Author Archives: sfietze

VHB-ProDok: Qualitative Research Methods an der TU Hamburg (22.-25. September 2020)

Processes and Methods of Qualitative and Mixed Method Research
Grundlegendes Ziel dieses Kurses ist es, den Teilnehmern Kenntnisse über den Prozess und die Methoden qualitativer Forschungsdesigns zu vermitteln und die Eignung solcher Designs für konkrete Problemstellungen der Teilnehmer zu diskutieren (Werkstatt-Prinzip).

– Grundlagen und spezifische Merkmale qualitativer Forschung
– die Indikation qualitativer Forschung und die Rolle der Wissenschaftstheorie
– der qualitative Forschungsprozess und der Einfluss von Theorien
– die Erhebung qualitativer Daten
– die Auswertung qualitativer Daten: Grounded Theory, Ethnografie, Qualitatives Experiment, Qualitative Heuristik, Diskursanalyse, Sequenzanalyse, Qualitative Inhaltsanalyse
– Gütekriterien und Geltungsbegründung qualitativer Befunde
– Methodenintegrative Designs (Mixed Methods)

Datum:
22. – 25. September 2020

Ort:
Technische Universität Hamburg
Am Schwarzenberg – Campus 1 (Gebäude A)
21073 Hamburg

Referenten:
Prof. Dr. Thomas Wrona
Institut für Strategisches & Internationales Management, Technische Universität Hamburg
http://www.tuhh.de/isim

Prof. Dr. Philipp Mayring
Institut für Psychologie der Alpen-Adria-Universität Klagenfurt;
https://philipp.mayring.at/

Den Syllabus finden Sie unter diesem Link: https://vhbonline.org/veranstaltungen/prodok/kurse-2020/1909mue01

Anmeldung:
Um einen Überblick über die Höhe der Teilnahmegebühr zu erhalten und um sich anzumelden, nutzen Sie bitte diesen Link: http://vhbonline.org/veranstaltungen/prodok/anmeldung/

Sie können außerdem eine Email prodok@vhbonline.org senden.

Anmeldefrist: 29. Juni 2020

ReMaT – Research management training for early-stage researchers (23 and 24 April 2020)

A ReMaT workshop – Research management training for early-stage researchers – will take place in Hamburg on 23rd and 24th April 2020. The workshop is designed for early-stage researchers in engineering and natural sciences, particularly PhD candidates from the 2nd year onward. The idea of European networking is very much embedded in the concept, and we encourage participation from many different countries at the workshop.

ReMaT is an interactive, intensive workshop providing an introduction to research management. It involves two international trainers and is held in English. The modules of the workshop cover exploitation of knowledge and entrepreneurship, acquisition of grants, intellectual property rights and the management of interdisciplinary projects. They are delivered in such a way that it challenges participants to consider different perspectives on how they might use their PhD education in a variety of career paths, and convince others to hire them.

More Information

ZBW-Ökonomenworkshop: Open Science in den Wirtschaftswissenschaften from Politics to Practice (17. Februar 2020)

Ort
ZBW Hamburg, Neuer Jungfernstieg 21, 20354 Hamburg, Raum 243

Zeit
17. Februar 2020, 10:30-15:30 Uhr

Die Veranstaltung ist kostenfrei.

Im Workshop geht es um das Thema Open Science in der Wirtschaftsforschung. Wir möchten hier unter anderem die Ergebnisse einer Studie präsentieren, die wir kürzlich durchgeführt haben. Darüber hinaus möchten wir mit Ihnen ins Gespräch kommen, um das Thema Open Science in der Wirtschaftsforschung auch für uns als Infrastruktureinrichtung weiterzuentwickeln oder mögliche gemeinsame Projekte zu eruieren.

Forschungsfragen

  • Unter welchen Bedingungen ist Open Science für Sie persönlich attraktiv und wie könnten Sie sich ein persönliches Engagement konkret vorstellen?
  • Die Ergebnisse der Studie zeigen ein großes Interesse an grundsätzlichen Informationen zu Open Science: Welche Informationen würden Ihnen persönlich weiterhelfen?
  • Wie schätzen Sie die Bedeutung von Open Source in den Wirtschaftswissenschaften ein? Gibt es hier noch Potential für eine stärkere Nutzung?

