3rd International conference: New work, new employment, new careers
Careers and HRM: strategies, policies, practices
Workshop on advanced research on careers
2010 May 21st and 22nd
BeM Bordeaux Management School – Talence – France
Before even being defined as individual pathways, careers were management policies. History demonstrates that careers have a direct link with organisational management practices that are linked with business strategies. However, the emergence of new organisational forms and new managerial doctrines claim to reduce the influence of organisations and make individuals responsible for themselves. Some public policies
in favour of « employability » echo this. The relationship between norms and practices deserves to be studied.
The objectives of this third session are:
- What are the social regulations that frame and bound career paths? What is the influence oforganisations, norms, policies and practises on careers? Does it change the relationship individuals have with employment including new types of work commitment? What processes are used by individuals in relation to their career and what is their influence? What are the consequences on the notion of success in
careers?
- What epistemology for studying careers? Despite the theories that attribute a specific weight to the importance of the individual, what are the relative weights of contexts, management procedures, legal systems and public policies? What strategic thinking, practices, to manage careers today within organisations and how? What are the inconsistencies between the thinking and management practices? Is there a new relationship to work? Does this change membership behaviour, collaboration or management?
Other propositions that are related to careers are also welcome.
- Submission completed articles: 2010 April 11th
- Definitive response: 2010 May 3rd
Articles will be examined anonymously. Official approval only with the accordance of the scientific committee and payment of inscription fees.
Correspondence including submissions is to be addressed to: nouvelles-carrieres@bem.edu.
Posted March 1, 2010
Southern Management Association 2010 Meeting
October 27-30, 2010 – TradeWinds Island Grand Resort, St. Pete Beach, Florida
Submission Deadline: April 10, 2010
Program Chair: Ben Tepper, Georgia State University (btepper@gsu.edu)
The Southern Management Association invites submissions for its 2010 Annual Meeting. All submissions will be reviewed on the basis of originality, rigor, and relevance. Submissions may take the form of papers, case studies, symposia, panel discussions, workshops, or another form not mentioned here. The Program Committee would especially like to encourage the submission of innovative sessions of all types. More details regarding innovative sessions will be available on the SMA website in 2010. All accepted submissions will be presented at the meeting, and all accepted papers will be published in the Annual Meeting Proceedings. In addition, authors of accepted papers will have the opportunity to apply to participate in the Paper Development Workshop to be held at the 2010 meeting. The purpose of the Paper Development Workshop is for authors to receive feedback on their papers from experienced scholars to enhance their papers’ publication potential.
SUBMISSION TRACKS
- Human Resources/Careers
- Organizational Behavior
- Research Methods
- Ethics/Social Issues/Diversity
- Strategic Management/Organizational Theory/International Management
- Management History/Management Education
- Entrepreneurship/Information Technology/Innovation
- Health Care/Hospitality Management/Public Administration
For more detailed submission guidelines or to submit papers and volunteer to review please go to: www.southernmanagement.org/meetings/2010/
Posted February 23, 2010
Call for Papers for Meta-Analysis
A group of researchers from Texas A&M University and Wayne State University (Dr. Christopher Berry, Tara McClure, and I) are conducting a meta-analysis of ethnic group differences in the criterion-related validity of cognitive ability tests. We have already searched the published literature as well as recent SIOP and AOM conference programs for articles. Thus, we are interested in acquiring unpublished papers that have not been recently presented at these conferences, as well as published papers that may not have explicitly examined differential validity or differential prediction but still provide data useful for our purposes that we may have missed during our keyword searches.
Specifically, we are looking for papers that report correlations between cognitive ability test scores and some measure of performance (e.g., job performance, academic performance, military training performance) separately for different racial/ethnic subgroups (Black, White, Asian, or Hispanic).
If you have any such studies that you are willing to share with us, please email me at malissa@wayne.edu.
