45 results on '"Nichol, Lynn"'
Search Results
2. Discourses of Practice: An Examination of KEF and Its Effects on the AL/HRD Community
- Author
-
Ross, Catharine, Nichol, Lynn, Elliott, Carole, Sambrook, Sally, and Stewart, Jim
- Abstract
The contribution of scholarship to practice is an on-going concern of the AL/HRD community. This paper explores how one influential discourse may shape AL/HRD's understanding of that contribution. In 2020 the UK Government implemented the Knowledge Exchange Framework (KEF) to gather data on English Universities' knowledge exchange activities. Using Gee's tools of enquiry and building tasks we undertook discourse analysis of two key KEF texts to explore its likely impact on the AL/HRD community's understanding. We compare the discourses used in those texts with three AL/HRD orders of discourse identified in existing literature to explore which if any are reinforced by the KEF discourses, and the potential material consequences this may have for AL/HRD understandings and practice. We find evidence of performance/performance discourses but no evidence of learning/emancipatory and critical discourses in the first text, but some limited elements of learning/emancipatory and critical discourses in the second. In contrast to models of inter-organisational learning, analysis of other texts referred to in this second source suggests that this change did not arise from the documented formal processes but micro-level informal interactions. We suggest this gives individual AL/HRD community members the space to develop alternative, non-performance discourses and practices of knowledge exchange.
- Published
- 2021
- Full Text
- View/download PDF
3. From Chain to Net: Assessing Interdisciplinary Contributions to Academic Impact through Narrative Case Studies
- Author
-
Ross, Catharine, Nichol, Lynn, Elliott, Carole, Sambrook, Sally, and Stewart, Jim
- Abstract
Interdisciplinary working plays an important role in achieving impact outside academia. One barrier to interdisciplinary working is the lack of mechanisms to assess contributions from outside the primary discipline. Positioning our research in debates about knowledge translation, we analyse the ability of narrative cases to assess the interdisciplinary contribution of one academic discipline, Human Resource Development (HRD), to impact. We take the example of the cases used to assess impact in the UK's 2014 Research Excellence Framework evaluation (REF 2014). While the narrative cases revealed the complexity of knowledge translation and the role of HRD practice in it, their authorship by a single discipline imposed a linear structure and prevented interdisciplinary contributions from HRD academics from being recognised in the formal assessment. To facilitate the assessment of interdisciplinary contributions to academic impact, we propose remodelling the knowledge translation process as a net of cases rather than a single chain.
- Published
- 2021
- Full Text
- View/download PDF
4. Mobile Learning Adoption at a Science Museum
- Author
-
Welch, Ruel, Alade, Temitope, Nichol, Lynn, Kacprzyk, Janusz, Series Editor, Pal, Nikhil R., Advisory Editor, Bello Perez, Rafael, Advisory Editor, Corchado, Emilio S., Advisory Editor, Hagras, Hani, Advisory Editor, Kóczy, László T., Advisory Editor, Kreinovich, Vladik, Advisory Editor, Lin, Chin-Teng, Advisory Editor, Lu, Jie, Advisory Editor, Melin, Patricia, Advisory Editor, Nedjah, Nadia, Advisory Editor, Nguyen, Ngoc Thanh, Advisory Editor, Wang, Jun, Advisory Editor, Arai, Kohei, editor, Kapoor, Supriya, editor, and Bhatia, Rahul, editor
- Published
- 2020
- Full Text
- View/download PDF
5. Redefining HRD Roles and Practice in the Machine Learning Revolution
- Author
-
Harrison, Patricia, Nichol, Lynn, Gold, Jeff, Loon, Mark, editor, Stewart, Jim, editor, and Nachmias, Stefanos, editor
- Published
- 2020
- Full Text
- View/download PDF
6. Sustaining the critical in CHRD in higher education institutions: the impact of new public management and implications for HRD.
- Author
-
Ross, Catharine, Stewart, Jim, Nichol, Lynn, Elliott, Carole, and Sambrook, Sally
- Subjects
PERSONNEL management ,PUBLIC administration ,HIGHER education ,PERFORMANCE evaluation ,TEACHING - Abstract
Adoption of Critical Human Resource Development (CHRD) and its capacity to change practice is influenced by the political context. HRD professionals learn to challenge their political context through CHRD teaching and research in the 'safe space' of Higher Education Institutions (HEIs). Yet, the increasingly global discourse of New Public Management (NPM), associated with what we call new performance measurement, constrains engagement with CHRD. This paper demonstrates the impact of NPM and research performance measurement on HRD scholarship, CHRD agendas, HRD professional development and HRD practice through discourse analysis of Impact Case Studies and their underpinning research as presented in the UK government's 2014 Research Excellence Framework (REF 2014). Use of national research evaluations with a focus on impact is currently spreading across the globe, and so is of international significance. We identify that although CHRD is consistently adopted in underpinning academic research publications it does not transfer into written impact cases. We conclude that context has the power to silence CHRD, and we challenge CHRD scholars to seek alternative formats to inform practice that do not disguise potential negative impacts. We also caution that silencing critical academic voice diminishes the ability of pedagogic curriculum to challenge and enhance HRD practice. [ABSTRACT FROM AUTHOR]
- Published
- 2023
- Full Text
- View/download PDF
7. Sustaining the critical in CHRD in higher education institutions: the impact of new public management and implications for HRD
- Author
-
Ross, Catharine, primary, Stewart, Jim, additional, Nichol, Lynn, additional, Elliott, Carole, additional, and Sambrook, Sally, additional
- Published
- 2022
- Full Text
- View/download PDF
8. Identification of novel IGRP epitopes targeted in type 1 diabetes patients
- Author
-
Jarchum, Irene, Nichol, Lynn, Trucco, Massimo, Santamaria, Pere, and DiLorenzo, Teresa P.
