Call for Papers on “An Exploration of being Childfree at Work: Challenges and Opportunities”
The submission deadline is the 30th of April 2024.
Please find the call below:
https://onlinelibrary.wiley.com/pb-assets/assets/14680432/GWO_SI_CfP_Childfree-at-Work.pdf
Laura Radcliffe, Danna Greenberg and Sophie Hennekam
JMO Editor in Chief – Expression of Interest at March 2023
Call for Expressions of Interest
Editor-in-Chief
Journal of Management & Organization
The Journal of Management & Organization (ISSN 1833-3672) is the journal of the Australian and New Zealand Academy of Management (ANZAM), published by Cambridge University Press. The Journal of Management & Organization is an international peer-reviewed journal, committed to publishing high-quality and influential research to provide an in-depth understanding of management and organizational issues. It therefore welcomes novel contributions that are empirical or conceptual to extend theoretical understandings.
The incoming Editor-in-Chief is expected to: sustain the focus of the Journal of Management & Organization on publishing high-quality and influential management and organisational research; and build its reputation for publishing quality scholarship. This approach encompasses traditional academic articles, case studies, literature reviews, meta-analyses, approaches to teaching and learning, as well as management development.
Nominations are sought for the position of Editor-in-Chief of the Journal of Management & Organization. This is a service role commencing on March 13, 2024, following a transition period that involves working with, and learning from the current Editor-in-Chief. The transition period will commence at the earliest convenience of the incoming Editor-in-Chief. The term is three years with an additional year to mentor the incoming Editor-in-Chief. The responsibilities of the Editor-in-Chief can be met by one Editor-in-Chief or two to three colleagues who share this position. The ANZAM Board of Directors provide a budget towards the costs of an Editorial Assistant to support administrative duties.
[CALL FOR PAPERS] 3rd International Research Workshop in Wine Tourism // October 18-20, 2023 in Italy
[CALL FOR PAPERS] 3rd International Research Workshop in Wine Tourism // October 18-20, 2023 in Italy
[EXTENDED DEADLINE FOR SUBMISSION] 3rd International Research Workshop in Wine Tourism // October 18-20, 2023 in Italy
The Corporate Chair “Wine and Tourism”, EM Strasbourg Business School, University of Strasbourg, together with the Agrifood Management and Innovation Lab, Ca’ Foscari University of Venice in Italy and the Weincampus in Neustadt/Weinstrasse in Germany co-organise the 3rd International Research Workshop in Wine Tourism “Trends for a sustainable and resilient wine tourism industry”.
The 2023 workshop will take place in the areas of the production of Prosecco wine, one of the most successful PDOs in European wines. It aims at allowing the international audience to gain an in-depth knowledge of the specificities of the production area and of its experience and tourism-related opportunities.
The aim of the International Research Workshop is to contribute to wine tourism research and calls for research papers investigating topics related (but not limited) to:
- Eco-system, new business models and innovation at the intersection between wine production and promotion of destinations and territories
- Entrepreneurship in wine tourism industry
- Strategic management: cooperation, collaboration, networks and alliances to promote the territories of wine and to generate local economic development
- ICTs and digital practices in wine tourism and wine-related territorial development
- Wine tourism experience
- Cross-cultural studies and cultural influences
- Sustainability, ESG and circular economy in the wine tourism sector
- Wine tourism events/festivals
- Wine destination management
- Cellar door management and wine hospitality
- Competences, skills and professional development trajectories in the wine tourism sector
- Case studies: e.g. best practice
Key Dates
- Deadline for extended abstract submissions: May 15, 2023
- Notifications to authors: July 3, 2023
- Receipt of final extended abstract for proceedings: September 4, 2023
- Final date for registration: September 11, 2023
More information about the submission process and the event: http://winetourism2023.em-strasbourg.com/
For further information, please contact: chaire-vin-tourisme@em-strasbourg.eu
Research Handbook on Work-Life Balance and Employee Health
Edited by
Associate Professor Connie Zheng, Centre for Workplace Excellence,
UniSA Business, University of South Australia, Adelaide
Email: connie.zheng@unisa.edu.au
Purpose
Work-life balance (aka most of time “work-life conflict”, or work-family conflict, acronyms as WLB/WLC or WFB/WFC subsequently) have a critical effect on employee health. Yet research on WLB/WLC and employee health tend to be separate into two domains that are examined with various contributors in different fields (e.g., management, sociology, health sciences, psychology, environmental health, and political sciences). It’s nonetheless understood that occupational (employee) health is influenced by and intertwined with work-life intricacies. Often these aspects of research focused on how WLC leads to burnout, mental health, sleep deprivation, and other health-related consequences. The accumulative work has been swelling especially in recent years when the boundary of work and life has become even more blurring because of lengthy COVID-19 lockdown and increasing adoption and use of flexible work arrangement by employers and employees alike post-COVID time.