Posted February 22, 2010
‘Green Human Resource Management’ to be published in: Zeitschrift für Personalforschung
(German Journal of Research in Human Resource Management)
Due Date for Abstracts: May 31st, 2010
Due Date for Submissions: September 30th, 2010
Editors:
Michael Muller-Camen, Middlesex University London,
Susan E. Jackson, Rutgers University,
Charbel J. C. Jabbour, University of São Paulo, and
Douglas Renwick, University of Sheffield
During the past two decades, a worldwide consensus has begun to emerge around the need for proactive environmental management. The objective of this special issue is to draw together scholars who are working at the forefront of this new research domain. Possible topics include:
• Workforce development needs for the emerging green economy
• Discussions of how HR practices can improve the environmental performance of organizations
• HR philosophies, policies and/or practices that support or inhibit change around environmental issues
• International differences in Green HRM practices
• The Role of the HR function in environmental management
• Changing attitudes and behaviours related to environmental issues in the work-place
Submissions
An one-page abstract written in English should be sent to the editors by May 31st, 2010. The submission process is competitive; editors will review the abstracts and contact authors with an invitation to submit full manuscripts. The deadline for the full papers is September 30th, 2010. The papers will undergo a double-blind review process. The authors will receive feedback and a final decision by December 31st, 2010. Finalized papers are due by March 31st, 2011. Formal guidelines for final sub-mission are available from: www.zfp-personalforschung.de
Please send abstracts by email to M.Muller-Camen@mdx.ac.uk or via post to:
Michael Muller-Camen
Professor of International Human Resource Management
Middlesex University Business School
The Burroughs, London NW4 4BT
Phone: +44(0)208411 5241
Posted February 10, 2010
American Evaluation Association Conference
The American Evaluation Association invites evaluators from around the world to attend its annual conference to be held Wednesday, November 10, through Saturday, November 13, 2010 in San Antonio, Texas. We'll be convening at the lovely Grand Hyatt San Antonio, right in the heart of the vibrant city and adjacent to the Riverwalk's nightlife, restaurants, and strolling grounds. Discounted hotel reservations will be available in March.
AEA's annual meeting is expected to bring together approximately 2500 evaluation practitioners, academics, and students, and represents a unique opportunity to gather with professional colleagues in a collaborative, thought-provoking, and fun atmosphere.
The conference is broken down into 44 Topical Strands that examine the field from the vantage point of a particular methodology, context, or issue of interest to the field as well as the Presidential Strand highlighting this year's Presidential Theme of Evaluation Quality. Presentations may explore the conference theme or any aspect of the full breadth and depth of evaluation theory and practice.
Proposals are due by midnight in the Eastern time zone, on Friday, March 19, 2010.
Posted February 8, 2010
Department of Economic and Social Psychology at the University of Cologne is going to organize a conference on Economic Psychology.
This conference is a joint event of the International Association for Research in Economic Psychology (IAREP) and the Society for the Advancement of Behavioral Economics (SABE).
It will take place in Cologne from September 5th to 8th, 2010. We are happy to announce that Dave Dunning, Robert Frank, Thomas Mussweiler and Axel Ockenfels have already accepted to give an invited talk at the conference.
The Call for papers has now started. With immediate effect you can register on our website: http://www.iarep-sabe.uni-koeln.de/registration.html. Papers can be submitted until April 30th 2010.
For more detailled information we are pointing to our website: http://www.iarep-sabe.uni-koeln.de/.
We would be very pleased if you could bring this conference to the attention of other people who might be interested in participating.
If you have any further questions, feel free to contact us personally (iarep-sabe@wiso.uni-koeln.de).
Posted 1/25/2010
CALL FOR CASE STUDY CHAPTERS
Cases and Exercises in Organization Development and Change (Sage Publications, 2011)
You are invited to contribute a case study chapter to an upcoming text of case studies and exercises in the field of organization development and change.
Contributions should fit one or more of the chapter areas described below and should address common issues, problems and challenges experienced by OD practitioners and change agents in the OD process (contracting, data gathering, giving feedback, resistance, selecting an intervention, etc.) or OD intervention types (whole organization/multiple organization, team/group, individual). Where appropriate, cases should also highlight ethical concerns or problems. Cases should be situated in organizations that reflect the diversity of organizations in which OD is practiced (nonprofit, for-profit, government, education, health care, etc.). Should provide students with challenges and problems that invite them to contemplate next steps or actions they would take, putting themselves in the role of a practitioner. For an example of an OD case of this type, see Anderson, D.L. (2010). Organization development. (Sage Publications).