- Published
- 2008
- Full Text
- View/download PDF
9. Adopting coaching for doctoral supervision: opportunities and challenges for HRD.
- Author
-
Nichol, Lynn, Cook, Janice, and Ross, Catharine
- Subjects
EDUCATIONAL coaching ,SUPERVISION ,SUPERVISORS ,PERSONNEL management ,DOCTORAL students - Abstract
Coaching has become a popular form of HRD intervention. One HRD context, which has yet to embrace this, however is that of doctoral supervision. Although the relevance of coaching to doctoral supervision has been noted, research into it remains very limited, and there is a lack of clarity on how it could be implemented and the skills it would require. This reflects a broader lack of pedagogical thinking about doctoral supervision in universities and consequent paucity of HRD interventions to support it. This article addresses these gaps through reporting on stage one of an on-going research project which assessed the applicability of an existing model of coaching, to doctoral supervision. Building on Cook's model, a new Collaborative Action for Doctoral Supervision model of coaching is proposed that identifies for supervisors and students individual and shared responsibilities and skills required for effective supervision. The article argues that a shift in HRD in relation to doctoral supervision will be necessary if the benefits of adopting this coaching model are to be realized. [ABSTRACT FROM AUTHOR]
- Published
- 2022
- Full Text
- View/download PDF
10. Does commuting to university influence students’ personal and professional development and the likelihood of graduate level employment?
- Author
-
Emblen-Perry, Kay, Nichol, Lynn, and Ross, Catharine
- Subjects
LB - Abstract
The current UK university system is based on the traditional home-university model of transition that has customarily seen students moving away from home to study for their degree. However, within the current massified and marketised conditions of higher education the number of students choosing to commute to study whilst living at home is increasing annually. This may be driven by a number of pressures, including the costs of university life, part-time work, family responsibilities and/or personal confidence. \ud Whilst commuting to study may be a financially rational decision that provides commuter students with a different way of attending to meet their distinctive learning needs, research suggests that commuter students may also experience emotional and social challenges that may influence their personal and professional development, which in turn may impact on their ability to access and contribute to graduate employment. \ud This paper explores the potential benefits and challenges experienced by commuter students and suggests that their personal circumstances and the tensions between home and university life may influence the likelihood of, and their ability to, develop personally and professionally in the way that graduate employers expect and desire. Consequently, commuter students may secure fewer graduate roles than their peers opting for the traditional home-university model of transition and employers may miss good candidates who possess the different but equally valuable employment skills and experience that commuter students are able to offer. This paper may be of interest to universities, current undergraduates and potential employers seeking the personal and professional development of future graduate employees.
- Published
- 2020
11. Multiplex HLA-Typing by Pyrosequencing
- Author
-
Lu, Ying, primary, Boehm, Julian, additional, Nichol, Lynn, additional, Trucco, Massimo, additional, and Ringquist, Steven, additional
- Published
- 2009
- Full Text
- View/download PDF
12. USING THE UNIFIED THEORY OF ACCEPTANCE AND USE OF TECHNOLOGY (UTAUT) MODEL TO DETERMINE FACTORS AFFECTING MOBILE LEARNING ADOPTION IN THE WORKPLACE: A STUDY OF THE SCIENCE MUSEUM GROUP
- Author
-
Welch, Ruel, primary, Alade, Temitope, additional, and Nichol, Lynn, additional
- Published
- 2020
- Full Text
- View/download PDF
13. MOBILE LEARNING ADOPTION AT THE SCIENCE MUSEUM GROUP
- Author
-
Welch, Ruel, primary, Alade, Temitope, additional, and Nichol, Lynn, additional
- Published
- 2020
- Full Text
- View/download PDF
14. Mobile Learning for Just-in-Time Knowledge Acquisition in a Workplace Environment
- Author
-
Alade, Temitope, primary, Welch, Ruel, additional, Robinson, Andrew, additional, and Nichol, Lynn, additional
- Published
- 2020
- Full Text
- View/download PDF
15. From chain to net: assessing interdisciplinary contributions to academic impact through narrative case studies
- Author
-
Ross, Catharine, primary, Nichol, Lynn, additional, Elliott, Carole, additional, Sambrook, Sally, additional, and Stewart, Jim, additional
- Published
- 2020
- Full Text
- View/download PDF
16. What Will be the Surprises for HRD in 2028? A Futures Scenario
- Author
-
Harrison, Tricia, Nichol, Lynn, Gatto, Mark, Wai, Mak Chee, Cox, Andrew, and Gold, Jeff
- Subjects
N600 ,N100 - Abstract
The paper reports findings from a futures workshop to consider surprises — unexpected or astonishing events or facts — that may await HRD. Participants were asked to identify an HRD issue for the future and then pose questions that placed surprise up front and that could indicate a vulnerability for HRD. Two scenarios are developed for the year 2028 and events leading to this year. In the first, S1, human behaviour within organizations is defined by machines and machines prescribe why, what and where work is needed, who does it, when, and how work is done. Thus programmes of learning are pre-determined by machines. In the second, S2, aritificial intelligence proves to be incapable of adapting to the extreme events of solar activity affecting satellites and internet communications globally. HRD rebuilds trust in the collective human ability to work together collaboratively to restore a team ethic and rebuild. The scenarios are discussed and a recommendation is made for HRD research to consider the direction and value of their work and how progress in academic life might be reconstituted to allow more attention to be given to key areas of machine learning and artificial intelligence.
- Published
- 2018
17. What Will Be the Surprises for HRD in 2028?\ud A Futures Scenario
- Author
-
Harrison, Trish, Nichol, Lynn, Gatto, Mark, Chee Wai, Mak, Cox, Andrew, and Gold, Jeff
- Subjects
HF ,HD28 - Abstract
The paper reports findings from a futures workshop to consider surprises — unexpected or astonishing events or facts — that may await HRD. Participants were asked to identify an HRD issue for the future and then pose questions that placed surprise up front and that could indicate a vulnerability for HRD. Two scenarios are developed for the year 2028 and events leading to this year. In the first, S1, human behaviour within organizations is defined by machines and machines prescribe why, what and where work is needed, who does it, when, and how work is done. Thus programmes of learning are pre-determined by machines. In the second, S2, aritificial intelligence proves to be incapable of adapting to the extreme events of solar activity affecting satellites and internet communications globally. HRD rebuilds trust in the collective human ability to work together collaboratively to restore a team ethic and rebuild. The scenarios are discussed and a recommendation is made for HRD research to consider the direction and value of their work and how progress in academic life might be reconstituted to allow more attention to be given to key areas of machine learning and artificial intelligence.
