Centre for Innovation Management and Enterprise (CIME)

Centre for Innovation Management and Enterprise (CIME)

We aim to promote, sustain, and develop interdisciplinary research, business-relevant teaching, and engagement with practitioners.

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We aim to promote, sustain, and develop interdisciplinary research, business-relevant teaching, and engagement with practitioners.

About the Centre

What we do

Our vision

The Centre of Innovation, Management and Enterprise (CIME) aims to understand how businesses and enterprises are created, sustained, enhanced, destroyed and rehabilitated, in line with the challenges from the external uncertainty (e.g. pandemics) and technology advancement (e.g. Industry 4.0).

Aims and Objectives of the Centre

The objectives of CIME are to:

  1. Promote interdisciplinary research, deliver knowledge-informed teaching, facilitate community engagement, and develop strategic partnership with business practitioners.
  2. Bring together an inter-disciplinary group of entrepreneurs, business consultants, scholars and the students to develop interdisciplinary research, enhance business and management knowledge transfer, and promote engagement with UK-based businesses and local residents, with a particular focus on the community-friendly activities in the areas of innovation, management and enterprise.

CIME aims to facilitate and achieve its objectives through a series of business initiatives and scholarly activities. These include, but are not limited to: guest-lecture and seminars, REF submission, community engagement projects, digital databank, knowledge-transfer-partnership (KTP), centre-based mentoring scheme (WPI), bi-monthly meetings, monthly newsletters, commercial conferences and other appropriate initiatives.

Driven by inclusion and diversity, and with a focus on technology, industry, and society, the Centre is open to new ideas underpinning the theory and practice of innovation and enterprise. CIME's relaunch, driven by fast-changing socio-economic and political developments, seeks to advance the Centre's aims by building a community that organically increases opportunities for improving sustainability, innovation, and growth.

Interdisciplinary research

We seek to create a platform for impact and high-quality research output by means of a phased approach and thematic focus. Our impact and research output activities - implemented in phases over the three years from 2020 - aim at building a research culture that brings together staff members, research partners, and learners. Our community assists its members in the identification of relevant research focus for impact and output, supports funding applications, publications, as well as research-inspired teaching and teaching-inspired research practice. 

Our local, national and international research partners (Honorary and Visiting) play important role in sustaining and promoting our interdisciplinary research agenda. As a community, we deliver an Annual Flagship Research event, the CIME Research Conference (CIMERS). Building on our community and its network, diversity and inclusion we seek to position ourselves as sustainable research grant bidders beyond 2023 in the following thematic themes of technology, industry, and society: 

  • Environmental and Social Governance 
  • Measurement of Management Innovation 
  • Entrepreneurship  
  • Social Enterprise Development 
  • Intellectual Property 
  • Regulation of markets 

Business-relevant teaching

Building on existing links with academia and industry professionals, CIME seeks to enhance innovative, business-relevant teaching and consulting building on existing and new branded formats: 

  • Distinguished Guest Lecture Series 
  • Inaugural Lectures 
  • MBA Guest Lecture Series 


CIME investigates creating opportunities for our students by means of:

  • Career Accelerator, a competition-based programme designed to match final year undergraduate students/MA students with business leaders (from 2021)
  • East End Business Incubator, a growth initiative designed for short-course teaching projects (2022 and beyond)
  • Environmental and social sustainability consulting scheme designed to connect with wider community and engagement with practitioners

Engagement with practitioners for continued Impact

CIME seeks to connect with the wider community and engage with practitioners through a set of activities including: 

  • Consulting support for Small and Medium Enterprises (SMEs) 
  • Promoting CIME participants' memberships in external bodies including advisory boards, committees to give back and share our diversity and inclusion 
  • Aspiring to promote CIME participants' engagement in impact-focused initiatives outside of academia 

CIME's engagement with SMEs includes but should not be limited to: 

Pre-enterprise Development 
The Centre aims to support all students and members of the wider community who are keen to explore their innate enterprise skills, through workshops run by our partner organisations. These enable participants to explore opportunities, network with fellow students and identify suitable business ideas for further development and application in business practice.

Business Start-up Support 
At CIME we use the enterprise passport (ENTPASS) model which has been developed over the past few years with a number of partners.

Business Development  
The Centre supports a wide cross-section of businesses in the RDBS community, including potential entrepreneurs and student start-ups. We also offer students a number of opportunities to participate in programmes to enhance their professional skills and network.

Funding and Finance 
The Centre helps enterprising students to develop their ability to seek funding through a wide range of funding options, including business start-up loans, grants and other internal and external sources.

International Development 
CIME engages extensively with international networks and pursues a wide cross-section of projects and programmes. If you, your institution or network wish to engage with CIME, please contact Prof. Kirk Chang (K.Chang@uel.ac.uk). 

Global Scholars 
The global scholars' programme has been an important complement for the RDSBL programmes with our students visiting partners in Bahrain, Dubai, India and Kenya. CIME seeks to build on the experience gained so far and wants to expand its international network through a renewed version of this programme to ensure that its international partnerships receive a boost from students visiting and expanding their impact and supporting sustainability for partner organisations. New projects have been identified locally, nationally, and internationally to enhance the linkages forged through by the Centre so far including the 2nd International Summer School.

Resources 
CIME has a number of skilled resources that can be accessed through partnership and co-operative routes. If your organisation wishes to become a partner or explore options please contact Prof. Kirk Chang (K.Chang@uel.ac.uk) 

Membership and advisory boards

Community and partners

Community

CIME is fully committed to advancing innovation and enterprise at all levels in our community.

If your organisation has an idea for a new project, or wish to work with CIME please contact Prof Kirk Chang (K.Chang@uel.ac.uk) to explore options in research or project development.
 

