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FREE ACCESS FEATURED ARTICLE FOR JANUARY
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Human Relations Paper of the Year 2017 Award winner:
This highly readable article challenges common belief and practice to deliver surprising and socially important findings. Using a large sample, the authors translate complex arguments very clearly to show how a market-based approach (microfinance) to poverty reduction can have a negative effect on the poor and in fact exacerbate those people's vulnerabilities.
Warm congratulations to Bobby and Laurel – both received a free one-year subscription to Human Relations, vouchers to spend on SAGE journals or books, and a framed Award certificate.
Enjoy free access to their article and accompanying video.
Microfinance and the business of poverty reduction: Critical perspectives from rural Bangladesh
Subhabrata Bobby Banerjee and Laurel Jackson
Human Relations January 2017, 70(1): 63–91
http://journals.sagepub.com/doi/full/10.1177/0018726717734505
Abstract
In this article we provide a critical analysis of the role of market-based approaches to poverty reduction in developing countries. In particular, we analyse the role of microfinance in poverty alleviation by conducting an ethnographic study of three villages in Bangladesh. Microfinance has become an increasingly popular approach that aims to alleviate poverty by providing the poor new opportunities for entrepreneurship. It also aims to promote empowerment (especially among women) while enhancing social capital in poor communities. Our findings, however, reflect a different picture. We found microfinance led to increasing levels of indebtedness among already impoverished communities and exacerbated economic, social and environmental vulnerabilities. Our findings contribute to the emerging literature on the role of social capital in developing entrepreneurial capabilities in poor communities by highlighting processes whereby social capital can be undermined by market-based measures like microfinance.
Keywords: microfinance, NGOs, non-governmental organizations, poverty reduction, social capital, vulnerability
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CALL FOR PAPERS
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Special issue: Collective dimensions of leadership: The challenges of connecting theory and method – submit by 15 June 2018
http://www.tavinstitute.org/humanrelations/special_issues/LeadershipCollectiveDimensions.html
Special issue: Organizational change failure: Framing the process of failing – submit by 01 December 2018
http://www.tavinstitute.org/humanrelations/special_issues/ChangeFailure.html
NEW! Special issue: Careers in cities – submit by 31 January 2019
http://www.tavinstitute.org/humanrelations/special_issues/CareersInCities.html
Human Relations welcomes critical reviews and essays:
- Critical reviews advance a field through new theory, new methods, a novel synthesis of extant evidence, or a combination of two or three of these elements. Reviews that identify new research questions and that make links between management and organizations and the wider social sciences are particularly welcome. Surveys or overviews of a field are unlikely to meet these criteria.
- Critical essays address contemporary scholarly issues and debates within the journal's scope. They are more controversial than conventional papers or reviews, and can be shorter. They argue a point of view, but must meet standards of academic rigour. Anyone with an idea for a critical essay is particularly encouraged to discuss it at an early stage with the Editor-in-Chief.
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JANUARY ISSUE ARTICLES
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Human Relations Paper of the Year 2017 Award
Human Relations 71(1): 3
http://journals.sagepub.com/doi/full/10.1177/0018726717734505
SPECIAL ISSUE: CONCEPTUALISING FLEXIBLE CAREERS ACROSS THE LIFE COURSE
GUEST EDITED BY JENNIFER TOMLINSON, MARIAN BAIRD, PETER BERG AND RAE COOPER
Enjoy free access to the accompanying video:
http://journals.sagepub.com/doi/suppl/10.1177/HUMA_71_1
Flexible careers across the life course: Advancing theory, research and practice
Jennifer Tomlinson, Marian Baird, Peter Berg and Rae Cooper
Human Relations 71(1): 4‒22
http://journals.sagepub.com/doi/abs/10.1177/0018726717733313
Abstract
This introductory article sets out a framework for conceptualizing flexible careers. We focus on the conditions, including the institutional arrangements and the organizational policies and practices, that can support individuals to construct flexible and sustainable careers across the life course. We ask: What are flexible careers? Who are the (multiple) actors determining flexible careers? How do institutions and organizational settings impact upon and shape the career decisions and agency of individuals across the life course? We begin our review by providing a critique of career theory, notably the boundaryless and protean career concepts, which are overly agentic. In contrast, we stress the importance of institutions, notably education and training systems, welfare regimes, worker voice, working-time and leave regulations and retirement systems alongside individual agency. We also emphasize the importance of various organizational actors in determining flexible careers, particularly in relation to flexible work policies, organizational practices, culture and managerial agency. Finally we argue for the importance of a life course framing taking into account key transition points and life stages, which vary in sequence and significance, in the analysis of flexible careers. In concluding remarks, we urge researchers to use and refine our model to the concept of flexible careers conceptually and empirically.
