Jonny Gifford | Chartered Institute of Personnel and Development (original) (raw)
Papers by Jonny Gifford
Journal of Social Policy, Jul 1, 2022
Although reduced working time and furlough policy initiatives are widely regarded as important fo... more Although reduced working time and furlough policy initiatives are widely regarded as important for economic and business reasons, little is known about their impacts on workers' mental health at the onset of COVID- pandemic. Using data from the UK Household Longitudinal Panel Study data from to February and April and change score analysis, this study aims to compare mental health changes between those who worked reduced hours, were furloughed and left/lost paid work. The results suggest that at the onset of COVID- reduced working time and furlough can protect workers' mental health, but only for men not for women. The gender differences remain significant even after controlling for housework and childcare responsibilities at the onset of COVID-. These results highlight the
Proceedings - Academy of Management, Aug 1, 2022
Human Resource Development International, Mar 15, 2022
ABSTRACT As we start to move beyond or acclimatise to COVID-19, a rise in remote working looks se... more ABSTRACT As we start to move beyond or acclimatise to COVID-19, a rise in remote working looks set to be the change in work practices most likely to stick long term. Specifically, a long-term growth in hybrid working seems inevitable. Pre-pandemic, work technology had already advanced considerably to enable remote working, but the lockdowns demonstrated that it is eminently feasible in many more jobs than previously thought and the demand from employees appears to have strengthened substantially. As a fundamental shift in how we work, there are implications for core HRD topics, including learning and development, organisational productivity, workload, effective communications and relationships, and people management capability. This special edition contributes to an important growing research agenda on remote and hybrid working, investigating its relationships with employee wellbeing and work-life balance; leader-member exchange (LMX); knowledge exchange; workforce inclusion; learning effectiveness; sustainable career development; and employee voice and choice in informing work practices.
Human Resource Development International, Feb 3, 2020
Vol-10-issue-2-2016.pdf. 3. At the time of the research, Janet Wildman was employed by Horizons N... more Vol-10-issue-2-2016.pdf. 3. At the time of the research, Janet Wildman was employed by Horizons NHS Improving Quality Team 4. The authors acknowledge the contribution of M. Stella Martorana to the project reported in this paper. At the time of the HRD intervention and its evaluation discussed in this paper M.
The CIPD is the professional body for HR and people development. The not-for-profit organisation ... more The CIPD is the professional body for HR and people development. The not-for-profit organisation champions better work and working lives and has been setting the benchmark for excellence in people and organisation development for more than 100 years. It has 150,000 members across the world, provides thought leadership through independent research on the world of work, and offers professional training and accreditation for those working in HR and learning and development. UK Working Lives
British Journal of Sociology, Apr 22, 2022
Sociologists have long been interested in the meaning workers derive from their jobs. The issue h... more Sociologists have long been interested in the meaning workers derive from their jobs. The issue has garnered increasing academic and policy attention in recent years with the concept of "meaningful work," yet little is known about how social stratification relates to access to it. This paper addresses this issue by exploring how the meaningfulness of jobs-as rated by their incumbents-is stratified across classes and occupations in a national survey of 14,000 working adults in the United Kingdom. It finds modest differentials between classes, with those in routine and manual occupations reporting the lowest levels of meaningfulness and those in managerial and professional occupations and small employers and own account workers reporting the highest levels. Detailed job attributes (e.g., job complexity and development opportunities) explain much of the differences in meaningfulness between classes and occupations, and much of the overall variance in meaningfulness. The main exception is the specific case of how useful workers perceive their jobs to be for society: A handful of occupations relating to health, social care, and protective services which cut across classes stand out from all other occupations. The paper concludes that the modest stratification between classes and occupations in meaningful work is largely due to disparities in underlying job complexity and development This is an open access article under the terms of the Creative Commons Attribution License, which permits use, distribution and reproduction in any medium, provided the original work is properly cited.
This report sets out to contribute to the body of knowledge on performance management and so buil... more This report sets out to contribute to the body of knowledge on performance management and so builds on our short, systematic review of what works in goal setting and performance appraisal (Gifford 2016a). We do this by presenting a robust workplace trial on an under-researched area, namely the use of a strengths- based approach. We also use this research as an opportunity to discuss how, in line with the principles of evidence-based practice, controlled experimental research can be conducted in organisational settings.
Journal of Social Policy
Although reduced working time and furlough policy initiatives are widely regarded as important fo... more Although reduced working time and furlough policy initiatives are widely regarded as important for economic and business reasons, little is known about their impacts on workers’ mental health at the onset of COVID-19 pandemic. Using data from the UK Household Longitudinal Panel Study data from 2018 to February 2020 and April 2020 and change score analysis, this study aims to compare mental health changes between those who worked reduced hours, were furloughed and left/lost paid work. The results suggest that at the onset of COVID-19 reduced working time and furlough can protect workers’ mental health, but only for men not for women. The gender differences remain significant even after controlling for housework and childcare responsibilities at the onset of COVID-19. These results highlight the importance of distributing paid work more equitably and formulating gender-sensitive labour market policies in protection of workers’ mental health.
