Overview
Background
Martin R. Edwards is a Professor in Management in the UQ Business School, and is a Deputy Head of the Business School, head of the Management, International Business, Strategy and Entrepreneurship portfolio.
Prior to joining UQ in 2019 he was a Reader in HRM and Organisational Psychology at King's College London
Martin has a background in organisational psychology, HRM and industrial relations. He holds degrees in Social Psychology (BSc) from the University of Kent at Canterbury, Industrial Relations and Personnel Management (MSc) from the London School of Economics and a PhD in Organisational Psychology from King’s College London. Before starting his academic career Martin worked for a number of years as an HR consultant in London.
Martin’s academic interests include HR Analytics, people analytics, researching organisational identification, employee-organisational linkages, social and multiple identities in organisations, the role of employee and employer branding in organisations, employee responses to mergers and acquisitions as well as employer responses to judgments of their employer’s CSR credentials. He has published in numerous international journals including the Human Resource Management Journal, Human Relations, the Human Resource Management Journal, International Journal of Management reviews, Economic and Social Democracy, European Journal of Work and Organisational Psychology, Personnel Review. Martin is an Associate Editor and Editor of Special Issues, Provocations and Reviews for the Human Resource Management Journal.
Availability
- Professor Martin Edwards is:
- Available for supervision
- Media expert
Qualifications
- Bachelor of Social Psychology, University of Kent
- Masters (Coursework) of Industrial Relations, London School of Economics and Political Science
- Doctor of Philosophy of Industrial and Organisational Psychology, King's College London
Research interests
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Monitoring and Metrics at work
Examining the impact on employees of the increasing use of automated monitoring and measurement of behaviour/performance, along with the increasing use of performance metrics.
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Employee responses to mergers and acquisitions
Examing the impact on employees of mergers and acquisitions. In particular tracking employees longitudinally through the integration process
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The use of Workforce Analytics
Exploring how organisations can use statistics and data science modelling to answer important people related questions at work
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Employee Identies in the work place
Examining the complexities of multiple identities in the work place
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Gendered employer brands
Exploring the gendered nature of organisations' employer brands
Works
Search Professor Martin Edwards’s works on UQ eSpace
2015
Conference Publication
Employer brand segmentation: generations and affective tone of their responses to the incongruence between individual values and organizational provisions
Kudret, S. and Edwards M.R. (2015). Employer brand segmentation: generations and affective tone of their responses to the incongruence between individual values and organizational provisions. European Association of Work and Organisational Psychology, Oslo, Norlway, May 2015.
2015
Journal Article
Perceptions of employee voice and representation in the post-acquisition period: Comparative and longitudinal evidence from an international acquisition
Edwards, Tony and Edwards, Martin R. (2015). Perceptions of employee voice and representation in the post-acquisition period: Comparative and longitudinal evidence from an international acquisition. Human Relations, 68 (1), 131-156. doi: 10.1177/0018726714525649
2013
Conference Publication
3-wave panel analysis of POS antecedents across 24 months following a multinational acquisition
Edwards, M.R. and Edwards, T. (2013). 3-wave panel analysis of POS antecedents across 24 months following a multinational acquisition. European Association of Work and Organisational Psychology, Munster, Germany, May 2013.
2013
Conference Publication
Fulfilment (or not) of job continuity expectation and procedural justice: a longitudinal acquisition study’
Edwards, M.R., Jimmieson, N. and Clinton, M. (2013). Fulfilment (or not) of job continuity expectation and procedural justice: a longitudinal acquisition study’. SIOP, Houston, TX, United States, April 2013.
2013
Journal Article
Employee responses to changing aspects of the employer brand following a multinational acquisition: a longitudinal study
Edwards, Martin R. and Edwards, Tony (2013). Employee responses to changing aspects of the employer brand following a multinational acquisition: a longitudinal study. Human Resource Management, 52 (1), 27-54. doi: 10.1002/hrm.21519
2012
Conference Publication
Employee judgments of organizational CSR commitment, subsequent employee commitment to CSR and the moderating role of procedural justice perceptions: A longitudinal study
Edwards, M.R. and Edwards, T. (2012). Employee judgments of organizational CSR commitment, subsequent employee commitment to CSR and the moderating role of procedural justice perceptions: A longitudinal study. Academy of Management Congress, Boston, MA, United States, August 2012.
2012
Journal Article
Company and country effects in international mergers and acquisitions: employee perceptions of a merger in three European countries
Edwards, Martin R. and Edwards, Tony (2012). Company and country effects in international mergers and acquisitions: employee perceptions of a merger in three European countries. Economic and Industrial Democracy, 33 (3), 505-529. doi: 10.1177/0143831x11421685
2012
Conference Publication
Communication, procedural justice and employee adjustment during change: a longitudinal investigation
Edwards, M.R. and Jimmieson, N. (2012). Communication, procedural justice and employee adjustment during change: a longitudinal investigation. Academy of Management Congress, Boston, MA, United States, August 2012.
