Mick Marchington, emeritus Professor of Human Resource Management at Alliance Manchester Business School (AMBS), University of Manchester, and former Editor‐in‐chief (2005–2010) of the Human Resource Management Journal (HRMJ), died suddenly on February 24, aged 71, while doing something he loved—walking the Derbyshire hills. He was born in the Derbyshire hills and returned to live there in the 1990s with his wife Lorrie and two children Lucy and Jack, who all survive him along with his two grandchildren, Noah and Sophie.

Mick's academic career was very much forged in Manchester. Following a first‐class degree in Chemical Engineering at UMIST, he opted for a Master's in Management Science, also in UMIST. After a spell as a researcher at Aston and 8 years at the University of Central Lancashire, he returned to UMIST in 1986, where he was promoted to professor in 1995. He remained in Manchester until his retirement in 2011. Mick was an active and committed teacher and scholar, building research teams and the FairWork Research Centre, which is now merged into the Work and Equalities Institute (WEI). At retirement, he took a part‐time professorship at the University of Strathclyde but remained living in the North West and very much connected to the research group at AMBS and WEI that he had been so committed to developing during his 25 years at Manchester.

Mick was a significant contributor to the establishment of HRM as a central teaching and research subject in business schools. His interest in developing the subject is evident in his two stints as journal editor, first as Editor of the Employee Relations (1988–1991), second as Editor‐in‐chief of HRMJ. It was under his leadership that HRMJ achieved entry into the all important Web of Science rankings, establishing it as a top‐ranked international journal.

His approach to HRM was firmly in the more pluralist school of HRM that rooted the subject in a strong critical and social science tradition and considered it very much a complement to and not a substitute for the study of employee or industrial relations. Mick's positon as friendly critic to dominant trends in HRM is evident not only in, for example, his effective demolition of best practice HRM in the International Journal of Human Resource Management in 2000 but also in his 2015 conceptual piece in HRM Review where he warns that HRM could end up withering away unless it stopped being overly concerned with pleasing top management by narrowing its focus to talent and leadership management and short‐term performance issues, to the neglect of other stakeholders and the organisation's wider social responsibilities. Towards the end of Mick's career, he researched and published on the need to locate HRM within a stronger understanding of the changing contextual forces. Drawing on data he collected in the UK, Ireland, Australia and New Zealand, he pointed to both opportunities and constraints emerging from softer forms of regulation by voluntary agencies and consultancies. Mick's critiques of aspects of HRM were motivated by his passion for and contribution to the study of employee voice and engagement. Evident throughout Mick's work is a deep caring and pluralist ontology connecting multiple networks and alliances in pursuit of a fairer voice agenda. His approach was also notable for recognising that those employed in supply chains or under complex contractual arrangements are even more at risk of being deprived of fair access to voice and decent working conditions.

Mick was widely regarded as the UK's leading expert on issues of employee voice, the author of choice for all handbook reviews of the subject area as well as a co‐editor of an Oxford Handbook of Participation. His most renowned contributions stem from a large‐scale project for the Employment Department in 1989–1991. He became particularly well known for his development of the ‘waves concept' of employee involvement and participation. In contrast to the then dominant cycles of control thesis, where opportunities for voice were argued to rise and fall with the extent to which management felt under threat, the waves approach helped to explain the multiple schemes developing at the firm‐level through the 1980s–1990s, at a time when labour was in retreat in terms of union density and collective power. He showed that the ‘form and depth' of voice varied across contexts and time, combining individualistic initiatives running alongside (not necessarily in opposition to) collective structures of participation, but often wrapped around a new right‐wing political discourse that reinforced managerial power, and not always for the better. His research tradition fostered the development of systematic case study evidence that charted a shift to newer configurations of both direct and indirect forms of social dialogue and managerial influence.

Mick's second major research contribution stems from his leadership of an innovative project under the ESRC's future of work programme, to widen the HRM lens beyond the typical single organisation with strong borders, to the more fuzzy and complex networks of relationships in which organisations are embedded and which affect both the management of and the experience of employment. Together with a large team of Manchester colleagues, Mick authored an influential book on Fragmenting Work, a topic arguably of increasing relevance in today's employment landscape fractured by the growth of outsourcing, offshoring, agency contractors and the growing gig economy.