- Published
- 2018
18. The role of HRD in bridging the research-practice gap: the case of learning and development
- Author
-
Ross, Catharine, primary, Nichol, Lynn, additional, Elliott, Carole, additional, Sambrook, Sally, additional, and Stewart, Jim, additional
- Published
- 2019
- Full Text
- View/download PDF
19. The role of HRD in bridging the research-practice gap: the case of learning and development.
- Author
-
Ross, Catharine, Nichol, Lynn, Elliott, Carole, Sambrook, Sally, and Stewart, Jim
- Subjects
TALENT management ,COLLEGE curriculum ,BUSINESS schools ,EDUCATION research ,ORGANIZATIONAL performance ,CAREER development ,PROFESSIONAL education - Abstract
An enduring challenge for HRD is ensuring academic research achieves impact on professional practice. We have located this research within debates about the research-practice gap. To investigate this challenge, we analyse case studies of academic impact from all disciplines submitted to the United Kingdom's 2014 research assessment exercise (REF 2014). We found that Learning and Development was a primary focus of significant number of impact case studies submitted across all disciplines compared to other areas of HR and HRD. We also found that Learning and Development was a key path to Impact. These findings reveal that Learning and Development in a work context plays a pivotal role in helping researchers irrespective of discipline achieve impact. Our findings therefore speak to the research-practice gap across academia. We conclude by considering the potential role for HRD in generating impact. [ABSTRACT FROM AUTHOR]
- Published
- 2020
- Full Text
- View/download PDF
20. Adopting coaching for doctoral supervision: opportunities and challenges for HRD
- Author
-
Nichol, Lynn, primary, Cook, Janice, additional, and Ross, Catharine, additional
- Published
- 2018
- Full Text
- View/download PDF
21. Scholarly practice: re-connecting the l, p and q
- Author
-
Lawless, Aileen, primary, Stewart, Jim, additional, and Nichol, Lynn, additional
- Published
- 2018
- Full Text
- View/download PDF
22. An Exploration of the Use of Coaching and Mentoring in the Supervision of Doctoral Students in UK University Business Schools
- Author
-
Cook, J., Nichol, Lynn, and Loon, Mark
- Subjects
ComputingMilieux_THECOMPUTINGPROFESSION ,H1 - Abstract
Purpose: to consider and evaluate the student and supervisor experience of doctoral supervision (dyadic and triadic) and specifically the value of using coaching and mentoring approaches (process and relationship) in supervisory practice.\ud Design/methodology/approach: phase one is a mixed methods study exploring the use of coaching and mentoring in doctoral supervision on traditional and taught doctoral programmes in one UK university business school. The focus is on developing a conceptual model for doctoral supervisory practice for the transfer of learning and the improvement of practice. Phase two will be a collaborative action research study in a range of UK university business schools to use, reflect on and refine the conceptual model of supervision.\ud Findings: the initial findings from phase one will be reported on at the conference presentation.\ud Research limitations/implications: we have tentative agreements from four UK university business schools for phase two (subject to ethics approval).\ud Practical implications: students and supervisors participating in the research will benefit from having the opportunity to review and improve their practice; the participating business schools will have the opportunity to review and potentially revise their doctoral student and supervisor training; and a business school’s reputation for high quality doctoral supervision could be enhanced.\ud Social implications: could potentially benefit numerous future students and supervisors across a wide range of UK university business schools.\ud Originality/value: there does not appear to be any previously published research on the use of coaching and mentoring in doctoral supervision in UK university business schools for the transfer of learning and improvement of practice.
- Published
- 2015
23. Constructing professional identity-the experience of work based learning candidates
- Author
-
Nichol, Lynn and Williams, Sue C
- Subjects
LB2300 ,HD28 - Abstract
Previous research into professional identity has argued that training institutions shape professional \ud formation. This research focuses on professionals who have undertaken a work based approach and \ud explores the interrelationship between practitioners’ own narrative of professional identity and that \ud encoded within the narrative of the standards of a professional HR/HRD body. The findings begin to \ud question the traditional understanding of the inter-relationship between the narrative of the professional \ud body and individual HR/HRD practitioner narratives of identity suggesting that neither the professional \ud body nor the mainstream educational institution are the major players in the development of professional \ud identity.