2012
Journal Article
Procedural justice and identification with the acquirer: the moderating effects of job continuity, organisational identity strength and organisational similarity
Edwards, Martin R. and Edwards, Tony (2012). Procedural justice and identification with the acquirer: the moderating effects of job continuity, organisational identity strength and organisational similarity. Human Resource Management Journal, 22 (2), 109-128. doi: 10.1111/j.1748-8583.2011.00176.x
2012
Book
Managing human resources: personnel management in transition
Stephen Bach and Martin R. Edwards eds. (2012). Managing human resources: personnel management in transition. Chichester: John Wiley and Sons.
2012
Journal Article
Predicting pro-change behaviour: the role of perceived organisational justice and organisational identification
Fuchs, Sebastian and Edwards, Martin R. (2012). Predicting pro-change behaviour: the role of perceived organisational justice and organisational identification. Human Resource Management Journal, 22 (1), 39-59. doi: 10.1111/j.1748-8583.2011.00167.x
2012
Book
Managing Human Resources : Human Resource Management in Transition
Bach, Stephen and Edwards, Martin R. eds. (2012). Managing Human Resources : Human Resource Management in Transition. Hoboken, NJ United States: John Wiley & Sons. doi: 10.1002/9781119208235
2012
Book Chapter
Introduction: Human Resource Management in Transition
Edwards, Martin R. and Bach, Stephen (2012). Introduction: Human Resource Management in Transition. Human Resource Management in Transition. (pp. 3-17) London, United Kingdom: John Wiley and Sons. doi: 10.1002/9781119208235.ch1
2012
Book Chapter
Employer branding: developments and challenges
Edwards, Martin R. (2012). Employer branding: developments and challenges. Managing human resources: personnel management in transition. (pp. 389-410) edited by Stephen Bach and Martin R. Edwards. Chichester, West Sussex, United Kingdom: John Wiley & Sons. doi: 10.1002/9781119208235.ch18
2011
Conference Publication
Employee adjustment in multinational acquisition: the role of CSR judgments
Edwards, M.R. and Edwards, T. (2011). Employee adjustment in multinational acquisition: the role of CSR judgments. European Association of Work and Organisational Psychology , Maastricht, Netherlands, May 2011.
2011
Book Chapter
Employer branding and diversity: foes or friends?
Edwards, Martin R. and Kelan, Elisabeth K. (2011). Employer branding and diversity: foes or friends?. Branded lives: the production and consumption of meaning at work. (pp. 168-184) edited by Matthew J. Brannan, Elizabeth Parsons and Vincenza Priola. Cheltanham, United Kingdom: Edward Elgar Publishing. doi: 10.4337/9780857938145.00016
2010
Journal Article
Perceived organizational support, organizational identification, and employee outcomes testing a simultaneous multifoci model
Edwards, Martin R. and Peccei, Riccardo (2010). Perceived organizational support, organizational identification, and employee outcomes testing a simultaneous multifoci model. Journal of Personnel Psychology, 9 (1), 17-26. doi: 10.1027/1866-5888/a000007
2010
Journal Article
An integrative review of employer branding and OB theory
Edwards, Martin R. (2010). An integrative review of employer branding and OB theory. Personnel Review, 39 (1), 5-23. doi: 10.1108/00483481011012809
2009
Conference Publication
Bullying and well-being in the UK armed forces: testing for the buffering effects of social support’
Edwards, M.R., Clinton, M. and Guest, D. (2009). Bullying and well-being in the UK armed forces: testing for the buffering effects of social support’. European Association of Work and Organisational Psychology, Santiago De Compostela, Spain, May 2009.
2009
Journal Article
HR, perceived organisational support and organisational identification: an analysis after organisational formation
Edwards, Martin R. (2009). HR, perceived organisational support and organisational identification: an analysis after organisational formation. Human Resource Management Journal, 19 (1), 91-115. doi: 10.1111/j.1748-583.2008.00083.x
Supervision
Availability
- Professor Martin Edwards is:
- Available for supervision
Before you email them, read our advice on how to contact a supervisor.
Available projects
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Employee responses to Monitoring and the use of Automated/Digital Performance Metric Systems
I am leading a project exploring employee responses to employee monitoring and the use of metricised employee performance systems. The use of automated metric production associated with employee performance is growing and this project aims to exlpore the positive and negative impact of these systems along with an exploration of design features which are likely to lead to different responses (both positive and negative). I am available to take on new students linked to this project who have strong quantitative skills.
I currently have a scholarship available for a student to work on this project.
https://graduate-school.uq.edu.au/project/well-being-and-productivity-metricised-employee-performance-systems
Supervision history
Current supervision
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Doctor Philosophy
Wellbeing and productivity in algorithmic employee performance systems
Principal Advisor
Other advisors: Associate Professor Stacey Parker, Professor Tyler Okimoto
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Doctor Philosophy
The role of contextual relationship evidence in improving sexual assault case outcomes
Associate Advisor
Other advisors: Professor Blake McKimmie
Completed supervision
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2023
Doctor Philosophy
Mental Health in Meaningful Work: Investigation of Aid Worker Distress and Wellbeing, and an Online Acceptance and Commitment Therapy Intervention
Associate Advisor
Other advisors: Emeritus Professor Kenneth Pakenham
Media
Enquiries
Contact Professor Martin Edwards directly for media enquiries about:
- Employer Branding
- HR Analytics
- People Analytics
- Post Merger Integration
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