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Dr Lilian Otaye

Dr Lilian Otaye

Biography

Lilian is a Doctor in Human Resource Management (HRM) and Organizational Behaviour. She currently works as a Reader/Associate Professor in HRM with Liverpool Business School, Liverpool John Moores University. Her research interests are in the areas of strategic human resource management, employee relations, diversity management, international HRM and employee well-being.

Her research explores the influence of HR strategies, practices, knowledge and capabilities on performance, and has appeared in 4* and 3* Journals such as: Journal of Applied Psychology, Journal of Management, Journal of Organizational Behavior and International Journal of Human Resource Management.

Alongside her publications in top-notch journals, she has been invited to present her research at a number of conferences and seminars. She also has been involved in whitepaper/practitioner publications, some of which include: ' The Productivity Challenge: Broadening the HR Debate', ‘Employer branding: from attraction to a core HR strategy’, ‘Beyond the organisation: Realising HR’s vital role in the success of partnering arrangement’ and ‘The changing contours of fairness: can we match individual and organisational perspectives’? Furthermore, Lilian has worked with colleagues in co-authoring a chapter in a CIPD book titled - Human Resource Management: Strategic and International Perspectives, and is currently working on the 2nd Edition.

Prior to joining LJMU, she worked as a Post-Doctoral Research Associate with the Centre for Performance-Led HR at Lancaster University. She also previously worked at Aston University, Birmingham as a Sessional Lecturer at the Business School; Research Associate on a project sponsored by the British Safety Council; and with the Aston Centre for Human Resources. She serves and has served as a reviewer for the British Academy of Management, the Academy of Management, and various other national and international journals.

Lilian has also gained experience in the commercial world having worked in the industry undertaking various HR practitioner roles before becoming an academic.

Lilian is currently an editorial board member of the Journal of Organizational Effectiveness: People and Performance and is a member of the British Academy of Management (BAM), Academy of Management (AOM), and the Nigerian Institute of Management (NIM). She is also an Associate Member of the Higher Education Academy (AHEA) and an Academic Member of CIPD.

Degrees

Aston University, United Kingdom, PhD in Management

Academic appointments

Reader/Associate Professor in HRM, Liverpool John Moores University, 2018 - present
Senior Lecturer, Human Resource Management, Liverpool John Moores University, 2015 - 2018
Post-Doctoral Research Associate, Centre for Performance-Led HR, Lancaster University, 2013 - 2015

Postgraduate training

Fellow Higher Education Academy, United Kingdom, Aston University, ? - present

Publications

Highlighted publications

Loon M, Otaye-Ebede LE, 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, >DOI

Otaye-Ebede LE. 2018. Employees’ Perception of Diversity Management Practices: Scale Development and Validation European Journal of Work and Organizational Psychology, >DOI

Otaye-Ebede LE, Priola V, Yerby E. 2017. Diversity in Organisations: HRM and International Practices Crawshaw J, Budhwar P, Davis A. Human Resource Management : Strategic and International Perspectives, 2nd edition Sage 9781473967663

Otaye-Ebede L. 2016. Antecedents and Outcomes of Managing Diversity in a UK Context: Test of a Mediation Model International Journal of Human Resource Management, >DOI

Guillaume, YRF, Dawson JF, Otaye-Ebede LE, Woods SA, West MA. 2015. Harnessing Demographic Differences in Organizations: What Moderates the Effects of Workplace Diversity? Journal of Organizational Behavior, >DOI

Sparrow P, Otaye LE. 2014. Lean management and HR function capability: the role of HR architecture and the location of intellectual capital International Journal of Human Resource Management, >DOI

Aryee S, Walumbwa FO, Seidu EYM, Otaye LE. 2013. Developing and Leveraging Human Capital Resource to Promote Service Quality: Testing a Theory of Performance Journal of Management, >DOI

Aryee S, Walumbwa FO, Seidu EYM, Otaye LE. 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 :287-300 >DOI >Link

Journal article

Beigi M, Shirmohammadi M, Otaye-Ebede L. 2018. Half a Century of Work–Nonwork Interface Research: A Review and Taxonomy of Terminologies Applied Psychology-an International Review, >DOI

Loon M, Otaye-Ebede LE, 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, >DOI

Otaye-Ebede LE. 2018. Employees’ Perception of Diversity Management Practices: Scale Development and Validation European Journal of Work and Organizational Psychology, >DOI

