Hannah Collis is a Lecturer in Leadership and Organisational Behaviour, and is the Senior Personal Academic Tutor, within the Department of Management in University of Exeter Business School.
Hannah joined the University of Exeter in 2022. Previously, Hannah held a postdoctoral position as a Researcher in Organisational Psychology at Leeds University Business School. Within this role she worked on an ESRC/UKRI funded project (Adapting Offices) exploring the role of the physical workplace both during and after the COVID-19 pandemic. This project was a large scale, UK-wide investigation of current ways of working and assessing the ‘future workplace’, working with a range of stakeholders, policy makers and governmental groups to both inform and shape future ways of working. Hannah remains working with the group to conduct future research on this topic, more information can be found here: https://futureworkplace.leeds.ac.uk/
Hannah received her PhD in 2022 from Surrey Business School, University of Surrey. In her thesis, she explored personality dynamics within the workplace: how personality can vary and change over short and medium periods of time, in response to novel environmental pressures (COVID-19 lockdown) and work characteristics.
Qualifications
BSc Psychology (with placement year, University of Surrey)
MSc Occupational and Organisational Psychology (Surrey Business School, University of Surrey)
PhD Business and Management (Surrey Business School, University of Surrey)
Links
Research interests
- Personality change and dynamics
- Work-related wellbeing and rumination
- Role of physical workspaces on psychological outcomes
Hannah’s research interests predominantly focus on the exploration of personality, and personality change, within the workplace. Within this topic she investigates how different aspects of work tasks, work-related attitudes and the physical work environment can influence different personality expressions in the short term, as well as how these patterns may be maintained to influence personality trait development over time.
Relatedly, Hannah is interested in employee wellbeing and physical health within the workplace. Her research has explored the impact of work-related affective rumination on wellbeing and psychological processing, focusing on how interventions can promote positive workplace wellbeing.
Finally, Hannah is also interested in the influence of the physical workplace and ways of working on social networks, autonomy, and perceptions of work.
Research projects
Hannah’s current research projects primarily focus on the impact of the physical workplace and work activities on a range of psychological employee outcomes. Continuing from the ESRC Project ‘Adapting Offices’, she is currently working on projects assessing the role of ‘task-space fit’ on outcomes such as work-life balance, focusing on how the workspace can designed to promote performance and improved wellbeing.
In addition to this, Hannah is also working on a project which is exploring the role of momentary work factors, such as job demands, types of tasks completed and where you work from, on personality state expressions.
Key publications | Publications by category | Publications by year
Publications by category
Journal articles
Wu C-H, Davis M, Collis H, Hughes H, Fang L (2023). A diary study on location autonomy and employee mental distress: the mediating role of task-environment fit.
Personnel ReviewAbstract:
A diary study on location autonomy and employee mental distress: the mediating role of task-environment fit
PurposeThis study aims to examine the role of location autonomy (i.e. autonomy over where to work) in shaping employee mental distress during their working days.Design/methodology/approachA total of 316 employees from 6 organizations in the UK provided data for 4,082 half-day sessions, over 10 working days. Random intercept modeling is used to analyze half-day data nested within individuals.FindingsResults show that location autonomy, beyond decision-making autonomy and work-method autonomy, is positively associated with the perception of task-environment (TE) fit which, in turn, contributes to lower mental distress during each half-day session. Results of supplementary analysis also show that location autonomy can contribute to higher absorption, task proficiency and job satisfaction via TE fit during each half-day session.Originality/valueThis study reveals the importance and uniqueness of location autonomy in shaping employees' outcomes, offering implications for how organizations can use this in the work–life flexibility policies to support employee mental health.
Abstract.
DOI.
Cropley M, Collis H (2020). The Association Between Work-Related Rumination and Executive Function Using the Behavior Rating Inventory of Executive Function.
Front Psychol,
11Abstract:
The Association Between Work-Related Rumination and Executive Function Using the Behavior Rating Inventory of Executive Function.
