Adrian Thornhill's research while affiliated with University of Gloucestershire and other places

Publications (23)

Chapter
Full-text available
Pearson have kindly given permission for this chapter to uploaded on Researchgate. By the end of this chapter you should be able to: • define ontology, epistemology and axiology, and explain their relevance to business research; • reflect on your own epistemological, ontological and axiological stance; • understand the main research paradigms that...
Article
Researchers exploring sensitive issues need to obtain valid and reliable information. This may necessitate participants not being sensitised to the precise research focus to prevent contamination of findings. In this paper research exploring trust and distrust judgements and emotional responses to organizational change is used to assess how a concu...
Article
Full-text available
This article provides an empirical test of whether trust and distrust can co-exist in the mind of an employee. Two interrelated questions are considered: firstly, whether trust and distrust judgements are symmetrical' or whether they can occur simultaneously' as separate constructs; and, secondly, whether trust and distrust judgements entail the sa...
Article
Hello everyone. This is a text book and so I am unable to share it with you for copyright reasons. Apologies for this. Mark
Article
Downsizing is a process whereby human relations manage ment emerges as a critical skill in its effective management. This pa per is about perceptions of employees of a small-sized Turkish firm who survived successive downsizing decisions. It was found that downsizing affected the organizational justice-related perceptions of survivors. The question...
Article
Downsizing is a process whereby human relations management emerges as a critical skill in its effective management. This paper is about perceptions of employees of a small-sized Turkish firm who survived successive downsizing decisions. It was found that downsizing affected the organizational justice-related perceptions of survivors. The questionna...
Article
Full-text available
Purpose To explore the implications for all employees' psychological contracts of a forced change from permanent to temporary employment status for some employees within an organisation. Design/methodology/approach A random sample of 30 employees, stratified by employment status was selected. Each employee undertook a structured card sort of possi...
Article
Full-text available
This article commences with an overview of trust and mistrust, focusing on the debate about whether these are two ends of a continuum or distinct but interrelated concepts. Building on this review, the relationship between employees' perceptions of organizational justice and their self-categorized feelings of trust and mistrust is considered. It is...
Article
Full-text available
Analyses the introduction and first three years of the operation of a new reward system in a financial services organisation. The purpose of the study was to develop an explanatory theory associated with reward system change effectiveness. Following a description of the organisation and its operational context, analyses the new reward system, toget...
Article
Full-text available
This paper explores employees’ trust as a reaction to the management of change using the constructs of organisational justice. Following a review of organisational justice theory in relation to trust and change, employees’ reactions are considered using a case study of a UK public sector organisation. Drawing on 28 in-depth interviews with employee...
Article
Explores the implications arising from the complete devolvement of human resource responsibilities within an organization to line managers. Reviews the changing role for line managers through the literature related to the adoption of HRM. Uses theories by Guest and by Storey as a framework to examine the success of completely devolving the human re...
Article
Review paper which draws together the various theoretical and disciplinary strands used in the literature to evaluate downsizing and redundancy. Defines downsizing and redundancy within the organisational context. Explores complexity of the relationships with performance and effectiveness at both organisation and sub-organisation levels. Evaluates...
Article
Reviews and integrates UK and North American research on job relocation relating to managerial and professional employees. Notes evidence which indicates an increasing level of reluctance by such employees to relocate for job reasons. Examines barriers to domestic relocation, including those related to financial and personal reasons, and organisati...
Article
Considers the pursuit of high quality, flexibility and employee commitment alongside significant downsizing and delayering initiatives. Examines the impact on surviving employees in downsized and delayered organizations. Proposes that organizations need to be more mindful than they have been in the past of survivor responses and issues. Contends th...
Article
This article discusses the need to manage survivors' reactions to downsizing in order to seek to fulfil other organizational goals related to employee commitment and the achievement of high quality.Variables are identified which affect survivors' reactions to a downsizing situation, including those which can be influenced by an organization within...
Article
High quality of provision in higher education is seen as an institutional imperative in the 1990s. This coincides with the need to reduce unit costs and increase productivity. The delivery of these three outputs results in considerable demands being made on staff and places great stress on the need to ensure employee commitment. Organizations are e...
Article
Examines the concerns of survivors who remain in organizations following redundancies. Categorizes the issues which arise from these concerns and uncertainties into three categories: issues which arise following notification of forthcoming redundancies; issues arising from the notification of those affected; and issues following notification and te...
Article
Recognizes the difficulties of evaluating training and argues that what is required to make it more effective is the adoption of an integrated approach to evaluation and, most significantly, the creation of an appropriate organizational culture, which promotes and recognizes the value of evaluation in general and training evaluation in particular....

