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CFP: Redefining HRM Proposals due November 1

  • 1.  CFP: Redefining HRM Proposals due November 1

    Posted 10-18-2021 19:45
    Please note that our CFP is titled "Redefining HRM" but this includes present and future trends in HRM. 

    Dianna Stone 

    On Mon, Oct 18, 2021 at 3:23 PM Dianna Stone <diannastone2015@gmail.com> wrote:



    PROPOSAL DEADLINE: November 1, 2021

    FINAL PAPER DEADLINE:  September 30, 2022

    Issue in Research in Human Resource Management Series



    James H. Dulebohn, Michigan State University

    Brian Murray, University of Dallas

    Dianna Stone, University of New Mexico, University at Albany, and Virginia Tech 


    There have been dramatic changes in the social and economic environments of organizations in recent years, and these changes are propelling the field of human resource management (HRM) in new directions and redefining our perspectives on established practices. Notable recent trends include the increased opportunities for remote and virtual work that has affected the nature of the employment relationship and what employees and applicants expect from an employer. Additionally, workforce diversity and the inclusion of minority members in the organization's leadership has taken center stage. Meeting societal expectations for equity and equality, customer needs, and cross-cultural challenges is affecting the design and delivery of HRM practices. Finally, historically significant HR trends such as globalization, benefits cost escalation, and labor unionization are rising to renewed prominence in their influence on decision making.

    Although there have been many changes in HRM over time, the field needs to continue to evolve in order to be relevant and effective into the future. Thus, this special issue will focus on current and emerging issues and the future of HRM processes and practices. In particular, we are interested in papers that focus on changes or new directions needed in job analysis and design, attraction and recruitment, staffing and talent management, training and development, performance management, compensation and benefits, and labor and employee relations. Papers should (a) provide a review of the current and emerging issues for one or more HRM processes, (b) provide a thorough review of the literature on a topic, (c) present a model or framework to guide future research and practice (if needed), and (d) offer specific directions for future research and practice on the topic.

    Submission Instructions

    Submissions should be limited to conceptual papers, systematic or integrative literature reviews with theory, conceptual development, or research implications, critiques of the literature or the field of HRM with implications, new theoretical models or research frameworks, or meta-analyses. Please contact Brian Murray (bmurray@udallas.edu) if you would like to submit an empirical paper. All papers will be reviewed by two subject matter experts and the editors. Invited papers by prominent HR scholars will be included in the special issue

    All final submissions are due September 1, 2022.

    Proposal guidelines: proposals should be no more than 5 pages and include (a) an introduction to the problem, question, or knowledge gap to be addressed by the paper, (b) a brief overview of the state of published knowledge, (c) a description of the approach or method the paper will present, and (d) the expected contribution(s) or implications arising from the paper. All proposals are due November 1, 2021.

    Final papers must be no more than 50 pages (approximately 12,500 words) including references and tables, and must conform to the 7th edition of the APA Publication Manual (October, 2019). Submission should also include an abstract. Authors will be asked to submit a 200 word bio and contact information with their submission.

    Please email all proposals and papers to Brian Murray, University of Dallas, at bmurray@udallas.edu.

    If you have questions about the issue, please feel free to contact James Dulebohn (dulebohn@msu.edu),  Brian Murray (bmurray@udallas.edu), or Dianna Stone (diannastone2015@gmail.com).  

    About Research in Human Resource Management (RHRM)

    This issue will be a volume the research series  Research in Human Resource Management (RHRM). Series editors: Dianna L. Stone, University of New Mexico, University at Albany and Virginia Tech. James H. Dulebohn, Michigan State University.

    RHRM is an annual peer reviewed research series that is designed to advance theory, research, and practice on Human Resource Management, Organizational Behavior, Industrial and Organizational Psychology and related fields. The series publishes monographs, literature reviews, and new theoretical models as well as invited essays designed to foster research on a specific topic. It uses a double blind review process. A list of editorial board members is provided on the series website (https://www.infoagepub.com/series/Research-in-Human-Resource-Management). Issues and abstracts can also be seen at www.diannastone.com. RHRM is listed in Cabell's Directory and is indexed in the EBSCOhost eBook Business Collection. Editors have applied to include RHRM in Scopus.