This research handbook will include selective articles that are illustrative of the complex nature of this research area and to provide a bird view of overarching issues to address work-life balance and employee health for those unfamiliar with this important intersective topics, whilst also highlighting possible research agenda and emerging ideas for future endeavour in the field.
Outline
Commissioned by Edward Elgar Publishing, the proposed Research Handbook on Work-life Balance and Employee Health is organized with 6 themes as outlined below. I am soliciting 2-3 chapters to be included in each theme. Each chapter should be written with no more than 10,000 words long (incl. all tables, figures and references). Please forward your relevant manuscript (s) that would fit one or more of the following themes for consideration to be included in this research handbook.
- Advancing research methods for investigating work-life balance and employee health
- Cultural influences on work-life balance and employee health
- Country context on work-life balance and employee health
- Institutional factors contributing to work-life balance and employee health
- Industry differences on work-life balance and employee health
- Best practices on work-life balance and employee health
SUBMISSION & PUBLICATION DATES
Manuscript submission due date: 31 July 2023
Review outcome: 31 October 2023
Revision due: 31 December 2023
Publication date: 31 July 2024
For further information, please contact Dr. Connie Zheng via email: Connie.Zheng@unisa.edu.au
Call for Submissions: 3rd IEEE-TEMS ICTE 2023 Digital Ecosystems for Sustainable Society
DEADLINE EXTENSION | Deadline: 3rd April 2023 | 3rd IEEE-TEMS ICTE 2023 Digital Ecosystems for Sustainable Society
Dear Colleagues,
You are invited to participate in the highly anticipated 3rd IEEE TEMS-ICTE 2023 conference on Digital Ecosystems for Sustainable Society, which will take place on October 9-11, 2023, Kaunas, Lithuania https://icte.ieee-tems.org/. This Conference will bring together leading minds from academia and business to share their insights, knowledge, and expertise on the impact of digital transformation on the development of a sustainable society.
We welcome submissions across diverse academic fields that reflect conference topic areas and aim at one of the conference theme tracks. We organize the submission process into two stages: 1) abstract and 2) full paper submission. The NEW deadline for up to 1000-word abstract submissions is 3rd April 2023.
Submitted papers will undergo a rigorous peer-review process and, if accepted, can be published in IEEE Xplore proceedings indexed in Scopus. For more information about the submission, guidelines and deadlines, please visit our website at https://icte.ieee-tems.org/.
Abstract submission and acceptance are compulsory if the authors wish to deliver a presentation during the Conference.
The Conference will focus on the following research tracks but is not limited to:
Track 1: Innovation and Entrepreneurship Ecosystems Converging in Response to Digitalization, Greening, and Opening of Innovation Network
Track 2: Sustainability-Based Business Models and Consumption Behaviour
Track 3: Digital Transformation, Road Mapping, and Scenario Building
Track 4: Technological Entrepreneurship
Track 5: Sustainable HRM and Organizational Sustainability
Track 6: Digital Healthcare and Platforms
We are excited to learn more about your research.