Topics:
• Entry and Contracting with a client organization
• Data Gathering
• Diagnosis (selecting issues to present in a feedback meeting)
• Feedback to a client
• Resistance to Change
• Selecting an Intervention (what intervention(s) will best address the needs of the organization and the client)
• Sustaining Change
• Exiting an Engagement
• Individual Interventions
• Team Interventions
• Whole Organization Interventions
Cases should be approximately 3,000-4,000 words (12-15 double spaced pages), though a limited number of shorter cases (1,500-2,000 words) will also be included. Also include discussion questions for students, a glossary of key terms, and additional suggested readings. Contributors to the volume will also be asked to contribute to the instructor’s resources manual that will present case analyses, additional readings for instructors, and activities and exercises to be used in conjunction with the case.
Send a 1-2 page proposal that highlights the case study topic area by January 31, 2010. The deadline for case submissions is
May 1, 2010. Submit proposals and/or inquiries to
Donald.Anderson@du.edu.
December 10, 2009
Long-Term Intra-Individual Developmental Perspectives on Work Behaviour
Deadline: March 30, 2010
The Journal of Occupational and Organizational Psychology (JOOP) invites submissions for a special section on "Long-term intra-individual developmental perspectives on work behaviour". It is anticipated to appear in the March 2011 issue of JOOP (see http://www.bpsjournals.co.uk/journals/joop/joop-developmental-perspectives.cfm, for submission information and other details).
In the current era, characterized by dynamic societal and economic changes, and by an increasingly diverse workforce, previous models on relations between work characteristics, work behaviour and work outcomes are challenged (Schalk & Van Veldhoven et al., 2009). Longitudinal studies provide evidence for the dynamic relations between work and work behaviour, and the diversity of intra-individual change trajectories across time (see, for example De Jonge & Dormann, 2006; Martin & Hofer, 2004). Interpreting these complex results asks for innovative, developmental perspectives, and for more attention for long-term change effects. More in-depth psychological research along these lines is needed to formulate recommendations for 'life-span aware’ Human Resource Management (HRM) policies, and practices at the societal and organizational level.
A developmental perspective towards work and careers portrays the multi-dimensional process that refers to the many changes in psychological, organizational, as well as social and even societal functioning across time (cf. De Lange et al., 2006). Taking a long-term approach acknowledges that people at every point in time have past experiences that they carry with them, and that these experiences influence their choices, behaviour, self-concept or social identity, roles, and outcomes at work. This includes the influence of critical events at work.
With respect to psychological processes age-related changes have been documented in fundamental psychological processes over time, for example with respect to identity, self-determination, work values, future time perspective, job (attribute) preferences, and work motivation. Although there are life-span theories available ((e.g., Super’s Life-span, Life-space conceptual framework (1957, 1963), Vondracek’s Developmental-Contextual model (Vondracek, Lerner, & Schulenberg, 1986), and Carstensen’s Life-span Socio-emotional Selectivity theory (1998)), there is a lack of innovative theory-based studies that examine and explain intra-individual developmental changes in work behaviour, its antecedents and its consequences across longer periods of time.
Posted November 18, 2009
Call for papers and reviewers for a special issue of Management Decision entitled Enhancing Decisions
The focus of the issue would be on ways to help people with managerial responsibilities at work and in private lives, enhance their decision-making skills and, of course, their success. Selection of papers for the issue would be based on their likely interest to individuals who want to improve their own skills, to faculty member in various disciplines, and even more so to readers who have management development responsibilities.
The publisher of this special edition, Emerald Publishing, is the world's leading publisher of management papers. Its focus on theory-into-practice means that Emerald journals publish papers with direct application to the world of work.
Papers can address research or viewpoints. They can be technical or conceptual papers, case studies, literature reviews, or general reviews.
All papers will be double-blind reviewed, after a preliminary screening by the guest editor.
As a guide, papers should be between 3,000 and 6,000 words in length. A title of not more than twelve words should be provided. Specific instructions for registering and for submitting papers are at the end of this call. Deadline is August 1, 2010.
Please submit your paper online after creating an author account at http://mc.manuscriptcentral.com/md. Then follow the on-screen guidance which takes you through the submission process. Also please send a copy to the guest editor, Erwin Rausch at didacticra@aol.com. Extensions of the deadline can be requested from him, if needed.
Information of likely interest to authors is on http://www.emeraldinsight.com/info/journals/md/notes.jsp
For inquiries, please contact Erwin Rausch at didacticra@aol.com.
Posted October 20, 2009
7th Workshop on Research Advances in Organizational Behavior and Human Resources Management
- Call for contributions: http://gracco.univ-tlse1.fr
University of Toulouse 1, IAE, CRM & GRACCO CNRS. May 18 to 20, 2010.