Tagesordnung

10.30–11.30 Uhr: Welcome Coffee
In dieser Zeit stehen Ihnen Expertinnen und Experten aus der ZBW zur Verfügung, um spezielle Fragen zu beantworten oder Ihnen spezielle Services vorzustellen, z.B. zum Thema Forschungsdaten.

11.30–11.40 Uhr: Begrüßung und Einführung
Klaus Tochtermann, Direktor der ZBW und Professor für digitale Informationsinfrastrukturen

11.40–12.10 Uhr: Überblicksvortrag „Warum Open Science“
Isabella Peters, Professorin für Web Science

12.10–12.20 Uhr: Bericht vom Open-Science-Panel bei der VfS-Jahrestagung
Dr. Willi Scholz, Wissenschaftspolitischer Referent

12.20–12.45 Uhr: Ergebnisse der Umfrage zu Open Science in der Wirtschaftsforschung
Dr. Guido Scherp, Abteilungsleiter Open-Science-Transfer

12.45-13.30 Uhr: Mittagspause

13.30-14.45 Uhr: Diskussion der Forschungsfragen in Kleingruppen

14.45-15.15 Uhr: Präsentation der Ergebnisse

15.15-15.30 Uhr: Wrap-Up and Farewell
Klaus Tochtermann, Direktor der ZBW und Professor für digitale Informationsinfrastrukturen

Anmeldung

Content retrieved from: https://www.zbw.eu/de/ueber-uns/veranstaltungen/oekonomenworkshop-2020/.

VHB ProDok: Applied Regression Analysis (12-15 May 2020)

This course will provide participants who have basic skills in statistics and econometrics with an introduction to current core methods used in the analysis of observational, experimental and quasi-experimental data. The methods covered are widely used in economics and increasingly also required for good publications in top management journals.

The aim is to cover theory and selected applications, but more importantly to introduce participants to the use of statistical software that will allow them to apply the methods discussed in the course to data.

This course covers important methods used in the multivariate analysis of data. The course revisits basic concepts of the linear regression model and its properties and covers selected advanced topics such as the analysis of duration data and (quasi) experimental designs as well as methods to deal with the problems of endogeneity and sample selection. The theoretical basis of these methods is discussed but the focus of the course is on the application of the methods to data sets. Applications will be studied with the help of data provided by the lecturers and with reference to recent publications.

After the course, participants will…

  • have a basic understanding of the theoretical underpinnings of multiple regression models.
  • be able to apply regression methods to the investigation of economic relationships and processes.
  • understand the econometric methods, approaches, ideas, results and conclusions met in the majority of economic books and articles.
  • be aware of common pitfalls and mistakes to avoid when conducting regression analysis.
  • be able to use the software program STATA to carry out empirical analysis based on regression analysis.

Date: May 12 – 15, 2020

Location:
ESMT European School of Management and Technology
Room: tbd.
Schlossplatz 1
10178 Berlin
https://www.esmt.org/school-networks/about-esmt/campus/esmt-campus-berlin

Language: English

Lecturers:
Prof. Georg von Graevenitz, Ph.D., Faculty
Queen Mary University of London
http://competitionpolicy.ac.uk/people/faculty/georg-von-graevenitz

Prof. Dr. Stefan Wagner, Faculty
ESMT European School of Management and Technology, Berlin
http://www.esmt.org/eng/faculty-research/stefan-wagner/
stefan.wagner@esmt.org

Registration: Click for information on fees, payment and registration,
or email us: prodok@vhbonline.org. Registration Deadline: 12. April 2020

Further information

Content retrieved from: https://vhbonline.org/veranstaltungen/prodok/kurse-2020/2005mue02.

VHB ProDok: Approximate Dynamic Programming for Stochastic and Dynamic Decision Problems (23-26 March 2020)

The 4-day course deals with anticipatory methods for dynamic decision making. It will address the following questions:

  • What are the components of dynamic decision processes and how do they interact?
  • How can dynamic decision processes be modeled mathematically?
  • What methods exist in approximate dynamic programming?
  • How can they be applied to different types of problems?

In this course, we describe the process to approach complex stochastic and dynamic decision problems with advanced ADP-methods. We present the required steps from business problem over MDP to the ADP-solutions in detail and give an overview over the most prominent ADP-methods. We especially focus on offline learning methods known as value function approximations. The theoretical content of this course is accompanied by many illustrative examples from the field of logistics and by a serious gaming application.

