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Call for Papers

Special Issue of Evidence-based HRM: A Global Forum for Empirical Scholarship

 Demographic Challenges for Management

Guest Editors

Eleanna Galanaki^a, Emma Parry^b,  Ilona  Buciuniene^c, Leda Panayotopoulou^d  

^{a d} Athens University of Economics and Business, Greece; ^b Cranfield School of Management, UK; ^c ISM University of Management and Economics, Lithuania

Papers submission: January 30, 2018

Background to Special Issue

The global workforce composition has been altering over the last century. More women have entered the labor market, different professions have emerged (OECD, 2013) and higher average education attainment levels were achieved (OECD, 2014b), while working life and careers are extending (Armstrong-Stassen, 2008) as the result of longer life expectancy and better health levels (OECD, 2014a), leading to a cohabitation of multiple age cohorts (generations) in the workplace arena. Concurrently, geographical shifts of populations (ex. refugees and immigrants) have known a sharp rise recently, affecting both labor supply and demand (Newman et al., 2016). These changes in the workforce composition are affecting the way in which businesses operate and are run in multiple ways.

We aim at bringing together high quality work in management regardless of which aspect of demographics they focus on. This special issue will be an opportunity to approach gender, age, generations and geographic mobility as distinct manifestations of an umbrella term, i.e. demographic challenges.

We invite papers that focus on any of the following or other demographic challenges:

• Extension of working lives and careers
• Heightened education level attainment
• Cohabitation of multiple generations in the workplace (Baby Boomers, Generation X, Millenials) and entrance of the youngest cohorts (Millenials and Generation Z)
• Gender, race, country of origin diversity in the workforce
• Cohabitation of workers of different religious beliefs and dogmas
• Geographical mobility of workforce (refugee and immigrant streams)

 or any other demographic trend, and address any of the following aspects of employment:

• Employee staffing and retention
• Employee Rewards and motivation
• Employee training & development
• Strategic Planning
• Job Design
• Organizational and societal culture
• Leadership Development
• Inclusion
• Teams and networks
• Communication and collaboration
• Conflict

Submission Process and Deadlines

Submissions should be 6000-8000 words (including references). Papers will be reviewed following the Evidence-based HRM double-blind review process. Papers should be prepared using the Evidence-based HRM (Emerald) Guidelines which can be read here:

http://emeraldgrouppublishing.com/products/journals/author_guidelines.htm?id=ebhrm

To submit your paper online you must first create an author account at https://mc.manuscriptcentral.com/ebhrm then follow the on-screen guidance which takes you through the submission process.

The submission deadline is: 30^th January 2018

Do you have questions about this Special Issue?

Guest Editors can be contacted for informal enquiries via e-mail:

Eleanna Galanaki: eleanna@aueb.gr
Emma Parry: emma.parry@cranfield.ac.uk
Ilona  Buciuniene : ilobuc@ism.lt
Leda Panayotopoulou: ledapan@aueb.gr