Partners

CIME we recognise and value partnerships and are motivated by the saying that 'alone you can go fast but together we can go further'. By working with a wide range of local, national and international partnerships, we are able to extend our reach and impact, learn from our partners and support initiatives that promote the ethos of innovation and enterprise. CIME actively seeks robust partnerships and if you, or your organisation, wish to pursue a partnership please contact Prof Kirk Chang (K.Chang@uel.ac.uk).

CIME Board (in alphabetical order)

CIME Membership


Note: The members from the Department of Innovation and Management are default CIME members.

CIME Advisory Board

  • Prof Constantine Sedikides 
  • Prof Sunil Sahadev           
  • Prof Chris Rowley            
  • Prof Jeremy Celse            
  • Prof Hussein Al Tamimi 
  • Prof Chuchai Smithikrai 
  • Prof Philip Kitchen
  • Prof Philip Molyneux
  • Prof Bang Nguyen
  • Prof Kuo-Tai Cheng
  • Prof Simon Chadwick
  • Prof Jinyu Niu
  • Dr Arnold Japutra
  • Mr Simon Morris 
  • Mrs Tracey Morris 
  • Mr Azran Ahmad 
  • Mr Teddy Oswari

CIME Research Support

In order to support ECRs and junior researchers in achieving their PDR/Research objectives, the CIME is pleased to confirm that the research mentoring and support will be resumed from October 2022. Currently there are five research mentors in the department and these are:

 

The mentor-mentee scheme is renewed annually (in line with the PDR). If you have been allocated a research mentor, that's fantastic and please continue the mentorship if it is fine with both mentor and mentee. If you are new to the department (e.g., just joined the CIME) and haven't got a research mentor, please review the websites of aforementioned mentors and get in touch with them directly (please cc the Director of CIME: k.chang@uel.ac.uk). Duly, you do NOT have to stay with the same tutor and please feel free to approach a new mentor if your research direction (interests) has changed. With courtesy and kindness, however, please do inform your ex-mentor if you decide to collaborate with a new mentor (please cc the Director of CIME: k.chang@uel.ac.uk).

To the ECRs and junior researchers, conducting research activities during the term times could be challenging and stressed sometimes. However, through the research mentor-mentee scheme, and with the support and guidance from the research mentors, we are confident that mentees shall receive practical know-hows and, more importantly, develop their research profiles more confidently. In addition, four additional drop-in sessions are scheduled as follows, aiming to further support the cohort of ECRs and junior researchers.

 

  • Drop-in Session 1: Friday 30 Sep 2022 @ 2pm (inc. CIME resources & Mentor-Mentee Scheme)
  • Drop-in Session 2: Thursday 3 Nov 2022 @ 4pm (inc. Q-Dap Programme & CABS Journal Guide)
  • Drop-in Session 3: Tuesday 21 Feb 2023 @ 3pm (inc. Academic Writing & Re-Phrasing Guides, ReDs)
  • Drop-in Session 4: Monday 17 Apr 2023 @ 4pm (inc. Journal Selection Skills & Talks with E&Rs)

CIME Research, Conference, Seminars, Workshops and Publications (2021-2028)

Academic Hangout - 3rd May 2023

The Centre for Innovation, Management and Enterprise (CIME) sincerely invites you to hang out with the top academics. This event will enable you to interact with top academics who will share their experiences and tips in terms of making head way in publishing in tops journals. Hangout with Professor Sam Aryee – Professor of HRM from University of Surrey; Professor Rea Prouska – Professor of HRM from London South Bank University; Professor Kirk Chang – Professor of Technovation and Management at UEL; Professor Nazirul Islam – Professor of Business at UEL; and Dr Chima Mordi – Reader from Brunel University. Further queries about this event should be directed to Dr. Toyin Adisa.

Internally-funded research projects

Internally-funded research projects

  • Dr Henrik Linden and Dr Sara Linden's proposed project: "A fashionable backdrop: Gazing at the British working-class town through fashion" – investigates the relationship between fashion and tourism through the analysis of visual media such as fashion magazine shoots, newspaper articles, Instagram posts, YouTube videos and destination marketing materials – utilising a semiotic approach. "The aim of the project", stated Dr Henrik Linden (Principal researcher), "is to outline and explore the dominant discourses surrounding the visual representations of ‘alternative’ (tourist) landscapes and the people who populate them." The study (which is qualitative in nature) will potentially contribute to offering a critical understanding of the changing dynamics of the tourist gaze (Urry & Larsen, 2011), and is particularly fruitful for the deconstruction of the "attractiveness" of a destination – and how fashion and, in a sense, the "fashion gaze", may help transform "unfashionable" landscapes into exciting and imaginative destinations.
  • Dr  Muhammad Akhtar and Prof Kirk Chang proposed a deductive and questionnaire-based research, titled "Workplace aggression and abusive supervision: Can self-compassion help?". The principal researcher (Dr  Akhtar) stated: Following the research call of self-compassion (Dodson & Heng, 2021), the proposed research aims to understand how employees suffer from workplace aggression and abusive supervision. We are keen to understand what could be done to support employees recovering from the sufferings and restore their resilience at work. The proposed research will examine the role of self-compassion and analyse how it may help employees deal with various forms of workplace aggression. The impact of aggression on employees (e.g., well-being, task-performance, deviant behaviour & turnover intentions) will also be explored. Research findings have important implication on the management of workplace aggression. The proposed project may receive additional CIME's sponsor, subject to the RDSBL's evaluation and university approval.
  • Dr Francis Frimpong, Dr  Godfried Adaba and Miss Leah Mwainyekule proposed an interpretive study titled "Investigating the strategic use of Instagram influencers and the impact on purchase intention". The principal researcher (Dr  Frimpong) stated: "The proposed research aims to explore the strategic use of influencers by business and impact on purchase intention or actual purchases, assessing the implications for customers, companies, and society. We chose Instagram for this study because it is a significant and rapidly growing platform that marketers are increasingly using to engage with customers through influencers" (Casaló, Flavián, & Ibáñez-Sánchez, 2017). Dr Frimpong and his research team further explained that the findings of the study will be valuable to businesses and customers and could inform the development strategies for more effective use of Instagram influencer.

