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Calls for Papers


Special Issue of Applied Psychology: An International Review on Advances in the Psychology of Workplace Coaching

We are pleased to share the call for papers for the upcoming special issue of Applied Psychology: An International Review on Advances in the Psychology of Workplace Coaching – please see below, the attached file or the link here on the website for further details.

In this special issue, we aim to establish a stronger connection between research in applied psychology and workplace coaching by presenting a series of theoretically robust, empirically novel, research studies examining the antecedents, outcomes and processes associated with workplace coaching effectiveness. Therefore, the types of research design best suited for the special issue are pre-test-post-test treatment design with control group, meta-analysis, systematic literature review and conceptual papers. However qualitative papers and papers utilising emerging methodologies such as diary studies and multi-level studies will also be considered. Potential topics and research questions are included in the file attached.

 Applied Psychology: An International Review has an Impact Factor of 1.865 (2-year) and 2.415 (5-year, 2016 Journal Citation Reports (r). Thomson Reuters, 2016). It is ranked '3' on the UK Chartered Association of Business Schools Academic Journal Guide 2018 (ABS List), 'A' on the Australian Business Dean's Council Journal Quality List 2016 (ABDC list) and 'B' on the German VHB-JOUQUAL 3.

This special issue will see the first collection of publications on coaching in a high ranking journal. We are looking for papers that demonstrate extremely high levels of theoretical and methodological rigour in developing and advancing our understanding of how and why coaching works.

Please share this call for papers widely within your network.

Any questions regarding the special issue should be directed to either myself or my co-editor, Dr Rebecca Jones (r.j.jones@henley.ac.uk).

Submission to the special issue is open from now and closes January 31, 2019.

Posted: June 26, 2018


U.S. Army Research Institute for the Behavioral and Social Sciences Broad Agency Announcement for Basic, Applied, and Advanced Research (Fiscal Years 2018-2023)

Broad Agency Announcement (BAA) W911NF-18-S-0005 for the U.S. Army Research Institute for the Behavioral and Social Sciences (ARI) solicits new proposals for its programs of research in basic, applied, and advanced research.  The U.S. Army Research Institute for the Behavioral and Social Sciences is the Army’s lead agency for the conduct of research, development, and analyses for the improvement of Army readiness and performance via research advances and applications of the behavioral and social sciences that address personnel, organization, training, and leader development issues.  Interested offerors are encouraged to submit white papers prior to submitting proposals. 

The full research announcement and application instructions for both white papers and proposals may be viewed at FedBizOpps, http://www.fbo.gov, or Grants.gov, http://www.grants.gov, under opportunity number W911NF-18-S-0005. 

This Broad Agency Announcement closes on 29 April 2023.

Posted: June 25, 2018


Thriving Meta-Analysis: Request for Unpublished Studies

Thriving at work is defined as a psychological state in which people experience a joint sense of vitality and learning in the workplace. Research indicates that thriving at work predicts several desired individual and organizational outcomes, such as overall health (Porath et al. 2012), burnout and strain (Porath et al. 2012; Spreitzer & Porath 2012), and employee’s self-development and performance (Paterson et al. 2014).

So far, no systematic synthesis of the literature on thriving has been attempted. We are in the process of preparing a meta-analysis on the antecedents and outcomes of thriving at work. 

Please see our project website for additional details: https://cortrudolphlab.weebly.com/thriving-meta-analysis.html

We are requesting unpublished data (i.e., correlations, means, sample sizes, and reliability estimates) between thriving at work, it’s dimensions, and relevant person/demographic, individual difference, contextual, and outcome (e.g., performance, well-being) variables.

Additionally, if you have conducted a study on thriving at work that you think meets these criteria, please email Anne-Kathrin Kleine, Institute of Psychology, Leipzig University: ak86toxo@studserv.uni-leipzig.de

To facilitate timely submission of our manuscript, we are asking for all available unpublished data by May 30, 2018.

Anne-Kathrin Kleine, Hannes Zacher, & Cort Rudolph

Posted: May 7, 2018


Call for Organizational Behavior and Human Resources Management Cases

Call for Organizational Behavior and Human Resources Management cases for the 2018 North American Case Research Association (NACRA) annual meeting. The submission deadline is June 18, 2018, and the website for the conference and submissions is now open (https://nacra2018.wordpress.com/submission/).

