2023
How can Organisations Support and Maximise the Contributions of Neurodiverse Employees? (Conference Paper)
Otaye-Ebede, L., Loon, M., Stewart, J., & Nachmias, S. (2023). How can Organisations Support and Maximise the Contributions of Neurodiverse Employees?. In Academy of Management Proceedings Vol. 2023. Academy of Management. doi:10.5465/amproc.2023.16986abstractDOI: 10.5465/amproc.2023.16986abstract
2022
Otaye-Ebede, L., & Shaffakat, S. (2022). Breaking Through Despite the Odds: Learning from the Career Experiences of Successful BAME Women. In Academy of Management Proceedings Vol. 2022. Academy of Management. doi:10.5465/ambpp.2022.11935abstractDOI: 10.5465/ambpp.2022.11935abstract
2021
Beigi, M., & Otaye‐Ebede, L. (2021). Social Media, Work and Nonwork Interface: A Qualitative Inquiry. Applied Psychology, 70(4), 1572-1601. doi:10.1111/apps.12289DOI: 10.1111/apps.12289
Kagher, L. A., Otaye‐Ebede, L., & Metcalfe, B. (2021). Black lives and bodywork matters: A postcolonial critique of gender and embodiment in Nigeria. Gender, Work & Organization, 28(5), 1787-1804. doi:10.1111/gwao.12638DOI: 10.1111/gwao.12638
Why and When Family-Supportive Supervisor Behaviors Relate to Performance: A COR Perspective (Journal article)
Aryee, S., Seidu, E. E. Y., Hsiung, H. -H., & Otaye-Ebede, L. (2021). Why and When Family-Supportive Supervisor Behaviors Relate to Performance: A COR Perspective. Academy of Management Proceedings, 2021(1), 10922. doi:10.5465/ambpp.2021.10922abstractDOI: 10.5465/ambpp.2021.10922abstract
Shaffakat, S., Otaye-Ebede, L., Reb, J., Chandwani, R., & Vongswasdi, P. (2022). Mindfulness Attenuates Both Emotional and Behavioral Reactions Following Psychological Contract Breach: A Two-Stage Moderated Mediation Model. JOURNAL OF APPLIED PSYCHOLOGY, 107(3), 425-443. doi:10.1037/apl0000878DOI: 10.1037/apl0000878
2020
Loon, M., Otaye-Ebede, L., & Stewart, J. (2020). Thriving in the New Normal: The HR Microfoundations of Capabilities for Business Model Innovation. An Integrated Literature Review.. Journal of Management Studies, 57(3), 698-726. doi:10.1111/joms.12564DOI: 10.1111/joms.12564
2019
Social and Psychological Perspectives of Diversity (Chapter)
Otaye-Ebede, L. E., & Akobo, L. (2019). Social and Psychological Perspectives of Diversity. In J. Syed, & M. Ozbilgin (Eds.), Managing Diversity and Inclusion: an international perspective. Sage.
Otaye-Ebede, L. (2019). Antecedents and outcomes of managing diversity in a UK context: test of a mediation model. International Journal of Human Resource Management, 30(18), 2605-2627. doi:10.1080/09585192.2016.1253031DOI: 10.1080/09585192.2016.1253031
Beigi, M., Shirmohammadi, M., & Otaye-Ebede, L. (2019). Half a Century of Work–Nonwork Interface Research: A Review and Taxonomy of Terminologies. Applied Psychology, 68(3), 449-478. doi:10.1111/apps.12168DOI: 10.1111/apps.12168
Otaye-Ebede, L., Shaffakat, S., & Foster, S. (2019). A Multilevel Model Examining the Relationships Between Workplace Spirituality, Ethical Climate and Outcomes: A Social Cognitive Theory Perspective. Journal of Business Ethics, 611-626. doi:10.1007/s10551-019-04133-8DOI: 10.1007/s10551-019-04133-8
2018
Improving Lives Through Workplace Spirituality: A Social Cognitive Theory Perspective (Conference Paper)
Otaye-Ebede, L., Shaffakat, S., & Foster, S. (2018). Improving Lives Through Workplace Spirituality: A Social Cognitive Theory Perspective. In Academy of Management Proceedings Vol. 2018 (pp. 16788). Academy of Management. doi:10.5465/ambpp.2018.16788abstractDOI: 10.5465/ambpp.2018.16788abstract
Otaye-Ebede, L. (2018). Employees' perception of diversity management practices: scale development and validation. European Journal of Work and Organizational Psychology, 27(4), 462-476. doi:10.1080/1359432X.2018.1477130DOI: 10.1080/1359432X.2018.1477130
Loon, M., Otaye-Ebede, L., & Stewart, J. (2018). The paradox of employee psychological well-being practices: an integrative literature review and new directions for research. International Journal of Human Resource Management, 30(1), 156-187. doi:10.1080/09585192.2018.1479877DOI: 10.1080/09585192.2018.1479877
2017
HRM and productivity (Chapter)
Sparrow, P., & Otaye-Ebede, L. (2017). HRM and productivity. In A Research Agenda for Human Resource Management. Edward Elgar Publishing. doi:10.4337/9781785362965.00015DOI: 10.4337/9781785362965.00015
HRM and productivity (Chapter)
Sparrow, P., & Otaye-Ebede, L. (2017). HRM and productivity. In A Research Agenda for Human Resource Management (pp. 163-183).
