The Marchington Research Grant supports exceptional early career researchers in HR and related fields. It follows an annual cycle, awarding up to 3 grants of £6,000 each. Apply by 22 January 2024 to be considered for the 2024 grant.
Current recipients of the Marchington Research Grant are:
Awarded 2023
Dr Catherine Mackintosh, University of the West of England. The retention of older nurses via individualised working arrangements: A qualitative research project examining the formation and functioning of fair idiosyncratic deals.
Dr Wei Wei, University of Oxford. Actors and social contexts in digital human resource management: A comparative study of the financial sector in China and the UK.
Dr Helen C. Williams, Swansea University Prifysgol Abertawe. Negotiating difference at work: Exploring experiences of intersectional disadvantage in UK small and medium enterprises.
Awarded 2022
Dr David Cross, University of Southampton. Do? Should? Could? Investigating the relationship between HR practice and the self-employed.
Dr Anastasios Hadjisolomou, University of Strathclyde. Re-examining the role of line manager in managing sickness absence during and post pandemic and the issue of legitimacy of sickness: Informing policy and practice for a fairer workplace.
Dr Emma Hughes, University of Liverpool. How do front-line managers navigate and enact HRM in practice?
The call for submissions for the 2024 grant is open until 22 January 2024.
- Download the application form
- Complete the form and save it to your computer
- Send your CV and completed application form to research@cipd.co.uk with the subject line ‘Marchington Research Grant’.
We recommend submitting a narrative CV, including a list of your publications. Learn more about narrative CVs with this 25-minute course from the Lab for Academic Culture at the University of Glasgow.
Please ensure your application is a maximum of 1,500 words (excluding references) and include the following sections:
- Research focus
- Rationale and practical importance of research
- Research questions or hypotheses
- Research methods
- Outputs
- Costs
- Timing
Submissions will be judged on the basis of rigour, relevance, and clarity by a panel of senior academics and HR practitioners, chaired by the CIPD.
If you have any questions, please email research@cipd.co.uk with the subject line ‘Marchington Research Grant’.
Professor Mick Marchington had a highly influential career advancing knowledge to improve HR and employment relations. He was dedicated to linking research and practice. He was a longstanding contributor to CIPD expertise and a friend and supporter. Following his passing in 2021 we set up the Professor Mick Marchington Applied Research Grant in memory of his dedication and contributions.
Over many years, as well as publishing highly influential research and inspiring many students, he helped develop CIPD’s professional standards, qualifications and academic membership and was a lead examiner and quality panel chair accrediting CIPD centres. He championed research skills as part of professional development, and his learned yet practical writing argued for progressive people management that supports better working lives. Mick’s textbook, HRM at Work has long been a bestseller.
His numerous contributions led to him being made a CIPD Chartered Companion in 2003 and his friendship with and active commitment to the CIPD continued right up to his death. Mick will be remembered for his insight, gravitas, warmth, humour and undimmed dedication to the HR profession and the world of work.
We are delighted to provide the Professor Mick Marchington Applied Research Grant with the support of his family. The grant’s focus on supporting early career academics is very much in line with Mick’s personal values and the support he gave to the next generation of researchers.
Research must both add to the body of knowledge and produce relevant and applicable outputs for practitioner or policy audiences. The 2024 grant focuses on three areas of research:
- The changing role of the people profession: HR, L&D and organisational development.
- Workload, working time and employee wellbeing.
- Applications of new technologies in the world of work.
The principal investigator (PI) must be an early career researcher. This includes doctoral researchers, those immediately postdoctoral and those transitioning to independent researcher. In line with guidelines from UK Research and Innovation (UKRI), we do not apply strict criteria, such as number of years since PhD, but ask applicants to explain why they should be considered early career.
The PI should make up the majority of time applied for. Aside from the PI, there may be others in the research team; these should be named where possible, but we recognise that research assistants may not yet be recruited.
Costs may be used for any primary or secondary research activity, including researcher time and direct costs. Any research methods and activities are valid: for example, costs may be used to review literature, collect data, or conduct analysis. Eligible direct costs may include, for example, running a survey, transcription, travel, equipment or specialised software. All costs should be clearly explained and justified.
The grant must be used for original research activity (primary or secondary research). Although we expect practical outputs (see below), pure ‘knowledge exchange’ or ‘translational research’ activity aimed at disseminating existing research is not sufficient to be eligible.
The grant must cover activity which is not already funded, but we encourage it to be used in conjunction with other sources of funding – for example, joint or matched funding from a university employer. This may help cover researcher time or any other resources. We encourage applicants to acknowledge any such support they will receive from their university or other funders and to identify the financial or equivalent value.
Following approval, a research report for each funded project will be published on the CIPD website. This must be written for a target readership of HR and related professionals and must:
- be written in accessible and engaging language
- explain technical detail in non-specialist terms
- use references or appendices to minimise technical detail in the core text
- give particular emphasis to discussing the rationale and importance of the research and the implications or recommendations for practice.
We also encourage applicants to propose other specific outputs that will meet the needs of different stakeholders or target audiences (eg policy briefings, practice guides, blogs, podcasts). These may be published by the CIPD where it aligns with current agendas or activity.
Research should be completed within two years of the signing of contracts.
Contracts will be with the employing universities with payment upon approval by the university ethics panel. At set-up, we will agree with the principal investigator a timeline of deliverables and check-in progress meetings at key points in the research.
Other than those described above, we do not offer associated benefits as standard. If additional support is required (such as channels to help recruit research participants), this should be specified and justified in the proposal. Requests will be considered on the basis of alignment with CIPD agendas or current activity.