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Calls for Papers


Wanted: Unpublished Studies on Microaggressions and Their Relationship to Well-Being

We are graduate students at Texas A&M University conducting a meta-analysis on microaggressions and their relationships with psychological well-being (e.g., anxiety, depression, stress), physical health (e.g., cardiovascular health) and job outcomes (e.g., performance, turnover, job satisfaction) under the supervision of Kathi Miner. As part of this process, we are reaching out to researchers who may have conducted any relevant research on this topic. We are especially interested in unpublished works due to concerns about publication bias. We are asking if you would be willing to share any articles, conference papers, or data you may have on race, gender, or sexual orientation microaggressions that includes:

  • Demographics (i.e., gender, race, and/or sexual orientation, mean age, occupation)
  • Sample size
  • Correlation tables and reliability of scales used (could be presented in the diagonal)
  • Type of scale used to measure microaggression and its source

Please send any relevant materials to Paula Costa at plc339@tamu.edu. We appreciate anything you may have and thank you in advance for your time.

Deadline for submitting materials: December 31, 2017

Paula Costa, Jessica Walker, Stephanie Brown, and Yimin He

Posted: November 15, 2017


Wanted: Papers on Transformational and Transactional Leadership Styles

I am conducting a meta-analysis on the effects of transformational and transactional leadership styles on project outcomes (i.e. project success, project performance, and project team performance). We are searching for both published and unpublished empirical studies, including dissertations, Masters thesis, and/or conference papers on this topic. If you are working on such a study or are aware of one, please email these works to usman.2390@gmail.com

Also, please let me know how would you like to have your work cited.

Thank you in advance for your help. Your cooperation is highly appreciated.

Deadline for submitting studies: December 31, 2017

Usman Javaid
Research Associate
FAST School of Management, NUCES, Pakistan

Posted: November 15, 2017


Call for Papers: Workshop on Research Advances in Organizational Behavior and Human Resources Management

Université Paris Dauphine, DRM - Management & Organisation
29 and 30 May 2018

The workshop on Research Advances in Organizational Behavior and Human Resources Management will be held at the University of Paris-Dauphine, in Paris, France, from May 29th to 30th, 2018. We cordially invite researchers and PhD students to submit papers to be presented at the workshop. Please see below for further details concerning the workshop schedule and the submission process. We cordially invite researchers and PhD students to submit papers to be presented at the workshop.

Workshop schedule

We invite submissions relating to any of the following topics: work motivation, workplace commitment, organizational justice, psychological contract, organizational trust, organizational identity, decision-making, organizational effectiveness, corporate social responsibility, diversity, intergenerational differences at work, role management, social exchange theories, employment relationships, leadership, work and health, work-home balance, high performance work systems, HRM policies and practices, compensation management, and socialization. Papers exploring new questions in OB-HRM research, with a qualitative or a quantitative perspective, are also encouraged.

We welcome papers that adopt a theoretical or an empirical perspective (quantitative or qualitative) on these topics. Submissions may be research-in-progress, a draft manuscript, or a paper that is ready to be submitted to a journal. PhD students are invited to present advances in their doctoral research projects in order to stimulate discussion and feedback. All papers selected for presentation will be reviewed and commented on by two of the invited guests.

Authors will have 10 minutes to present their research, followed by 20 minutes for discussion, which will include both specific feedback from invited guests and an open discussion with the audience.

Submission process

Please confirm your intention to participate in the workshop by submitting a title and a 10- to 20-line abstract by January 11th, 2018 via email to: margaux.lgs@gmail.com

The deadline for the submission of full papers is February 8th, 2018. The official call can be seen here.

Please note that for this year Margaux Langlois will be the main point of contact rather than Christine Vicens.

Posted: October 25, 2017


Special issue call for papers from Equality, Diversity and Inclusion: Advancing Research on Selective Incivility toward Devalued Groups in Organizations

Guest Editorial Team:

Dana Kabat-Farr, Dalhousie University
Lilia Cortina, University of Michigan
Isis Settles, University of Michigan

Incivility seems to permeate our work lives, manifesting in experiences such as being ignored or disregarded, being excluded from professional opportunities, or having your judgement unfairly questioned over a matter for which you are responsible. Research over the past 20 or so years has started to document the prevalence, costs, and correlates of incivility, finding that targets suffer personally and professionally and that organizations face financial and productivity loses.