Citations

... We adapt Saunders et al. (2019) onion model for methodological classification along with adaptation of Sharma et al. (2017). Figure 3 presents the methodology-based classification of the selected research papers. ...
... Trust on Brand Loyalty and the relationship between these constructs. The philosophy of this research is positivism (Saunders, 2009). And the research design follows the deductive approach combined with the quantitative strategy. ...
... Therefore, being low on engagement does not equal being disengaged, as one could still do his/ her duty by the book. Like with other constructs in the organizational context, such as identification/disidentification (Kreiner and Ashforth, 2004) or trust/distrust (Saunders et al., 2014), conceptualizing disengagement as a separate construct is necessary to derive a complete and nuanced picture of crisis implications for employees and organizational responses to them. As employees' job disengagement can be considered a self-protection in reaction to negative crisis implications that brings not only undesirable consequences for the organization (e.g. ...
... Openness to change Four studies discussed employees' openness to change in change and suggested that employability is related to positive emotions and higher level of employees' openness to change in organizational changes (Fugate & Kinicki, 2008). Employees' (dis) openness to change influences their emotional responses to organizational change (Saunders & Thornhill, 2011). It was found that the size and age of a company as well as employees' expectations boost employees' openness to change for the successful implementation of change (Lines et al., 2015). ...
... Those survivors carefully detect how management treats other laid off workers, then based upon the perception whether victims were fairly compensated or not, survivors shape their reactions and post-downsizing behaviors (McKinley et al, 1995). Some factors are affecting the degree to which negative responses are exhibited by survivors like procedural justice, distributive justice, clear communication, trustworthiness in management, and employee empowerment (Spreitzer and Mishra, 2002;Clay-Warner et al, 2005;Thornhill et al, 1996). However, perceived justice whether procedural or distributive has major impact on post-layoff responses according to the justice theory, the main difference between procedural and distributive justice lies in which employees are affected by the lay-off; as procedural justices is major predictor of post-layoff responses among survivors, while distributive justice predicts responses among downsizing victims (Sahdev, 2004). ...
... Such enterprises are called fading businesses. The peculiarities of their activities are reflected in a number of scientific publications, among which the most interesting are works of Ascigil et al. (2008), Park et al. (2019), and Reynaud (2010). ...
... There are parallel terms of trust called distrust (Rousseau et al., 1998;Tschannen-Moran & Hoy, 2000;Tsfati, 2003;Uggla et al., 2013) and mistrust (Saunders & Thornhill, 2004). Distrust is characterized by low interdependence relationships between individuals (Shockley-Zalabak et al., 2010). ...
... While some airlines have retained their employees on full pay, others have ceased paying their salaries or relied on government payments to support their staff during the pandemic. The impact of redundancies on organisational culture, morale and motivation is well known [4]. However, the pandemic's effect on airlines' safety climate is unknown. ...
... Social scientists recognize that the idea of justice is a fundamental need for the functioning of social life (Greenberg, 1990). The concept of organizational justice is a framework that explains employees' perceptions of trust and justice (Saunders & Thornhill, 2003) and their personal evaluations of the ethical and moral structure of the organizational structure (Cropanzano, Bowen & Gilliland, 2007). For this reason, in evaluating the justice in the organization, it is important not how fair the organization is towards the employee but how fair the employees perceive the practices of the organization (Choi, 2011). ...
... Thus, the case study aims to explain, describe and explore a specific case in the context in which it occurs, thus revealing the multifaceted nature of the subject of interest [24]. In case study research, the word 'case' refers to the units of analysis such as people, groups, organizations, change processes, among others [25]. In this context, the case study strategy was applied in a group of companies that stands out in the TCI sector as one of the largest Portuguese textile groups. ...