Welcome to the 3rd IEEE-TEMS ICTE 2023 on October 9 – 11 in Kaunas, Lithuania
3rd IEEE-TEMS ICTE 2023 Conference Co-chairs
Call for papers for Special Issue of Journal of Managerial Psychology titled "Psychological contract: Issues and emerging developments"
Submission window: 1st July, 2023- 1st November, 2023
This special issue aims to expand our knowledge and understanding of psychological contract and provide newer insights. For more information and to see the full Call for Papers, please refer to https://www.emeraldgrouppublishing.com/calls-for-papers/psychological-contract-issues-and-emerging-developments
Guest Editors:
Dr. Smirti Kutaula, Associate Professor in Human Resource Management, Kingston Business School, Kingston Hill, Kingston upon Thames, KT2 7LB, United Kingdom s.kutaula@kingston.ac.uk
Dr. Alvina Gillani, Lecturer in Marketing and Strategy, Surrey Business School, Guildford, GU2 7XH, United Kingdom a.gillani@surrey.ac.uk
Professor Pawan S. Budhwar, Professor of International HRM and Head, Aston Business School, Birmingham, B4 7ET, United Kingdom p.s.budhwar@aston.ac.uk
Submissions are made using ScholarOne Manuscripts. Registration and access are available at: https://mc.manuscriptcentral.com/jomp
If you have questions about a potential submission, feel free to contact any of the guest editors.
Regards
Smirti, Alvina and Pawan
New Technology, Work and Employment
Call for Papers for a Special Issue
The rise of algorithmic management and implications for work and organizations
Submission Deadline: 30 September 2023
Guest Editors
Mingqiong Mike Zhang, Monash University, mike.zhang@monash.edu
Fang Lee Cooke, Monash University, fang.cooke@monash.edu
David Ahlstrom, The Chinese University of Hong Kong, ahlstrom@baf.cuhk.edu.hk
Nicola McNeil, La Trobe University, N.McNeil@latrobe.edu.au
Background
We are living in a digital age, where data-fuelled and machine-learning algorithms have become widespread and are increasingly permeating organizational life and activity, everywhere from decision making and operational optimization to marketing and service delivery (Burrell & Fourcade, 2021; Leonardi &Treem, 2020). Organizations are increasingly relying on data-mining algorithms to innovate business models, improve supply chain management, enable novel forms of work and organizing, and better surveil and manage remote forms of work (de Vaujany et al., 2021). Lee, Kusbit, Metsky, and
Dabbish (2015) have defined such a trend where algorithms progressively assume more managerial functions in the workplace as ‘algorithmic management.’ According to Duggan et al. (2020, p.119), algorithmic management is “a system of control where self-learning algorithms are given the responsibility for making and executing decisions affecting labour, thereby limiting human involvement and oversight of the labour process.”
Business Research Quarterly - Special Issue
Call for Papers for a Special Issue “Mental Health, Well-being, and Entrepreneurship” Submission deadline: January 31, 2024
Call for Papers for a Special Issue
“Mental Health, Well-being, and Entrepreneurship”
Submission deadline: January 31, 2024
Guest Editors:
Daniel Lerner: daniel.lerner@ie.edu
Ana Pérez-Luño: anaperezluno@upo.es
Ute Stephan: ute.stephan@kcl.ac.uk
Johan Wiklund: jwiklund@syr.edu
THE IMPORTANCE OF THE TOPIC
Entrepreneurship is an important driver of economic activity, change, and well-being.
Globally, there are worldwide ambitions to “promote well-being for all at all ages”
(United Nations, Sustainable Development Goal #3) and to track well-being in assessing
a nation’s level of development alongside economic performance (European
Commission, 2016). Similarly, the interest in mental health and well-being in
entrepreneurship is growing (Stephan, 2018; Wiklund et al., 2019). This includes, among
other issues, understanding entrepreneurship as a career choice for those with mental
health conditions (e.g., Attention Deficit/Hyperactivity (ADHD)), as well as exploring
entrepreneurship’s potential for both great stress and fulfilment, and thus for both mental
illbeing and well-being. The Covid-19 pandemic, the current energy crisis, the rising cost
of living, and armed conflict have further fueled such research interest: Entrepreneurial
action in the face of adversity can help individuals and communities to safeguard their
well-being and build resilience, while the challenges of crises have also highlighted how
precarious entrepreneurs’ mental health and well-being is (Stephan, et al., 2022).