While we have made great strides in understanding general experiences of incivility, less attention has been paid to how these experiences affect those with stigmatized identities. In 2008, Cortina introduced the concept of selective incivility to describe how subtle, ambiguous acts of rudeness may function as a covert manifestation of bias against devalued, stigmatized, or marginalized people in organizations. Such biases may be based on one, or multiple, identity groups such as gender, race, ethnicity, minority sexual orientation, minority religion identification, immigrant status, transgender identity, disability status, language, or accent.

Initial research in a test of this theory found disproportionate uncivil treatment may provide an explanatory mechanism for the lower rates of women and racial minorities found in the upper echelons of organizations (Cortina et al., 2013). However, not all research finds increased risk of incivility for stigmatized groups (see Welbourne et al., 2015; Kern & Grandey, 2009), leading to important questions regarding contextual and individual moderating factors. The purpose of this special issue is to foster constructive insights into the selective incivility phenomenon.

Paper submissions accepted March 1, 2018 – May 1, 2018.

If you have any questions, please contact Dana Kabat-Farr (kabatfarr@dal.ca).

For more information please visit:

http://emeraldgrouppublishing.com/products/journals/call_for_papers.htm?id=7415

Posted: October 17, 2017


Call for Papers – Special Issue: Work and the Multitude of Age Constructs

"Research has demonstrated that chronological age is only weakly, if at all, associated with important work-related outcomes, such as performance, job attitudes, and occupational well-being. Therefore, organizational researchers have argued that it is important to “move beyond chronological age” and investigate alternative age constructs, such as perceived, subjective, and relative age, as well as functional, psychosocial, organizational, and lifespan age. Based on research in the gerontology and lifespan developmental psychology literatures, it is often assumed that these alternative age constructs predict work outcomes better than chronological age. However, so far very few empirical studies have examined the content, construct, and predictive validity of these alternative age constructs. Moreover, most research in this area has relied on cross-sectional, single-source designs and neglected potentially important confounding variables (e.g., health, work ability, core self-evaluations). The purpose of this special issue is to advance knowledge of the multitude of age constructs through innovative conceptual, methodological, and empirical contributions."

Papers are due: December 31, 2017

For more information, visit: https://academic.oup.com/workar/pages/call_for_papers

Posted: August 31, 2017


Call for Papers: 2nd International Conference on Clinical and Counseling Psychology

October 16-17, 2017, Osaka, Japan.
Website: http://annualmeeting.conferenceseries.com/clinicalpsychologists/

OVERVIEW

You are invited to participate at Clinical Psychologists 2017.

This conference will provide the ideal opportunity to present your projects and experiences to an international audience. Also, it will offer participants an overview of the current situation of psychology, research and new innovations.

A TRULY INTERNATIONAL EVENT

Clinical Psychologists 2017 has become an annual meeting point for lecturers, researchers, professors, psychology scientists and psychologists.

ABSTRACT SUBMISSION

There will be 3 presentation formats: Oral, Poster or Virtual.

You can submit your abstracts proposals until September, 15th, 2017 (included) Abstracts should be submitted on-line at http://annualmeeting.conferenceseries.com/clinicalpsychologists/call-for-abstracts.php

VENUE

In addition to your professional experience in Clinical Psychologists 2017, you will have the occasion to visit Osaka.

Osaka is a large port city and commercial centre on the Japanese island of Honshu. It's known for its modern architecture, nightlife and hearty street food. The 16th-century shogunate Osaka Castle, which has undergone several restorations, surrounded by a moat and park with plum, peach and cherry-blossom trees.

Come and live this unique experience at Clinical Psychologists 2017!

Posted: August 3, 2017


Call for Papers: Relationship-based leadership: Current trends and future prospects

Journal of Occupational and Organizational Psychology

Submission Deadline: 1 April 2018 

http://onlinelibrary.wiley.com/journal/10.1111/(ISSN)2044-8325

Relationship-based approaches represent one of the dominant perspectives to understanding organizational leadership. There are many different perspectives under this broad umbrella including focusing on the exchange relationship between leader and followers, how the leader–follower relationship develops and changes over time, the relationship between a leader and a team, the effects of differentiated relationship quality within a team, and how the leader–follower relationship impacts wider organizational processes. What is central in these different perspectives is the concept of the ‘relationship’ that occurs between different individuals. Despite the interesting paths that relationship-based theories have opened up, there are many issues that require attention (such as understanding how leader–follower relationships develop and are maintained over time). Given the above, it is important to revisit the concept of ‘relationship’ between leaders and followers, take stock of progress made, identify research gaps, as well as borrowing ideas from other scientific fields to further stimulate discussion on relationship-based leadership perspectives and open new and exciting avenues of research.

