Research is central to our charitable status and supports our core purpose of enlightenment at work. We study and enquire with employees to increase insight into people and organisations and offer thought leadership that is relevant to people in organisational life at all levels. We disseminate our work as widely as possible in order to deliver public benefit and for application in our development work with clients.
Our research is designed to benefit people in organisational life at all levels. This includes:
- Individuals
- Organisational leaders
- HR and OD clients/professionals
- Society as a whole
- Roffey Park colleagues:
- to enhance our own knowledge and intellectual capital
- to inform our own practice as an employer
Success criteria for research
These criteria are used to both select and evaluate Roffey Park’s research programmes:
Aligned to Roffey Park’s purpose and charitable objects
Relevance to enlightenment at work and fulfilling wider public benefit
Current/future relevance and external interest
Topical and live issues organisations are grappling with
Relevance to Roffey Park’s core offerings
Leadership/management, OD, HR and personal effectiveness as well identified future offerings
Application in practice
Research is used to enhance the practice and knowledge of Roffey Park consultants and organisational practitioners
Thought leadership/original insights
Innovative research that delivers new perspectives
Rigour and quality
Use of suitable methodology, well-designed studies and critical analysis in order to meet the needs of the appropriate audience
Scale and reach of dissemination
Via published reports, articles, citations, book authorship, conference speaking, events and PR
Research methodology
We, at Roffey Park, conduct research by selecting the research methodology that is best suited to the topic, the research question and the key proposed audience for the research. Our insights come from different research paradigms. In embracing these different approaches, we can hold the tensions across research paradigms and produce richer more widely relevant research as a result.
Data collection principles: Much of our work relates to attitudes of people at work and is therefore qualitative in nature. A variety of methodologies are used including collaborative enquiry, appreciative enquiry, case study, story telling and other participative methods. In addition, we conduct quantitative research in the form of surveys and other questionnaires. We apply the following scientific principles as appropriate:
- Where the sample of respondents is not representative of a population, we do not claim that the findings are generalisable. In survey work, the sample and the population are clearly described and limits of generalisability clearly stated.
- Researchers use both structured and unstructured interviews and the methodology is clearly stated and documented. Replicability must take into account contextual factors.
- When using participative methods, researcher involvement is high and the relationship with the 'subject' organisation is a co-operative one. This is usually a pre-requirement of access to organisations. In such cases subjectivity is acknowledged and taken into account in the findings.
- Data analysis is systematic using recognised methodologies.
In those circumstances where we feel these principles are inappropriate, we give sufficient epistemological reasons when we report on the findings.
Data storage: Roffey Park complies with the eight Data Protection Principles and is registered under the Data Protection Act 1998.
Confidentiality: All Roffey Park staff and associates sign confidentiality clauses in their contracts. Researchers often have access to particularly sensitive material. Some case study organisations request the researchers to sign confidentiality agreements specifically related to their situation. Even where this is not the case, we do not mention by name or identifying description any organisation in any publication unless an authorised representative has specifically agreed to the use of the material. We agree issues of confidentiality in advance both with individuals and with organisations.
Conflict of Interest: Researchers at Roffey Park conduct both independent and contract research in the management field. It is inevitable when conducting field research in organisations that there will be different agendas. Organisations are often aiming to solve problems or to increase their learning and expertise whilst the researcher is pushing out the boundaries of knowledge. Roffey Park therefore distinguishes projects that are solely for the benefit of the company and those where the case study organisation agrees to contribute to published research.
Dissemination
Roffey Park aims to reach a wide audience and understands the need of managers to have accessible learning. Our research is disseminated through a variety of learning tools: books, reports; checklists; articles; seminars; workshops and one to one coaching.
Our seminar programme at Roffey Park offers access to our own and external research. Speakers range from practitioners who are able to provide case studies and illustrations to 'gurus' and academics who provide the underpinning theory.
In addition, our work is presented at conferences in both the UK and abroad and is widely quoted in the quality press and in HR and other specialist journals.
Authorship of reports includes individuals who have made a major contribution to the work and have participated sufficiently in the research to take public responsibility for the content.
Other contributions to the work are formally acknowledged along with financial support from sponsors. Authors are responsible for obtaining written permission from persons acknowledged by name.
Copyright for all outputs from the research department is owned by Roffey Park although organisations are encouraged to seek our approval to use our work and to acknowledge its source.
Research staff
Researchers at Roffey Park must have a first degree although a higher degree is the norm and the Institute encourages and supports staff to undertake higher degrees. Researchers are also responsible, in conjunction with the Director of Research, for their own ongoing professional development.
The research department complements its small core team by working with a range of academically qualified and experienced associates who work in accordance with a Roffey Park Code of Conduct. Some work on joint projects with the Roffey Park team. Others work on discrete projects in their own area of expertise. The Director of Research supervises this work. This flexibility enables the department to call upon a broad resource of different specialisms.
Commitment
Research at Roffey Park will continue to support and inform activity in all areas of our business and will seek to expand our area of expertise and influence. It will uphold ethical principles in the collection, storage and use of data and its purpose will continue to focus on contributing to the effectiveness and well-being of people at work.
April 2008