Collaboration was always a key characteristic of Mick's approach to research. The opportunities it provided to develop his more junior colleagues and his doctoral students for Mick were as important as the research itself. Mick was a dedicated and extremely effective teacher and mentor. He was able to pass on his own infectious passion and enthusiasm to his colleagues and students while also demanding of everyone a commitment to meet expected standards of excellence and timekeeping. His passion for pedagogy saw him taking on two major leadership roles, first at UMIST where as a young professor he became the Dean of Management Studies, responsible for academic quality and delivery of all management teaching in UMIST. The second leadership role was outside the university at the Chartered Institute for Personnel and Development (CIPD), where his outstanding contributions as both Chief Examiner (1994–2002) and Chief Moderator for Standards (2002–2006) led to him being made a Chartered Companion of the CIPD in 2003. Mick strived for more than 30 years to establish and maintain standards of excellence in the HR profession, taking on major tasks of both curriculum development and monitoring of standards. He was also the main author of a key textbook on HRM at Work, now in its seventh edition that has been used as a basis for CIPD education since 1996. At the time of Mick's sad passing, he was still working with and advising the CIPD on its new educational map and standards.

Just as Mick held a broad range of posts in his academic career, so he had a broad range of interests in his private life, many of which he actively shared with his partner Lorrie and his children. He had three lifelong passions: first sport, particularly football which he played until he was over 50. Being a Derbyshire lad, he supported Derby County football club; then when his children both became Manchester City supporters—so did he. Nothing ever replaced playing football—but in his later life golf played a frustrating part. Travel also loomed large. From heading out on the hippie trail overland to India in the early 1970s, Mick together with Lorrie was a frequent traveller and explorer, often combining adventures with academic placements and posts. These expeditions also often involved his third passion walking, pursued not only in his much loved Derbyshire hills, but also right across the world—from New Zealand, to Peru, with many places in between.

Mick had a huge number of personal friends—from both work and from his active personal life. He was a loyal, entertaining and humble man who will be much missed.

曼彻斯特大学曼彻斯特大学联盟商学院（AMBS）人力资源管理荣誉退休教授，《人力资源管理杂志》（HRMJ）的前主编（2005-2010）的米克·马金顿（Mick Marchington ）于2月24日突然去世，现年71岁的他在做自己喜欢的事情时—走在德比郡的山丘上。他出生于德比郡丘陵，并于1990年代与妻子洛里（Lorrie）和两个孩子露西（Lucy）和杰克（Jack）一起住在那里，他们与他的两个孙子诺亚（Noah）和索菲（Sophie）一起生存。

米克的学术生涯在曼彻斯特非常重要。在获得UMIST的化学工程学一等学位后，他选择了UMIST的管理科学硕士学位。在Aston担任研究员并在中央兰开夏大学（University of Central Lancashire）工作了8年后，他于1986年回到UMIST，在1995年被提升为教授。他留在曼彻斯特，直到2011年退休。教师和学者，建筑研究团队和FairWork研究中心，该中心现已合并为工作与平等学院（WEI）。退休时，他在斯特拉斯克莱德大学（University of Strathclyde）担任兼职教授，但仍居住在西北地区，与AMBS和WEI的研究小组保持着密切联系，以至于他在曼彻斯特的25年中一直致力于发展。

Mick为将HRM确立为商学院的中心教学和研究学科做出了重要贡献。他在担任期刊编辑的两个工作中就表现出了他对发展这一学科的兴趣，首先是雇员关系编辑（1988-1991），其次是HRMJ主编。在他的领导下，HRMJ进入了所有重要的Web of Science排名，并使其成为国际顶级期刊。