Well-being and ill-being (negative well-being) are anchored in different research
traditions on the origins of health versus disease (Ryan & Deci, 2001; for
entrepreneurship: Stephan, Rauch, & Hatak, 2022). For instance, in examining well-being
at work, organizational behavior focuses on positive wellbeing and its motivational
effects (Judge et al., 2017), whereas distress and health impairments are typical outcomes
studied in occupational health (Ganster & Rosen, 2013), and mental disorders are the
focus of clinical psychology and psychiatry (American Psychiatric Association, 2013).
The parallel nature of these bodies of research is unfortunate, leading to siloed knowledge.
We suggest that entrepreneurship has the potential to bridge and fuse these parallel
traditions. Entrepreneurship is considered as relatively “extreme work” because it entails
both richer wellbeing resources and more intense stressors than conventional employment
(Baron, 2010; Rauch, Fink, & Hatak, 2018).
Considering positive and negative well-being simultaneously opens new avenues for
empirical inquiry as well as theory building by providing a more systematic way to
Call for papers (Frontiers in Psychology) : Paradoxes of Diversity and Inclusion: From the Lab to the Social Field
To express your interest to contribute to the Special Issue please send us a 500 words abstract by the 20th of February 2023. The final submission deadline is 20th July 2023. However, due to Frontiers’ fast-track review process means each article is published online as soon as it’s been successfully peer-reviewed and accepted (typically within 90 days).
Dear colleagues,
We, Maria Popa-Roch, Smaranda Boroş, and Claudia Toma, have the pleasure to invite you to contribute to a Special Issue of Frontiers in Psychology called “Paradoxes of Diversity and Inclusion: From the Lab to the Social Field”.
We are facing successive crises and periods of economic downturn, known to correlate with a rise in intolerance and an escalation of intergroup tensions. In the current socio-economic-political global context, insights on diversity and inclusion at different levels (from school to organization and the larger society) are more needed than ever, to inform evidence-based (policy) interventions. In recent years, a plethora of research has been published on the topic in different fields. What is lagging however, is a cross-disciplinary approach that spans across various levels of analysis.
With this aim in mind, we initiated a dialogue among us, starting from our different backgrounds and foci of research (social psychology, organizational behavior, educational psychology). This dialogue raised more questions than answers, so we decided to open the conversation to get insights and inputs from a variety of researchers in diversity, equity and inclusion (DEI) coming from different theoretical and research approaches. Hence this call for papers.
We want this to be the most up-to-date and impactful collection of research on this topic. With your knowledge and expertise on diversity, equity and inclusion, the editorial team invites you to submit an article.
Why publish in our Research Topic?
Alongside a top group of authors, your work will be published in Frontiers in Psychology, a leading journal in the field with a Journal Impact Factor of 4.232 and a CiteScore of 4.0.
You can read more about the collection here:
Please click the link under our signature to register your interest in submitting an article. As well as Original Research, we also welcome Brief Research Report, Conceptual Analysis, Curriculum, Instruction, and Pedagogy, Data Report, Empirical Study, General Commentary, Hypothesis & Theory, Methods, Mini Review, Opinion, Perspective, Policy and Practice Reviews, Registered Report, Review, Systematic Review.
To express your interest to contribute to the Special Issue please send us a 500 words abstract by the 20th of February 2023. The final submission deadline is 20th July 2023. However, due to Frontiers’ fast-track review process means each article is published online as soon as it’s been successfully peer-reviewed and accepted (typically within 90 days).
As an open-access journal, publishing fees are applied to accepted articles. Please contact psychology.submissions@frontiersin.org to discuss fees, institutional waivers, and discounts.
The team at Frontiers will be in touch over the next few days to explain more about contributing to the collection. If you have any other questions in the meantime, please let us know.
We believe your insight will be a great addition to this topic and look forward to hearing more about your latest research.