Guests : David Balkin (University of Colorado), Kathleen Bentein (UQAM), Jacqueline Coyle-Shapiro (London School of Economics), Marylène Gagné (University of Concordia), Robert Liden (University of Illinois at Chicago), Lynn Shore (Sans Diego State University), Christian Vandenberghe (HEC Montréal).
Topics: Work Motivation, Commitment at work, Job Satisfaction, Social Exchange Theory, Organizational Justice, Diversity, LMX & TMX, Compensation management at work, new questions on OB-HRM researches, Employment relationship.
Posted September 28, 2009
Call for papers to be included in a meta-analysis on attitudes about diversity
Currently, we – Sebastian Stegmann and Rolf van Dick, Goethe University, Frankfurt – are conducting a meta-analysis on the effects of
Attitudes about Diversity
(aka Diversity Beliefs, Diversity Mindsets, etc.)
Through this meta-analysis we seek to put into focus another way of disentangling the complex and sometimes inconsistent findings on the effects of diversity. The simple assumption is that the effects of diversity depend on what people think about diversity. In particular we are looking at
a) the direct effects of these attitudes on all sorts of process and outcome variables.
b) The moderating effects of these attitudes on the relationship between diversity and all sorts of process and outcome variables.
Research on this topic comes under various names and is scattered amongst a variety of different research areas. The constructs we are looking for can be described as follows:
Attitudes about Diversity: The common feature of these attitudes is that they ascribe a certain value
to diversity. These attitudes can resemble a personal opinion or a climate variable.
Diversity: We define diversity as the fact that there are or the amount of differences within a social unit. We look at all possible kinds of diversity in all thinkable social units.
Outcome/ Process variables: Anything that could reasonably count as resulting from holding a particular opinion on diversity or being in a more or less diverse environment.
We have conducted an extensive search for published studies. However, we conjecture that much more research of this kind has been done. If you have conducted research with constructs close to the ones described above, we would be very happy receiving either references to published reports of this research and/or information about unpublished findings via email to:stegmann@psych.uni-frankfurt.de
September 4, 2009
Call for Research
Special Issue of Small Group Research "Meetings at Work: Advancing Theory and Practice"
Guest Editors: Cliff Scott, Linda Shanock, Steven Rogelberg
Organizational Science
University of North Carolina Charlotte
Small Group Research invites manuscripts for a special issue on work meetings to be published in 2011. In addition to publishing work currently under way or recently completed, our goal is to stimulate research on the topic of work meetings. As such, this special issue features an extended editorial timeline of 1 year that will allow authors to submit proposals for research that will be completed during the timeline associated with the special issue.
Meeting activity in organizations is high and continues to rise in spite of technological advances once expected to diminish the need for this synchronous work. Regrettably, the time and energy employees spend in work meetings is not matched by the amount of direct attention group and organizational scholars have paid meeting phenomena. Consequently, few discrete streams or programs of research on meetings have been developed for the specific purpose of improving the theory and practice of meetings.
We invite authors to submit research designed for the purpose of extending or revising meeting theory and/or practice.
Interested authors should view the complete call for research at http://www.communications.uncc.edu/cwscott/sgrcfp.htm. Editorial timeline, submission procedures, and domains of interest are described there as well as some suggestions for potential research projects we encourage authors to consider pursuing.
Journal of Organizational Behavior Special Issue
Call for Papers: Coping With Economic Stressors:
Job Insecurity, Job Loss, Unemployment, and Underemployment
Guest Editors: Ute-Christine Klehe and Annelies van Vianen, University of Amsterdam, and Jelena Zikic, York University
Deadline for submissions: April 30, 2010
This special issue aims to strengthen these cross-links and to stimulate interaction between the related yet distinct research on job insecurity and job loss, unemployment, and underemployment. Ideally, the issue will encourage researchers to share ideas with one another at both the conceptual and methodological levels and to foster a more positive outlook and a better integration of existing and emerging theoretical perspectives.
