| An informed discussion on the impact of COVID-19 and ‘enforced’ remote working on employee engagement S Pass, M Ridgway Human Resource Development International 25 (2), 254-270, 2022 | 111 | 2022 |
| Contextualizing privilege and disadvantage: Lessons from women expatriates in the Middle East JK Rodriguez, M Ridgway Organization 26 (3), 391-409, 2019 | 44 | 2019 |
| How is human resource management research (not) helping practice? In defence of practical implications NK Kougiannou, M Ridgway Human Resource Management Journal 32 (2), 470-484, 2022 | 30 | 2022 |
| Intersectional reflexivity: Fieldwork experiences of ethnic minority women researchers JK Rodriguez, M Ridgway Gender, Work & Organization 30 (4), 1273-1295, 2023 | 29 | 2023 |
| Exploring the motivation and willingness of self-initiated expatriates, in the civil engineering industry, when considering employment opportunities in Qatar M Ridgway, F Robson Human Resource Development International 21 (1), 24-45, 2018 | 29 | 2018 |
| Brexit: human resourcing implications M Ridgway Employee Relations: The International Journal 41 (5), 1033-1045, 2019 | 18 | 2019 |
| I am not a Gentleman academic’: Telling our truths of micro‐coercive control and gaslighting in Business Schools using ‘Faction' M Edwards, L Mitchell, C Abe, E Cooper, J Johansson, M Ridgway Gender, Work & Organization, 2022 | 17 | 2022 |
| Women, work and management in the Middle East JK Rodriguez, M Ridgway, L Kemp Gender in Management: An International Journal 34 (7), 529-540, 2019 | 10 | 2019 |
| The evolving field of global mobility: responses to global volatility (2013–2022) M Ridgway, H Langinier Journal of Global Mobility: The Home of Expatriate Management Research 11 (3 …, 2023 | 9 | 2023 |
| Home sweet home: Creating a sense of place in globally mobile working lives M Ridgway, S Kirk Global networks 21 (4), 749-768, 2021 | 9 | 2021 |
| Gender Recognition Act: Analysis of consultation responses D King, C Paechter, M Ridgway https://assets.publishing.service.gov.uk/government/uploads/system/uploads …, 2020 | 8* | 2020 |
| Hidden inequalities of the expatriate workforce M Ridgway Hidden inequalities in the workplace: A guide to the current challenges …, 2018 | 8 | 2018 |
| Writing differently: Finding beauty in the broken M Ridgway, M Edwards, L Oldridge Gender, Work & Organization 31 (6), 2768-2786, 2024 | 7 | 2024 |
| Intersectional reflexivity: Centering invocations and impositions in reflexive accounts of qualitative research JK Rodriguez, M Ridgway sozialpolitik. ch, 1.4-1.4, 2023 | 5 | 2023 |
| Social capital, language and host country nationals (HCNs) as global talent MB Kuki, S Kirk, M Ridgway Journal of Organizational Effectiveness: People and Performance 8 (4), 370-386, 2021 | 5 | 2021 |
| Taking a step back? Expatriation consequences on women in dual-career couples in the Gulf M Ridgway Merits 1 (1), 47-60, 2021 | 5 | 2021 |
| The Legal Framework on Diversity and Equality S Nachmias, M Ridgway, V Caven Inequality and Organizational Practice, 15-36, 2019 | 4 | 2019 |
| ‘Leading’ by example? Gendered language in Human Resource job adverts M Ridgway, L Oldridge, S Mavin Human Resource Management Journal, 2024 | 3 | 2024 |
| Hidden inequalities of globally mobile workforce: a cross-cultural and trust perspective K Kougiannou, M Ridgway Inequality and Organizational Practice: Volume II: Employment Relations, 253-276, 2019 | 2 | 2019 |
| 'All for one and one for all': line managers might be the catalyst but 'everyone's responsible' for employee engagement S Pass, K Kougiannou, M Ridgway, D Watling, C Abe | 2 | 2018 |
Sarah PassSenior Lecturer, Nottingham Business School, NTUAdresă de e-mail confirmată pe ntu.ac.uk