For any further information on this study, or other aspects of the Acas Research and Evaluation p... more For any further information on this study, or other aspects of the Acas Research and Evaluation programme, please telephone
Academy of Management Proceedings
Human Resource Development International, 2022
The experiences of sexual orientation and religion or belief discrimination employment tribunal c... more The experiences of sexual orientation and religion or belief discrimination employment tribunal claimants
For their valuable insight and feedback on the report, we thank Claire McCartney, Jill Miller and... more For their valuable insight and feedback on the report, we thank Claire McCartney, Jill Miller and Tony Vickers-Byrne of the CIPD.
Human Resource Development International, 2020
Reframing Resolution, 2016
Over the last three decades there has been a radical shift in the regulatory framework dealing wi... more Over the last three decades there has been a radical shift in the regulatory framework dealing with formal manifestations of workplace conflict in the UK. Legal structures that supported collective industrial action have been weakened and replaced with a system that allows individuals to pursue enforcement of employment rights through litigation, via employment tribunals (ETs). Current debate often focuses on the costs of the ET system for the workers involved, in particular its implications for business performance and public expenditure (De Dreu 2008; OPP 2008; CIPD 2011; Gallie et al. 2013; Mangan 2013). Policymakers and academics consistently ask how we can best manage workplace conflict in order to prevent escalation to the ET process, and this area has accordingly seen various policy changes to rectify perceived problems following the publication of the Gibbons Review in 2007.
Coventry: LSC, 2008
Abstract: This research informs the Learning and Skills Council's understanding of large nat... more Abstract: This research informs the Learning and Skills Council's understanding of large national employers' attitudes and practices in terms of recruitment and training. Specifically, the research explores: whether employers prefer to recruit'ready-made'staff externally or to ...
... Evaluation of the Intensive Activity Period 50plus Pilots John Atkinson, Jo Casebourne, Sara ... more ... Evaluation of the Intensive Activity Period 50plus Pilots John Atkinson, Jo Casebourne, Sara Davis, Sara Dewson, Jonny Gifford and Siobhan Tuohy A report of research carried out by the Institute for Employment Studies on behalf of the Department for Work and Pensions ...
Journal of Social Policy, Jul 1, 2022
Although reduced working time and furlough policy initiatives are widely regarded as important fo... more Although reduced working time and furlough policy initiatives are widely regarded as important for economic and business reasons, little is known about their impacts on workers' mental health at the onset of COVID- pandemic. Using data from the UK Household Longitudinal Panel Study data from to February and April and change score analysis, this study aims to compare mental health changes between those who worked reduced hours, were furloughed and left/lost paid work. The results suggest that at the onset of COVID- reduced working time and furlough can protect workers' mental health, but only for men not for women. The gender differences remain significant even after controlling for housework and childcare responsibilities at the onset of COVID-. These results highlight the
Proceedings - Academy of Management, Aug 1, 2022
Human Resource Development International, Mar 15, 2022
ABSTRACT As we start to move beyond or acclimatise to COVID-19, a rise in remote working looks se... more ABSTRACT As we start to move beyond or acclimatise to COVID-19, a rise in remote working looks set to be the change in work practices most likely to stick long term. Specifically, a long-term growth in hybrid working seems inevitable. Pre-pandemic, work technology had already advanced considerably to enable remote working, but the lockdowns demonstrated that it is eminently feasible in many more jobs than previously thought and the demand from employees appears to have strengthened substantially. As a fundamental shift in how we work, there are implications for core HRD topics, including learning and development, organisational productivity, workload, effective communications and relationships, and people management capability. This special edition contributes to an important growing research agenda on remote and hybrid working, investigating its relationships with employee wellbeing and work-life balance; leader-member exchange (LMX); knowledge exchange; workforce inclusion; learning effectiveness; sustainable career development; and employee voice and choice in informing work practices.
Human Resource Development International, Feb 3, 2020
Vol-10-issue-2-2016.pdf. 3. At the time of the research, Janet Wildman was employed by Horizons N... more Vol-10-issue-2-2016.pdf. 3. At the time of the research, Janet Wildman was employed by Horizons NHS Improving Quality Team 4. The authors acknowledge the contribution of M. Stella Martorana to the project reported in this paper. At the time of the HRD intervention and its evaluation discussed in this paper M.