Date: March 23 – 26, 2020

Location: Technical University of Braunschweig

Lecturers:
Prof. Dr. Dirk C. Mattfeld
Technical University of Braunschweig
https://www.tu-braunschweig.de/winfo/team/mattfeld

Jun.-Prof. Dr. Marlin Ulmer
Technical University of Braunschweig
https://www.tu-braunschweig.de/winfo/team/ulmer

Registration: Click for information on fees, payment and registration, or email us: prodok@vhbonline.org. Registration Deadline: 23. February 2020

Further information

Content retrieved from: https://vhbonline.org/veranstaltungen/prodok/kurse-2020/2003or01.

VHB ProDok: Theoretical Perspectives on Corporate Social Responsibility (CSR) (30. März – 2. April 2020)

Inhalt und Ziele:

Inhalt des 4-tägigen Workshops sind die Diskussion und das Entwickeln eines gemeinsamen Verständnisses über grundlegende theoretische Ansätze in der CSR-Forschung. Dies soll helfen, den Teilnehmern nicht nur ein fundiertes Verständnis der Forschung zu vermitteln, sondern auch, den State-of-the-Art der Literatur und aufkommende „hot topics“ mit relevanten Forschungsfragen zu verknüpfen. Der Workshop beinhaltet thematische Diskussionen zu verschiedenen Themenfeldern sowie themenübergreifende Inputs durch die Workshopleiter/in z.B. zum Publikationsprozess in der CSR Forschung, Karriereplanung, sowie Einbeziehung von Praktikern in die Forschung.

Der ProDok-Kurs CSR wendet sich in erster Linie an NachwuchswissenschaftlerInnen der Betriebswirtschaftslehre, die in ihrer Forschung einen Schwerpunkt auf die Bereiche CSR, unternehmerische Nachhaltigkeit sowie das grundlegende Verhältnis von Wirtschaft und Gesellschaft setzen.

Datum:
30. März – 02. April 2020

Ort:
Mannheim
Raum SO 104

Referent*innen:
Prof. Dr. Laura-Marie Edinger-Schons
Universität Mannheim
https://www.bwl.uni-mannheim.de/schons/

Associate Prof. Dr. Christopher Wickert
Vrije Universiteit Amsterdam
https://research.vu.nl/en/persons/christopher-wickert

Anmeldung: Um einen Überblick über die Höhe der Teilnahmegebühr zu erhalten und um sich anzumelden, nutzen Sie bitte diesen Link: Anmeldung  Sie können außerdem eine Email prodok@vhbonline.org senden.
Anmeldefrist: 1. März 2020

Weitere Informationen

Content retrieved from: https://vhbonline.org/veranstaltungen/prodok/kurse-2020/2003mg01.

VHB ProDok: Qualitative Research Methods (10 – 13 March 2020)

This course is designed for doctorate students in business administration who want to use qualitative methods in their research. The basic goal of this course is to provide participants with the methodological foundations and advanced knowledge in qualitative research in business. After attending the course, participants should be able to

  • understand the philosophical and methodological foundations of qualitative research and to classify, differentiate and choose different qualitative research methods;
  • assess goals and purposes, as well as strengths and weaknesses of qualitative research;
  • understand and raise key questions for planning and preparing a qualitative research design, data collection and analysis;
  • identify, analyze and manage core issues during the planning, execution, analysis and writing of qualitative studies;
  • to differentiate rigorous from non-rigorous qualitative management research.

Date:
10. – 13. March 2020

Location:
Harnack-Haus
Ihnestraße 16-20
14195 Berlin

Course Language: German / English

Lecturers:
Prof. Dr. Jana Costas
Europa-Universität Viadrina Frankfurt (Oder)

Prof. Dr. Markus Reihlen
Leuphana Universität Lüneburg

Registration:
Click for information on fees, payment and registration, or email us: prodok@vhbonline.org.
Registration deadline: 10 Feburary 2020

Further information

Content retrieved from: https://vhbonline.org/veranstaltungen/prodok/kurse-2020/2003mue01.