Externally-funded research projects

Externally-funded research projects

  • Project 1 (2021-2023; Funded by NCCU & CAPS). Busywork is common in modern life, but yet relatively little is known about its construct and roles. For instance, busywork is infamous and contagious, causing problems to employees and their organizations, such as poor accuracy and low quality of auditing work, deteriorated health, increased inane tasks and decreased job satisfaction. Yet, busywork is crucial to employee’s perception of job embeddedness, and work-life balance. Busywork enriches the meaning of life, facilitating self-confidence and status in the workplace. The current research is keen to advance the ongoing debates of busywork. Drawing on the self-determination theory, the current project plans to propose new construct and dimensionality of busywork, including the development of new scales for its measurement. Findings will bring new insights to the literature of busywork and benefit employee management practices.
  • Project 2 (2021-2022; Funded by NTHU). AI (artificial intelligence) has great potential in personnel management but its influence on employee’s perception is rarely investigated. Drawing on Lazarus's appraisal theory, the current research provides an integrative review of AI-driven management (AI-M) and discusses its implication on emotion. Specifically, the current research plans to examine how AI-M affects the perception of managers and their subordinates, respectively. The relationship between perception and emotion will also be scrutinised, including the mechanism underlying the behavioural changes. Research findings will advance the knowledge of AI-M influences, bringing new insights to the AI-M policies and employee management practices.

Conference: The Future of HR in a Post-Pandemic UK

Externally-funded research projects

Website: https://igpp.org.uk/event/Shaping-the-Future-of-HR-in-the-Public-Sector

  • The Covid-19 crisis has brought with it unprecedented challenges for HR professionals the length of breadth of the UK. It has created unheralded changes to how organisations operate and how employees interact and work. The shift to remote working, the dynamic reallocation of resources, and the acceleration of digitisation and automation to meet changing individual and organisational needs has created a new world of work and in turn created a challenging landscape in which HR now has to operate.
  • Organisations have often risen to the challenges posed in an exceptional manner. However, as we move towards addressing a post pandemic era, a HR environment underpinned by old, often outdated rules will not suffice. A hierarchy based on uniformity, bureaucracy, and control - will simply no longer be effective. Taking its place should be a model that is more flexible and responsive, based on interrelated themes including; more connection, unprecedented automation, lower transaction costs, and a demographic shift alongside greater acknowledgements and reward.
  • The Covid-19 pandemic and a sudden, nationwide adoption of remote working kick-started huge change in many aspects of all of our daily lives. The UK Government has responded to this with its recently published consultation paper on making flexible working the default. Possible changes to the current framework include removing the service requirement for making a request, allowing more than one request a year, reducing the time for an employer to deal with a request and requiring an employer to suggest an alternative arrangement if it does not agree to an employee’s request.
  • This event will provide all those present with the opportunity to learn about how organisations are adapting to attracting talent and rewarding staff in the wake of Covid-19. Those present will hear from a range of best practice case studies covering key topics including diversity and inclusion, retaining key workers, supporting wellbeing and innovative recruitment and retention strategies. The event will discuss HR productivity and the shared services model, looking at how businesses can reduce costs and improve HR productivity.

International Symposium: Dynamics of Digital Transformation - 4 May 2023

International Symposium: Dynamics of Digital Transformation

  • CIME (Centre of Innovation, Management and Enterprise) is pleased to host an International Symposium titled "Dynamics of Digital Transformation". Dr  Slawomir Raszewski (the Conference Convenor, University of East London, UK) stated: "The acceleration of digital transformation – amid the Covid-19 pandemic crisis – has had profound effects on the way we work and manage organisations at the time of unpreceded disruption. Digital devices and applications are increasingly permeating all areas of life and society, from our private lives, through the economy, to the government sector and the civil society".
  • Prof  Dr -Ing. Peter Heisig (Chair of the Conference Steering Committee, University of Applied Sciences Potsdam, Germany) continued: "The Conference therefore aims to understand the effects of socio-economic, policy and techno-logical forces shaping the process of digital transformation and the role these forces have on management. Drawing on both conceptual and empirical dimensions, this conference will focus on the impact digital transformation has had on how we work and manage organisations in the time of unprecedented disruptions as adoption of digital technologies have accelerated against the backdrop of crisis.
  • Prof  Kirk Chang (CIME Director, University of East London, UK) promotes the symposium and explains: 'The Conference sincerely invites scholars, researchers, and other interested groups, including practitioners, from both management as well as non-management disciplines to present their research results or conceptual work in regards to the future developments of the digital transformation and how different actors such as businesses, researchers, government agencies and citizens could shape the direction of travel with in different application areas in the future. Papers are also welcome from early-career researchers and doctoral students'. Questions should be addressed to the Conference Convenor Dr Slawomir Raszewski (s.raszewski@uel.ac.uk).

