This special issue of the IJHRM calls on researchers to investigate how employees respond to human resource management practices adopted by business organizations in times of crisis and how human resource practitioners support and manage employees in times of crisis, with a focus on but not limited to, innovative technology-based human resource solutions (e.g. online training interventions and virtual performance management). In doing so researchers may look at the following research questions amongst others:
- What HR strategies might business organizations and HR managers adopt in the
short and long-term to deal with crises? Which strategies are most effective? - How should organizations manage employees’ performance effectively in times of
crisis? What role does psychological contract management play in this regard? - What HR practices might organizations adopt to support employees engagement,
wellbeing and creativity at work during times of crisis? - How do employees respond to performance management, training and development
and compensation practices in times of crisis? - What HR practices and policies are effective in supporting employees to work
virtually and maintain work-life balance? - Which HR practices positively influence firm performance and innovation in times
of crisis? - How can human resource managers support employees in dying organizations?
- How does government policy influence the human resource strategies and practices
adopted by organizations in times of crisis? Which policies are most effective in
supporting organizations to maintain employment and performance levels in the
medium to long-term? - How do HR practices help employees cope with acute and chronic stressors at work
in times of crisis? - In times of crisis, how should business organizations effectively implement
telecommuting work practices to support employee performance? - What HR practices might organizations implement HRM polices to retain and
attract talented employees in times of crisis?
The proposed special issue will foster research with both theoretical contributions and
practical implications.
Provisional Timeline and Review Process
Full Manuscript Submission Deadline: May 31st 2021
Initial Decision Deadline: August 31st 2021
Revised Manuscript Submission Deadline (1st Round): December 31st 2021
1st Round Decision Deadline: February 28th 2022
Revised Manuscript Submission Deadline (2nd Round): June 31st 2022
2nd Round Decision Deadline: August 31st 2022