Keywords: careers, flexibility, flexible careers, institutions, life course, organizations
How 'flexible' are careers in the anticipated life course of young people?
Paula K McDonald
Human Relations 71(1): 23‒46
http://journals.sagepub.com/doi/abs/10.1177/0018726717699053
Abstract
Bridging literature that addresses the work–family interface and the changing nature of careers, this article examines, from a life course perspective, the extent to which, and why, young people anticipate careers as 'flexible'. Drawing on 123 interviews with men and women engaged in different post-secondary education pathways in Australia, the study draws attention to the role of gender and to some extent class in shaping careers in a network of social relations. Three dimensions of flexible careers are examined: temporal, that is, through imagined possibilities in various stages of early adulthood; structural, including opportunities and constraints afforded by different industry sectors and workplaces; and relational, in terms of household-level role negotiations. The findings revealed that women continue to adapt their career goals to accommodate care, but that both men's and women's careers are shaped by contingencies including household income, home ownership, access to flexible work and ideological expectations of market/family work roles. These contextual dynamics directly impact on decisions in the present. The article underscores the need for an expanded research focus on work and care from a life course perspective in order to promote career flexibility in ways that align with young people's broader aspirations for gender equality.
Keywords: career pathways, flexible careers, gender equality, life course, work–family, youth employment
Women's employment patterns after childbirth and the perceived access to and use of flexitime and teleworking
Heejung Chung and Mariska van der Horst
Human Relations 71(1): 47‒72
http://journals.sagepub.com/doi/abs/10.1177/0018726717713828
Abstract
This article sets out to investigate how flexitime and teleworking can help women maintain their careers after childbirth. Despite the increased number of women in the labour market in the UK, many significantly reduce their working hours or leave the labour market altogether after childbirth. Based on border and boundary management theories, we expect flexitime and teleworking can help mothers stay employed and maintain their working hours. We explore the UK case, where the right to request flexible working has been expanded quickly as a way to address work–life balance issues. The dataset used is Understanding Society (2009–2014), a large household panel survey with data on flexible work. We find some suggestive evidence that flexible working can help women stay in employment after the birth of their first child. More evidence is found that mothers using flexitime and with access to teleworking are less likely to reduce their working hours after childbirth. This contributes to our understanding of flexible working not only as a tool for work–life balance, but also as a tool to enhance and maintain individuals' work capacities in periods of increased family demands. This has major implications for supporting mothers' careers and enhancing gender equality in the labour market.
Keywords: flexible working, mothers' employment, panel survey, women's careers, working hours
A lifespan perspective for understanding career self-management and satisfaction: The role of developmental human resource practices and organizational support
Yuhee Jung and Norihiko Takeuchi
Human Relations 71(1): 73‒102
http://journals.sagepub.com/doi/abs/10.1177/0018726717715075
Abstract
The contemporary career literature or 'new career' theory emphasizes the importance of individual agentic career management processes in which individuals manage their careers to achieve career satisfaction by flexibly adjusting to the dynamic environment. There is limited research, however, on how individuals strategize their careers as they age, by utilizing or balancing organizational career management factors, including developmental human resource (HR) practices and organizational support. This study, therefore, documents how age, career self-management and organizational career management factors interactively influence career satisfaction, integrating conservation of resources (COR) and socioemotional selectivity (SES) theories. Using time-lagged data collected from 364 Japanese employees, the results supported the predicted three-way interaction effects. For young employees, the positive relationship between career self-management and satisfaction was stronger when developmental HR practices and organizational support were high, and thus a synergistic effect was salient. For middle-aged employees, the positive relationship was stronger when these factors were low, and thus a compensatory effect was manifested. Interestingly, middle-aged employees who perceived a lack of developmental practices or support showed marked improvements in career satisfaction by engaging in career self-management behaviors. We discuss the changing nature of career management strategies across an individual's lifespan from both vocational and managerial viewpoints.