CIME Guest Speaker Series (Invited Speakers)

CIME Guest Speaker Series (Invited Speakers)

  • Seminar 3:
    (9 November 2022): The seminar will be delivered by Mr Siemon Smid, The Director of PwC Luxembourg. Mr Smid serves two roles at PwC Luxembourg: Director - Team Leader Proposal Team and Director - Economic Development. Mr Smid is a seasoned programme and project director at PwC Advisory Services in Luxembourg. He works closely with the PwC Accelerator, bringing technology intensive companies to world markets. He was the Director of the Coaching Network of the European Union Gateway Programme, helping European companies to enter Asian markets. He specialises in SME policy and innovation. He is an excellent presenter and regularly publishes articles on business development, venture capital, investments and innovation. Mr Smid has more than 30 years of professional experience and advised more than 500 European enterprises, including 20 plus years of experience in working for the European Commission. He has been instrumental for the creation of the European Space Agency's Business Incubation Centres, he designed the Drenas Industrial Park in Kosovo and reoriented a former Fokker plant into a composite centre. He advises on public policies to improve industrial competitiveness and he is an active matchmaker for enterprises who are tapping into growth markets. He regularly trains in lean management, in project management and in technology transfer. He is an IPR and technology transfer expert, including the interest to accelerate business for SMEs. More recently, Mr Smid and his team built proposals for the European Union institutions and governmental institutions in the Luxembourg Grand Region, managing the process from opportunity targeting to proposal delivery, and from expert-partnership to joint value propositions. For further details, please refer to his website.
  • Seminar 4:

    The seminar will be delivered by Dr Ghulam Sorwar, Professor of Finance and Head of Economics, Accounting and Finance Group, Keel Business School, Keele University. Prof. Ghulam Sorwar studied his undergraduate degree at University College London and PhD at City University Business School (now known as Cass Business School). Prior to joining academia, Dr. worked as a Senior Investment Analyst at Abbey Life Investment Services (now known as Phoenix Life Limited). Before joining Keele Prof. Sorwar was a Lecturer at University of Stirling and University of Wales, Cardiff, Associate Professor at University of Nottingham and a Professor Finance at University of Salford. Prof. Sorwar is expert in quantitative finance and big-data intensive analysis, often acting as business commentator and consultant in the field of finance profile management.
    Homepage: https://www.keele.ac.uk/kbs/staff/ghulamsorwar/

CIME-Empowered Working Paper Series (WPS)

CIME-Empowered Working Paper Series (WPS)


The Working Paper Series (WPS) are pre-publication versions of academic research outputs such as journal manuscripts, book chapter drafts, and reviewing drafts. WPS aim to provide a pre-publication opportunity for authors to share their research output at pre-publication stage and elicit feedback prior to submission in a peer-reviewed conference/journal, which in turn help authors increase the journal acceptance rate at a later stage. WPS welcomes submissions from academic staff, Ph.D students, early career researchers (ECRs) and postgraduate students (PGTs) at the RDSBL. Previous issues of WPS are available at the WPS web-link. Further questions should be addressed to the WPS Manager (Prof. Kirk Chang) at his email (k.chang@uel.ac.uk).

Working Paper Series (WPS)

The Working Paper Series (WPS) are pre-publication versions of academic research outputs such as journal manuscripts, book chapter drafts, and reviewing drafts. WPS aim to provide a pre-publication opportunity for authors to share their research output at pre-publication stage and elicit feedback prior to submission in a peer-reviewed conference/journal, which in turn help authors increase the journal acceptance rate at a later stage. WPS welcomes submissions from academic staff, PhD students, early career researchers (ECRs) and postgraduate students (PGTs) at the RDSBL. Previous issues of WPS are available at the WPS link. Further questions should be addressed to the WPS Manager (Prof Kirk Chang) at his email (k.chang@uel.ac.uk).

 

International Symposium: Quantitative Data Analysis Programme (Q-Dap)

Quantitative Data Analysis Programme (Q-Dap)

Developed by the CIME (Centre of Innovation, Management & Enterprise) and QRC (Quantitative Research Committee), the Q-Dap (Q-Dap: Quantitative Data Analysis) was successfully delivered in AY2021-2022, along with administrative- and technical-support from the RDSBL and ITS. The organiser Prof  Kirk Chang stated: "The Q-Dap Programme comprises four modules (A, B, C & D), covering different themes and methods for the quantitative research and data analysis. For instance, the first module (Module A) introduces the foundation of quantitative analyses, whereas the Module C focuses on multi-variate data analysis and interpretation. Learners (students) may begin at different learning points (modules), subject to their statistical needs and personal interests.... The Q-Dap Programme aims to equip the learners with different statistical knowledge and analytic skills, enriching their quantitative data analysis experiences and maximising the research outputs". Following the success of Q-Dap programme in 2021/22, a new delivery schedule has been planned. Ex-handouts and teaching materials details are available to the Q-Dap learners at the Q-Dap Web-link (registration required). Any questions and/or suggestion for improvement should be addressed to Prof Kirk Chang at his email (k.chang@uel.ac.uk).

Publications (2021-2028 Only)

Section A: Peer-Reviewed Journal Articles (in alphabetical order)

