Professor Rosalind Searle
- Professor in Human Resource Management and Organisational Psychology (Management)
- Associate (School of Health & Wellbeing)
telephone:
0141 330 1781
email:
Rosalind.Searle@glasgow.ac.uk
https://orcid.org/0000-0002-6052-7627Biography
Professor Rosalind H. Searle (PhD, MBA) holds the chair in Human Resource Management and Organisational Psychology at the Adam Smith Business School in Glasgow. She is also Director of the European Association of Work and Organizational Psychology’s Impact Incubator. She is a chartered Occupational Psychologist, and a Fellow of the British Psychological Society (BPS), The Royal Society of Arts (RSA), and for the Chartered Institute of Personnel and Development (CIPD).
Rosalind’s research focuses primarily on organisational trust, and through this lens she is interested in the role of HRM processes for trust, the impact of change on organisational trust, the role of Decent work, and exploring distrust and its consequences particularly for counterproductive work behaviours. She is interested in the psychological processes that underpin changes to employee emotions, cognitions and behaviours. Her work with the UK’s health and social care regulator Professional Standards Authority has included comparative examination of fitness to practice producing one of the most influential reports for regulation identifying the individual, social and organisational antecedents, processes and contexts that lead to sexual misconduct and dishonesty in organisations. Her ESRC CREST funded study examined the impact of change on trust and CWB, and the subsequent toolkit has been widely used in organisations.
She has held a number of leadership roles, for example in her new role Directing the European Association of Work and Organizational Psychology Impact Incubator (2021-), Secretary General for Alliance of Organisational Psychology (2014-2018), and in various role for the British Psychological Society’s Division of Occupational Psychology. She is a member of Project GLOW (Global Living Organisational Wage) a 26 country initiative focused on researching living wages, and decent work. She has also co-led a number of EAWOP Small Group Meetings. She has also been a co-convenor for a standing group at European Group of Organisation Studies on Organisational Trust. She is an associate editor for Group and Organisation Management and the Journal of Trust Research. She also sits on the boards of Human Relations, Journal of Management and International Perspectives in Psychology: Research, Practice, Consultation.
Her research has appeared in leading international journals (e.g. HRM, Journal of Organisational Behavior, International Journal of HRM, Long Range Planning and Organization Studies). She was co-editor for the Routledge Companion to Trust and for Edward Elgar’s Frontiers of Trust book series.
Research interests
- Employee trust in organisations
- HRM policies and process and trust
- Trust and Change
- Counterproductive work behaviours
- Decent Work
- Identity work and young people
Grants
R.H. Searle (Co-i), with J. Silvester (P-i), & J. Antonakis (Co-i) European Association of Work and Organisational Psychology. (EAWOP) Small Group Meeting Political Work. April 2020. University of Loughborough. Award €3,500
R.H. Searle (Co-i), with B. Okay-Somerville (P-i), and D. Scholarios (Co-i). European Association of Work and people management Organisational Psychology. (EAWOP) Small Group Meeting Young People's Work, Employment and Careers. 3-5 June 2019. University of Glasgow Award €3,5000
R.H. Searle (Pi), with Co-Is Prof. S. Carr and Dr. I McWha European Association of Work and Organisational Psychology. (EAWOP) Small Group Meeting Living Wages. 3-5 June 2019. University of Glasgow. Award €3,000
R.H. Searle (Pi), European Association of Work and Organisational Psychology. (EAWOP) Refugees and work Policy Impact Event, 21 Jan 2019. University of Glasgow. Award €3,000 R.H. Searle (Pi), (Nov 2018) Centre for the Protection of National Infrastructure (CPNI) Impact of Loyalty on Organisational Behaviour. £24, 919.00
