Dr Cigdem Gedikli

Uchafbwyntiau Ymchwil

1. Gedikli, C., Miraglia, M., Connolly, S., Bryan, M., & Watson, D. (2022). The relationship between unemployment and wellbeing: an updated meta-analysis of longitudinal evidence. European Journal of Work and Organizational Psychology, 0, 1-17.

   https://doi.org/10.1080/1359432x.2022.2106855, SU Repository: https://cronfa.swan.ac.uk/Record/cronfa60602
2. Gedikli, C., Hill, R., Talavera, S., & Yilmaz, O. (2022). The hidden cost of smoking: Rent premia in the housing market. Real Estate Economics, 0

   https://doi.org/10.1111/1540-6229.12399, SU Repository: https://cronfa.swan.ac.uk/Record/cronfa60149
3. Brookes, M., Brewster, C., Gedikli, C., & Yilmaz, O. (2021). Panel data or pseudo panels for longitudinal research? Cross-national comparisons using the example of firms' training spend. Evidence-based HRM: a Global Forum for Empirical Scholarship, 9(3), 293-302.

   https://doi.org/10.1108/ebhrm-08-2020-0106, SU Repository: https://cronfa.swan.ac.uk/Record/cronfa55633
4. Gedikli, C. (2020). Occupational Gender Segregation in Turkey: The Vertical and Horizontal Dimensions. Journal of Family and Economic Issues, 41(1), 121-139.

   https://doi.org/10.1007/s10834-019-09656-w, SU Repository: https://cronfa.swan.ac.uk/Record/cronfa52911
5. Watson, D., Tregaskis, O., Gedikli, C., Vaughn, O., & Semkina, A. (2018). Well-being through learning: a systematic review of learning interventions in the workplace and their impact on well-being. European Journal of Work and Organizational Psychology, 27(2), 247-268.

   https://doi.org/10.1080/1359432X.2018.1435529, SU Repository: https://cronfa.swan.ac.uk/Record/cronfa44864
6. Daniels, K., Watson, D., & Gedikli, C. (2017). Well-Being and the Social Environment of Work: A Systematic Review of Intervention Studies. International Journal of Environmental Research and Public Health, 14(8), 918

   https://doi.org/10.3390/ijerph14080918, SU Repository: https://cronfa.swan.ac.uk/Record/cronfa44866
7. Daniels, K., Gedikli, C., Watson, D., Semkina, A., & Vaughn, O. (2017). Job design, employment practices and well-being: a systematic review of intervention studies. Ergonomics, 60(9), 1177-1196.

   https://doi.org/10.1080/00140139.2017.1303085, SU Repository: https://cronfa.swan.ac.uk/Record/cronfa44865
8. Longhi, S., Nandi, A., Bryan, M., Connolly, S., & Gedikli, C. (2017). Gender and unemployment. Analysis of Understanding Society: the UK Household Longitudinal Survey. Technical report and appendices

   SU Repository: https://cronfa.swan.ac.uk/Record/cronfa45064

   https://www.whatworkswellbeing.org/product/gender-and-unemployment-full-technical-report/
9. Daniels, K., Bryan, M., Connolly, S., Gedikli, C., Tregaskis, O., & Watson, D. (2017). Fostering wellbeing

   SU Repository: https://cronfa.swan.ac.uk/Record/cronfa45067
10. Daniels, K., Bryan, M., Connolly, S., Gedikli, Ç., Tregaskis, O., Watson, D., & Gedikli, C. (2017). Work, Learning and Wellbeing – ESRC. Impact, 2017(9), 42-44.

    https://doi.org/10.21820/23987073.2017.9.42, SU Repository: https://cronfa.swan.ac.uk/Record/cronfa44867

Holl Ymchwil

• MN-1514 Foundations of Management Accounting

  To introduce students to the fundamentals of management accounting. Both Financial and Management Accounting are of critical importance in the support of all business activities so this course is designed to introduce the basic concepts on which management accounting is based, providing students with a toolkit that enables a better understanding of the performance of businesses and the decisions and problems they face.

• MN-M599 People Analytics

  The purpose of this module is to introduce key aspects of and current developments in the field of financial management and data analytics. It is widely known that accurate workforce data is essential to successful decision making and this module aims to contribute to the development of a strong people analytics cultures to reinforce business and HR strategy, but also to emphasise the importance of people in organisations. Financial management is crucial as is an understanding of HR analytics and human capital analytics are designed with these challenges in mind. Both look more closely at how people are able to contribute to delivering against organisation objectives. This module will provide students with vital skills to read and interpret key finance and HR Data. The module will consider a number of measurements central to HRM including employee engagement, capability and satisfaction metrics and will interpret a number of key financial documents which influence HRM in organisations. It is anticipated that accurate workforce data will facilitate improved decision-making among learners which can maximise their ability to make informed and actionable recommendations as people professionals. This will also involve critically evaluating current developments in people management as they appear in other modules across the programme.