NACRA is an excellent conference for case writers. Case writers whom cases are selected will participate in the conference, receiving tailored feedback through NACRA’s distinctive round-table setting. For new case writers, NACRA offers a “start-up” workshop, where first-time case authors can present 2-page early cases for an in-depth discussion on how to shape their research into a full case and instructor’s manual. Traditionally, conference presenters have aimed to publish their research in the publication of NACRA, the Case Research Journal. In addition, cases published in the Case Research Journal are distributed by Harvard Business Publishing, The Case Center, Study.net, and Wilfrid Laurier University.  While “NACRA” has the words “North American” in its title, know that scholars from around the world presented at the just-concluded 2017 conference, and there were special awards given for cases written in French and in Spanish.

The 2018 annual meeting will take place from October 4 through October 6 at the Rosen Plaza Hotel in Orlando, Florida. To learn more about NACRA, visit www.nacra.net.  While this call is specific to OB/HRM cases, faculty with cases in the other business disciplines are welcome to submit to the appropriate tracks.

For more information, you may contact the track co-chairs below.

Karen E. Boroff, PhD, Interim Provost, Seton Hall University (karen.boroff@shu.edu); John D. Varlaro, PhD, Associate Professor, Johnson & Wales University (john.varlaro@jwu.edu)

Revised: April 25, 2018


Human Relations Special Issue Call for Papers

Organizational change failure: Framing the process of failing

Read the full call for papers here: http://www.tavinstitute.org/humanrelations/special_issues/ChangeFailure.html

Submission deadline: 01 December 2018 (submissions will not be considered before 01 November 2018)

For this special issue, we seek papers that help expand our understanding of the context, processes and mechanisms that underlie organizational change failure. In the context of this forum, organizational change failure encompasses an organization’s deterioration or the deviation from goals that are expected and desired from organizational change (Cannon and Edmondson, 2001).

Aims and scope of the special issue

The goal of the special issue is to enhance knowledge and advance theory regarding the processes and mechanisms that underlie the emergence of organizational change failure by combining insights from psychology, sociology, complexity sciences, and institutional perspectives.

Indicative themes and possible issues

We welcome both quantitative and qualitative studies, and especially seek research that relies on multiple sources of data, incorporates multiple levels of analyses, uses multiple methods, and is longitudinal by design.

Contributors should note:

Prior to the initial submission deadline, authors who have questions about a potential project, are encouraged to contact one of the Special Issue Guest Editors: Gavin Schwarz, g.schwarz@unsw.edu.au, Dave Bouckenooghe, dbouckenooghe@brocku.ca, or Maria Vakola, mvakola@aueb.gr

Please direct questions about the submission process, or any administrative matter, to the Editorial Office: humanrelationsjournal@tavinstitute.org.

Posted: April 24, 2018


Charting Directions for a New Research Era: Addressing Gaps and Advancing Scholarship in the Study of Psychological Contracts

Special issue call for papers: European Journal of Work and Organizational Psychology

http://explore.tandfonline.com/cfp/beh/pewo-cfp-si-18-charting-directions/

For decades now, psychological contract research has provided significant and valuable insights into the functioning of the employment relationship.

But as the world of work is changing, including how, where and why people undertake work and what work they do, this suggests disruptions and alterations to the traditional employer-employee relationship over time and, thus, the way psychological contracting occurs.

We are inviting submissions for an exciting Special Issue of the European Journal of Work and Organizational Psychology, entitled ‘Charting Directions for a New Research Era: Addressing Gaps and Advancing Scholarship in the Study of Psychological Contracts’.

We encourage innovative and expansive thinking, empirical and conceptual papers, trans-disciplinary and multi-disciplinary research and the use of quantitative and/or qualitative methodologies.

The submission deadline is September 30, 2018.

For further information about the Special Issue, its focus and the submission process, please visit: http://bit.ly/PEWO-SI-CFP-18

Please feel free to forward this call to interested colleagues and to contact any of the Guest Editors (details below) with questions or for discussions on potential paper topics.

We look forward to speaking with you and/or receiving your submissions!

Sarah Bankins, Macquarie University (sarah.bankins@mq.edu.au), Yannick Griep, University of Calgary & Stockholm University (yannick.griep@ucalgary.ca), and Samantha D. Hansen, University of Toronto Scarborough and Rotman School of Management (shansen@utsc.utoronto.ca)

Posted: April 13, 2018


ISPRC Call for Proposals: 18th Annual Diversity Challenge

Making Race and Culture Work in the STEM Era

The Institute for the Study and Promotion of Race and Culture (ISPRC) at Boston College will host the 18th Annual Diversity Challenge October 19-20, 2018.  The theme of the conference, held in the suburbs of Boston, is Making Race and Culture Work in the STEM Era: Bringing All People to the Forefront.

ISPRC invites proposals that address some aspect of race and ethnic culture in relation to STEM careers or education. Proposals are due April 23, 2018.