Otaye-Ebede L. 2016. Antecedents and Outcomes of Managing Diversity in a UK Context: Test of a Mediation Model International Journal of Human Resource Management, >DOI

Otaye LE, 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 :70-90 >DOI

Guillaume, YRF, Dawson JF, Otaye-Ebede LE, Woods SA, West MA. 2015. Harnessing Demographic Differences in Organizations: What Moderates the Effects of Workplace Diversity? Journal of Organizational Behavior, >DOI

Otaye LE, Wong W. 2014. THE CONTOURS OF FAIRNESS: THE IMPACT OF UNFAIRNESS AND LEADERSHIP (IN)ACTION ON JOB SATISFACTION, TURNOVER INTENTION AND EMPLOYER ADVOCACY Journal of Organizational Effectiveness: People and Performance, 1 :191-204 >DOI

Sparrow P, Otaye LE. 2014. Lean management and HR function capability: the role of HR architecture and the location of intellectual capital International Journal of Human Resource Management, >DOI

Aryee S, Walumbwa FO, Seidu EYM, Otaye LE. 2013. Developing and Leveraging Human Capital Resource to Promote Service Quality: Testing a Theory of Performance Journal of Management, >DOI

Aryee S, Walumbwa FO, Seidu EYM, Otaye LE. 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 :287-300 >DOI >Link

Chapters

Otaye-Ebede LE, Priola V, Yerby E. 2017. Diversity in Organisations: HRM and International Practices Crawshaw J, Budhwar P, Davis A. Human Resource Management : Strategic and International Perspectives, 2nd edition Sage 9781473967663

Sparrow P, Otaye-Ebede LE. 2017. HRM and productivity Sir Cooper C, Professor Sparrow P. A Research Agenda for Human Resource Management Cheltenham: Edward Elgar 978 1 78536 296 5

Otaye-Ebede LE, Priola V, Yerby E. 2014. Diversity in Organisations: HRM and international practices

Conference publication

Beigi M, Shirmohammadi M, Otaye-Ebede LE. 2017. A review and taxonomy of the work-family interface terminologies Biennial International Conference of the Dutch HRM Network

Shaffakat S, Otaye LE. 2016. Meanings, Perceptions and Interpretations: An Investigation of Gender in Business Media The Academy of Management Conference, 2016

Sparrow P, Otaye LE, Chen P. 2015. The HR Analytics Journey: is the HR Architecture Fit for Purpose? CIPD Applied Research Conference 2015

Otaye LE. 2015. Creating an Inclusive Workforce ESRC seminar series: Embedding EDI in the workplace I – The role of strategy, policies, climate and culture.

Gatrell CJ, Sparrow P, Otaye-Ebede LE, Burnett SB, Cooper C. 2015. Flexible fathering – understanding how employed fathers balance work and family Dutch HRM Conference 2015

Sparrow PR, Otaye-Ebede LE, Miller J. 2015. Network HR the agenda for HR management in managing organizational partnerships Dutch HRM Conference 2015

Sparrow PR, Otaye-Ebede LE, Miller J. 2015. Mapping The Integration Mechanisms For Network HR 30th Workshop On Strategic Human Resource Management

Otaye LE. 2014. Test of a Moderated-Mediated Model Linking Diversity Management to Turnover Intention Academy of Management Conference 2015

Otaye LE. 2014. Development and Validation of a Measure of Workforce Diversity Management Practices Academy of Management Conference

Otaye LE, Wong W. 2014. Mapping the Contours of Fairness: The Impact of Leadership (In)Action on Employees’ Estimation of (Un)Fairness British Academy of Management (BAM) Conference

Sparrow P, Otaye LE, Makram H. 2014. How should we value talent management? Implications for the intellectual boundaries of the field 2nd European Institute for Advanced Studies in Management Workshop on Talent Management

Otaye-Ebede LE. The Buffering Effect of Workplace Spirituality in the Relationship between Social Media Use and Employee Wellbeing

Beigi M, Otaye-Ebede LE. Managing the interface of personal and professional lives: The role of social media British Academy of Management

Otaye-Ebede LE, Shaffakat S, Foster S. Improving Lives Through Workplace Spirituality: A Social Cognitive Theory Perspective Academy of Management Conference

