Dr. Hugh T.J. Bainbridge is an Associate Professor in the School of Management, UNSW Business School. He holds a BCom(Hons) and a PhD in Human Resource Management and Organisational Behaviour from the University of Melbourne. He currently teaches “Strategic Human Resource Management” ” in the undergraduate and Masters of Commerce programs at UNSW. In his role as the School of Management Postgraduate Research Co-ordinator he is also the official point of contact for applicants interested in undertaking a Master of Philosophy or PhD in the School.
Hugh’s research interests focus on workforce diversity (e.g., mature aged workers, gender, disability) with a specialisation on employees who, in addition to their job, also provide informal unpaid care to family members who are elderly or are disabled. The current emphasis of his work is on eldercare, work-life issues, and how line managers and HR specialists can improve the workforce experience of employees with caregiving responsibilities and the people they care for. His research is published in a variety of outlets including the Academy of Management Review, Journal of Applied Psychology, Journal of Vocational Behavior, and Human Resource Management. He currently serves as an Editorial Board member of the: Asia Pacific Journal of Human Resources, British Journal of Management, Human Resource Management, International Journal of Human Resource Management, and Journal of Vocational Behavior.
Interested in studying these issues?
If you wish to discuss a potential research project as part of Honours, Masters, or PhD study I would be pleased to explore that interest with you.
Simply contact me at
firstname.lastname@example.org with an indication of
a) which level of study you are considering and
b) some brief thoughts about where your current research interests lie.
As some illustrative examples, typical research projects that might fit well with my areas of expertise include those that consider the questions such as the following.
i) How do employees with different types of non-work commitments and family characteristics combine work and family roles?
ii) In what ways can managers and organisational HR practices assist employee efforts to combine work and family?
iii) What is the workforce of experience of diverse employees (e.g., disability, gender, age), and how can managers and HR professionals improve the employment outcomes of these employees?