他的人力资源管理方法牢固地存在于更多元化的人力资源管理学派中，该学派将这一学科植根于强大的批判和社会科学传统中，并认为这在很大程度上是对雇员或劳资关系研究的补充而不是替代。米克（Mick）对人力资源管理（HRM）主流趋势的友好批评者的立场不仅体现在例如他在2000年《国际人力资源管理杂志》上有效拆除最佳实践人力资源管理（HRM），而且在他2015年的《人力资源管理评论》（HRM Review）他警告说，除非人力资源管理局停止过度关注取悦高层管理人员，否则将注意力集中在人才和领导力管理以及短期绩效问题上，而忽略其他利益相关者以及该组织承担更广泛的社会责任，那么人力资源管理局最终可能会消亡。在Mick的职业生涯快要结束时，他研究并发表了在更深刻地了解不断变化的上下文力量的基础上定位HRM的需求。利用他在英国，爱尔兰，澳大利亚和新西兰收集的数据，他指出了自愿机构和咨询公司采取较宽松形式的监管所带来的机遇和制约因素。Mick对人力资源管理各方面的批评源于他对员工声音和敬业度研究的热情和贡献。整个米克都明显 我们的工作是一种深切的关怀和多元化的本体论，它将多个网络和联盟连接起来，以追求更公平的声音议程。他的方法也很出名，因为他认识到在供应链中或在复杂的合同安排下工作的人更容易被剥夺公平获得发言权和体面工作条件的风险。

米克（Mick）被广泛认为是英国有关雇员声音问题的领先专家，是该主题领域所有手册评论的首选作者，也是《牛津参与手册》的合编者。他最著名的贡献来自1989年至1991年为就业部开展的一个大型项目。他因发展员工参与和参与的“浪潮概念”而特别出名。与当时控制论的主导周期相反，控制权论据认为话语的机会会随着管理者受到威胁的程度而上升和下降，而波动法则有助于解释整个公司在1980年代开发的多种方案， 1990年代，就工会密度和集体权力而言，劳动处于退缩时期。他表明，声音的“形式和深度”随上下文和时间的不同而变化，将个人主义的倡议与参与的集体结构并驾齐驱（不一定是相反的），但通常围绕着一种新的右翼政治言论，这种话语可以增强管理能力，但并不总是变得更好。他的研究传统促进了系统的案例研究证据的发展，该案例表明，社会对话和管理影响力的直接和间接形式都向较新的配置转变。

Mick的第二项主要研究贡献来自于他领导ESRC未来工作计划下的一个创新项目，将人力资源管理的范围从具有强大边界的典型单一组织扩展到了组织所嵌入和嵌入的更加模糊和复杂的关系网络。这会影响就业的管理和经验。米克与曼彻斯特的一大批同事一起，撰写了一本关于“零散工作”的有影响力的书，这一话题可以说是由于外包，离岸外包，代理承包商和零工经济的增长而在当今的就业环境中变得越来越重要。

合作始终是Mick研究方法的关键特征。它为Mick培养更多的初级同事和博士生提供的机会与研究本身一样重要。米克是一位敬业而又非常有效的老师和导师。他能够将自己的感染力和热情传递给他的同事和学生，同时还要求每个人都致力于达到预期的卓越和计时标准。他对教学法的热情使他担当了两个主要的领导角色，首先是在UMIST，当时年轻的教授成为管理学系主任，负责UMIST的学术质量和所有管理教学的交付。第二个领导角色是在英国大学人事与发展研究所（CIPD）的大学之外，他作为首席审查员（1994–2002）和首席标准协调员（2002–2006）的杰出贡献使他在2003年被选为CIPD的特许同伴。Mick努力了30多年，以建立和维护CPD的标准。在人力资源专业领域表现卓越，承担课程开发和标准监控方面的主要任务。他还是关于自1996年以来，HRM在工作中已成为第七版，自1999年以来一直用作CIPD教育的基础。在Mick不幸逝世之时，他仍在与CIPD合作并为其新的教育地图和标准提供建议。

正如Mick在他的学术生涯中担任过各种各样的职位一样，他在私人生活中也有着广泛的兴趣，他积极地与他的伴侣Lorrie和他的孩子们分享了许多兴趣。他有着三生的热情：第一项运动，尤其是踢足球，直到50岁以上。他是德比郡的小伙子，为德比郡的足球俱乐部提供了支持。然后，当他的两个孩子都成为曼彻斯特城的支持者时，他也是如此。没有什么能比踢足球更重要了，但是在他的晚年，高尔夫起到了令人沮丧的作用。旅行也隐约可见。从1970年代初期从嬉皮小道穿越陆路前往印度，米克与洛里（Lorrie）一起经常旅行和探索，经常将冒险与学术工作和职位结合在一起。这些探险活动还经常涉及他的第三次徒步之旅，

Mick有大量的私人朋友，既有工作，也有活跃的个人生活。他是一个忠诚，娱乐和谦虚的人，将被人们怀念。