- Published
- 2014
24. P149 Successful pediatric heart transplant across low titer-C1q-negative DSA and a discordant flow/CDC crossmatch results after bortezomib therapy
- Author
-
Mangiola, Massimo, primary, Feingold, Brian, additional, John, Lomago, additional, Hunter, Betty, additional, Curry, Carol, additional, Jelinek, Larry, additional, Nichol, Lynn, additional, Miller, Susan, additional, Zinn, Matt, additional, West, Shawn, additional, McCulloch, Michael A., additional, and Zeevi, Adriana, additional
- Published
- 2016
- Full Text
- View/download PDF
25. P148 Uncovering antibodies to cryptic epitopes: Use of flow cytometry crossmatch to differentiate between functional and denatured epitopes
- Author
-
Mangiola, Massimo, primary, Lomago, Jon, additional, Marilyn, Marrari, additional, Nichol, Lynn, additional, Zern, Dwayne, additional, McGowan, Kim, additional, Sese, Doreen, additional, Bow, Laurine, additional, and Zeevi, Adriana, additional
- Published
- 2016
- Full Text
- View/download PDF
26. The Effects of French Organisational Relationships on Telework Job Roles: An Exploratory Role Set Analysis
- Author
-
Lewis, Robert Alan, primary, Nichol, Lynn, additional, and Ward, Philippa, additional
- Published
- 2015
- Full Text
- View/download PDF
27. Use of vitamin D supplements during infancy in an international feeding trial
- Author
-
Lehtonen, Eveliina, primary, Ormisson, Anne, additional, Nucci, Anita, additional, Cuthbertson, David, additional, Sorkio, Susa, additional, Hyytinen, Mila, additional, Alahuhta, Kirsi, additional, Berseth, Carol, additional, Salonen, Marja, additional, Taback, Shayne, additional, Franciscus, Margaret, additional, González-Frutos, Teba, additional, E Korhonen, Tuuli, additional, L Lawson, Margaret, additional, J Becker, Dorothy, additional, P Krischer, Jeffrey, additional, Knip, Mikael, additional, M Virtanen, Suvi, additional, Mandrup-Poulsen, Thomas, additional, Arjas, Elias, additional, Lernmark, Åke, additional, Schmidt, Barbara, additional, Krischer, Jeffrey P., additional, Åkerblom, Hans K., additional, Koski, Katriina, additional, Koski, Matti, additional, Pajakkala, Eeva, additional, Shanker, Linda, additional, Bradley, Brenda, additional, Dosch, Hans-Michael, additional, Dupré, John, additional, Fraser, William, additional, Lawson, Margaret, additional, Mahon, Jeffrey L., additional, Sermer, Mathew, additional, Taback, Shayne P., additional, Becker, Dorothy, additional, Palmer, Jerry, additional, Pekkala, Minna, additional, Virtanen, Suvi M., additional, Catteau, Jacki, additional, Howard, Neville, additional, Crock, Patricia, additional, Craig, Maria, additional, Clarson, Cheril L., additional, Bere, Lynda, additional, Thompson, David, additional, Metzger, Daniel, additional, Marshall, Colleen, additional, Kwan, Jennifer, additional, Stephure, David K., additional, Pacaud, Daniele, additional, Schwarz, Wendy, additional, Girgis, Rose, additional, Thompson, Marilyn, additional, Catte, Daniel, additional, Lawson, Margaret L., additional, Daneman, Denis, additional, Martin, Mary-Jean, additional, Morin, Valérie, additional, Frenette, Lyne, additional, Ferland, Suzanne, additional, Sanderson, Susan, additional, Heath, Kathy, additional, Huot, Céline, additional, Gonthier, Monique, additional, Thibeault, Maryse, additional, Legault, Laurent, additional, Laforte, Diane, additional, Cummings, Elizabeth A., additional, Scott, Karen, additional, Bridger, Tracey, additional, Crummell, Cheryl, additional, Houlden, Robyn, additional, Breen, Adriana, additional, Carson, George, additional, Kelly, Sheila, additional, Sankaran, Koravangattu, additional, Penner, Marie, additional, White, Richard A., additional, King, Nancy, additional, Popkin, James, additional, Robson, Laurie, additional, Al Taji, Eva, additional, Aldhoon, Irena, additional, Mendlova, Pavla, additional, Vavrinec, Jan, additional, Vosahlo, Jan, additional, Brazdova, Ludmila, additional, Venhacova, Jitrenka, additional, Venhacova, Petra, additional, Cipra, Adam, additional, Tomsikova, Zdenka, additional, Krckova, Petra, additional, Gogelova, Pavla, additional, Einberg, Ülle, additional, Riikjärv, Mall-Anne, additional, Tillmann, Vallo, additional, Kleemola, Päivi, additional, Parkkola, Anna, additional, Suomalainen, Heli, additional, Järvenpää, Anna-Liisa, additional, Hämälainen, Anu-Maaria, additional, Haavisto, Hannu, additional, Tenhola, Sirpa, additional, Lautala, Pentti, additional, Salonen, Pia, additional, Aspholm, Susanna, additional, Siljander, Heli, additional, Holm, Carita, additional, Ylitalo, Samuli, additional, Lounamaa, Raisa, additional, Nuuja, Anja, additional, Talvitie, Timo, additional, Lindström, Kaija, additional, Huopio, Hanna, additional, Pesola, Jouni, additional, Veijola, Riitta, additional, Tapanainen, Päivi, additional, Alar, Abram, additional, Korpela, Paavo, additional, Käär, Marja-Liisa, additional, Mustila, Taina, additional, Virransalo, Ritva, additional, Nykänen, Päivi, additional, Aschemeier, Bärbel, additional, Danne, Thomas, additional, Kordonouri, Olga, additional, Krikovszky, Dóra, additional, Madácsy, László, additional, Khazrai, Yeganeh Manon, additional, Maddaloni, Ernesto, additional, Pozzilli, Paolo, additional, Mannu, Carla, additional, Songini, Marco, additional, de Beaufort, Carine, additional, Schierloh, Ulrike, additional, Bruining, Jan, additional, Bisschoff, Margriet, additional, Basiak, Aleksander, additional, Wasikowa, Renata, additional, Ciechanowska, Marta, additional, Deja, Grazyna, additional, Jarosz-Chobot, Przemyslawa, additional, Szadkowska, Agnieszka, additional, Cypryk, Katarzyna, additional, Zawodniak-Szalapska, Malgorzata, additional, Castano, Luis, additional, Gonzalez Frutos, Teba, additional, Oyarzabal, Mirentxu, additional, Serrano-Ríos, Manuel, additional, Martínez-Larrad, María Teresa, additional, Hawkins, Federico Gustavo, additional, Rodriguez Arnau, Dolores, additional, Ludvigsson, Johnny, additional, Smolinska Konefal, Malgorzata, additional, Hanas, Ragnar, additional, Lindblad, Bengt, additional, Nilsson, Nils-Osten, additional, Fors, Hans, additional, Nordwall, Maria, additional, Lindh, Agne, additional, Edenwall, Hans, additional, Aman, Jan, additional, Johansson, Calle, additional, Gadient, Margrit, additional, Schoenle, Eugen, additional, Daftary, Ashi, additional, Gilmour, Carol, additional, Taculad, Rachel, additional, Tanner-Blasiar, Marilyn, additional, White, Neil, additional, Devaskar, Uday, additional, Horowitz, Heather, additional, Rogers, Lisa, additional, Colon, Roxana, additional, Frazer, Teresa, additional, Torres, Jose, additional, Goland, Robin, additional, Greenberg, Ellen, additional, Nelson, Maudene, additional, Schachner, Holly, additional, Softness, Barney, additional, Ilonen, Jorma, additional, Trucco, Massimo, additional, Nichol, Lynn, additional, Savilahti, Erkki, additional, Härkönen, Taina, additional, Vaarala, Outi, additional, and Luopajärvi, Kristiina, additional
- Published
- 2013
- Full Text
- View/download PDF
28. 137-P: Rare Allele Retyping Project
- Author
-
Kempenich, Jane, primary, Dehn, Jason, additional, Flickinger, Gail, additional, Yu, Neng, additional, Masaberg, Carly, additional, Shields, Brian, additional, Koester, Ruth, additional, Yang, Soo Young, additional, Shi, Wenxia, additional, Nichol, Lynn, additional, Hsu, Susan, additional, and Setterholm, Michelle, additional
- Published
- 2010
- Full Text
- View/download PDF
29. IGRP-reactive T cells can be detected directly ex vivo in the blood of type 1 diabetes patients (129.45)
- Author
-
Jarchum, Irene, primary, Nichol, Lynn, additional, Trucco, Massimo, additional, and DiLorenzo, Teresa P., additional
