Continuity in Family Business: Preserving Corporate Heritage and Legacy for Long-Term Success

The third edition of the International Conference is organsied by Salvo Tomaselli (Unipa), Giambattista Dagnino (LUMSA), and Giorgia D'Allura on February 3 and 4, 2026, in the Aula Magna of the Department of Economics and Business at the University of Catania (Corso Italia, 55 - Catania).

 

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This year, the conference program will again be divided into two days: the first (Tuesday, February 3, 10:00 am - 6:30 pm) will be dedicated to the scientific component, with paper presentation sessions by national and international professors; the second (Wednesday, February 4, 9:00 am - 3:00 pm) will be dedicated to businesses and, as such, will have a much more practical focus, defining and highlighting managerial best practices on the proposed topic.

 

Entrepreneurial Ecosystem Research School • 6th Edition

Special Event: Paper Development Workshop with Journal of Business Venturing (JBV) on its Special Issue “The Microfoundations of Entrepreneurial Ecosystems.

Conference Date: 3-5 December 2025 
Location: IAE de Lyon, Université Lyon III Jean Moulin, France

The Entrepreneurial Ecosystem Research School (EERS) for its 6th Edition invites early-career and senior scholars, including PhD candidates, to submit abstracts for the upcoming event at IAE de Lyon, France. This event serves as a dynamic platform for emerging scholars to engage with international experts, collaborate, and further develop their research in the field of entrepreneurial ecosystems (EE).

 

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12th Responsible Management Education Research Conference

21 – 23 October 2025, Belgrade, Serbia
Faculty of Organizational Sciences,
University of Belgrade

CALL FOR TRACK PROPOSALS

The deadline for the conference track proposal submission is 1 March 2025.

Rethinking Growth and Exploring New Possibilities for a Regenerative World: Unexplored Management Research and Education Areas that Reconnect Purpose to Responsible Business and Leadership

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We are thrilled to invite you to the 12th Responsible Management Education Research Conference organized by the PRME Anti-Poverty Working Group, hosted by the University of Belgrade – Faculty of Organizational Sciences. The 12th RMER Conference will bring together educators, experts, innovators, government representatives, and other stakeholders to explore critical issues in responsible management education, with a special focus on addressing global challenges through innovative and sustainable practices.

We kindly invite fellow educators and researchers from the PRME and responsible management education community in general, and their respective stakeholders to respond to this call and submit track proposals that correspond to and/or complement to the conference theme of Rethinking Growth and Exploring New Possibilities for a Regenerative World: Unexplored Management Research and Education Areas that Reconnect Purpose to Responsible Business and Leadership.

For more information about the Conference, please check the Conference Home Page which will be regularly updated.

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2025 JPIM Research Forum - Submission Deadline on April 15, 2025

 

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AMD Special Research Forum - Organizational Insights in Health Care

Initial Submission Window: 1 October 2025- 31 October 2025

AMD invites submissions to a Special Research Forum on "Organizational Insights in Health Care". Health care contexts represent an incredibly valuable research domain for management scholars interested in a wide range of topics and levels of analysis. As DiBenigno and D'Aunno (2024) recently commented, health care "has it all," with prior work exploring this context from macro-, meso-, and micro-level perspectives to generate valuable insights. Given the inherently interdisciplinary nature of studying organizational phenomena in the health care setting, past work has spanned a range of disciplines, often bridging domains of organizational scholarship, industrial relations, and health care scholarship (e.g., health policy, health services research, medicine, medical sociology, and nursing), yielding key insights for theory and practice.

 

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Guest Editors

  • Marlys Christianson, University of Toronto
  • Brian Hilligoss, University of Arizona
  • Christopher Myers, Johns Hopkins University (AMD Associate Editor)
  • Kathleen Sutcliffe, Johns Hopkins University
  • Timothy Vogus, Vanderbilt University

 Call for Papers: aom.org/events/event-detail/2025/10/01/calls/...

AMD invites submissions to a Special Research Forum on "Organizational Insights in Health Care". Health care contexts represent an incredibly valuable research domain for management scholars interested in a wide range of topics and levels of analysis. As DiBenigno and D'Aunno (2024) recently commented, health care "has it all," with prior work exploring this context from macro-, meso-, and micro-level perspectives to generate valuable insights. Given the inherently interdisciplinary nature of studying organizational phenomena in the health care setting, past work has spanned a range of disciplines, often bridging domains of organizational scholarship, industrial relations, and health care scholarship (e.g., health policy, health services research, medicine, medical sociology, and nursing), yielding key insights for theory and practice.

The goals of this special issue are to publish novel empirical explorations while taking seriously the invitation to balance organizational science and health care – in other words, work that takes seriously both the charge to develop a richly contextualized understanding of a key empirical discovery and develop its implications for a more generalized understanding of work, strategy, organizations, management, and institutions. These goals are particularly well-suited to the nature of AMD as an outlet for "articles motivated by research questions that address compelling and underexplored phenomena … that present clear and compelling discoveries: empirical findings that challenge existing assumptions while opening new theoretical paths or that otherwise promote future, 'down-the-road,' theorizing." (AMD website)

We invite papers that study any organizational phenomena relevant to the experience and functioning of health care (broadly defined) for this special issue. This could include "classic" topics central to organizational scholarship that are particularly visible or impactful, but still poorly understood, in health care (i.e., many of the topics listed in Table 2 of Mayo et al., 2021). It also includes phenomena that are particular to health care settings, but might carry important implications for all organizational environments (e.g., the study of handoffs and transitions, which are central to health care delivery settings, but are increasingly occurring in many organizations that switch to project-based work coordinated across disparate teams or units; Hilligoss & Vogus, 2015; LeBaron et al., 2016). Questions about the suitability of a particular topic should be directed to a member of the editorial team.

