Calls and Announcements

Calls and Announcements

External organizations may use Calls and Announcements to share information relevant to SIOP membership (e.g., topics related to I-O psychology, HR, organizational development, workplace issues, etc.). Posts are free and limited to 300 words. They must be written by the requestor (SIOP cannot write these posts) and should include a title and a link for more information. Attachments are not supported. Each post must clearly identify the organization responsible for the information and include contact information, unless a link for more information has been provided.

Calls and Announcements is appropriate for calls for papers, announcements about relevant events or professional development opportunities, and requests for study participation. All survey requests must have appropriate approval (for example, Institutional Review Board approval) prior to being submitted. Job posts are not permitted in Calls and Announcements; please visit our Career Center or information about posting a job. Sales posts are not permitted in Calls and Announcements; please visit our Partner webpage for advertising opportunities.

Requestors may email their post to aellis@siop.org.

Calls and Announcements are available for external organizations. SIOP committee chairs should reach out to their liaison for opportunities to communicate their events and initiatives. If a committee chair does not know who their liaison is, please email siop@siop.org for assistance.

Content posted in Calls and Announcements is not created by or for SIOP. SIOP is not responsible for and does not endorse content posted here. If you have questions or concerns about content in Calls and Announcements, please contact the submitter directly, either via contact information in the post or by following a link in the post.

 

Ariel Ellis

Call for Papers: An Exploration of being Childfree at Work: Challenges and Opportunities

As interest in working parents had grown, there has been limited interest in workers without children, including those who do not plan to have any (Mård, 2020; Verniers, 2020; Wilkinson & Rouse, 2023), to the extent that employees without children have been argued to be ‘nearly nonexistent from the perspective of the general population’, with ‘particularly the involuntary childless [being] virtually invisible’ (Archetti, 2019, p. 175). This is particularly important given the increasing prevalence of non-parent workers in organizations, a trend that is likely to increase in the coming years in Western countries (Eurostat, 2018).

Among childfree workers, there is an important distinction to be made between those individuals who have chosen not to have children and those who are involuntarily childfree. Beyond having different underlying reasons for being childfree, these two groups are perceived differently in the workplace and, therefore, likely to have different work experiences (Doyle et al., 2013). Beyond considering how experiences of being childfree at work will vary based upon whether this identity is chosen or not, an exploration of childfree workers must also consider how this experience may differ based on gender, race, and class.

Despite being childfree, these individuals have full lives including potential caregiving responsibilities pointing to the importance of understanding their unique work/life dynamics. Unfortunately, ‘research on work-life balance has focused almost exclusively on the work–family conflict among parents and failed to include workers without children’ (Verniers, 2020, p. 107). Assumptions about the centrality of childfree workers’ professional identity (Park, 2005) leads to a situation in which they feel excluded and overlooked in workplace cultures that prioritize parenthood and thereby less entitled to, or indeed less likely to have access to flexible working options (Mumford et al, 2023).

This Special Issue aims to advance knowledge on the workplace experiences of childfree workers by seeking submissions from scholars across disciplines.

We seek to understand the workplace experiences of childfree individuals, how they navigate their careers and workplace relations, alongside their personal lives, and how organizations can best include and support these individuals. We hope that encouraging greater academic attention to this growing population will lead to theoretical and practical implications that are useful for scholars and organizations alike.

Get full details at https://onlinelibrary.wiley.com/pb-assets/assets/14680432/GWO_SI_CfP_Childfree-at-Work.pdf

 

Previous Article Upcoming UW-Stout Graduate Degree Spotlight: Operations, Organization, and Systems Analysis
Next Article The Office of Planning, Research & Evaluation (OPRE) is excited to announce that they are considering funding graduate student dissertation grants in 2024!
Print
1221 Rate this article:
4.5