- Published
- 2007
- Full Text
- View/download PDF
30. Multiplex HLA-Typing by Pyrosequencing.
- Author
-
Lu, Ying, Boehm, Julian, Nichol, Lynn, Trucco, Massimo, and Ringquist, Steven
- Published
- 2009
- Full Text
- View/download PDF
31. Pyrosequencing sheds light on HLA genotyping
- Author
-
Alexander, Angela M, primary, Nichol, Lynn, additional, Ringquist, Steven, additional, Styche, Alexis, additional, Rudert, William A, additional, and Trucco, Massimo, additional
- Published
- 2002
- Full Text
- View/download PDF
32. HLA-DQA1 and -DQB1 Alleles in Latino and African American Children with Diabetes Mellitus.
- Author
-
McCarthy, Bridget J., Lipton, Rebecca, and Nichol, Lynn
- Published
- 2004
- Full Text
- View/download PDF
33. How do UK universities engage with commuter students?
- Author
-
Emblen-Perry, Kay, Nichol, Lynn, and Ross, Catharine
- Subjects
LB2300 ,ComputingMilieux_COMPUTERSANDEDUCATION ,L1 - Abstract
Recently students have increasingly chosen to live at home whilst studying; over 25% of UK undergraduates (440,000) are now “commuter students”. It is widely accepted that commuter students obtain poorer outcomes and academic experiences than their campus-based peers. This roundtable discussion explores challenges faced by commuter students’ and seeks to establish and share recommendations to enhance academic experiences and outcomes.
34. Working Self Concepts: the Impact of Work Based Learning On Self Identity Amongst Senior HRM/HRD Practitioners
- Author
-
Curtis, Ryan, Nichol, Lynn, and Williams, Sue
- Subjects
H1 - Abstract
This paper explores the experiences of senior HRM/D managers and strategic line\ud managers who have engaged with a Work Based Learning (WBL) programme, and\ud builds on earlier work by Nichol and Williams (2012) who explored the professional\ud identity of HR/HRD practitioners. The paper seeks to understand the personal\ud impact of this combination of work place yet externally derived learning process on\ud self-identity since this will have lessons for the learners, for the organisation, and for\ud providers of such programmes. The basis of this qualitative, interpretive, paper is a\ud series of one-to-one semi-structured interviews with senior practitioners from across\ud the public, private and not-for-profit spectrum. Analysis and interpretation are guided\ud equally by themes arising from the data and by a priori knowledge of existing\ud theoretical frameworks. The concepts of self-identity operate at multiple levels, which\ud Lord and Brown (2004) refer to as the Individual, Interpersonal and Collective levels\ud of our ‘Working Self Concept (WSC)’. Their model demonstrated how successful\ud leadership processes occur indirectly through follower self-identities, and this current\ud research adapts that model to argue that the WBL process similarly needs to align\ud with participants’ self-identity in order to ensure success. There is evidence of\ud positive impacts on self-views at all levels with affective and behavioural changes\ud that enhanced performance as a result of engagement in WBL. Increased\ud confidence in their own value to their respective organisations, and improved belief\ud in the legitimacy of their accumulated knowledge skills and experience enabled them\ud to further contribute to organisational goals.
35. Confluent Learning: Using a Design Approach to Develop Cognitive Abilities and Enhance Affective Capacities Through Change Management Curriculum
- Author
-
Loon, Mark and Nichol, Lynn
- Subjects
H1 - Abstract
Purpose\ud The aim of the study is to explore the role of confluent learning in supporting the development of change management knowledge, skills and attitudes and to inform the creation of a conceptual model based upon a priori and a posteriori knowledge gained from literature and the research.\ud \ud Design/methodology/approach\ud The research adopts qualitative approach based on reflective inquiry methodology. There are two primary data sources, interviews with learners and the researchers’ reflective journals on learners’ opinions.\ud \ud Findings\ud The confluent learning approach helped to stimulate affective states (e.g. interest and appreciation) to further reinforce cognitive gains (e.g. retention of knowledge) as a number of higher order thinking skills were further developed. The instructional design premised upon confluent learning enabled learners to further appreciate the complexities of change management.\ud \ud Research implications/ limitations\ud The confluent learning approach offers another explanation to how learning takes place, contingent upon the use of a problem solving framework, instructional design and active learning in developing inter- and trans-disciplinary competencies.\ud \ud Practical implications\ud This study not only explains how effective learning takes place but is also instructive to learning and teaching, and human resource development (HRD) professionals in curriculum design and the potential benefits of confluent learning.\ud \ud Social implications\ud The adoption of a confluent learning approach helps to re-naturalise learning that appeals to learners affect. \ud \ud Originality/value\ud This research is one of the few studies that provide an in-depth exploration of the use of confluent learning and how this approach co-develops cognitive abilities and affective capacity in the creation of a conceptual model.