Looking forward to a rich conversation together,
Maria Popa-Roch, Smaranda Boros, and Claudia Toma
Call for papers - Native American and Indigenous Persons' Work Issues
Research in Human Resource Management
The U. S. Bureau of the Census (2022) estimates that there are 6.79 million Native Americans in the U. S. which is 2.09% of the entire population. Further, there are about 574 federally recognized Native American tribes in the nation. In addition, the World Bank reports that there are 476 million Indigenous People worldwide, and they make up about 6 percent of the global population. Many of these individuals live in poverty, have a low life expectances, and have difficulty gaining access to jobs (World Bank, 2022). There are several reasons for these problems including: unfair discrimination or prejudice, the fact that reservations are located in remote locations with few employers, many of these individuals have lower levels of education than their counterparts, and there are differences in cultural values that create challenges for them in organizations (e.g., role ambiguity, lack of specific skills and abilities.)
Although there are a large number of Indigenous people around the world, relatively little research has focused on their work issues (Stone et al., 2022). Thus, the primary goal of the present special issue is to spark interest in research on a variety of issues that Native American and Indigenous people experience in the work place. Thus, we hope that authors from around the world will submit their papers for the special issue.
Topics for the special issue should focus on micro-oriented Organizational Behavior, Human Resource Management, and Industrial and Organizational Psychology (individual and small group level), work issues facing Native Americans and Indigenous persons. Suggested topics include, but are not limited to: work values, factors affecting job satisfaction, enhancing well being, differences in cultural values and the impact on HR practices (e.g., recruitment, training, rewards,) leadership, teamwork, mentoring, alternative work arrangements, the unique talents and skills these individuals bring to the workforce, etc.
All final papers are be due November 1, 2023.
If you or someone you know is interested in submitting a paper please email
Diannastone2015@gmail.com and include a couple of sentences on your topic.
We will ask you to submit a short proposal (1-3 pages) by November 1, 2022..
Note that Research in Human Resource Management is a peer reviewed research series
so all papers will be reviewed by two subject matter experts and the editors.
Please send this email to others who conduct research in Indigenous persons' work issues.
Thank you,
Dianna Stone
Editor, Research in HRM
diannastone2015@gmail.com
13th Congress of the Academy of Entrepreneurship and Innovation (AEI 2023)
Strasbourg, 28 - 29 - 30 June 2023
https://www.em-strasbourg.com/fr/agenda/aei-2023
Tomorrow's entrepreneurship: New issues, new challenges?
Presentation
The environment of the entrepreneur is currently facing many upheavals due to the health crisis, societal and technological developments, geopolitical risks, climate change ... Entrepreneurship therefore appears more and more as having to think in a complex environment, both constrained and evolving, which calls for changes in the way to live and operate. Moreover, the aspirations of entrepreneurs are more and more marked at the personal and societal levels and lead to rethink the purpose of entrepreneurial activities.
New Book: What Every CEO Should Know About AI
Viktor Dörfler (SIG 12: Research Methods & Research Practice) has just published a book "What Every CEO Should Know About AI", part of the Cambridge Elements in Business Strategy series edited by JC Spender, and published by the Cambridge University Press, it features a foreword by Tom Davenport.
The pdf version of the book can be downloaded free of charge until 18th March here, courtesy of the publisher. If you are interested, claim your free copy and feel free to share with others who may be interested
Abstract
Dr Viktor Dörfler combines his background in developing and implementing AI with scholarly research on knowledge and cultivating talent to address misconceptions about AI. The book explains what AI can and cannot do, carefully delineating facts from beliefs or wishful thinking. Filled with examples, this practical book provokes thinking. The purpose is to help CEOs figure out how to make the best use of AI, suggesting how to extract AI’s greatest value through appropriate task allocation between human experts and AI. The author challenges the attribution of characteristics like understanding, thinking, and creativity to AI, supporting his argument with the ideas of the finest AI philosophers. He also discusses in depth one of the most sensitive AI-related topics: ethics. The readers are encouraged to make up their own minds about AI, and draw their own conclusions rather than accept opinions from people with vested interest or an agenda.