REMINDER: MREV – Call for Papers: Employee Voice and the Digitalization of Work

Guest Editors:
Simon Fietze, University of Southern Denmark
Sylvia Rohlfer, Colegio Universitario de Estudios Financieros (CUNEF), Spain
Wenzel Matiaske, Helmut-Schmidt-University/University of the Federal Armed Forces Hamburg, Germany

Seminar at the IUC Dubrovnik (April 20-24, 2020) & Special Issue

Over the past four decades, scholars from employment relations, human resource management, organizational behaviour and labour economics have published a vast body of literature concerning employee voice (Wilkinson & Fay, 2011). Employee voice is thereby understood as the opportunity to participate in organizational decision-making and to have a say to influence the own work and the interests of managers and owners (Barry &Wilkinson, 2016) or – in the case of employee silence – to withhold these views and concerns (Morrison & Milliken, 2003). Employee voice and silence have been linked to organizational performance and the development of competitive advantage (Barry & Wilkinson, 2016) and are a key ingredient for the positive relationship between strategic human resource management and organizational performance (Wood & Wall, 2007) which also implies a link between employee voice and innovation. Employees with the opportunity to communicate individual ideas to management and to participate in decision-making give them the possibility to express ‘creative ideas and new perspectives, increasing the likelihood of innovation’ (Grant, 2013, p. 1703; Zhou & George, 2001).

Recently, scholars are paying more attention to current topics and relate them to employee voice. One stream of research is addressing the advancing technologies and consider the digital revolution and its impact on employee voice. There is no doubt that digital technology is fundamentality changing the way we do business (Mennie, 2015) and in consequence forms, tools and channels ‘voice’. The few studies on employee voice and digitalization are mainly dealing with social media at work and its opportunities for management to get in dialogue with employees. Holland, Cooper, and Hecker (2019), for instance, discuss conceptually issues and opportunities social media provides in the development of employee voice. In a similar vein, Barnes, Balnave, Thornthwaite, and Manning (2019) show how a union’s use of social media might facilitate greater member participation and engagement. However, more empirical evidence and conceptual considerations are needed to better understand and explain digitalization and employee voice (or: ‘e-voice’).

Therefore, the purpose of this seminar and the aim of the special issue of management revue – Socio-Economic Studies is to focus on digitalization at work and its challenges and opportunities for employee voice and silence in cross-disciplinary discussions. Some context to discuss are listed below:

  • To what extent do technologies impact employee voice and silence?
  • To what extent do employees make use of technology to ‘raise their voice’?
  • What role do trade unions play when it comes to electronic (e.g., social media) employee voice?
  • What is the impact of electronic (e.g., social media) voice on traditional mechanisms of employee voice?
  • What is the effectiveness of electronic (e.g., social media) voice? How does it compare to the outcomes of traditional mechanisms?
  • Why do electronic (e.g., social media) employee voice systems fail?
  • What is the ‘dark side’ of electronic (e.g., social media) employee voice/silence?

Deadline
Potential contributors to the seminar at the IUC Dubrovnik are encouraged to submit an abstract of five pages before January 31st, 2020 electronically via the online submission system of management revue – Socio-Economic Studies using ‘IUC Dubrovnik’ as article section: http://www.mrev.nomos.de/guidelines/submit-manuscript/

Special Issue
All contributors to the seminar are invited to submit their paper for the special issue of management revue – Socio-Economic Studies. Full papers for this special issue of management revue – Socio-Economic Studies must be submitted by August 30th, 2020. All contributions will be subject to double-blind review. Papers invited to a ‘revise and resubmit’ are due February 28th, 2021. The publication is scheduled for issue 1/2022. Please submit your papers electronically via the online submission system at http://www.mrev.nomos.de/ using ‘SI Employee Voice’ as article section.

Submission Guidelines
Manuscript length should not exceed 8,000 words (excluding references) and the norm should be 30 pages in double-spaced type with margins of about 3 cm (1 inch) on each side of the page. Further, please follow the guidelines on the journal’s website (http://www.mrev.nomos.de/guidelines/).