Work-related rumination has been associated with a number of health complaints, however, little is known about the underlying factors associated with rumination. Previous work using proxy measures of executive function showed work-related rumination to be negatively associated with executive function. In this paper, we report two studies that examined the association between work-related rumination and executive function utilizing an ecological valid measure of executive function: the Behavior Rating Inventory of Executive Function (BRIEF-A, Roth et al. 2005). In study 1 (N = 63), high, relative to low work-related ruminators, were found to demonstrate lower executive function skills, in eight of the nine subscales of the BRIEF. The aim of study 2 (N = 237) was to identify, the key executive function subscale/s associated with work-related rumination. Controlling for known factors associated with work-related rumination (fatigue and sleep), regression analysis identified the behavioral regulation subscale "shift" as the key predictor within the model. Shift relates to our ability to switch attention, to think about different solutions, and dealing with and accepting change. It was concluded that these findings lend support for future research to develop interventions for enhancing shift ability, as an aid to reduce work-related ruminative thinking.
Abstract.
Author URL.
DOI.
Reports
Collis H, Davis M, Hughes H, Wu C, Gritt E, Rees S, Fang L (2022).
Where is your office today? a research-led guide to effective hybrid working., University of Leeds.
Abstract:
Where is your office today? a research-led guide to effective hybrid working
Abstract.
Publications by year
2023
Wu C-H, Davis M, Collis H, Hughes H, Fang L (2023). A diary study on location autonomy and employee mental distress: the mediating role of task-environment fit.
Personnel ReviewAbstract:
A diary study on location autonomy and employee mental distress: the mediating role of task-environment fit
PurposeThis study aims to examine the role of location autonomy (i.e. autonomy over where to work) in shaping employee mental distress during their working days.Design/methodology/approachA total of 316 employees from 6 organizations in the UK provided data for 4,082 half-day sessions, over 10 working days. Random intercept modeling is used to analyze half-day data nested within individuals.FindingsResults show that location autonomy, beyond decision-making autonomy and work-method autonomy, is positively associated with the perception of task-environment (TE) fit which, in turn, contributes to lower mental distress during each half-day session. Results of supplementary analysis also show that location autonomy can contribute to higher absorption, task proficiency and job satisfaction via TE fit during each half-day session.Originality/valueThis study reveals the importance and uniqueness of location autonomy in shaping employees' outcomes, offering implications for how organizations can use this in the work–life flexibility policies to support employee mental health.
Abstract.
DOI.
2022
Collis H, Davis M, Hughes H, Wu C, Gritt E, Rees S, Fang L (2022).
Where is your office today? a research-led guide to effective hybrid working., University of Leeds.
Abstract:
Where is your office today? a research-led guide to effective hybrid working
Abstract.
2020
Cropley M, Collis H (2020). The Association Between Work-Related Rumination and Executive Function Using the Behavior Rating Inventory of Executive Function.
Front Psychol,
11Abstract:
The Association Between Work-Related Rumination and Executive Function Using the Behavior Rating Inventory of Executive Function.
Work-related rumination has been associated with a number of health complaints, however, little is known about the underlying factors associated with rumination. Previous work using proxy measures of executive function showed work-related rumination to be negatively associated with executive function. In this paper, we report two studies that examined the association between work-related rumination and executive function utilizing an ecological valid measure of executive function: the Behavior Rating Inventory of Executive Function (BRIEF-A, Roth et al. 2005). In study 1 (N = 63), high, relative to low work-related ruminators, were found to demonstrate lower executive function skills, in eight of the nine subscales of the BRIEF. The aim of study 2 (N = 237) was to identify, the key executive function subscale/s associated with work-related rumination. Controlling for known factors associated with work-related rumination (fatigue and sleep), regression analysis identified the behavioral regulation subscale "shift" as the key predictor within the model. Shift relates to our ability to switch attention, to think about different solutions, and dealing with and accepting change. It was concluded that these findings lend support for future research to develop interventions for enhancing shift ability, as an aid to reduce work-related ruminative thinking.
Abstract.
Author URL.
DOI.
Hannah enjoys teaching on a range of organisational behaviour topics, such as personality and individual differences, recruitment and selection and wellbeing at work. Hannah’s teaching style is one of collaboration and interaction: she loves speaking with students and allowing them to share their own experiences of work and the topics being discussed. Making the course content relevant and applicable to students’ own or future working experiences is a key outcome within her teaching.
Modules
2023/24
