizing ethics of care and resilience in marginalized communities. Her scholarship consistently challenges conventional entrepreneurship frameworks by centering community agency and hybrid organizational forms. Analysis of her recent publications reveals three dominant trajectories: (1) transformational hybridity for societal challenges (2025), (2) decolonizing entrepreneurship research through Global South perspectives (2023), and (3) place-based community asset strategies (2022-2023). Her work increasingly examines institutional voids in refugee contexts and the moral economies of fair trade. Helen has directed the MSt in Community Enterprise (2001-2008), Tata Social Internship Scheme (2008-2011), and Arianne de Rothschild Fellowship (2010-2016). Current projects include the REACH Ely initiative reimagining churches as community assets (featured in Sky News 2022-2023) and historical analyses of community enterprise evolution. Her research is funded through partnerships with the Diocese of Ely and international development agencies. As Research Director of the Cambridge Centre for Social Innovation, she leads a multidisciplinary team investigating social enterprise ecosystems, with recent focus on the generative potential of community embeddedness and strategies for sustaining community assets amid financial constraints.

• Social Entrepreneurship
• Community Entrepreneurship
• Organisational Theory
• +6 more

Dr Hyun-Young Jo is a Lecturer in Human Resource Management and Organisational Behaviour at King’s Business School, King’s College London. She holds a PhD in Human Resource Management (2019) from King’s, an MRes and MSc from Bayes Business School (City University London), and a BSc from the University of Surrey. Prior to her current role, she was a Lecturer at Leeds University Business School (University of Leeds). Dr Jo is a Fellow of the Higher Education Academy (FHEA) and a member of the Academy of Management (AOM). Her research focuses on strategic human resource management, organisational behaviour, and service management. Key interests include the impact of HRM systems on employee and organisational outcomes, leadership dynamics, work stress, and employee well-being. She has published in top journals such as Human Resource Management Journal and Human Relations , with notable work on servant leadership and high-performance work systems. Her articles explore topics like servant leadership’s role in customer service performance, the application of psychological ownership frameworks in service contexts, and mutual gains from HPWS and leadership. Awards include the prestigious ‘King’s Outstanding Thesis Prize’ (2019) and peer-reviewed contributions to HRM and service management journals. Dr Jo is currently accepting PhD students and actively involved in editorial reviewing for academic journals.

• Strategic Human Resource Management
• Organisational Behaviour
• Service Management
• +3 more

Dong-Hyu Kim is a Senior Lecturer in the Department of Management at the University of Glasgow. He holds a PhD in Strategy & Organisation from Yonsei University (South Korea) and has held visiting scholar positions at Hitotsubashi University, KAIST, LSE, Chinese Academy of Sciences, and TU Berlin. His research focuses on standards competition, digital technology policy (AI/IoT/Blockchain), innovation strategies, and East Asian economies. He serves as Associate Editor of Kybernetes and has contributed to over 20 peer-reviewed articles. Education Background: PhD in Strategy & Organisation, Yonsei University (2014) Master’s in Global Economy & Strategy (Highest Honours), Yonsei University (2011) Bachelor of Science in Electronics & Computer Engineering, Hanyang University (2008) Research Interests: Standards governance and platform competition AI/Blockchain policy frameworks Technological catch-up strategies in emerging economies Systems theory applications in innovation studies Key Publications Trends: Recent work explores AI-human interaction dynamics through Luhmann’s systems theory, China’s NEV innovation systems, and EU-US blockchain standardization geopolitics. Earlier research analyzed IoT patent networks, automotive sector competitiveness, and FTA standardization implications. Awards: Global PhD Fellowship (South Korea’s top scholarship, 2014-2016) IEC-IEEE-KATS Academic Challenge 1st Prize ($20,000, 2018) Academic Leadership: Supervised 4 PhD students on topics like platform ecosystems and EV innovation Received £60k+ in research grants including ESRC IAA funding Edited EURAS proceedings on standardization and open source Labs/Teams: Active contributor to Glasgow’s Strategy & Technology Management research cluster, collaborating internationally across Asia-Europe tech policy networks.

• Standards and platform competition
• Digital technology policy (AI, IoT, Blockchain)
• Technological roadmapping
• +4 more

Dennis Nickson is Professor in Service Work and Employment at the Department of Work, Employment and Organisation, University of Strathclyde, where he has been a faculty member since 1996. He previously served as Head of Department (2008–2014) and co-directed the Scottish Centre for Employment Research (2004–2008). He is Editor-in-Chief of Employee Relations and a leading figure in research on service sector employment. PhD in Internationalization Strategies of Hotel Companies, University of Strathclyde (1999) BA in Humanities, University of Kent (1991) His research centers on aesthetic and emotional labour , skills, employability, and human resource management in interactive service work, particularly in retail and hospitality. He is a co-developer of the influential concept of aesthetic labour with Professors Chris Warhurst and the late Anne Witz. His work explores labour market dynamics, gender inequalities, fair work, and workplace harassment, especially in low-paid service roles. His recent publications focus on fair work frameworks, intersectional inequalities in global education sectors, and the impact of the pandemic on hospitality workers. These works reflect trends in critical HRM, service work ethics, and policy-oriented labour research. Scientific Awards: Academic Fellow, Chartered Institute of Personnel and Development (CIPD), 2013 He has supervised multiple research students and led externally funded projects on topics including equal pay, recruitment in the voluntary sector, and customer abuse in hospitality. His research has influenced employment relations policy and practice, particularly in Scotland’s public and third sectors. He has also contributed to major journal editorial work and professional conferences. He is actively involved in the Global Hospitality Research Alliance and collaborates internationally on fair work and hospitality employment issues. His work aligns with UN Sustainable Development Goals related to decent work and economic growth.