Keywords: career management strategies, conservation of resources theory, HR practices, perceived organizational support, socioemotional selectivity theory, young and middle-aged employees
The transition to part-time: How professionals negotiate 'reduced time and workload' i-deals and craft their jobs
Charlotte Gascoigne and Clare Kelliher
Human Relations 71(1): 103‒125
http://journals.sagepub.com/doi/abs/10.1177/0018726717722394
Abstract
For professionals working in demanding environments, the negotiation of part-time or workload reduction idiosyncratic deals (i-deals) may be challenging, with negative consequences for career progression. Yet there are few studies of part-time i-deals specifically, or empirical studies of their development process. This article examines the process of achieving a part-time i-deal, drawing on interviews with 39 part-time professionals in two organizations, each located in the UK and the Netherlands. The article makes two contributions to i-deal theory: first, it defines the four elements of a new category of 'reduced time and workload' i-deal for professionals (perceived suitability of the work, schedule, workload, and career impact); and second, it refines Rousseau's model of the development process, by adding an initial 'private consideration' of options stage, where the feasibility of working part-time is evaluated against alternatives including remaining full-time, or leaving the organization. Third, it identifies as structural constraints two work practices designed for full-time professional work in demanding environments: the routine expectation of unpredictability, and the absence of substitutability in resourcing. Fourth, it shows how, post-negotiation, professionals use informal job crafting, both individual and collaborative, to try to overcome these constraints. The implications for achieving flexible and sustainable careers are discussed.
Keywords: flexible careers, flexible workers, job crafting, job design, part-time workers, professional workers
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Creative work and affect: Social, political and fantasmatic dynamics in the labour of musicians
Casper Hoedemaekers
Human Relations https://doi.org/10.1177/0018726717741355 | First Published December 7, 2017
http://journals.sagepub.com/doi/abs/10.1177/0018726717741355
Abstract
How can we understand contradictory identifications within work to which one is passionately attached? This article explores how seemingly competing accounts of the self at work can not only appear side by side within the self-presentation of creative workers, but also how dominant patterns within the daily socio-economic realities of creative work are reproduced through faux-contestations of them. Following Glynos and Howarth, I will argue that such transgressive notions often recall earlier historical arrangements that have been displaced by current dominant social grammars, or were vital components of the institution of current social hegemony. In a study of musicians, I analyse how alongside dominant logics of employability and virtuosity, traditional notions of artists' craft and autonomy drive counter-identifications that allow dominant social logics to fill the gaps in the indeterminacy and ambiguity of everyday lived experience. By applying an understanding of discursive logics to creative work, this article seeks to contribute to literatures spanning work in the cultural industries, identification, affect and transgression at work, and commons and immaterial labour.
Keywords: affect, creative work, enterprising selves, freelance work, precarity
Performing accountability in health research: A socio-spatial framework
Aris Komporozos-Athanasiou, Mark Thompson, Marianna Fotaki
Human Relations https://doi.org/10.1177/0018726717740410 | First Published December 4, 2017
http://journals.sagepub.com/doi/abs/10.1177/0018726717740410
Abstract
The article explores how spaces aimed at improving accountability in health systems are socially produced. It addresses the implications of an initiative to promote patient involvement in government-funded research in the context of a large cancer research network in England. We employ a socio-spatial theoretical framework inspired by insights from Henri Lefebvre and Judith Butler to examine how professional researchers, doctors and patients understand and perform accountability in an empirical context. Our data reveal fundamental tensions between formally required and routinely enacted dimensions of accountability as these are experienced by patients. Consequently, our analysis argues for a need to challenge abstract, professionalized discourse about accountability in health services by acknowledging embodied spaces of representation, in which patients themselves can contribute to making participatory accountability a reality. We suggest that such a shift will provide a more rounded appraisal of patient experiences within health research, and health systems more widely.
Keywords: accountability spaces, citizen participation, ethnography, health research, patient experience, performativity
Crossing team boundaries:
A theoretical model of team boundary permeability and a discussion of why it matters
Rebekah Dibble, Cristina B Gibson
Human Relations 10.1177/0018726717735372 | First Published November 28, 2017
http://journals.sagepub.com/doi/10.1177/0018726717735372
Abstract
Given the context in which teams work today, many teams are necessarily dynamic and permeable; that is, workers must be able to move quickly and easily in and out of teams, across team boundaries. We develop a model of team boundary permeability that incorporates the features of the team that give rise to boundary permeability, the outcomes experienced by teams with permeable boundaries, and moderators that serve to enhance the benefits and mitigate the liabilities of boundary permeability. In doing so, we extend theory on the fluid nature of teams. We conclude with implications for theory, directions for future research and implications for practice.