Hoping to hear from you!
Simon Fietze
Sylvia Rohlfer
Wenzel Matiaske

References
Barnes, A., Balnave, N., Thornthwaite, L., & Manning, B. (2019). Social media: Union communication and member voice. In P. Holland, J. Teicher, & J. Donaghey (Eds.), Employee voice at work (pp. 91–111). https://doi.org/10.1007/978-981-13-2820-6_5
Barry, M., & Wilkinson, A. (2016). Pro-social or pro-management? A critique of the conception of employee voice as a pro-social behaviour within organizational behaviour. British Journal of Industrial Relations, 54(2), 261–284. https://doi.org/10.1111/bjir.12114
Grant, A. M. (2013). Rocking the boat but keeping it steady: The role of emotion regulation in employee voice. Academy of Management Journal, 56(6), 1703–1723. https://doi.org/10.5465/amj.2011.0035
Holland, P., Cooper, B., & Hecker, R. (2019). Social media at work: A new form of employee voice? In P. Holland, J. Teicher, & J. Donaghey (Eds.), Employee voice at work (pp. 73–89). https://doi.org/10.1007/978-981-13-2820-6_4
Mennie, P. (2015). Social media risk and governance: Managing enterprise risk. London: Kogan Page.
Morrison, E. W., & Milliken, F. J. (2000). Organizational silence: A barrier to change and development in a pluralistic world. Academy of Management Review, 25(4), 706–725. https://doi.org/10.2307/259200
Wilkinson, A., & Fay, C. (2011). New times for employee voice? Human Resource Management, 50(1), 65–74. https://doi.org/10.1002/hrm.20411
Wood, S. J., & Wall, T. D. (2007). Work enrichment and employee voice in human resource management-performance studies. The International Journal of Human Resource Management, 18(7), 1335–1372. https://doi.org/10.1080/09585190701394150
Zhou, J., & George, J. M. (2001). When job dissatisfaction leads to creativity: Encouraging the expression of voice. Academy of Management Journal, 44(4), 682–696. https://doi.org/10.5465/3069410

REMINDER: MREV – Call for Papers: Good Work: Eroding and New Standards in a Changing World

Guest Editors:
Sven Hauff, Helmut Schmidt University Hamburg
Daniela Rastetter, University of Hamburg

Special Issue
The changing context of work – e.g. though globalisation, intensification of competition, deregulation, growth in employment flexibility, technological changes, digitalization – increasingly triggers debates about the quality of working life and concerns about the well-being of employees. Observations of precarious forms of employment or increasing demands and intensification of work thereby often elicit nostalgic memories of the apparently ‘good old days’ where work was characterized by full-time employment, an adequate income, a permanent contract, and social insurance. However, these ‘old’ standards of ‘good work’ did not apply to all employees and even in the ‘good old days’, work was often characterized by strict hierarchy and low influence, where employees’ interests were largely neglected. Here, modern forms of employment could lead to improvements by providing, for example, more autonomy, involvement, flexible working hours, a better work life balance, and inclusion.

The question of how to evaluate the changes in the world of work is not easy and there are manifold perspectives how to define the standards of ‘good work’. One perspective could be to identify the work and employment conditions that are actually increasing or threatening employee well-being. A particular challenge here is to consider the different dimensions of employee well-being, which includes aspects like physical and mental health, satisfaction, engagement or fairness. Another perspective could be to confront the new developments to the aspirations and values of employees. The latter are also changing since new generations enter the labour market, since women increasingly participate in the labour force, or because migration movements lead to an increasing diversity. Finally, one could contrast the changes with the current regulations in labour and social law concerning employee protection rights, working time and wage standards, social security, and representation of employees’ interests.

In this Special Issue we want to bring together research that addresses the issue of eroding and new standards of ‘good work’ and we encourage researchers to share their thoughts with us. Contributions should address one or more of the following questions:

  • Which standards of good work erode or fade, evolve or change?
  • What are the driving forces behind these changing standards?
  • What influence do digitalisation and globalisation have on the standards of good work?
  • What standards of work are emerging in new forms of organisation such as crowd work platforms?
  • How do individual standards of good work – such as working hours, wages, health and safety, co-determination, trade union representation, or equal opportunities – develop?
  • How can new forms of HRM or business strategies like diversity management support standards of good work?
  • What effects do this change in the standards of good work have on workers and their ability to work and perform?
  • Are standards of good work developing in new fields, for example on the question of religious practice, spirituality and the search for meaning in the workplace?
  • What are the effects for companies and businesses? Which strategies do companies and businesses choose when dealing with new standards, or which strategies lead to new standards?