The CIPD is the professional body for HR and people development. The not-for-profit organisation ... more The CIPD is the professional body for HR and people development. The not-for-profit organisation champions better work and working lives and has been setting the benchmark for excellence in people and organisation development for more than 100 years. It has 150,000 members across the world, provides thought leadership through independent research on the world of work, and offers professional training and accreditation for those working in HR and learning and development. UK Working Lives
British Journal of Sociology, Apr 22, 2022
Sociologists have long been interested in the meaning workers derive from their jobs. The issue h... more Sociologists have long been interested in the meaning workers derive from their jobs. The issue has garnered increasing academic and policy attention in recent years with the concept of "meaningful work," yet little is known about how social stratification relates to access to it. This paper addresses this issue by exploring how the meaningfulness of jobs-as rated by their incumbents-is stratified across classes and occupations in a national survey of 14,000 working adults in the United Kingdom. It finds modest differentials between classes, with those in routine and manual occupations reporting the lowest levels of meaningfulness and those in managerial and professional occupations and small employers and own account workers reporting the highest levels. Detailed job attributes (e.g., job complexity and development opportunities) explain much of the differences in meaningfulness between classes and occupations, and much of the overall variance in meaningfulness. The main exception is the specific case of how useful workers perceive their jobs to be for society: A handful of occupations relating to health, social care, and protective services which cut across classes stand out from all other occupations. The paper concludes that the modest stratification between classes and occupations in meaningful work is largely due to disparities in underlying job complexity and development This is an open access article under the terms of the Creative Commons Attribution License, which permits use, distribution and reproduction in any medium, provided the original work is properly cited.
This report sets out to contribute to the body of knowledge on performance management and so buil... more This report sets out to contribute to the body of knowledge on performance management and so builds on our short, systematic review of what works in goal setting and performance appraisal (Gifford 2016a). We do this by presenting a robust workplace trial on an under-researched area, namely the use of a strengths- based approach. We also use this research as an opportunity to discuss how, in line with the principles of evidence-based practice, controlled experimental research can be conducted in organisational settings.
Journal of Social Policy
Although reduced working time and furlough policy initiatives are widely regarded as important fo... more Although reduced working time and furlough policy initiatives are widely regarded as important for economic and business reasons, little is known about their impacts on workers’ mental health at the onset of COVID-19 pandemic. Using data from the UK Household Longitudinal Panel Study data from 2018 to February 2020 and April 2020 and change score analysis, this study aims to compare mental health changes between those who worked reduced hours, were furloughed and left/lost paid work. The results suggest that at the onset of COVID-19 reduced working time and furlough can protect workers’ mental health, but only for men not for women. The gender differences remain significant even after controlling for housework and childcare responsibilities at the onset of COVID-19. These results highlight the importance of distributing paid work more equitably and formulating gender-sensitive labour market policies in protection of workers’ mental health.
For any further information on this study, or other aspects of the Acas Research and Evaluation p... more For any further information on this study, or other aspects of the Acas Research and Evaluation programme, please telephone
Academy of Management Proceedings
Human Resource Development International, 2022
The experiences of sexual orientation and religion or belief discrimination employment tribunal c... more The experiences of sexual orientation and religion or belief discrimination employment tribunal claimants
For their valuable insight and feedback on the report, we thank Claire McCartney, Jill Miller and... more For their valuable insight and feedback on the report, we thank Claire McCartney, Jill Miller and Tony Vickers-Byrne of the CIPD.
Human Resource Development International, 2020
Reframing Resolution, 2016
Over the last three decades there has been a radical shift in the regulatory framework dealing wi... more Over the last three decades there has been a radical shift in the regulatory framework dealing with formal manifestations of workplace conflict in the UK. Legal structures that supported collective industrial action have been weakened and replaced with a system that allows individuals to pursue enforcement of employment rights through litigation, via employment tribunals (ETs). Current debate often focuses on the costs of the ET system for the workers involved, in particular its implications for business performance and public expenditure (De Dreu 2008; OPP 2008; CIPD 2011; Gallie et al. 2013; Mangan 2013). Policymakers and academics consistently ask how we can best manage workplace conflict in order to prevent escalation to the ET process, and this area has accordingly seen various policy changes to rectify perceived problems following the publication of the Gibbons Review in 2007.
Coventry: LSC, 2008
Abstract: This research informs the Learning and Skills Council's understanding of large nat... more Abstract: This research informs the Learning and Skills Council's understanding of large national employers' attitudes and practices in terms of recruitment and training. Specifically, the research explores: whether employers prefer to recruit'ready-made'staff externally or to ...
... Evaluation of the Intensive Activity Period 50plus Pilots John Atkinson, Jo Casebourne, Sara ... more ... Evaluation of the Intensive Activity Period 50plus Pilots John Atkinson, Jo Casebourne, Sara Davis, Sara Dewson, Jonny Gifford and Siobhan Tuohy A report of research carried out by the Institute for Employment Studies on behalf of the Department for Work and Pensions ...