Keywords: boundary permeability, team boundaries, team effectiveness, team membership, teams
Servant leadership as a driver of employee service performance:
Test of a trickle-down model and its boundary conditions
Zhen Wang, Haoying Xu and Yukun Liu
Human Relations 10.1177/0018726717738320, first published November 28, 2017
http://journals.sagepub.com/doi/abs/10.1177/0018726717738320
Abstract
Previous research has demonstrated the role of servant leadership, a leadership style emphasizing serving others, in promoting frontline employees' service performance. It is unclear, however, how servant leadership by leaders at different organizational levels would exert such an influence. Integrating insights from both social learning theory and the trickle-down paradigm of leadership, we develop a cross-level model in which we argue that servant leadership by high-level managers could cascade downward through the organizational hierarchy to influence frontline employees' service performance and that this trickle-down effect is contingent on the extent to which subordinates identify their leaders as embodying the organization. Using a matched sample of 92 supervisors and 568 frontline employees across 92 sub-branches of a large banking company, we found that servant leadership by high-level managers could indeed promote employees' in-role and extra-role service performance through its effect on low-level supervisors' servant leadership. We also found that this trickle-down effect was stronger when high-level managers and low-level supervisors were perceived by their subordinates as more fully embodying the organization. Implications, limitations and future directions are discussed.
Keywords: organizational embodiment, servant leadership, service performance, social learning theory, trickle-down effect
Crossing team boundaries: A theoretical model of team boundary permeability and a discussion of why it matters
Rebekah Dibble and Cristina B Gibson
Human Relations 10.1177/0018726717735372, first published November 28, 2017
http://journals.sagepub.com/doi/abs/10.1177/0018726717735372
Abstract
Given the context in which teams work today, many teams are necessarily dynamic and permeable; that is, workers must be able to move quickly and easily in and out of teams, across team boundaries. We develop a model of team boundary permeability that incorporates the features of the team that give rise to boundary permeability, the outcomes experienced by teams with permeable boundaries, and moderators that serve to enhance the benefits and mitigate the liabilities of boundary permeability. In doing so, we extend theory on the fluid nature of teams. We conclude with implications for theory, directions for future research and implications for practice.
Keywords: boundary permeability, team boundaries, team effectiveness, team membership, teams
Employee commitment before and after an economic crisis:
A stringent test of profile similarity
John P Meyer, Alexandre JS Morin, S Arzu Wasti
Human Relations 10.1177/0018726717739097, first published November 27, 2017
http://journals.sagepub.com/doi/abs/10.1177/0018726717739097
Abstract
Researchers have recently begun to take a person-centered (profile) approach to investigate how the affective, normative and continuance commitment mindsets combine within the three-component model of organizational commitment. The meaningfulness of the profiles identified in this research depends, in part, on evidence that similar profiles emerge across samples, particularly those drawn from a common population. We conducted a particularly stringent test of similarity by comparing profiles for samples of employees drawn from a large Turkish conglomerate prior to (N = 346) and following (N = 797) a major economic crisis. Using procedures recently introduced by Morin et al., (2016) we found similarity in the number (seven) and structure of the profiles before and after the crisis; only the distribution of individuals across profiles (i.e. the relative size of the profiles) differed. We also found similarity in the patterns of relations with theoretical antecedent, correlate, and outcome variables, suggesting that a common set of principles might be operating regardless of major differences in the work environment. In addition to providing strong evidence for the meaningfulness of commitment profiles, this study is one of the first to investigate the impact of an economic crisis on employee commitment.
Keywords: economic crisis, latent profile analysis, profile similarity, three-component model of commitment, Turkey
Unemployment as a liminoid phenomenon: Identity trajectories in times of crisis
Maria Daskalaki and Maria Simosi
Human Relations 10.1177/0018726717737824. First Published November 23, 2017
http://journals.sagepub.com/doi/abs/10.1177/0018726717737824
Abstract
This article explores the formation of work identities in times of financial crisis and extreme austerity. In particular, we build upon prior studies of liminality, a state of in-betweenness and ambiguity, and explore how individuals, whose employment opportunities and career paths have been disrupted, construct their work/professional identities. The study draws on 39 semi-structured interviews conducted in Greece, where high levels of unemployment and economic stagnation prevail. Persistent crisis and austerity have prompted extended periods of instability and unpredictability during which the unemployed narratively (re)construct their past, present and future work selves. We propose that frequent job changes and persistent lack of work are not linear experiences but, instead, require multiple and, at times, ambiguous, fluid and incomplete identifications. These identifications include attempts to re-affirm prior stable professional identities, to institute new, yet still unidentified, careers or to enact what we term 'liminoid identity positions'. When in liminoid positions, instead of pursuing intangible work futures, the unemployed create anti-structural spaces in which they collectively practice alternative forms of work and organization. Concluding, the article provides grounds for the study of individuals' capacity to challenge the neoliberal restructuring of work and the possibilities for transformation in periods of unemployment and crisis.