36. Doctoral Supervisor: Coach, Mentor or Master? Developing an Alternative Paradigm for Doctoral Supervision
- Author
-
Cook, Janice and Nichol, Lynn
- Subjects
LB2300 ,ComputingMilieux_THECOMPUTINGPROFESSION ,H1 ,ComputingMilieux_MISCELLANEOUS - Abstract
This working paper is the second in a series of working papers presenting the on-going findings from a longitudinal research project grounded in exploring the experience of doctoral supervision and developing practice. In the first paper and phase one of this research study, Cook, Nichol and Loon (2014) explored the existing context for doctoral supervision and, drawing from literature on the problematic nature of doctoral supervision and coaching and mentoring, considered the value of drawing on coaching and mentoring models in formulating alternative paradigms for doctoral supervision. This paper reports the findings of phase one, a mixed methods study of experiences of doctoral supervision with supervisors and students in one UK university business school, from which the Collaborative Action Doctoral Supervision conceptual model emerged. The paper also introduces phase two, a collaborative action research study with doctoral supervisors and students who are applying, reflecting on and developing further this doctoral supervision model. We are aiming to answer the question of whether the use of coaching and mentoring in doctoral supervision enables the transfer and sustainability of learning from the doctoral supervision session to outside the experience and improves the quality. Is the doctoral supervisor coach, mentor or master?\ud \ud Key words\ud Doctoral supervision, coaching, mentoring, collaborative action research.
37. Working Self Concepts: the Impact of Work Based Learning On Self Identity Amongst Senior HRM/HRD Practitioners
- Author
-
Curtis, Ryan J, Nichol, Lynn, and Williams, Sue C
- Subjects
HF5001_Business - Abstract
This paper explores the experiences of senior HRM/D managers and strategic line managers who have engaged with a Work Based Learning (WBL) programme, and builds on earlier work by Nichol and Williams (2012) who explored the professional identity of HR/HRD practitioners. The paper seeks to understand the personal impact of this combination of work place yet externally derived learning process on self-identity since this will have lessons for the learners, for the organisation, and for providers of such programmes. The basis of this qualitative, interpretive, paper is a series of one-to-one semi-structured interviews with senior practitioners from across the public, private and not-for-profit spectrum. Analysis and interpretation are guided equally by themes arising from the data and by a priori knowledge of existing theoretical frameworks. The concepts of self-identity operate at multiple levels, which Lord and Brown (2004) refer to as the Individual, Interpersonal and Collective levels of our ‘Working Self Concept (WSC)’. Their model demonstrated how successful leadership processes occur indirectly through follower self-identities, and this current research adapts that model to argue that the WBL process similarly needs to align with participants’ self-identity in order to ensure success. There is evidence of positive impacts on self-views at all levels with affective and behavioural changes that enhanced performance as a result of engagement in WBL. Increased confidence in their own value to their respective organisations, and improved belief in the legitimacy of their accumulated knowledge skills and experience enabled them to further contribute to organisational goals.
38. Invaluable but Invisible: an Initial Investigation of Chinese Graduate Skill Development and Subsequent Skill Use
- Author
-
Nichol, Lynn, Palmer, Gerry, and Watts, Helen
- Subjects
ComputingMilieux_THECOMPUTINGPROFESSION ,ComputingMilieux_COMPUTERSANDEDUCATION ,H1 - Abstract
Measures of impact of Higher Education have often neglected the Chinese student view, despite the importance of these students to the UK and Chinese economy. This research paper details the findings of a quantitative survey that was purposively distributed to Chinese graduates who enrolled at the University of Worcester on the Business Management degree between 2004-2011 (n=49). Analysis has been conducted on their skill development throughout their degree, their skill usage in different employment contexts, the value of their degree, and gender differences in skill development and usage. Discrepancies between skill development and usage, between males and females, and with previous research findings are discussed. Future research directions are also specified.
39. Learning About Belonging to a HR Profession: Reflections From Part Time, Practising HR Professionals
- Author
-
Williams, Sue C and Nichol, Lynn
- Subjects
HF5001_Business
40. Use of vitamin D supplements during infancy in an international feeding trial
- Author
-
Lehtonen, Eveliina, Ormisson, Anne, Nucci, Anita, Cuthbertson, David, Sorkio, Susa, Hyytinen, Mila, Alahuhta, Kirsi, Berseth, Carol, Salonen, Marja, Taback, Shayne, Franciscus, Margaret, Gonzalez-Frutos, Teba, Korhonen, Tuuli E., Lawson, Margaret L., Becker, Dorothy J., Krischer, Jeffrey P., Knip, Mikael, Virtanen, Suvi M., Trigr, Investigators, Mandrup-Poulsen, Thomas, Arjas, Elias, Lernmark, Ake, Schmidt, Barbara, Akerblom, Hans K., Koski, Katriina, Koski, Matti, Pajakkala, Eeva, Shanker, Linda, Bradley, Brenda, Dosch, Hans-Michael, Dupre, John, Fraser, William, Lawson, Margaret, Mahon, Jeffrey L., Sermer, Mathew, Taback, Shayne P., Becker, Dorothy, Palmer, Jerry, Pekkala, Minna, Catteau, Jacki, Howard, Neville, Crock, Patricia, Craig, Maria, Clarson, Cheril L., Bere, Lynda, Thompson, David, Metzger, Daniel, Marshall, Colleen, Kwan, Jennifer, Stephure, David