R.H. Searle (Pi), (March 2018) Centre for the Protection of National Infrastructure (CPNI) Impact of Organisational Change on Counterproductive Workplace Behaviour. £32, 000.00
R.H. Searle (pI), (June 2018) Professional Standards Authority, Sexual Misconduct In Health And Social Care: Understanding Types Of Abuse And Perpetrators’ Moral Mindsets. £12992
Ivy Bourgeault (PI) with R.H. Searle (Co-i) (2018) Canadian Social Sciences and Humanities Research Council (SSHRC)/ Canadian Institutes of Health Research (CIHR) CIHR Partnership Grant - Healthy Professional/Knowledge Workers: Examining the Gendered Nature of Mental Health Issues, Leaves of Absence & Return to Work Experiences from a Comparative Perspective. Award Canadian $2,792, 552
R.H. Searle (pI), and C. Rice, (March 2017) ESRC Centre for Research and Evidence on Security Threats (CREST). Assessing and mitigating the impact of organisational change on counterproductive work behaviour: An operational (dis)trust based framework. £55,826.75
R.H. Searle (pI), with Charis Rice, Jeremy Dawson (Dec, 2016) Professional Standards Authority Rethinking Regulation: Understanding the individual, social and organisational factors in Fitness to Practice. £25,685
A. Woodcock (PI), R.H. Searle (Co-I & Work package lead) (Aug 2016) - Horizon 2020 Framework Programme - H2020-MG-2015-TwoStages - SUITS - Supporting Urban Integrated Transport Systems: Transferable tools for authorities awarded €4,111, 683
A. Neinaber, R. Narooz and R.H. Searle. (Aug 2016) Newton Institutional Links/British Council Distrust in entrepreneurial networks: Design of Toolkits of Trust Building Mechanisms to Support Collaborative Innovation across High-Tech SMEs based in Technoparks. Awarded £116612.85
R.H. Searle. (Sept 2016) Refugees’ Journeys: Wellbeing, Justice and Resilience event support - Professional Practice Board of British Psychological Society. Awarded Sept. 2017 £2000
R.H. Searle and E. Bowen (2015) Coventry City Council Domestic violence: Evidence based approach to detection and intervention. Awarded £4215
R.H. Searle Trust audits number of organisations. Awarded £267476
R.H. Searle (2014) Society for the Advancement of Management Studies (for Ph.D. and Early career 2 day FINT pre-workshop). Awarded £2000 R.H. Searle, (2013) - Chartered Institute for Personnel and Development (CIPD) Restoring trust in the public sector – Travel funding award £4,000
R.H. Searle, with Simonetta Manzini (2012) Fondazione Istud per la cultura di impresa e di gestione. UK partner for 18 country externally sponsored project (Vodaphone and other sponsors) - Y-ers ready for work around the world: An International Survey. Awarded €52,780 (£37,207.07)
V. Hope-Hailey, R.H. Searle & G. Dietz (2011) - Chartered Institute for Personnel and Development (CIPD) Trust Repair project. Awarded £25,500
B. Heill, R.H. Searle and D. Price, (2011 - 2013) Leadership development in the Scottish Oil and Gas industry Scottish Government OPITO. Awarded £25,000
R. H. Searle and V. Patent (2011) – West London Social work Partnership - lessons learnt evaluation report. Hammersmith and Fulham council. Awarded £23,000
R. H. Searle and V. Patent (2011, 2010) – evaluation of post graduate medical selection systems. Royal College of Histopathology. Awarded £23, 240
R. H. Searle, D. N. Den Hartog and D. Skinner. (2009). European Science Foundation (ESF) 2009 Workshop title - Trust and the Human Resource Management (HRM) cycle. Awarded 15, 000 Euros (£11675)
R. H. Searle, G. Dietz, P. Thompson and D. Skinner. (2009) Economic and Social Research Council (ESRC) seminar series award 2009 - 2010. Trust in the Organisation and the Role of Human Resource Management: Exploring the Rhetoric and Reality. Awarded £28,344
Supervision
Professor Searle is interested in supervising PhDs in topics including:
- Trust and HRM
- Women’s, young people, or minority groups members’ experiences in accessing and working in organisations
- Antecedents and consequences of counterproductive work behaviours
- Insider threat in organisations
- Work and societal integration.