Acting but Not Reacting: Role of Mindfulness in Moderating the PCV – Deviance Relationship (Conference Paper)
Shaffakat, S., Otaye, L., Reb, J. M., Chandwani, R., & Vongswasdi, P. (2017). Acting but Not Reacting: Role of Mindfulness in Moderating the PCV – Deviance Relationship. In Academy of Management Proceedings Vol. 2017 (pp. 17745). Academy of Management. doi:10.5465/ambpp.2017.17745abstractDOI: 10.5465/ambpp.2017.17745abstract
Diversity in Organizations: HRM and International Practices (Chapter)
Otaye-Ebede, L. E., Priola, V., & Yerby, E. (2017). Diversity in Organizations: HRM and International Practices. In P. Budhwar, J. Crawshaw, & A. Davis (Eds.), Human Resource Management: Strategic and International Perspectives. SAGE.
Guillaume, Y. R. F., Dawson, J. F., Otaye-Ebede, L., Woods, S. A., & West, M. A. (2017). Harnessing demographic differences in organizations: What moderates the effects of workplace diversity?. Journal of Organizational Behavior, 38(2), 276-303. doi:10.1002/job.2040DOI: 10.1002/job.2040
2016
The changing contours of fairness: using multiple lenses to focus the HRM research agenda (Journal article)
Otaye-Ebede, L., Sparrow, P., & Wong, W. (2016). The changing contours of fairness: using multiple lenses to focus the HRM research agenda. Journal of Organizational Effectiveness: People and Performance, 3(1), 70-90. doi:10.1108/joepp-01-2016-0004DOI: 10.1108/joepp-01-2016-0004
Developing and Leveraging Human Capital Resource to Promote Service Quality: Testing a Theory of Performance (Journal article)
Aryee, S., Walumbwa, F. O., Seidu, E. Y. M., & Otaye, L. E. (2016). Developing and Leveraging Human Capital Resource to Promote Service Quality: Testing a Theory of Performance. JOURNAL OF MANAGEMENT, 42(2), 480-499. doi:10.1177/0149206312471394DOI: 10.1177/0149206312471394
"Meanings, Perceptions and Interpretations: An Investigation of Gender in Business Media" (Conference Paper)
Shaffakat, S., & Otaye-Ebede, L. (2016). "Meanings, Perceptions and Interpretations: An Investigation of Gender in Business Media". In Academy of Management Proceedings Vol. 2016 (pp. 15806). Academy of Management. doi:10.5465/ambpp.2016.15806abstractDOI: 10.5465/ambpp.2016.15806abstract
2015
Employer branding: from attraction to a core HR strategy (Report)
Sparrow, P., & Otaye, L. E. (2015). Employer branding: from attraction to a core HR strategy.
2014
Lean management and HR function capability: the role of HR architecture and the location of intellectual capital (Journal article)
Sparrow, P., & Otaye-Ebede, L. (2014). Lean management and HR function capability: the role of HR architecture and the location of intellectual capital. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT, 25(21), 2892-2910. doi:10.1080/09585192.2014.953975DOI: 10.1080/09585192.2014.953975
Mapping the contours of fairness (Journal article)
Otaye, L., & Wong, W. (2014). Mapping the contours of fairness. Journal of Organizational Effectiveness: People and Performance, 1(2), 191-204. doi:10.1108/joepp-02-2014-0010DOI: 10.1108/joepp-02-2014-0010
How should we value talent management (Report)
Sparrow, P., Otaye, L. E., & Makram, H. (2014). How should we value talent management.
Beyond the organisation: Realising HR’s vital role in the success of partnering arrangements (Report)
Sparrow, P., Otaye, L. E., & Miller, J. (2014). Beyond the organisation: Realising HR’s vital role in the success of partnering arrangements.
2013
The changing contours of fairness: can we match individual and organisational perspectives (Report)
Sparrow, P., Wilson, W., Otaye, L. E., & Bevan, S. (2013). The changing contours of fairness: can we match individual and organisational perspectives.
2012
Impact of High-Performance Work Systems on Individual- and Branch-Level Performance: Test of a Multilevel Model of Intermediate Linkages (Journal article)
Aryee, S., Walumbwa, F. O., Seidu, E. Y. M., & Otaye, L. E. (2012). Impact of High-Performance Work Systems on Individual- and Branch-Level Performance: Test of a Multilevel Model of Intermediate Linkages. JOURNAL OF APPLIED PSYCHOLOGY, 97(2), 287-300. doi:10.1037/a0025739DOI: 10.1037/a0025739