  • Adaba, G.B., Wilson, D.W., & Sims, J. (2021). The impact of national culture on strategic IT alignment: A multiple-case study of subsidiaries of multinational corporations. Information Systems Management, 39(4), 288-304.
  • Adekoya, D. O., Adisa, T. A., & Aiyenitaju, O. (2022). Going forward: Remote working and the post-covid-19 Era. Employee Relations, 44(6), 1410-1427. Adisa, T. A., Adekoya, D. O., & Okoya, O. (2021). Modern-day slavery? Work-life conflict of domestic workers in Nigeria. Gender in Management: An International Journal, 36(4), 519-535.
  • Adisa, T. A., Aiyenitaju, O., & Adekoya, D. O. (2021). The work-family balance of British working women during the Covid-19 Pandemic. Journal of Work-Applied Management, 13(2), 241-260.
  • Adisa, T. A., Mordi, C., & Akanji, B. (2021). Freedom and flexibility: Work-family balance of single female entrepreneurs in Nigeria. Employee Relations, 53(5), 1232-1249.
  • Adisa, T. A., Mordi, C., Simpson, R., & Iwowo, V. (2021). Social dominance, hyper-masculinity, and career barriers in Nigeria. Gender, Work & Organization, 28(1), 175-194.
  • Adisa, T.A., Adekoya, O. D., & Sani, K. F. (2021). Stigma Hurts: Exploring employer and employee perceptions of tattoos and body piercings in Nigeria. Career Development International, 26(2), 217-237.
  • Adisa, T.A., Antonacopoulou, E., Beauregard, T.A., Dickmann, M., & Adekoya, O.D. (2022). Exploring the impact of covid-19 on employees’ boundary management and work-life balance. British Journal of Management, 33(4), 1694-1709.
  • Adisa, T.A., Gbadamosi, G., & Adekoya, O. D. (2021). Gender apartheid: The challenges of breaking into the ‘man’s world’. Gender, Work & Organisation, 28(6), 2216-2234.
  • Adisa, T.A., Harrison, M., Sani, F., Mingazova, D., & Kypuram, J. (2022). National student survey and the ‘customerization’ of university students: A qualitative study of the UK Higher Education. Higher Education, 1-18.
  • Adisa, T.A., Mordi, C., & Timming, A. (2023). Employment discrimination against indigenous people with tribal marks in Nigeria: The painful face of Stigma. Work, Employment and Society, (In press).
  • Adisa, T.A., Ogbonnaya, C., & Adekoya, D.O. (2021). Remote working and employee engagement: A qualitative Study of British workers during the pandemic. Information Technology & People, (Ahead-of-print).
  • Ahmed, Q., Sumbal, M.S., Akhtar, M.N., & Tariq, H. (2021). Abusive supervision and the knowledge worker productivity: the mediating role of knowledge management processes. Journal of Knowledge Management, 25(10), 2506-2522.
  • Akinwalere, S.N., & Ivanov, V. (2022). Artificial intelligence in higher education: challenges and opportunities. International Journal of Social Sciences and Humanities, 12(1), 1-15.
  • Ávila-Robinson, A., Islam, N., & Sengoku, S. (2022). Exploring the knowledge base of innovation research: Towards an emerging innovation model. Technological Forecasting and Social Change, 182(1), 121804.
  • Balasubramanian, S., Shukla, V., Islam, N., & Manghat, S. (2021). Construction industry 4.0 and sustainability: An enabling framework. IEEE Transactions on Engineering Management, 1-19.
  • Balasubramanian, S., Shukla, V., Sethi, J.S., Islam, N., & Saloum, R. (2021). A readiness assessment framework for blockchain adoption: A healthcare case study. Technological Forecasting and Social Change, 165(C), 120536.
  • Beauregard, T. A., & Adisa, T. A. (2021). Enactor or enabler: work-life border management for women in law in Nigeria. Community, Work & Family, 26(1), 58-75.
  • Behl, A., Jayawardena, N., Pereira, V., Islam, N., Del Giudice, M., & Choudrie, J. (2022). Gamification and e-learning for young learners: A systematic literature review, bibliometric analysis, and future research agenda. Technological Forecasting and Social Change, 176(1), 121445.
  • Berdiyeva, O., Islam, M.U., & Saeedi, M. (2021). Artificial intelligence in accounting and finance: Meta-analysis. International Business Review, 3(1), 56-79.
  • Bigi, A., Cassia, F., & Ugolini, M.M. (2022). Who killed food tourism? Unaware cannibalism in online conversations about traveling in Italy. British Food Journal, 124(2), 573-589.
  • Chang, K., & Kuo, C.C. (2021). Will subordinates benefit from manager's gossip? European Management Journal, 39(4), 497-507.
  • Chang, K., Kuo, C.C., Quinton, S., Lee, I.L., Cheng, T.C., & Huang, S.K. (2021). Subordinates’ competency: A potential trigger for workplace ostracism. International Journal of Human Resource Management, 32(8), 1801-1827.
  • Chang, K., Lasyoud, A.A., & Osman, D. (2023). Management accounting system: Insights from the decision-making theories. Social Sciences & Humanities Open, 8(2023), 100529.
  • Chang, K., Max, S., & Celse, J. (2022). Employees' lying behavior and the role of self-awareness. International Journal of Organizational Analysis, 30(6), 1538-1553.
  • Chaudhary, S., Kaur, P., Talwar, S., Islam, N., & Dhir, A. (2022). Way off the mark? Open innovation failures: Decoding what really matters to chart the future course of action. Journal of Business Research, 142(9), 1010-1025.
  • Cheng, K.T., & Chang, K. (2022). The efficacy of stress coping strategies in Taiwan’s public utilities during the covid-19 pandemic. Utilities Policy, 79, 101431.
  • Cheng, K.T., Chang, K., & Tai, H.W. (2022). AI boosts performance but affects employees' emotion. Information Resources Management Journal, 35(1), 1-18.