- Bhoj, Niyati
How the adoption of AI and User Interface techniques as new assistive technologies(NAT) impacts professional identity and job meaningfulness of the workforce - Lippert, Cassandra
Transforming lives and cities through decent work? A comparative exploration from employee perspective on decent work, living wages and their impactsellbeing) - Seidlitz, Lina
A multi-level testing of the effectiveness of gender diversity practices in UK higher education - Xiao, Junyi
A Critical Investigation of Gen Z's reaction to digital psychometric test in recruitment, and how it influences their employer perception.
Completed supervision
Full time
- April 2016 – June 2019: Investigation into the Influence of Race Diversity and Multiculturalism on Human Psychology, Quality Decisions, and Performance: A Case Study of the Banking Industry in the UK
- Sept 2014 – Dec 2019: Trust in a banking context
- Sept 2014 – Dec 2017: Gender analysis of community-level reconciliation through retributive, restorative and other forms of justice and reconciliation mechanism
- Sept 2013 – June 2017: Reconfiguring public service provision in the West Midlands Fire Service while maintaining trust
- 2009 – 2012: Self-presentational behaviour and its relation to different foci of organisational identification
Part time
- 2009 – 2015: The Role of Trust Perceptions and Propensity to Trust in Applicants' Experiences of Recruitment and Selection
- 2006 – 2012: The nurse experience of mentoring students
- 2008 – 2012: Confirming/Disconfirming Managerial Communication, Its Impact on Employee Felt Emotions and the Moderating Effects of Relationship Quality and Emotion Regulation
Teaching
Courses taught in the last five years:
- Masters level - People in Organisations
- International HRM, MBA
- Managing resources
Additional information
- Searle R.H and Rice. C (2018). How messing with employee pensions can backfire on companies. The Conversation. 17th April 2018
- Fritzon, K. Wilde, J. Searle, R.H. (2018). Why the difficult person at work probably isn't a psychopath. The Conversation. 29th Jan 2018
- Finnegan, J. Bad physicians do spoil the bunch, eroding trust in healthcare professionals. Fierce Healthcare Nov 7, 2017
- Trust in healthcare undermined by 'bad apples,' new research reveals. Science Daily
- Dyer, C. (2017). "Doctors are less likely to be struck off for dishonesty than other health workers." British Medical Journal 359: 5184.
- Stephenson, J. “Doctors 'get off more lightly' than nurses in misconduct cases.” Nursing Times November 7 2017
- Searle, R. and Rice, R. (2017). Trust And Insider Threat: Ensuring We Don’t Look Back, Or Forward, In Anger. Centre for Researchand Evidence on Security Threats (CREST) Security Review. 30-31
- Hastie, C. (2017) “Grenfell's tragedy is a worldwide truth: fire is an inequality issue” 11 July 2017 The Guardian article based on journal publication with PhD. student
- Vaughan Thomas, H. (2017) Trust needs to be invested in Piece on my work by Auditor General for Wales HR Magazine March 15
- Searle, R.H. (2017) Rethinking Disengagement HR Magazine Jan 2017 50-52
- H. Searle, C. Rice, A. McConnell & J.R.Dawson. (2017). Bad apples? Or Corrupting and depleting barrels. Understanding the antecedents and consequences of professional misconduct cases in Health Fitness to Practice. Commissioned report for Professional Standards Authority (Oct 2017)
- H. Searle (20) Good practice in facilitating integration via Work British Psychological Society (BPS) President’s Task force on Refugees Guidance for Psychologists
- Searle, R.H., Legood. And K.Teoh. (2014). Trust Boards and governance: Composition and Behavioural Styles. Chapter in Implementing Culture Change within the NHS: Contributions from Occupational Psychology. British Psychological Society’s Division of Occupational Psychology (DOP). Occupational Psychology in Public Policy