 Please see the full Call for Papers for more details: aom.org/events/event-detail/2025/10/01/calls/... (a PDF version of the Call is attached here as well).

 

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Special Issue International Journal of Human Resource Management

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Sustainable Global Careers

Objectives of the Special Issue on Sustainable Global Careers

The last decades have witnessed substantial changes in the world of work impacting the career landscape of individuals. This has triggered a heightened interest in sustainable careers investigating career journeys of individuals over time and in context (De Vos & Van Der Heijden, 2015; Van der Heijden et al., 2020).  However, sustainable global careers have not been sufficiently conceptualized nor empirically explored even though it is clear that working abroad creates substantially different career contexts, patterns and challenges (Mello et al., 2023).

The objectives of this special issue are ambitious. We seek to expand the concept of sustainable careers to explicitly include global working and international careers. Starting with a critical reflection about sustainable careers we encourage authors to conceptualize sustainable global careers delineating it from other frameworks such as sustainable human resource management (HRM) or global careers. This incorporates an understanding of non-sustainable global careers and a depiction of influences and processes that lead to transitions between sustainable and non-sustainable careers. The special issue seeks to create a more nuanced and context-sensitive understanding of sustainable global careers on the levels of individuals, organizations and society helping firms to envisage and develop successful HRM approaches for careerists engaged in global work.

Theoretical Contribution of the Special Issue on Sustainable Global Careers

A sustainable career can be defined as ‘the sequence of an individual's different career experiences, reflected through a variety of patterns of continuity over time, crossing several social spaces, and characterized by individual agency, thus providing meaning to the individual’ (De Vos & Van Der Heijden, 2015, p.7). Sustainable careers research examines the dynamic interplay of person, context, and time (Gunz & Mayrhofer, 2018; Bozionelos, Lin, & Lee (2020) to understand how person-career fit—the congruence between an individual’s career orientations and the career development opportunities provided by their work environment (Cha et al., 2009)—can enhance long-term sustainability, including happiness, health, and productivity as key indicators of sustainable careers (De Vos et al., 2020).

Sustainable careers have not received sufficient attention in the context of global work. A career shaped by global work experiences faces unique challenges and operates within a developmental environment that significantly differs from domestic work settings, due to the high-density nature of global work. High-density global work involves several key factors (Shaffer et al., 2012), such as physical mobility, the need for higher cognitive flexibility and more frequent considerable non-work disruptions. Additionally, the job-related characteristics of task complexity and a high-level of autonomy, faced by those working abroad, have been considered relevant component that characterize such a high-density nature of work (Mello et al., 2023).

The theoretical and empirical contributions are envisaged to relate to career theory. We seek to expand the sustainable careers concept into the realm of sustainable global careers and want to define these while delineating them from other theoretical frameworks. Many of the theoretical and practical contributions we seek are reflected in the indicative questions we pose:

Global careers: New insights for sustainable career frameworks

  1. How can sustainable global careers be conceptualized? How can they be delineated from sustainable careers, sustainable HRM, and global careers? How can the transitions between domestic and global sustainable careers be explored, depicted, and successfully navigated?
  2. What do successful sustainable global careers look like? What are some of the outcomes associated with successful sustainable global careers?
  3. What characterizes non-sustainable global careers? What factors impact global careerists in such a way as to make their careers non-sustainable?

Advancing sustainable global careers understanding in relation to person, context and time:

  1. How can individuals create and enhance career fit with respect to personal competencies and across diverse contexts to achieve sustainable global careers across a variety of temporal dimensions?
  2. What antecedents make individuals more prone to experience sustainable global careers? What are the links to health, happiness, and performance when working and living abroad?
  3. How do agentic behaviors of individuals shape the sustainability of their global careers?
  4. How can organizations understand the global career drivers of individuals to design HR approaches that enhance sustainability?
  5. How does the host country and organizational context as well as individual factors shape the perceived health, happiness, and productivity of global careerists?
  6. What role do HR approaches play in influencing individuals’ assessments? What trade-offs exist and what influences them?
  7. How do sustainable global careers unfold over time? What happens at crucial career transitions and when individuals experience career shocks?

We encourage authors who are addressing these or other, related questions that illuminate sustainable global careers and that generate substantial theoretical or practical advances to submit to the special issue.

Submission Instructions

Submission information

Please use the IJHRM manuscript submission system. It is important to indicate that your submission is to the Special Issue on Sustainable Global Careers. Please follow the Instructions for Authors of the journal when submitting your paper. The Special Issue Editorial Team will look at all submissions after 31 July 2025.

Timeline

Receipt of Submission of First Draft of Manuscripts – between 01. June – 31 July 2025

Review & Response Letters – by 30 November 2025

Receipt of 2nd Submission – by 30 March 2026

Review & Response Letters – by 31 July 2026

Receipt of 3rd and final Submission – 30 November 2026

Final Acceptance – 28 February 2027

Publication – During Spring/Summer 2027

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.