Hi Colleagues,
This is a feeler for those who might be interested in collaborating on a SIOP submission (e.g., paper symposium or panel discussion) in one or more of the areas described briefly below. Some colleagues and I have ongoing research in each of these areas and are seeking collaborators to play a role (author/presenter/submitter) in potential submissions for the upcoming 2013 SIOP conference (Submission deadline is Sept. 12th).
If you have research in one of these areas and would like to participate, or wish to discuss these further, please email, Levi Nieminen at: LNieminen@denisonculture.com . Thanks in advance and hope to identify some mutual interest in these topics!
· Organizational culture and retention/staffing: There is a developing research literature describing the impact of organizational culture on employee retention. For example, some studies have described "turnover cultures" that reinforce employee withdrawal behaviors over time through a particular configuration of cultural values, norms, and work practices. A SIOP session on this topic could highlight studies that examine the interplay of culture and retention/staffing or related HR issues.
· Organizational culture and work-family issues: A cultural lens is crucial for fully understanding how the organization influences employees' work-family outcomes (e.g., work-family balance/conflict) in combination with formal HR-sponsored family-friendly policies. A SIOP session on this topic could explore new research that focuses on how culture influences the adoption and effectiveness of family-friendly work practices, for example, highlighting the cross-level effects of cultural norms and values on employee work-life outcomes.
· Culture and unions/unionization: Research has not fully elucidated the role of organizational culture in unionization and labor-management relations. A SIOP session on this topic could include (as a few examples) research on union vs. non-union cultural differences, unions as organizational subcultures, and organizational culture as a contributing factor in union formation (disintegration) and union-management relations.