Building psychosocial and physical resilience using self-management skills for offshore workers

Project Description:

This PhD scholarship is offered by the EPSRC CDT in Offshore Wind Energy Sustainability and Resilience; a partnership between the Universities of Durham, Hull, Loughborough and Sheffield. The successful applicant will undertake six-months of training with the rest of the CDT cohort at the University of Hull before continuing their PhD research at Loughborough University. The project is part of a PhD Research Cluster on the wellbeing triad: improving the physical, psychosocial, and cognitive health of workers in the offshore windfarm sector.

This multidisciplinary research project is focused on enhancing the resilience of offshore wind industry workers. The research aims to contribute to the physical, psychosocial, and cognitive health of offshore workers by developing and piloting interventions based on self-management and organisational support theories. The successful candidate will collaborate with offshore workers and industry stakeholders to address health challenges, such as stress, fatigue, and musculoskeletal issues, ensuring long-term workforce wellbeing.

The offshore wind industry has expanded rapidly and as a large influx of offshore workers is expected to meet the growth of the industry, companies now have an important task of maintaining health and safety at work in order to sustain well-being and retain the workforce until statutory pension. However, work in the offshore wind industry involves both cognitive and manual work.

Evidence suggests that high work demands that exceed the physical and cognitive capacity of workers and their physical work demands may reflect as poor work ability and compromised health and safety at the workplace. Particularly work stress, fatigue, difficulties detaching from work, sleeping problems, musculoskeletal have been documented.

Using organisational support theory and self-management theory, this project will examine how health, wellbeing and productivity can be improved and sustained for those at risk of poor health and wellbeing.

The student will work directly with offshore workers, as well as stakeholders such as human resources personnel, safety managers and occupational health staff, in order to design, test and pilot intervention content, based around necessary adaptations to fit the offshore work environment and context.

Training and development

You will receive the following training as part of the PhD project: Intervention design, physiological measurement and health tool use and analyses training, questionnaire and interview design and analyses. The PhD could lead to careers in academia as well as in public or private sectors (in human resources or health and wellbeing teams), or in consultancy firms specialising in work, health and wellbeing.

You will benefit from a taught programme, giving you a broad understanding of the breadth and depth of current and emerging offshore wind sector needs. This begins with an intensive six-month programme at the University of Hull for the new student intake, drawing on the expertise and facilities of all four academic partners. It is supplemented by Continuing Professional Development (CPD), which is embedded throughout your 4-year research scholarship.

Entry requirements

If you have received a First-class Honours degree, or a 2:1 Honours degree and a Masters, or a Distinction at Masters level with any undergraduate degree (or the international equivalents) in psychology, we would like to hear from you.

Recruitment has closed for this project and applications are being assessed for September 2025 entry.

For informal enquiries about the research project, please contact Prof Femidah Munir f.munir@lboro.ac.uk .

You may also address queries about the CDT to auracdt@hull.ac.uk.

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Funding notes

The CDT is funded by the EPSRC, allowing us to provide scholarships that cover fees plus a stipend set at the UKRI nationally agreed rates. These have been set by UKRI as £20,780 per annum at 2025/26 rates and will increase in line with the EPSRC guidelines for the subsequent years (subject to progress).

Eligibility

Our funded Doctoral Scholarships are available to UK Students. The advertised CDT scholarships in this current recruitment round are available to Home (UK) Students only as the CDT has reached the annual cap, set by the funding council (UKRI EPSRC), on international student recruitment for the 2025 intake. To be considered a Home student, and therefore eligible for a full award, a student must have no restrictions on how long they can stay in the UK and have been ordinarily resident in the UK for at least 3 years prior to the start of the scholarship (with some further constraint regarding residence for education).

Guaranteed Interview Scheme

The CDT is committed to generating a diverse and inclusive training programme and is looking to attract applicants from all backgrounds. We offer a Guaranteed Interview Scheme for home fee status candidates who identify as Black or Black mixed or Asian or Asian mixed if they meet the programme entry requirements. This positive action is to support recruitment of these under-represented ethnic groups to our programme and is an opt in process.

Find out more

How to apply

Recruitment has closed for this project and applications are being assessed for September 2025 entry..  

Interviews will be held online with an interview panel comprising of project supervisory team members from the host university where the project is based.  Where the project involves external supervisors from university partners or industry sponsors then representatives from these partners may form part of the interview panel and your supplementary application form will be shared with them (with the guaranteed interview scheme section removed). Interviews will take place during early and mid-June. 

If you have any queries about this project, please contact Prof Femidah Munir f.munir@lboro.ac.uk .

You may also address queries about the CDT to auracdt@hull.ac.uk.

References

1. Mette, J., Velasco Garrido, M., Harth, V., Preisser, A.M. and Mache, S., 2018. Healthy offshore workforce? A qualitative study on offshore wind employees’ occupational strain, health, and coping. BMC public health, 18(1), pp.1-14.

2. Shaw, W.S., McLellan, R.K., Besen, E., Namazi, S., Nicholas, M.K., Dugan, A.G. and Tveito, T.H., 2022. A worksite self-management program for workers with chronic health conditions improves worker engagement and retention, but not workplace function. Journal of Occupational Rehabilitation, 32(1), pp.77-86.

3. Hutting, N., Staal, J.B., Engels, J.A., Heerkens, Y.F., Detaille, S.I. and Nijhuis-van der Sanden, M.W., 2015. Effect evaluation of a self-management programme for employees with complaints of the arm, neck or shoulder: a randomised controlled trial. Occupational and Environmental Medicine, 72(12), pp.852-861.

4. Munir, F., Leka, S. and Griffiths, A., 2005. Dealing with self-management of chronic illness at work: predictors for self-disclosure. Social Science & Medicine, 60(6), pp.1397-1407.