Shaffakat S, Otaye-Ebede LE, Reb J, Chandwani R, Vongswasdi P. Acting but Not Reacting: Role of Mindfulness in Moderating the PCV – Deviance Relationship

Otaye-Ebede LE. Exploring the Lived Experiences of Black, Asian Ethic Minority ‘Success Outliers’ in the UK: A Storytelling Perspective

Otaye LE. Ethno-Racial Diversity Management and Organizational Performance: A Multilevel Model International Human Resource Management (IHRM) Conference

Otaye LE. Diversity Management ‘Attributions’ and Employee Work Outcomes Strategic Human Resource Management (SHRM) Workshop

Aryee S, Walumbwa F, Seidu E, Otaye LE. Test of a Multi-Level Model Linking High Performance Work Systems and Performance Academy of Management Conference

Aryee S, Walumbwa F, Seidu E, Otaye LE. High Performance Work Systems, Human Capital and Service Quality Academy of Management Conference

Otaye LE. A Moderated-Mediating Relationship of the Diversity Management Work Outcome Relationship Equality, Diversity and Inclusion International Conference

Otaye-Ebede LE. Employees’ Attribution of the ‘Why’ of Diversity Management Practices University Forum for Human Resource Development (UFHRD)

Report

Sparrow P, Otaye LE. 2015. Employer branding: from attraction to a core HR strategy

Sparrow P, Otaye LE, Makram H. 2014. How should we value talent management

Sparrow P, Otaye LE, Miller J. 2014. Beyond the organisation: Realising HR’s vital role in the success of partnering arrangements

Sparrow P, Wong W, Otaye LE, Bevan S. 2013. The changing contours of fairness: can we match individual and organisational perspectives

Engagement & Impact

Highlighted activities

Research Grants Awarded:

British Academy/Leverhulme Small Research Grant, Media-tion: The missing concept in work-family literature, Dr. Mina Beigi, Grant value (£): 9133.00, Duration of research project: 2 Years

Economic and Social Research Council - Seminar Series, Equality, Diversity, and Inclusion at Work: Drivers, Initiatives, and the Future, Guillaume YRF, Dawson JF, Michael WA, Grant value (£): 30302.00, Duration of research project: 2 years

Professional activities

Award:

Best Paper from a Dissertation Award Winner, Gender and Diversity in Organisation Division, Academy of Management SAGE

Conference organisation:

The HR Journey: Where we have been, where we are going

Editorial boards:

Journal of Organizational Effectiveness: People and Performance

External PGR examinations performed:

University of Huddersfield, PhD, Mirror Organisation: An investigation into ethnic identity as a determinant of employee psychological ownership perception. A survey of public and private sector employees in Rivers State, Nigeria.

University of Canberra, Australia, PhD, The Role of HR and the Relevance of the 'Boundary Tier' to Court Security

Membership of professional bodies:

Member Beta Gamma Sigma (BGS), Beta Gamma Sigma (BGS)

Academic Member CIPD, Chartered Institute of Personnel and Development (CIPD)

Fellow HEA, Higher Education Academy

Other Professional Activity:

Research Ethics Committee - Liverpool Business School, Liverpool John Moores University, Liverpool

Participant - Leadership Foundation Programme - Diversifying Academic Leadership in HE

Participant - Leadership Foundation Programme - Aurora Leadership Training for Women

Research Grants Awarded:

LJMU - REF Upskilling Project, The impact of workplace spirituality wellbeing on individual and organizational level performance: A social exchange perspective, Scott Foster, Grant value (£): 3765, Duration of research project: 1 year

Chartered Institute of Personnel Development (CIPD), Beyond the Organisation, Grant value (£): 25,000

LJMU QR Research Funding, Exploring the Lived Experiences of Black, Asian Ethic Minority ‘Success Outliers’ in the UK: A Storytelling Perspective, Grant value (£): 600

British Academy/Leverhulme Small Research Grant, Media-tion: The missing concept in work-family literature, Dr. Mina Beigi, Grant value (£): 9133.00, Duration of research project: 2 Years

Economic and Social Research Council - Seminar Series, Equality, Diversity, and Inclusion at Work: Drivers, Initiatives, and the Future, Guillaume YRF, Dawson JF, Michael WA, Grant value (£): 30302.00, Duration of research project: 2 years

Teaching qualification:

Certificate in Learning and Teaching in Higher Education