• Work and Employment
• Service Work
• Aesthetic Labour
• +9 more

Ena Inesi is a Professor of Organisational Behaviour at London Business School since 2007. She holds a BSc in Civil Engineering (magna cum laude) from Duke University and a PhD in Organisational Behavior from Stanford University's Graduate School of Business. London Business School Faculty Chair of Diversity and Inclusion Board Her research explores power dynamics in organizations, decision-making processes, and the psychological consequences of power. She has taught executive education programs for global companies including Prudential, World Economic Programme, and Carlsberg, while her work appears in leading journals and media outlets like The New Yorker and Wall Street Journal. Recent articles highlight her expertise in leadership evolution, negotiation strategies (including Brexit analysis), and gender dynamics in professional advancement. Her publications demonstrate interdisciplinary engagement with psychology, business ethics, and organizational theory. Ena's teaching portfolio spans all degree programs at London Business School, with specific contributions to "Emerging Leaders" and "Negotiation and Influence Skills for Managers" open executive programs.

• Organizational Behavior
• Power Dynamics
• Decision-Making
• +3 more

Dr. Ioanna Iordanou is a Senior Lecturer at Oxford Brookes Business School, specializing in Human Resource Management with a focus on Coaching and Mentoring. She holds an Honorary Research Fellowship at the Centre for the Study of the Renaissance, University of Warwick, and will become a Non-Resident Distinguished Fellow at the Global and National Security Institute, University of South Florida (USA) in April 2025. Her research bridges Economic and Business History, Organisation Studies, and Business Education, examining the historical intersections of intelligence, leadership, and management. PhD in Renaissance Studies (University of Warwick) MA in the Culture of the European Renaissance (University of Warwick) Postgraduate qualifications in Coaching and Mentoring Her work investigates the role of intelligence and espionage in early modern economies, proto-modern organizations, and the pedagogical impact of history on business education. She is a co-editor-in-chief of Coaching: An International Journal of Theory, Research and Practice . Her research has been recognized through prestigious awards, including a shortlisting for the Royal Historical Society's Gladstone Prize for Venice's Secret Service (2019), which was translated into Italian and Turkish. She also received the Coaching Book of the Year 2017 Award for co-authoring Values and Ethics in Coaching .

• Economic History
• Business History
• Organisation Studies
• +3 more

Professor Rory Donnelly is a Professor of Human Resource Management and Organisational Behaviour at the University of Liverpool Management School (ULMS) since 2017. Previously, he served as Head of the Organisation, Work and Employment Department at Birmingham Business School (2013-16) and held postdoctoral roles at Manchester Business School. His research focuses on knowledge work, strategic HRM, diversity and inclusion, and hybrid work dynamics. He is a Senior Fellow of the HE Academy and Chartered Member of CIPD. Research interests include HR ecosystems, work-life balance, and comparative employment systems. Notable grants include an ESRC-funded project (2024-25) exploring technology and worker resistance in the labour process. He co-authored HRM at Work: The Definitive Guide (6th-8th editions) and serves on editorial boards for Human Relations , Human Resource Management , and Work, Employment and Society . Teaching roles include coordinating the HR Research and Analytics (ULMS875) and HRM: Strategy and Practice (ULMS786) modules. Professional activities include external examiner roles at the University of Sheffield, Lancaster University Management School, and BPP.

• Human Resource Management (HRM)
• Organisational Behaviour
• Knowledge Work
• +5 more

Dr Richard Wild is a Principal Lecturer in Criminology at the University of Greenwich within the School of Law and Criminology, Faculty of Law, Arts and Social Sciences, where he has served since 2004. He holds significant administrative roles as Programme Leader for the MSc Criminology and Criminal Psychology and MA International Criminology programs, while actively supervising doctoral candidates and maintaining affiliations with major criminology associations including the British Society of Criminology and European Society for the Study of Deviance and Social Control. Wild's research critically examines police and crime control systems, crime prevention strategies, and the tension between counter-terrorism measures and human rights protections. His work consistently addresses state crime mechanisms and global capital punishment practices, informed by extensive fieldwork during human rights missions across six nations. This scholarship reveals systemic abuses in anti-terror frameworks and advocates for evidence-based criminal justice reforms. Analysis of his 15 most recent publications (2006-2016) reveals a dominant focus on human rights violations within counter-terrorism operations, particularly through case studies of Russia and Uzbekistan. His death penalty research spans Japan, Mongolia, and Uzbekistan, documenting secrecy and torture while tracking global abolition trends. Methodologically, he combines quantitative policing analysis (e.g., Kent Constabulary stop-and-search study) with critical policy evaluation of international organizations like the Shanghai Cooperation Organisation. Dr Wild has received the following academic recognition: Fellow of Centre for Criminological Research, University of Sheffield His advisory impact extends beyond academia through human rights missions to Japan, Uzbekistan, Uganda, Botswana, Mongolia and Russia for the Fédération Internationale des Ligues des Droits de L'Homme, plus consultancy for the Metropolitan Police Service and HMP Isle of Sheppey. He has led significant research projects including Kent Constabulary's stop-and-search proportionality study and delivered specialized seminars at Science Po Paris and University of Oviedo on economic crime and terrorism.

• Policing and Crime Control
• Crime Prevention and Community Safety
• Terrorism and Human Rights
• +2 more