We invite theoretical and empirical papers that address the coping mechanisms and strategies used by individuals, families, employment agencies, and/or voluntary or governmental organizations to address economic stressors such as job insecurity, job loss, unemployment, and underemployment. Examples of potential topics for contributions:
- worker’s deciding between economic stressors
- creative ways of coping
- the roles of leisure activities and volunteer work
- resiliency and the role of positive experiences related to economic stressors
- daily diary studies about the self-regulatory processes underlying coping
- the interplay of coping on an individual and a group level (e.g., among colleagues, within families)
- the influence of family and social networks on coping goals, strategies, and success
- changes in coping strategies and well-being over time; changes in perception and attractiveness of different jobs
- effects of different reemployment interventions (on KSAs and motivation)
- consequences of economic stressors on work–life balance, different life facets, career adaptability, countertheoretical consequences, consequences from a community perspective
The Journal of Organizational Behavior’s usual guidelines for special issues apply. A full version of this call for papers with further details about the submission and review process can be found at http://www.siop.org/Calls_and_Announcemets/JOB.pdf.
Posted June 30, 2009
Call for Submissions
2010 Conference on Commitment
Advances and Debates Surrounding Workplace Commitments
November 5–7, 2010 Columbus, OH
This conference brings together a community of scholars interested in the phenomenon of commitment to share and discuss ideas and findings relating to the conference theme of “Advances and Debates Surrounding Workplace Commitments.” The purpose of this conference is to advance the literature by promoting leading-edge thinking on all aspects and forms of commitment in organizational contexts regardless of bases, mindsets, or targets (e.g., commitment to organizations—employing or other; people; teams; occupation; goals; routines; change efforts; decisions; values; etc.).
The conference will be a mix of invited (30%) and peer-reviewed (70%) presentations. There will be a single track of presentations of a variety of lengths and formats. The small size of the conference promotes opportunities for informal interaction and dialogue among attendees to facilitate networking, collaboration, the sharing of ideas, and in-depth discussions. A special issue of Human Resource Management Review will be developed from the best presentations and ideas from the conference.
Individuals interested in participating must submit an abstract for consideration by March 15, 2010. Submitted proposals may be for single paper presentation but other formats (e.g., debates, panel discussions, round tables, symposia) are welcome and encouraged. Submissions may address any aspect of workplace commitments with a preference given to those with the greatest potential to advance the literature. Specifically, submissions are sought that (a) summarize recent advances; (b) highlight new insights, perspectives, methodologies, or measures that may advance commitment theory and research; or (c) seek to resolve current issues or debates in the literature. A program committee will evaluate the submitted abstracts, and submitters will be notified of program decisions by mid May 2010.
For more information and detailed submission instructions, visit the conference Web site (http://fisher.osu.edu/~klein_12/Commitment.htm) or contact the conference organizer, Howard J. Klein, at klein_12@fisher.osu.edu.
Posted June 30, 2009
Call for Papers
Seventh International Conference on Emotions and
Organizational Life (EMONET VII)
Researchers interested in studying emotions in organizational settings are invited to submit papers for EMONET VII, to be held in Montreal, Canada, August 4–5, 2010. The conference is organized by the Emonet e-mail discussion group, an international network of scholars working in this field, established in January 1997 and now affiliated with the Academy of Management’s list server.
Theoretical and empirical papers are invited on any topic of relevance to the study of emotions at work, including the determinants of emotion; the nature and description of emotion; and processes and effects of emotion at the organizational, team, and individual levels. The conference papers will be considered for inclusion in Volumes 7 and 8 of the JAI Press Annual Series, Research on Emotion in Organizations, now published by Emerald Group Publishing (see www.emeraldinsight.com/1746-9791.htm). Papers on the twin themes, compassion and passion and green management are especially welcome.
The deadline for receipt of papers is March 15, 2010. Papers should be submitted via the Emonet Web site (see below) and will be subject to blind review. Papers should be no longer than 40 pages of double-spaced 12-point Times Roman text in length and should be formatted according to the submission guidelines for the Academy of Management. See the Emonet Web site for more details.
Papers for Emonet VII must be submitted via the conference submission links on the Emonet Web site,http://www.uq.edu.au/emonet/ (click on the Emonet VII link). For more information, please e-mail one of the conference co-chairs, Neal M. Ashkanasy (UQ Business School, University of Queensland), n.ashkanasy@uq.edu.au; Charmine E. J. Härtel (Department of Management, Monash University), charmine.hartel@buseco.monash.edu.au; or Wilfred J. Zerbe (Haskayne School of Business, University of Calgary), wilfred.zerbe@haskayne.ucalgary.ca.
Posted June 30, 2009