  • D'Avino, C., Girardin, E., & Shabani, M. (2022). Bank liquidity creation: A new global dataset for developing and emerging countries. Review of World Economics, 158(1), 529-570.
  • Dhir, A., Khan, S.J., Islam, N., Ractham, P., & Meenakshi, N. (2023). Drivers of sustainable business model innovations. An upper echelon theory perspective. Technological Forecasting and Social Change, 191, 122409.
  • Dhir, S., Talwar, N., Islam, R., Alghafes, S., & Badghaish, I. (2023). Different strokes for different folks: Comparative analysis of 3D printing in large, medium and small firms. Technovation, (In press).
  • Ghura, A.S., Sharma, G.D., Pereira, V., Islam, N., & Chopra, R. (2022). Corporate entrepreneurship champions: Mapping the past and present states of the field for future advancements. International Journal of Entrepreneurial Behavior & Research, (Ahead-of-print).
  • Islam, N. et al. (2023). “Is BlockChain mining profitable in the Long Run?” IEEE transactions on engineering management, 70(2), 386–399.
  • Islam, N., Wang, Q., Marinakis, Y., & Walsh, S. (2022). Family enterprise and technological innovation. Journal of Business Research, 147, 208-221.
  • Itegboje, J., & Chang, K. (2021). Agency workers and their equivocal roles – wandering employees. Labor History, 62(2), 115-133. Jabeen, F., Dhir, A., Islam, N., Talwar, S., & Papa, A. (2023). Emotions and food waste behavior: Do habit and facilitating conditions matter? Journal of Business Research, 155, 113356.
  • Kaur, P., Islam, N., Tandon, A., & Dhir, A. (2021). Social media users’ online subjective well-being and fatigue: A network heterogeneity perspective. Technological Forecasting and Social Change, 172, 121039.
  • Kaur, P., Talwar, S., Islam, N., Salo, J., & Dhir, A. (2022). The effect of the valence of forgiveness to service recovery strategies and service outcomes in food delivery apps. Journal of Business Research, 147, 142-157.
  • Kazantsev, N., Islam, N., Zwiegelaar, J., Brown, A., & Maull, R. (2023). Data sharing for business model innovation in platform ecosystems: From private data to the public good. Technological Forecasting and Social Change, 192, 122515.
  • Kuo, C.C., & Chang, K. (2021). Machiavellianism, workplace envy, and their impact at work. Chinese Journal of Psychology, 63(1), 99-120.
  • Kuo, C.C., Chang, K., & Cheng, S. (2023). Can manager's listening behavior benefit employees? Power distance may have the answer. International Journal of Listening, 1-15.
  • Malodia, S., Islam, N., Kaur, P., & Dhir, A. (2021). Why do people use artificial intelligence (AI)-enabled voice assistants. IEEE Transactions on Engineering Management. 99, 1-15.
  • Markovic, S., Koporcic, N., Arslanagic-Kalajdzic, M., Kadic-Maglajlic, S., Bagherzadeh, M., & Islam, N. (2021). Business-to-business open innovation: covid-19 lessons for small and medium-sized enterprises from emerging markets. Technological Forecasting and Social Change, 170, 120883.
  • Molina-Castillo, F.J., Stanko, M.A., Islam, N., & De Reuver, M. (2022). The impact of technological turbulence on SMEs business model innovation performance: The contingent role of entry order. IEEE Transactions on Engineering Management, (Ahead-of-print).
  • Mordi, T., Adisa T.A., Adekoya, O.D., Sani, K.F., Mordi, C., & Akhtar, M. (2023). A comparative study of the work-life balance experiences and coping mechanisms of Nigerian and British single student-working mother. Career Development International, 28 (2), 217-233.
  • Nanath, K., Balasubramanian, S., Shukla, V., Islam, N., & Kaitheri, S. (2022). Developing a mental health index using a machine learning approach: Assessing the impact of mobility and lockdown during the COVID-19 pandemic. Technological forecasting and social change, 178, 121560.
  • Ogunjimi, A., Rahman, M., Islam, N., & Hasan, R. (2021). Smart mirror fashion technology for the retail chain transformation. Technological Forecasting and Social Change, 173, 121118.
  • Osei-Frimpong, K., Appiah Otoo, B.A., McLean, G., Islam, N., & Soga, L.R. (2022). What keeps me engaged? A study of consumers' continuous social media brand engagement practices. Information Technology & People, (Accepted Manuscript).
  • Osei-Frimpong, K., McLean, G., Islam, N., & Otoo, B.A. (2022). What drives me there? The interplay of socio-psychological gratification and consumer values in social media brand engagement. Journal of Business Research, 146(C), 288-307.
  • Patnaik, S., Munjal, S., Varma, A., & Sinha, S. (2022). Extending the resource-based view through the lens of the institution-based view: A longitudinal case study of an Indian higher educational institution. Journal of Business Research, 147(1), 124-1141.
  • Paul, T., Islam, N., Mondal, S., & Rakshit, S. (2022). RFID-integrated blockchain-driven circular supply chain management: A system architecture for B2B tea industry. Industrial Marketing Management, 101, 238-257.
  • Paul, T., Mondal, S., Islam, N., & Rakshit, S. (2021). The impact of blockchain technology on the tea supply chain and its sustainable performance. Technological Forecasting and Social Change, 173(1), 121163.
  • Rakshit, S., Islam, N., Mondal, S., & Paul, T. (2021). Mobile apps for SME business sustainability during COVID-19 and onwards. Journal of Business Research, 135, 28-39.
  • Rakshit, S., Islam, N., Mondal, S., & Paul, T. (2022). An integrated social network marketing metric for business-to-business SMEs. Journal of Business Research, 150, 73-88.