K., Pacaud, Daniele, Schwarz, Wendy, Girgis, Rose, Thompson, Marilyn, Catte, Daniel, Daneman, Denis, Martin, Mary-Jean, Morin, Valerie, Frenette, Lyne, Ferland, Suzanne, Sanderson, Susan, Heath, Kathy, Huot, Celine, Gonthier, Monique, Thibeault, Maryse, Legault, Laurent, Laforte, Diane, Cummings, Elizabeth A., Scott, Karen, Bridger, Tracey, Crummell, Cheryl, Houlden, Robyn, Breen, Adriana, Carson, George, Kelly, Sheila, Sankaran, Koravangattu, Penner, Marie, White, Richard A., King, Nancy, Popkin, James, Robson, Laurie, Al Taji, Eva, Aldhoon, Irena, Mendlova, Pavla, Vavrinec, Jan, Vosahlo, Jan, Brazdova, Ludmila, Venhacova, Jitrenka, Venhacova, Petra, Cipra, Adam, Tomsikova, Zdenka, Krckova, Petra, Gogelova, Pavla, Einberg, Ulle, Riikjarv, Mall-Anne, Vallo Tillmann, Kleemola, Paivi, Parkkola, Anna, Suomalainen, Heli, Jarvenpaa, Anna-Liisa, Hamalainen, Anu-Maaria, Haavisto, Hannu, Tenhola, Sirpa, Lautala, Pentti, Salonen, Pia, Aspholm, Susanna, Siljander, Heli, Holm, Carita, Ylitalo, Samuli, Lounamaa, Raisa, Nuuja, Anja, Talvitie, Timo, Lindstrom, Kaija, Huopio, Hanna, Pesola, Jouni, Veijola, Riitta, Tapanainen, Paivi, Alar, Abram, Korpela, Paavo, Kaar, Marja-Liisa, Mustila, Taina, Virransalo, Ritva, Nykanen, Paivi, Aschemeier, Barbel, Danne, Thomas, Kordonouri, Olga, Krikovszky, Dora, Madacsy, Laszlo, Khazrai, Yeganeh Manon, Maddaloni, Ernesto, Pozzilli, Paolo, Mannu, Carla, Songini, Marco, Beaufort, Carine, Schierloh, Ulrike, Bruining, Jan, Bisschoff, Margriet, Basiak, Aleksander, Wasikowa, Renata, Ciechanowska, Marta, Deja, Grazyna, Jarosz-Chobot, Przemyslawa, Szadkowska, Agnieszka, Cypryk, Katarzyna, Zawodniak-Szalapska, Malgorzata, Castano, Luis, Frutos, Teba Gonzalez, Oyarzabal, Mirentxu, Serrano-Rios, Manuel, Martinez-Larrad, Maria Teresa, Hawkins, Federico Gustavo, Arnau, Dolores Rodriguez, Ludvigsson, Johnny, Konefal, Malgorzata Smolinska, Hanas, Ragnar, Lindblad, Bengt, Nilsson, Nils-Osten, Fors, Hans, Nordwall, Maria, Lindh, Agne, Edenwall, Hans, Aman, Jan, Johansson, Calle, Gadient, Margrit, Schoenle, Eugen, Daftary, Ashi, Gilmour, Carol, Taculad, Rachel, Tanner-Blasiar, Marilyn, White, Neil, Devaskar, Uday, Horowitz, Heather, Rogers, Lisa, Colon, Roxana, Frazer, Teresa, Torres, Jose, Goland, Robin, Greenberg, Ellen, Nelson, Maudene, Schachner, Holly, Softness, Barney, Ilonen, Jorma, Trucco, Massimo, Nichol, Lynn, Savilahti, Erkki, Harkonen, Taina, Vaarala, Outi, and Luopajarvi, Kristiina
41. Work based learning: its impact on HRD/M practitioners’ development and professional identity
- Author
-
Nichol, Lynn and Williams, Sue C
- Subjects
HF5001_Business
42. An investigation into the role of generational differences in the career types, progression and success of British managers
- Author
-
Yourston, Douglas, Laurence, John, and Nichol, Lynn
- Subjects
658.3 ,HF5549 Personnel management. Employment management - Abstract
Research into generational differences in the workplace is limited. Academic studies range from being robust to those which portray generational differences in more generalised terms, omitting characteristics such as age, life-stage, gender or profession. Studies into a career style, progression and career success, are likewise varied, being studied from a range of different perspectives, including gender, life-stage or age; however, to date, there has been no research conducted from a generational perspective. There has also been an acknowledgement that there have been only a few studies conducted that have a clear theoretical and empirical underpinning. With the majority being quantitative-centric; these studies do not have the rich insight into understanding the complexities surrounding a generation and / or of an individual’s career that a qualitative study would offer. Reflecting this existing gap, the aim of this study to investigate the role of generational differences in an individual, British manager’s career type, progression and perception of career success. The main study using an interpretivist methodology in the form of semi-structured interviews, investigated the careers of 42 British managers across three generations. The participants’ CVs were analysed using a documentary analysis approach, while the findings were interpreted using content analysis. The study’s first key finding is the acknowledgement that there is theoretical and empirical evidence to support the contention that a generation is a reliable means for grouping individuals. The second key finding of the study using, Verbruggen et al.’s (2008) Career Categorisation model, relates to the career types and progression are influenced by a generational grouping. This study contends that career styles and career progression are influenced by determinants such as age, life-stage, gender, profession but also by their generation. The final key finding is that the Kaleidoscope Career model provides a means to view differences towards career success from a generational perspective, but also reveals that a generation does not operate in isolation; rather, an individual’s profession, life-stage and gender are also significant. In conclusion, this thesis provides a deep and rich conceptual insight, knowledge and understanding for Human Resource practitioners and academia as to how a career is influenced when viewed through a generational lens. The first contribution of the study sets out the extent to which theoretical and empirical evidence demonstrates that a generation is a reliable means to group individual managers. The second contribution, relates to the extent to which career types and progression are influenced by a generational grouping. The final contribution extends Mainiero and Sullivan’s (2005, 2006) original Kaleidoscope Career model to more accurately depict career success when individual managers are grouped generationally, by introducing a new “glass chip” to represent the need for a ‘subjective challenge,’ which is reflective in the shift to careers becoming more protean.