Keywords: alternatives, anti-structural, communitas, Financial Crisis, identity, liminality, unemployment
Keeping up with the Joneses: Industry rivalry, commitment to frames and sensemaking failures
Federica Pazzaglia, Maeve Farrell, Karan Sonpar and Pablo Martin de Holan
Human Relations, first Published November 10, 2017
0018726717719993
Abstract
Drawing on a qualitative study of the banking crisis in Ireland, we examine how a cognitive frame of environmental conditions that is shared among industry rivals constrains their ability to act on the cues of slowly incubating threats. We find that shared frames are reinforced through social comparisons that prompt imitation and through their enactment that prompts a reconfiguration of internal control structures and power relationships. The reinforcement of a shared frame dulls the emerging cues of changing market conditions and weakens perception of the risks of staying the course. A core contribution of this study is to highlight the cognitive and political processes by which a shared frame solidifies within an industry, trapping organizations in their enacted environment and resulting in their collective failure.
Keywords: cognitive frames, crisis, cues, framing, politics, risk, rivalry, sensemaking
The competing influences of national identity on the negotiation of ideal worker expectations: Insights from the Sri Lankan knowledge work industry
Charlotte Croft and Weerahannadige Dulini Anuvinda Fernando
Human Relations, first Published November 10, 2017
http://journals.sagepub.com/doi/abs/10.1177/0018726717733530
Abstract
How does national identity influence the way individuals respond to the demands of their work? Despite an increasing awareness of the complex interplay between intersecting social identities and work demands, our understanding of how they are influenced by national identity is underdeveloped. This article presents the accounts of employees from two Sri Lankan knowledge work industries, who were attempting to align work demands associated with ideal worker expectations, with the social demands associated with their national identity. Conceptualizing the empirical setting of Sri Lanka as a collectivist national context, we offer two theoretical contributions. First, by showing how a shared national identity significantly influences divergence from, and conformity to, ideal worker expectations in Sri Lankan organizations, we generalize understandings of individuals' negotiation of ideal worker expectations. In doing so, we build on and extend the prevailing 'individualistic' assumptions in collectivistic settings. Second, we show how ideal worker expectations enabled individuals to fulfill and refine demands associated with their non-western national identity, contesting assumptions that non-western national identities are challenging or constraining in global organizations. These findings lead us to propose a reciprocal influence between ideal worker expectations in global organizations, and expectations associated with national identities.
Keywords: ideal workers, international HRM, national identity, Sri Lanka, work demands
Disentangling passion and engagement: An examination of how and when passionate employees become engaged ones
Violet T Ho and Marina N Astakhova
Human Relations, first Published November 10, 2017
http://journals.sagepub.com/doi/abs/10.1177/0018726717731505
Abstract
While anecdotal industry evidence indicates that passionate workers are engaged workers, research has yet to understand how and when job passion and engagement are related. To answer the how question, we draw from person-environment fit theory to test, and find support for, the mediating roles of perceived demands–abilities (D–A) fit and person–organization (P–O) fit in the relationships between passion and job engagement, and between passion and organizational engagement, respectively. Also, because the obsessive form of passion is contingency-driven, we answer the when question by adopting a target-similarity approach to test the contingent role of multi-foci trust in the obsessive passion-to-engagement relationships. We found that when obsessively passionate workers trust their organization, they report greater levels of organizational engagement (because of increased P–O fit). In contrast, when these workers trust both their co-workers and supervisor simultaneously, they report greater levels of job engagement (because of increased D–A fit).
Keywords: engagement, harmonious passion, obsessive passion, person–environment fit, POF, trust
Drawing on the discursive resources from psychological contracts to construct imaginary selves: A psychoanalytic perspective on how identity work drives psychological contracts
Michaela Driver
Human Relations First Published November 10, 2017
http://journals.sagepub.com/doi/abs/10.1177/0018726717733312
Abstract
The study contributes novel theoretical perspectives for a more comprehensive and processual understanding of psychological contracts in the context of identity work. It builds on a psychoanalytic, specifically Lacanian, perspective to analyze 106 psychological contract narratives by employees of a wide range of organizations. Based on this analysis, the study suggests that psychological contracts can be understood as providing discursive resources on which narrators draw in complex and non-linear fashion to construct imaginary selves. Their inevitable unsettlement prompts both imaginary and symbolic responses that seem independent of the viability and type of psychological contract narrated. This suggests that identity work drives psychological contracts in surprising ways and empowers individuals as contract and identity-makers. Implications for psychological contract research are discussed.