  • Rakshit, S., Islam, N., Mondal, S., & Paul, T. (2022). Influence of blockchain technology in SME internationalization: Evidence from high-tech SMEs in India. Technovation, 115, 102518.
  • Rakshit, S., Mondal, S., Islam, N., Jasimuddin, S., & Zhang, Z. (2021). Social media and the new product development during COVID-19: An integrated model for SMEs. Technological Forecasting and Social Change, 170, 120869.
  • Sani, K.F., Adisa, T.A., Adekoya, O.D., & Oruh, E. (2023). Digital onboarding and employee outcomes during the covid-19 Pandemic: Empirical evidence from the UK. Management Decision, 61(3), 637-654.
  • Shabani. M. (2022). Banks during the pandemic: A Japanese perspective, Journal of Economic, 56(2), 371-377.
  • Shafiu, A., Saeedi, M., Samadi, B., & Shafighi, N. (2022). Factors influencing the yield spreads of government bonds: Evidence from Singapore. International Journal of Early Childhood Special Education, 14(03), 6889-6901.
  • Shankar, A., Dhir, A., Talwar, S., Islam, N., & Sharma, P. (2022). Balancing food waste and sustainability goals in online food delivery: Towards a comprehensive conceptual framework. Technovation, 117(2), 102606.
  • Sharma, S., Islam, N., Singh, G., & Dhir, A. (2022). Why do retail customers adopt artificial intelligence (ai) based autonomous decision-making systems? IEEE Transactions on Engineering Management, (Ahead-of-print).
  • Sharma, S., Singh, G., Islam, N., & Dhir, A. (2022). Why do SMEs adopt artificial intelligence-based chatbots?. IEEE Transactions on Engineering Management. (PP), 1-14.
  • Sjödin, D., Kamalaldin, A., Parida, V., & Islam, N. (2021). Procurement 4.0: How industrial customers transform procurement processes to capitalize on digital servitization. IEEE Transactions on Engineering Management, (PP), 1-16.
  • Soga, L., Bolade-Ogunfodun, Y., Islam, N., & Amankwah-Amoah, J. (2022). Relational power is the new currency of hybrid work. MIT Sloan Management Review, 63(4), 1-3.
  • Sun, F., Li, X., & Akhtar, M.N. (2022). Negative influences of differentiated empowering leadership on team members’ helping behaviours: The mediating effects of envy and contempt. Psychology Research and Behaviour Management, 15, 9-20.
  • Sun, Z., Zhao, L., Kaur, P., Islam, N., & Dhir, A. (2023). Theorizing the relationship between the digital economy and firm productivity: The idiosyncrasies of firm-specific contexts. Technological Forecasting and Social Change, 189, 122329.
  • Talwar, S., Srivastava, S., Sakashita, M., Islam, N., & Dhir, A. (2022). Personality and travel intentions during and after the covid-19 pandemic: An artificial neural network (ANN) approach. Journal of Business Research, 142, 400-411.
  • Tandon, A., Dhir, A., & Islam, N., (2023). Mobile health interventions for cancer care and support: The next level of digitalization in healthcare?. IEEE transactions on engineering management, (PP), 1-17.
  • Tandon, A., Dhir, A., Islam, N., Talwar, S., & Mäntymäki, M. (2021). Psychological and behavioural outcomes of social media-induced fear of missing out at the workplace. Journal of Business Research, 136, 186-197.
  • Yan, Y., Zhang, J., Akhtar, M.N., & Liang, S. (2021). Positive leadership and employee engagement: The roles of state positive affect and individualism-collectivism. Current Psychology, 42, 9109-9118.
  • Yang, Z., Islam, N., Shi, Y., Venkatachalam, K., & Huang, L. (2021). The evolution of interindustry technology linkage topics and its analysis framework in three-dimensional printing technology. IEEE Transactions on Engineering Management, 1-21.
  • Yang, Z., Zhang, W., Yuan, F., & Islam, N. (2021). Measuring topic network centrality for identifying technology and technological development in online communities. Technological Forecasting and Social Change, 167(1), 120673.
  • Ying, W., Liao, S., Zhu, Y., Akhtar, M.N., & Zhou, X. (2021). I speak when boss back up my family: Testing the moderated mediation model of family supportive supervisor behavior and employee voice. Current Psychology, 13, 1-11.
  • Yousaf, S., Rasheed, M.I., Kaur, P., Islam, N., & Dhir, A. (2022). The dark side of phubbing in the workplace: Investigating the role of intrinsic motivation and the use of enterprise social media (ESM) in a cross-cultural setting. Journal of Business Research, 143(1), 81-93.
  • Zhang, J., Durar, S., Akhtar, M.N., Zhang, Y., & Lu, L. (2021). How does responsible leadership affect employees’ voluntary workplace green behaviours? A multilevel dual process model. Journal of Environmental Management, 296(2), 113205.
  • Zhang, Y., Peng, S., Wang, J., Akhtar, M.N., & Wang, Y. (2022). Bad apples spoiling the metaphor? How and why self-serving leaders stir up counterproductive behaviours at work. Frontiers in Psychology, 13.
  • Zhang, Y., Wang, J., Akhtar, M.N., & Wang, Y. (2022) Authoritative leadership and cyberloafing: A moderated mediation model of emotional exhaustion and power distance. Frontiers in Psychology, 6199.
  • Zhang, Y., Yin, C., Akhtar, M.N., & Wang, Y. (2022). Humour at work that works: A multi-level examination of when and why leader humour promotes employee creativity. Frontiers in Psychology, 13(1), 903281.
  • Zirar, A., Ali, S.I., & Islam, N. (2023). Worker and workplace artificial intelligence (AI) coexistence: Emerging themes and research agenda. Technovation, 124, 102747.
     

