*** Apologies for any cross-postings ***
Call for Papers: Sustainability at Work: HRM Practices and Their Impact on Employees and Firm Outcomes
Guest Editors:
Konstantina Tzini, CUNEF University Madrid, Spain
Sylvia Rohlfer, CUNEF University Madrid, Spain
Abderrahman Hassi, Al Akhawayn University Ifrane, Morocco
Simon Jebsen, University of Southern Denmark
EURAM 2023 SIG 09 Organisational Behaviour Track 09 & MREV Special Issue
Companies, employees, and scholars alike have taken a growing interest in sustainable HRM (Ehnert et al., 2016; Stahl et al., 2020), especially in the face of current trends in the workplace – like remote working and digitalisation – in
the post-COVID-19 era (McKinsey Global Institute, 2021). Since HRM practices affect not only employees but also the human, social, and environmental firm context (Rothenberg et al., 2017), developing more sustainable HRM systems can enhance social sustainability
(Ehnert, 2009; Pfeffer, 2010) and help organisations reach their corporate sustainability goals (Taylor et al., 2012).
To achieve these organisational goals, however, the response of employees, work teams, and managers to sustainable HRM practices is crucial, as they hold a primary role in the success of sustainable HRM (Paulet et al., 2021). The common
view is that sustainable HRM will positively affect employees (Aust et al., 2020), therefore assuming favourable responses at the individual level and consequently positive outcomes at the organisational level.
The growing embracement of sustainable HRM in today’s changing workplace provides excellent research opportunities to study its multifaceted, under-explored outcomes and to contribute to “Transforming Business for Good”. This track explores
the impact of sustainable HRM on employee attitudes and behaviours, the interplay of sustainable HRM with other corporate initiatives and changing work practices, and its ultimate link to organisational-level outcomes.
Possible themes include but are not limited to:
We look forward to receiving your contributions.
Konstantina Tzini ([log in to unmask]), Sylvia Rohlfer, Abderrahman Hassi, Simon Jebsen
This call for papers is related to a European Academy of Management (EURAM) track. We encourage interested colleagues to submit and present their research at the conference. However, it can contribute to the special issue without joining
the conference.
European Academy of Management (EURAM)
The European Academy of Management (EURAM) is a learned society founded in 2001. It aims at advancing the academic discipline of management in Europe. With members from 49 countries in Europe and beyond, EURAM has a high degree of
diversity and provides its members with opportunities to enrich debates over
various research management themes and traditions. EURAM 2023 is from 14 to 16 June 2023 at Trinity Business School in Dublin,
Ireland.
The deadline for paper submission is 10 January 2023 (2 pm Belgium time). Contributors are notified of acceptance in mid-March. Further information about the deadlines and important other dates can be found on
the EURAM homepage. The author’s guidelines and information about the submission procedure can also be found on
the EURAM homepage.
Special Issue of management revue – Socio-Economic Studies
management revue – Socio-Economic Studies is a peer-reviewed, interdisciplinary European journal publishing both qualitative and quantitative
work, as well as purely theoretical papers that advance the study of management, organisation, and industrial relations. The journal publishes articles contributing to theory from several disciplines, including business and public administration, organisational
behaviour, economics, sociology, and psychology. Reviews of books relevant to management and organisation studies are a regular feature.
All contributors to the EURAM track are invited to submit their papers for the special issue of
management revue – Socio-Economic Studies. Full papers for this special issue must be submitted by
30 September 2023. All contributions will be subject to double-blind reviews. Papers invited to a ‘revise and resubmit’ are due 31 March 2024. The publication is scheduled for issue 3/2024. Please submit your papers electronically via the
online submission system using ‘SI Sustainability at Work’ as the article section.
The manuscript length should not exceed 9,000 words (excluding references), and the norm should be 30 pages in double-spaced type with margins of about 3 cm (1 inch) on each page. Further, please follow the
guidelines on the journal’s homepage.
References
Aust, I., Matthews, B., & Muller-Camen, M. (2020). Common Good HRM: A paradigm shift in Sustainable HRM?
Human Resource Management Review, 30(3), 100705.
Pfeffer, J. (2010). Building sustainable organisations: the human factor.
Academy of Management Perspectives, 24(1), 34-45.
Stahl, G. K., Brewster, C. J., Collings, D. G., & Hajro, A. (2020). Enhancing the role of human resource management in corporate sustainability and social responsibility: A multi-stakeholder, multidimensional approach to HRM.
Human Resource Management Review, 30(3), 100708.
Taylor, S., Osland, J., Egri, C.P. (2012). Introduction to HRM’s role in sustainability: Systems, strategies and practices.
Human Resource Management, 51(6), 789-798.
Venlig hilsen/Best wishes
Simon Jebsen, né Fietze
Simon Jebsen
Associate Professor
T +45 65 50 17 48
M +45 93 53 33 48
Editor-in-Chief of
management revue – Socio-Economic Studies
(listed in ESCI, Scopus, ABS 2021, EconLit)
Head of Research Program
Organizing Social Sustainability
at SDU Department of Design and Communication
Coordinator for the H2020-MSCA-RISE Project
Entrepreneurial Management for Fostering Innovation and Talents
(EM4FIT)
Program Responsible for the
Bachelor ’Global Business Relationships’
at SDU Business School Sønderborg
University of Southern Denmark
Business School – brings business closer to education
Department of Entrepreneurship and Relationship Management
Alsion 2 | 6400 Sønderborg | Danmark
Latest publications
Rohlfer, S., Hassi, A., & Jebsen, S. (2022). Management Innovation and Middle Managers: The Role of Empowering Leadership, Voice, and Collectivist Orientation.
Management and Organization Review, 18(1), 108-130. https://doi.org/10.1017/mor.2021.48
Hassi, A., Rohlfer, S., & Jebsen, S. (2021). Empowering leadership and innovative work behavior: the mediating effects of climate for initiative and
job autonomy in Moroccan SMEs. EuroMed Journal of Business, (ahead-of-print).
https://doi.org/10.1108/EMJB-01-2021-0010
Ottosson, M., Jebsen, S., & Matiaske, W. (2020). Paternalistic Work Regimes. Management Revue, 31(4), 395-401.
https://doi.org/10.5771/0935-9915-2020-4-395
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