My current research is about gender inequality in the workplace. Using a case study design, qualitative interviews and an institutional theory framework, my work aims to explore how organisational-level Human Resources (HR) managers in the United Kingdom (UK) and Germany make sense of and navigate different and conflicting paradigms, policies and norms regarding gender and work when making HR decisions. In doing so, the study contributes to the literature and theory on conflicting institutional logics by evaluating how such conflicting logics lead to, enable or hinder divergent institutional change regarding the implementation of gender equality. The study also considers the hitherto underexplored micro foundations of institutional theory by evaluating how individuals use their day-to-day interactions with one another and with institutional logics to make sense of and to shape these logics.
Institutional Logics, Human Resource Development, Workplace Equality
Stuarts hold a BA in Business Studies from the University of Stirling, Scotland, and also an MSc in International Business from Queen's University Belfast. He was awarded a ESRC NINE DTP funded studentship to undertake a PhD at Queen's Management School.
MGT1009 - Organisational Behaviour (2018/19)(2019/20)
MGT1012 - Business, Government and Society (2018/19)(2019/20)
MGT3019 - Strategic Management (2018/19)
Expertise related to UN SDGs
In 2015, UN member states agreed to 17 global Sustainable Development Goals (SDGs) to end poverty, protect the planet and ensure prosperity for all. This person’s work contributes towards the following SDG(s):