For enquiries related to this special issue, please contact the Guest Editors: Robin Martin (University of Manchester, robin.martin@manchester.ac.uk), Olga Epitropaki (University of Durham, olga.epitropaki2@durham.ac.uk), Berrin Erdogan (Portland State University, berrine@pdx.edu), and Geoff Thomas (University of Surrey, geoff.thomas@surrey.ac.uk).

Posted: July 5, 2017


Call for Papers: History and the Understanding of Organizational Processes

This call is for a volume in the Research in Organizational Sciences series published by Information Age Publishing tentatively entitled History and the Understanding of Organizational Processes. (Daniel Svyantek, Ed.).  This volume is soliciting manuscripts that provide concrete illustrations of important organizational processes for students in organizational sciences classes and for managers seeking to understand these processes.  These manuscripts should define the organizational construct being illustrated; provide a historical case illustrating this construct; and discuss the insights gathered from using history to learn lessons applicable to today’s organizations.

Individuals may send a 1-2 page proposal to Daniel J. Svyantek (206-B Thach Hall, Auburn University, Auburn, AL  36849-1234, svyandj@auburn.edu) by mail or electronically by September 1, 2017. Authors with accepted proposals will be notified by September 15, 2017. If your proposal is selected, we will need your finished chapter by December 15, 2017. Individuals with questions about this volume may contact the editor via email.

Posted: June 28, 2017


Effectiveness and the Measurement of Organizational Change

This call for papers is for chapters related to addressing two related issues, how to evaluate the effectiveness and utility of organizational change interventions and the development of methods to better present this information to organizational managers. This call is for a volume in the Research in Organizational Sciences series published by Information Age Publishing entitled Effectiveness and the Measurement of  Organizational Change (Daniel Svyantek, Ed.).

Good evaluation efforts provide data on how to fine-tune ongoing change efforts to improve the effects of these efforts and allow the practical significance of organizational interventions to be defined (i.e., the organization knows whether the intervention led to positive changes affecting the bottom-line).  The goal of this volume is to explore the relationship between change processes, change efforts, the organizations in which these change efforts occur, and good evaluation methods.  This volume seeks chapters which explore how evaluation methods on may be used to provide organizations with the knowledge to make informed decisions about their own internal processes and the value of interventions that are being conducted.  These chapters may be conceptual or empirical in nature.  Empirical chapters using quantitative, qualitative, or mixed methods of evaluation are welcomed. We particularly encourage collaborative articles written by those in academia and corporations to better inform readers on this topic.

Individuals may send a 1-2 page proposal to Daniel J. Svyantek (206-B Thach Hall, Auburn University, Auburn, AL  36849-1234, svyandj@auburn.edu) by mail or electronically by August 15, 2015. Authors with accepted proposals will be notified by September 1, 2017. If your proposal is selected, we will need your finished chapter by November 1, 2017. Individuals with questions about this volume may contact the editor via email.

Posted: June 28, 2017


Call for Papers – Career Construction Theory: Conceptual and Empirical Advancements

In this Special Issue of the Journal of Vocational Behavior, we aim to highlight a collection of papers that are representative of current trends and advances in thinking about and investigating careers from a career construction theory lens. Our hope is to showcase various contemporary ideas and rigorously-conducted empirical studies as a means of informing broader thinking about careers and to support enhanced theorizing and practice regarding these processes. Please refer to the link below for more details:

https://www.journals.elsevier.com/journal-of-vocational-behavior/call-for-papers/career-construction-theory-conceptual-and-empirical-advancem

Cort W. Rudolph (Co-Editor)
Saint Louis University, USA
Hannes Zacher (Co-Editor)
University of Leipzig, Germany
Andreas Hirschi (Co-Editor)
University of Bern, Switzerland”

Posted: March 20, 2017


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