- Published
- 2016
43. An exploration of survivors' experience of organizational downsizing : a sensemaking perspective
- Author
-
Berberich, Joerg, Laurence, John, and Nichol, Lynn
- Subjects
658.3 ,HF5549 Personnel management. Employment management - Abstract
This research explores the experiences of downsizing survivors from the UK and from Germany and Switzerland. It makes a unique contribution to organizational studies theory by applying the concept of sensemaking from Weick (1995) as a theoretical lens for the study of survivors’ experiences. Since this concept was never previously operationalized in this way, this research adds value to the theoretical debate about the sensemaking processes of organizational members in times of change. This work also contributes to the body of knowledge in this field by proposing a theoretical model about survivors’ sensemaking of organizational downsizing. Unlike previous research that mainly addressed causes and effects of organizational downsizing (e.g. Brockner, 1988), the present model depicts survivors’ sensemaking as an iterative process and thereby provides a more holistic view and a new dimension about how survivors respond to the situation post-downsizing. Further theoretical contributions relate to the long-term effects of downsizing on survivors. As it was found that survivors’ attitudes were still negatively affected up to 18 months post-downsizing, this study provides more evidence that the effects of downsizing are not only felt in the short term but are long-lasting. Moreover, this research revealed that repeated exposure to downsizing led to an accumulation of stress and thereby impacted survivors’ well-being over time. Thus, it contradicts several studies, mainly from North America (e.g. Chreim, 2006), which had indicated that surviving repeated waves of downsizing has a favourable effect on survivors and makes them more resilient over time. The present study also has implications for business practices with its recommendation that organizations need to have a clear concept in place to facilitate survivors’ change processes, as well as with its suggestion that organizations provide their line managers with more training opportunities with regard to how downsizing survivors should be supported.
- Published
- 2016
44. Corporate culture : an investigation into the operationalisation of the concept and into divergences between management and staff
- Author
-
Rietmann, Konrad, Nichol, Lynn, and Agathangelou, Tony
- Subjects
658 ,HF Commerce - Abstract
Studies on corporate culture are mostly limited to samples drawn from management, and the integrative view of corporate culture as something unique within an organisation still dominates in the literature. Such a unitary stance bears the risk that cultural divergences in corporations remain undetected, thereby limiting the value of research on corporate culture. A further aspect found in the literature is the complexity and variety ascribed to corporate culture, which exacerbates practical implementation of the concept. The operationalisation of the cultural concept is still a prevalent problem not yet completely resolved. This research addresses these two concerns. The researcher conducted this research at Post CH Ltd. The study incorporated the design and implementation of a tailored survey, based on cultural dimensions from the literature, items from Swiss Post’s employee survey, and data from semi-structured qualitative interviews with members of top management. The survey involved employees of Post CH Ltd from all hierarchical levels, selected by proportionate stratified random sampling. The two thirds of the questionnaire recipients who responded could also comment on an optional open question. The researcher then analysed the qualitative and quantitative data in order to discover the degree of alignment on corporate culture. Finally, recommendations were elaborated on how to mitigate the explored divergences between management and employees. This research provides contributions in two distinct areas: first, it demonstrates that the perception of a unitary corporate culture is not always tenable. The researcher found distinctive and statistically significant divergences in corporate culture, as staff in line management positions are considerably more positive in their perception of corporate culture compared to employees without management responsibilities. Using content analysis, the researcher further discovered divergences in the perception of corporate culture between top management and employees. Second, it demonstrated the successful operationalisation of corporate culture research into practical application, by offering a thorough, concrete, specific, and tailored approach, contributing to a more practitioner friendly usage of the concept of corporate culture. The methods used here can be applied to other organisations in a similar way. Keywords: Corporate culture; organisational culture; cultural divergences; cultural fit; organisational change; organisational performance; Swiss Post; Post CH Ltd.
- Published
- 2013
45. Telework : the experiences of teleworkers, their non-teleworking colleagues and their line managers at the Conseil General du Finistere
- Author
-
Lewis, Robert Alan, Nichol, Lynn, and Ward, Philippa
- Subjects
331.2568 ,HD28 Management. Industrial Management - Abstract
The introduction of information technology, or IT, has brought increased possibilities to work outside of the traditional office. One of these possibilities is telework. Telework refers to work carried out away from the usual place of business, often via electronic means. This investigation provides a unique contribution to the lack of empirical studies on telework in France. Despite its predicted growth, telework has not developed in the French public sector. This study uses role set analysis to assess the experiences of part-time teleworkers (who telework on average two days per week as part of their full-time schedules) at the Conseil Général du Finistère, or CGF, a regional government in Brittany, France. Role set analysis claims that the expectations of role set holders can be evaluated. In this exploratory case study, role set holders are represented by teleworkers, their non-teleworking colleagues and their line managers. Questionnaires, containing attitude scales and open-ended questions, were distributed in three versions to each group of role set holders to gather data. The use of frequency tables and the extraction of Meaning Units, or MUs, indicated perceived advantages and disadvantages of telework, which were revealed through the lenses of role expectations. Teleworkers experienced more advantages due to role complexity: temporal and spatial flexibility were beneficial to teleworkers, despite increased difficulties for non-teleworking colleagues and line managers. Non-teleworkers experienced more disadvantages due to increased role expectations: working with part-time teleworkers generated increased logistical and co-ordination difficulties. Line managers experienced more disadvantages due to multiplied role expectations: managing teleworkers and non-teleworkers in the same departments meant increased burdens in terms of work organisation, control and resentment from non-teleworkers. From an academic viewpoint, the analysis of role sets through a tripartite perspective brings to light thresholds which regulate perceived advantages and disadvantages of telework and reveals that role set holders do not interact in a static fashion. In terms of business practice, the findings argue that telework upsets work relationships in the French context because it relies on less face-to-face contact. Results also suggest that despite the perceived success of the telework programme, the CGF has not adopted a remote working culture.
- Published
- 2012
Catalog
Discovery Service for Jio Institute Digital Library
For full access to our library's resources, please sign in.