The Institute solicits, designs, and distributes effective interventions with a proactive, practical focus. Each year the Institute addresses a racial or cultural issue that could benefit from a pragmatic, scholarly, or grassroots focus through its Diversity Challenge conference. Conference organizers say, “Diversifying interests in STEM requires examining why some race-gender groups thrive in STEM contexts while others do not.”

The ISPRC seeks to create an interdisciplinary forum in which researchers, practitioners, educators, government officials, and social activists can interact and explore a variety of perspectives and issues while addressing concerns related to race, ethnic culture, and STEM.

Proposals should focus on developments in research, professional practice, education, community activities, or activism pertaining to race or ethnic culture and STEM.

Presentation formats include workshops and symposium panels, individual presentations, structured discussions, and posters.

Learn more about the 2018 Diversity Challenge here.  View the full Call for Proposals here.

Posted: March 7, 2018


Department of Defense Human Factors Engineering Technical Advisory Group Call for Submissions

Where: The Soundside Club at Hurlburt Field, Okaloosa County, Florida, 30 Apr – 4 May 2018

Theme: Special/Specialized Operators: Personnel, Training, and Acquisition Challenges

The Department of Defense Human Factors Engineering Technical Advisory Group (DoD HFE TAG) is looking for abstract submissions for their 2018 annual meeting. The HFE TAG provides a mechanism for timely exchange of technical information in the development and application of human factors engineering by enhancing coordination among Government agencies involved in HFE technology research, development, and application.

The HFE TAG consists of several diverse focal areas (i.e., subTAGs) pertaining to human and system performance including (but not limited to) Personnel Selection & Classification, Human Performance Measurement, Test & Evaluation, and Training. For more information on available SubTAGs, please visit: http://www.acq.osd.mil/rd/hptb/hfetag/subtags/.

General topics of interest:

  • Methods/technologies applicable to quantitative assessment of individual differences to improve screening/prediction.
  • Performance based standards for screening applicants to technical training and transition programs.
  • Definition of performance criteria and methodologies for assessing performance in training and operational settings.
  • Issues arising from policy considerations of manpower, equal opportunity, and needs of the services.
  • Prediction of performance in training and operation of complex systems.

Although the HFE TAG is largely composed of technical representatives from federal entities (DoD, NASA, FAA, DHS), we welcome contributions from other government and private representatives. The HFE TAG encourages representatives from private industry and academia to submit research and presentations, extending special invites to those accepted.

Important Conference Dates:

  • Abstract Submissions Due Thurs 01 Mar 2018 Submitted to SubTAG Chairs
  • Notification of Acceptance Fri 30 Mar 2018 Due to submitters
  • Final Presentations Due Mon 23 Apr 2018 Due to SubTAG Chairs

If interested in submitting an Abstract, please fill out the attached Call for Abstracts form and email completed form to john.plaga@us.af.mil or directly to the SubTAG chairs/co-chairs listed on the form by 1 March.

For more meeting information: https://www.acq.osd.mil/rd/hptb/hfetag/

Posted: February 21, 2018


2018 Kenneth E. Clark Student Research Award Call for Papers

The International Leadership Association (ILA) and the Center for Creative Leadership (CCL) are pleased to co-sponsor the annual Kenneth E. Clark Student Research Award to recognize outstanding unpublished papers by undergraduate and graduate students. The award is named in honor of the distinguished scholar and former Chief Executive Officer of the Center.

The winner of this year's award will receive:

  • $1,000 cash prize
  • Travel and Lodging (up to three nights), and Complimentary Registration to ILA's 19th annual conference, October 24-27, 2018, West Palm Beach, FL
  • Complimentary 1-year ILA membership
  • Recognition at the ILA conference and in various multi-media ILA publications

Submissions may be either empirically or conceptually based. Multi-disciplinary approaches to research are welcomed. The paper should focus on some aspect of leadership or leadership development.  Submissions will be judged by the following criteria:

  1. The degree to which the paper addresses issues and trends that are significant to the study of leadership;
  2. The extent to which the paper shows consideration of the relevant theoretical and empirical literature;
  3. The extent to which the paper makes a conceptual or empirical contribution;
  4. The implications of the research for application to leadership identification and development.

Please read submission requirements carefully (on the submission form below).

Papers will be reviewed anonymously by a panel of researchers associated with CCL. In the absence of papers deemed deserving of the award, the award may be withheld. Entries (accompanied by faculty letters) must be received by 5:00 p.m. EDT, on May 1, 2018. The winning paper will be presented at the 2018 ILA Conference.

Submit entries at https://ccl.az1.qualtrics.com/jfe/form/SV_aWcxgwIiILgx7XDContact us at clarkaward@ccl.org if you have questions or need assistance.