Keywords: discourse, identity, Lacan, narratives, psychoanalysis, psychological contract
Censored: Whistleblowers and impossible speech
Kate Kenny
Human Relations, first Published November 10, 2017
http://journals.sagepub.com/doi/abs/10.1177/0018726717733311
Abstract
What happens to a person who speaks out about corruption in their organization, and finds themselves excluded from their profession? In this article, I argue that whistleblowers experience exclusions because they have engaged in 'impossible speech', that is, a speech act considered to be unacceptable or illegitimate. Drawing on Butler's theories of recognition and censorship, I show how norms of acceptable speech working through recruitment practices, alongside the actions of colleagues, can regulate subject positions and ultimately 'un-do' whistleblowers. In turn, they construct boundaries against 'unethical' others who have not spoken out. Based on in-depth empirical research on financial sector whistleblowers, the article departs from existing literature that depicts the excluded whistleblower as a passive victim – a hollow stereotype. It contributes to organization studies in a number of ways. To debates on Butler's recognition-based critique of subjectivity in organizations, it yields a performative ontology of excluded whistleblower subjects, in which they are both 'derealized' by powerful norms, and compelled into ongoing and ambivalent negotiations with self and other. These insights contribute to a theory of subjective derealization in instances of 'impossible speech', which provides a more nuanced conception of excluded organizational subjects, including blacklisted whistleblowers, than previously available.
Keywords: Butler, censorship, financial sector, speech, subjectivity, whistleblowing
Women on corporate boards: Do they advance corporate social responsibility?
Alison Cook and Christy Glass
Human Relations, first Published November 10, 2017
http://journals.sagepub.com/doi/abs/10.1177/0018726717729207
Abstract
Do women board directors change how companies do business? Firms face growing pressure to appoint more women to their boards of directors, yet little is known about the factors that enable female directors to impact their organizations. This study analyzes the representational thresholds that facilitate women's leadership in the area of corporate social responsibility. We test the predictions of token theory and critical mass theory to evaluate the ability of women to impact firm outcomes based on their numerical representation on the board of directors. Our analysis focuses on board composition and organizational outcomes in the Fortune 500 from 2001 to 2010. Our findings challenge the theoretical assumptions that solo and token women are unable to exert significant influence over their organizations, and underscore the importance of board diversity for today's firms.
Keywords: corporate social responsibility (CSR), gender in organizations, leadership, organizational diversity, women on corporate boards
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WHY PUBLISH IN HUMAN RELATIONS?
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Human Relations is included in the FT50 list of journals used by the Financial Times in compiling the FT Research rank, included in the Global MBA, EMBA and Online MBA rankings.
It is an A* journal – the highest category of quality – in the Australian Business Deans Council (ABCD) Journal Quality List 2013.
It is also ranked 4 in the Chartered Association of Business Schools (CABS) Academic Journal Guide 2015.
Human Relations is a top 5 interdisciplinary social sciences journal (Source: 2016 Journal Citation Reports® (Thomson Reuters, 2017):
2-year impact factor: 2.622 Ranked: 4/96 in Social Sciences, Interdisciplinary and 58/193 in Management
5-year impact factor: 4.027 Ranked: 2/93 in Social Sciences, Interdisciplinary and 50/186 in Management
Read the journal's mission statement.
Best wishes,
Claire Castle
Managing Editor, Human Relations
Tavistock Institute of Human Relations
Email: c.castle@tavinstitute.org
Telephone: +44 (0)7432740583
Website: www.humanrelationsjournal.org
Human Relations is one of 50 Journals used by the Financial Times in compiling the FT Research rank, included in the Global MBA, EMBA and Online MBA rankings.
2-year impact factor: 2.622 Ranked: 4/96 in Social Sciences, Interdisciplinary and 58/193 in Management
5-year impact factor: 4.027 Ranked: 2/93 in Social Sciences, Interdisciplinary and 50/186 in Management
Source: 2016 Journal Citation Reports® (Thomson Reuters, 2017)