Section B: Books & Book Chapters (in alphabetical order)

  • Abdulraheem, I., Adisa, T.A., & Sani, K.F. (2023). University spinoffs and technology commercialisation. In: I. Abdulraheem., & T. A. Adisa (Eds.). Academic entrepreneurship in Nigeria: A book of reading, pp. 45-70. Nigeria: The University of Abuja Press. ISBN 978-978-976-669-3.
  • Abdulraheem, I., & Adisa, T. A. [Eds] (2023). Academic entrepreneurship in Nigeria: A book of reading. Nigeria: The University of Abuja Press. ISBN 978-978-976-669-3.
  • Addo-Tenkorang, R., Helo, P., Sivula, A., & Gwangwava, N. (2022). The complexity of data-driven in engineer-to-order enterprise supply-chains. In: A.Batako., A.Burduk., K.Karyono., X.Chen., & R.Wyczółkowski. (Eds). Advances in manufacturing processes, intelligent methods and systems in production engineering. GCMM 2021. Lecture Notes in Networks and Systems, vol 335, (pp. 517-532). Chamford, UK: Springer.
  • Adisa, T. A. & Gbadamosi, G. (2021). Work-life Border Control Model: A Re-think of border theory. In: T. A. Adisa & G. Gbadamosi (Eds). Work-life Interface: Non-Western Perspectives. London: Palgrave Macmillan, pp. 25-53.
  • Adisa, T. A., & Gbadamosi, G. (Eds) (2021). Work-life interface: Non-western perspectives. Palgrave Macmillan. DOI: 10.1007/978-3-030-66648-4. Hardcover ISBN 978-3-030-66647-7.
  • Adisa, T. A., & Mordi, C (Eds) (2022). Human resource management in the global south: A Critical Perspective. London: Palgrave Macmillan. ISBN: 978-3-030-98309-3.
  • Adisa, T. A., Adekoya, O. D., Abdulraheem, I., & Mordi, C. (2022). The acceptance and practicability of digital HRM in Nigeria. In: T. A. Adisa & C. Mordi (Eds). Human Resource Management in the Global South: A Critical Perspective, pp. 347-370. London: Palgrave Macmillan.
  • Adisa, T. A., Gbadamosi, G., & Adekoya, D. O. (2021). The myth and the reality of work-life balance in Nigeria. In: T. A. Adisa & G. Gbadamosi (Eds) Work-life Interface: Non-Western Perspectives, pp. 127-153. London: Palgrave Macmillan.
  • Adisa, T. A., Mordi, C., & Gbadamosi, G. (2022). Context matters in human resource management. In: T. A. Adisa & C. Mordi (Eds) Human Resource Management in the Global South: A Critical Perspective, pp. 3-14. London: Palgrave Macmillan.
  • Adisa, T. A., Mordi, C., & Oruh, E [Eds] (2023). Employee Voice in the Global South: Insights from Asia, Africa, and South America. London: Palgrave Macmillan. (In Press).
  • Adisa, T.A., Adekoya, O.D., Abdulraheem, I., & Sani, K.F. (2023). Academic entrepreneurship: Promoting economic and societal developments. In: I. Abdulraheem & T. A. Adisa (Eds) Academic Entrepreneurship in Nigeria: A Book of Reading, pp. 113-140. Nigeria: University of Abuja Press.
  • Aluko, A.O., Ashaye, O.R., & Odularu, G.O.A. (2022). Would accounting for COVID-19 pandemic make cities much smarter? In: G.O.A. Odularu (Eds.). Strengthening System Accountability for Enterprise Performance and Development Planning. London: Palgrave Macmillan.
  • Aluko, A.O., Bashiru, S., Odularu, G., & James, R.T. (2022). Policy directors for oil pipelines vandalism, accountability, & environmental outcomes. In: G.O.A. Odularu (Eds.). Strengthening System Accountability for Enterprise Performance and Development Planning. London: Palgrave Macmillan.
  • Chang, K. (2023). A review of workplace gossip: The development of a process model for studying workplace gossip. In: N.M.H. Carrim (Eds.). Oh no, they didn't! Dishing the dirt on office gossip. Ch.XX, pp.XX. London: Springer Nature.
  • Chang, K., Abdalla, Y.A., & Lasyoud, A.A. (2021). Artificial intelligence in personnel management: Opportunities and challenges to the higher education sector (HES). In: A.M.A. Al-Sartawi., A. Razzaque., & M.M. Kamal. (Eds.). Artificial Intelligence Systems and the Internet of Things in the Digital Era. pp. 278-289. Chennai, India: Springer.
  • Cheng, K.T., & Chang, K. (2021). Enhancing employee engagement for small and medium enterprises in Taiwan. In: M. Khosrow-Pour (Ed.). Research Anthology on Small Business Strategies for Success and Survival, Chapter 64, pp. 1318-1339. Pennsylvania, USA: IGI Global.
  • Frimpong, F.B. (2022). Financialisation and poverty alleviation in Ghana. London: Brill.
  • Gbadamosi, G., & Adisa, T. A. (2021). Work-life interface: definition, theory, and measurement. In: T. A. Adisa & G. Gbadamosi (Eds) Work-life Interface: Non-Western Perspectives (pp. 3-23). London: Palgrave Macmillan.
  • Gbadamosi, G., & Adisa, T. A. (2022). The representativeness of human resource management in Nigeria: A review & research agenda in: T. A. Adisa and C. Mordi (Eds) Human Resource Management in the Global South: A Critical Perspective, pp. 17-52. London: Palgrave Macmillan.
  • Karyono, K., Chen, X., & Wyczółkowski, R. (Eds) (2021). Advances in Manufacturing Processes, Intelligent Methods and Systems in Production Engineering. Lecture Notes in Networks and Systems, vol 335. pp. 517-532. Chamford, UK: Springer.
  • Mordi, C., Ajonbadi, H.A., Adekoya, O.D., & Adisa, T.A. [Eds] (2023). Managing Human Resource in Africa: A Critical Approach. London: Palgrave Macmillan. (In Press).
  • Sani, K.F., Abdulraheem, I., & Adisa, T. A. (2023). The Entrepreneurial University: Traditional and Contemporary Roles of the University. In: I. Abdulraheem & T. A. Adisa (Eds) Academic Entrepreneurship in Nigeria: A Book of Reading, pp. 167-198. Nigeria: University of Abuja Press.
  • Shabani, M. (2022). The distribution of dividends of multinational banks operating in Latin America. In: N, Levy., J, Bustamante., & L.P, Rochon (Eds). Capital movements and corporations dominance in Latin America: Reduced growth and increased instability. pp. 72-88. London: Edward Elgar.

Centre Director

Professor Kirk Chang

Kirk Chang is a university professor, consultant and researcher in the field of HRM (Human Resource Management). Prof. Chang received a PhD in Occupational Psychology (Manchester) and has been working in both academic and consultancy fields for nearly three decades. He is a media commentator and has published book chapters, commissioned reports and peer-reviewed journal articles. He investigates issues of personnel management and scrutinises the implication of technology (AI, Digitalisation) on employee behaviour, group dynamics, teamwork, competitive advantage and organisational performance. Prof. Chang also acts as external programme examiner, PhD assessor and programme accreditor for both UK and international higher education institutions.

Kirk Chang

Contact us

Contact us: cime@uel.ac.uk
Twitter account: @CentreforInnov2