Posted: February 13, 2018


Annual Review of Organizational Psychology and Organizational Behavior Latest Volume Released

The Annual Review of Organizational Psychology and Organizational Behavior, launched in March 2014, is devoted to publishing reviews of the I/O Psychology and HRM/OB literature.

The Annual Review of Organizational Psychology and Organizational Behavior ranked in the top 10 of journals within 2 categories in the 2017 Edition of the Journal Citation Report (JCR) with an Impact Factor of 7.644.

View more information, including the complete list of journal Impact Factors and category rankings here.

The latest volume of the Annual Review of Organizational Psychology and Organizational Behavior has recently been released. Here’s the link to the current volume: https://t.co/RczFCpz4WF.

Posted: February 13, 2018


Journal of Service Research Special Issue on Enacting Service Work in a Changing World

Service work is being rapidly transformed as a result of technological innovations, changing employment norms, and evolving customer expectations. As a result, service workers are increasingly occupying ‘non-standard’ or precarious roles, performing piecework through technology-enabled platforms, and in industries including retail, being rapidly rendered obsolete. These changes highlight the need for a comprehensive and meaningful scholarly-conversation on the changing role of service workers. This special issue of the Journal of Service Research invites scholars to submit their most rigorous and relevant empirical work (quantitative and qualitative), meta-analyses, and conceptual papers related to topics including, but not limited to:

  • HRM systems that help acquire or prevent the loss of human capital resources in services
  • Changing psychological contracts and employee-organization relationships in services
  • Worker participation in contingent employment and the ‘gig economy’
  • Social capital and networks as enablers of service work
  • Institutional processes influencing the adoption of employment practices affecting service work
  • Technological innovations as enablers and disrupters of service roles
  • Interactions within service ecosystems (organizations, workers, customers, and the community)
  • Issues of power, control, autonomy, and voice in service jobs
  • Strategic- and process-climates within service organizations
  • Determinants of worker wellbeing (and ill-being) in non-standard service roles
  • Worker-focused research conducted in underrepresented contexts including healthcare, public sector, low-income and low-status work, transient and migrant labor

The Journal of Service Research (Journal Citation Reports 5-year impact factor: 6.847) is a scholarly journal ranked 4th among 121 business journals (2016 Journal Citation Reports® ; Clarivate Analytics, 2017).

Submission Deadline: September 30, 2018; Expected Publication Date: February 2020

Guest Editor: Mahesh Subramony (Northern Illinois University; msubramony@niu.edu)
Guest Co-Editor: Markus Groth (UNSW Sydney; markusg@unsw.edu.au)


2018 Kenneth E. Clark Student Research Award Call for Papers

The International Leadership Association (ILA) and the Center for Creative Leadership (CCL) are pleased to co-sponsor the annual Kenneth E. Clark Student Research Award to recognize outstanding unpublished papers by undergraduate and graduate students. The award is named in honor of the distinguished scholar and former Chief Executive Officer of the Center.

The winner of this year's award will receive:

  • $1,000 cash prize
  • Travel and Lodging (up to three nights), and Complimentary Registration to ILA's 19th annual conference, October 24-27, 2018, West Palm Beach, FL
  • Complimentary 1-year ILA membership
  • Recognition at the ILA conference and in various multi-media ILA publications

Submissions may be either empirically or conceptually based. Multi-disciplinary approaches to research are welcomed. The paper should focus on some aspect of leadership or leadership development.  Submissions will be judged by the following criteria:

  1. The degree to which the paper addresses issues and trends that are significant to the study of leadership;
  2. The extent to which the paper shows consideration of the relevant theoretical and empirical literature;
  3. The extent to which the paper makes a conceptual or empirical contribution;
  4. The implications of the research for application to leadership identification and development.

Please read submission requirements carefully at the link below..

Papers are limited to 30 double-spaced pages, excluding title page, abstract, figures, tables, and references. Papers above this limit that are not completely doubled spaced are not be eligible for the Award and will not be reviewed. Papers should be prepared according to current edition of the Publication Manual of the American Psychological Association.

Papers will be reviewed anonymously by a panel of researchers associated with CCL. In the absence of papers deemed deserving of the award, the award may be withheld. Entries (accompanied by faculty letters) must be received by 5:00 p.m. EDT, on May 1, 2018. The winning paper will be presented at the 2018 ILA Conference.

Submit entries at https://ccl.az1.qualtrics.com/jfe/form/SV_aWcxgwIiILgx7XDContact us at clarkaward@ccl.org if you have questions or need assistance.

Posted: February 1, 2018


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


 

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