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School of Business and Management

Mark Williams

Mark

Reader in Human Resource Management

Email: mark.williams@qmul.ac.uk
Telephone: +44 (0)20 7882 2194
Room Number: Room 4.21a, Francis Bancroft Building, Mile End Campus

Profile

I am a Reader in Human Resource Management in the Department of People and Organisations and the Centre for Research in Equality and Diversity (CRED) in the School of Business and Management. I joined QMUL in 2019.

I specialise in mapping socio-economic disparities in the labour market using large-scale survey and administrative data. Much of my work has focused on mapping pay disparities across the occupational structure. In more recent years, I have developed interests in the quality of work more broadly (job quality, wellbeing).

I have been Principal Investigator or Co-Investigator on numerous projects funded by research councils, funding agencies, central government, trade unions, and professional bodies. My latest project, funded by the Economic and Social Research Council, explores disparities in the quality of jobs and careers across occupational groups. The main findings are summarised in my book Mapping Good Work (Bristol University Press) and at qualityofworkinglife.org.

Outside of QMUL, I serve on the Editorial Boards at Work, Employment and Society and at Human Relations. I am an Academic Member of the Chartered Institute of Personnel and Development.

Prior to QMUL, I held posts at the London School of Economics and the University of Surrey. I did my undergraduate studies at the London School of Economics and my postgraduate and doctoral studies at the University of Oxford.

Teaching

Deputy Chair of the Exam Board (School of Business and Management)

Employment Relations (Undergraduate)

Research Methods for Human Resource Management (Postgraduate)

Research

Research Interests:

Research specialisms:

  • Labour market inequality
  • Occupational structure
  • Pay
  • Job quality

Recent funded projects:

Publications

  • Williams, M. (2020). A ‘Good Work recovery’ is key to unlocking Britain’s productive potential. Transforming Society.
  • Williams, M., Y. Zhou, and M. Zou (2020). Mapping Good Work: The Quality of Working Life Across the Occupational Structure. Bristol: Bristol University Press.
  • Williams, M., Y. Zhou, and M. Zou (2020). ‘The Rise in Pay for Performance Among Higher Managerial and Professional Occupations in Britain’, Work, Employment and Society, 34(4): 604-625.
  • Williams, M., Y. Zhou, and M. Zou (2020). ‘Differentiation in Pay for Performance Within Organizations: An Occupational Perspective’, International Journal of Manpower, forthcoming.
  • Williams, M. and M. Koumenta (2020). ‘Occupational Closure and Job Quality: The Case of Occupational Licensing in Britain’, Human Relations, 73(5): 711-736.
  • Williams, M., Y. Zhou, and M. Zou (2020). The CIPD Good Work Index. London: Chartered Institute of Personnel and Development (CIPD).
  • Williams, M. (2020). Coronavirus class divide – the jobs most at risk of contracting and dying from COVID-19. The Conversation.
  • Williams, M., Y. Zhou, and M. Zou (2020). Differentiation in Pay for Performance Within Organizations: An Occupational Perspective. AOM Annual Meeting Proceedings Virtual Conference.
  • Woodhams, C., M. Williams, I. Laliotis, et al. (2020). Independent Review of the Gender Pay Gap in Medicine in England. London: Department of Health and Social Care.
  • Zhou, Y., M. Zou, C-H. Wu, and M. Williams (2020). ‘When is the grass greener on the other side? A longitudinal study of the joint effect of occupational mobility and personality on the honeymoon‐hangover experience during job change’, Journal of Organizational Behavior, forthcoming.
  • Koumenta, M. and M. Williams (2019). ‘An Anatomy of Zero-Hours Contracts in the United Kingdom’, Industrial Relations Journal, 50(1): 20-40.
  • Williams, M. (2019). Gender Analysis of Pay and Employment in the Civil Service. London: Public and Commercial Services Union.
  • Williams, M. (2019). Civil Service Pay Trends. London: Public and Commercial Services Union.
  • Williams, M., Y. Zhou, and M. Zou (2019). Differentiation in Pay for Performance Within Organizations: An Occupational Perspective. AOM Annual Meeting Proceedings Boston.
  • Williams, M. and T. Bol (2018). ‘Occupations and the Wage Structure: The Role of Occupational Tasks in Britain’, Research in Social Stratification and Mobility, 53: 16-25.
  • Williams, M. (2018). ‘Understanding the Efficacy of Financial Participation Across Europe: The Role of Country-Level Factors’, Economic and Industrial Democracy, 39(2):195–227.
  • Williams, M. and E. Gardiner (2018). ‘The Power of Personality at Work: Core Self-Evaluations and Earnings in the United Kingdom’, Human Resource Management Journal, 28(1): 45–60.
  • Chen, Y. and M. Williams (2018). ‘Subjective Social Status in Transitioning China: Trends and Determinants’, Social Science Quarterly, 99(1): 406–422.
  • Koumenta, M. and M. Williams (2018). Regulatory Effects of Occupational Licensing on Driving Instructors in the UK, European Commission.
  • Williams, M. (2018). Field of work determines pay, and increasingly so. Work In Progress, American Sociological Association.
  • Williams, M. (2017). ‘Occupational Stratification in Contemporary Britain: Occupational Class and the Wage Structure in the Wake of the Great Recession’, Sociology, 51(6): 1299-1317.
  • Zhou, Y., M. Zou, M. Williams, and V. Tabvuma (2017). ‘Is the Grass Greener on the Other Side? A Longitudinal Study of the Impact of Occupation Change on Employee Job Satisfaction’, Journal of Vocational Behavior, 99: 66–78.
  • Zhou Y, Wu CH, Zou M, Williams M. (2017). A Longitudinal Study of the Impact of Occupational Class Mobility on Job Satisfaction Trajectory: Individual Differences in Neuroticism. Best Paper Proceedings of the AOM Annual Meeting, Atlanta.
  • Williams, M. (2017). ‘An Old Model of Social Class? Job Characteristics and the NS-SEC Schema’, Work, Employment and Society, 31(1): 153-165.
  • Hodder, A., M. Williams, J. Kelly, and N. McCarthy (2017). ‘Does Strike Action Stimulate Union Membership Growth?’ British Journal of Industrial Relations, 55(1): 165–186.
  • Booth, J., D. Lup, and M. Williams (2017). ‘Union Membership, Free-Riders, and Charitable Giving in the United States’, Industrial and Labor Relations Review, 70(4): 835-864.
  • Williams, M. and Y. Zhou (2017). Paying for performance in Britain: Does the type of job matter? CIPD ARC.
  • Williams, M. (2017). Civil Service Pay Trends 2007 to 2016. London: Public and Commercial Services Union.
  • Williams, M. (2016). ‘What Do Unions No Longer Do? Book Review’, Work, Employment and Society, 30(1): 202-204.
  • Chen, Y. and M. Williams (2016). ‘Subjective Wellbeing in the New China’, British Journal of Sociology, 67(4): 719-746.
  • Koumenta, M. and M. Williams (2016). An Anatomy of Zero-Hours Contracts in the United Kingdom. CIPD ARC.
  • Williams, M. and E. Gardiner (2016). The Power of Personality in the New Economy: Core Self-Evaluations and Earnings in the United Kingdom. CIPD ARC.
  • Williams, M. (2013). ‘Occupations and British Wage Inequality, 1970s-2000s’, European Sociological Review, 29(4): 841-857.
  • Williams, M. and J. Booth (2013). ‘Union members are more likely to give to charity, and to give more when they do’, LSE American Politics and Policy Blog.
  • Williams, M. (2012). ‘British wage inequality: what occupation you have has never mattered so much’, LSE British Politics and Policy Blog.
  • Gallie, D., M. Williams, and H. Inanc (2009). The Vulnerability of the Unskilled Across Europe.
  • Williams, M. (2009). How Does the Workplace Affect the Quality of Employment? London: Department for Business Innovation and Skills.

Supervision

I am interested in hearing from potential doctoral researchers who would like to carry out quantitative research in the broad area of the quality of work (e.g., pay, insecurity, job control, job demands, line management quality, wellbeing, etc.). I am especially interested in hearing about projects making use of large-scale survey or administrative data to explore disparities in this area. Please get in touch with me directly if you would like to discuss an idea or a proposal.