Deadline
Full papers for this special issue of management revue – Socio-Economic Studies must be submitted by December 30, 2019. All contributions will be subject to double-blind review. Papers invited to a “revise and resubmit” are due June 31, 2020. The publication is scheduled for issue 2/2021. Please submit your papers electronically via the online submission system at http://www.mrev.nomos.de/ using “SI Standards of Good Work” as article section.

Submission Guidelines
Manuscript length should not exceed 8,000 words (excluding references) and the norm should be 30 pages in double-spaced type with margins of about 3 cm (1 inch) on each side of the page. Further, please follow the guidelines on the journal’s website (http://www.mrev.nomos.de/guidelines/).

Hoping to hear from you!
Sven Hauff
Daniela Rastetter

EURAM 2020 T03_09 & MREV Special Issue – Call for Papers: Entrepreneurial Management

Track Proponents & Guest Editors:
Simon Fietze, University of Southern Denmark
Sylvia Rohlfer, Colegio Universitario de Estudios Financieros (CUNEF), Spain
Claudio Petti, University of Salento, Italy
Abderrahman Hassi, Al Akhawayn University, Morocco

To create growth and increase the effectiveness of new business venturing as well as small- and medium-sized enterprises (SMEs) entrepreneurial management practices play a pivotal role in exploiting entrepreneurial knowledge and utilizing it towards opportunity exploitation (Goel & Jones, 2016), innovation (Hisrich & Ramadani, 2017) and talent development (Pinheiro & Stensaker, 2014). In line with this, the track addresses entrepreneurial management practices from interdisciplinary and multi-level angles as an important variable in the interplay between individual, organizational and institutional contexts. We invite empirical and conceptual research that contributes to a better understanding of behaviour and mechanisms constituting the formation and diffusion of entrepreneurial management practices. These managerial practices include a wide range of means (e.g. management structure, decision processes learning, knowledge management, human resource system) that help a firm to remain competitive and contribute to organizational and societal value creation.

According to Gupta et al. (2004), entrepreneurs need to fill entrepreneurial and leadership roles and guide the organization through change by implementing certain bundles of practices to build strong dynamic capabilities to sense and seize innovation opportunities, (introducing new products, processes or practices), to successful venture (entering new businesses) or to renew strategically (improving internal coordination; Teece, 2016). Previous research was mainly concerned with the different life cycles of new ventures and problems related to maturity (Gray & Ariss, 1985) and certain types of entrepreneurial leadership (Kim et al., 2017). Thus, a better understanding of the dynamics of entrepreneurial and managerial behaviour of entrepreneurs is crucial.

The track provides an opportunity to take stock on these developments and to present research that addresses entrepreneurial management practices in combination with related fields (e.g. dynamic capabilities, internationalization). A critical issue is a better understanding of contextual factors. Mostly “Western” theories have been applied and these theories may – to a certain degree – explain individual and organizational behaviour on a global level. However, institutional arrangements need to be considered as a driving force to explain the higher level of entrepreneurial activity in emerging economies compared to advanced markets, and, thus, the variation of entrepreneurial management practices.

European Academy of Management (EURAM) 2020
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 a variety of research management themes and traditions.

Deadline for paper submission is 14 January 2020 (2pm Belgium time). Contributors are notified of acceptance on 19 March 2020. Further information about the deadlines and important other dates can be found on the EURAM homepage. 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 advances the study of management, organization, and industrial relations. Management Revue publishes articles that contribute to theory from a number of disciplines, including business and public administration, organizational behavior, economics, sociology, and psychology. Reviews of books relevant to management and organization studies are a regular feature.

All contributors to the EURAM track are invited to submit their paper for the special issue of management revue – Socio-Economic Studies. Full papers for this special issue must be submitted by September 30th, 2020. All contributions will be subject to double-blind reviews. Papers invited to a ‘revise and resubmit’ are due March 31st, 2021. The publication is scheduled for issue 2/2022. Please submit your papers electronically via the online submission system using ‘SI Entrepreneurial Management’ as article section.

Manuscript length should not exceed 8,000 words (excluding references) and the norm should be 30 pages in double-spaced type with margins of about 3 cm (1 inch) on each side of the page. Further, please follow the guidelines on the journal’s homepage.

Hoping to hear from you!
Simon Fietze (simonf@sam.sdu.dk)
Sylvia Rohlfer (srohlfer@cunef.edu)
Claudio Petti (claudio.petti@unisalento.it)
Abderrahman Hassi (a.hassi@aui.ma)