Archiv des Autors: Michael Volk

IHRM Webinar Series: Translating IHRM Research for Practical Impact

This event is part of an IHRM Webinar Series, organized by the Centre for Global Workforce Strategy at Simon Fraser University (Canada), the Center for International Human Resource Studies at the Pennsylvania State University (USA), Pennsylvania Western University (USA), ESCP Business School and RIT Croatia (Europe).

About this event

Increasingly, IHRM scholars are being asked to demonstrate the impact of their research beyond academic networks. In some countries (e.g., U.K., Australia), demonstration of research impact is being introduced as a metric for academic research performance. Research impact is also important for business school accreditation; for example, AACSB International has standards for business schools to demonstrate their contributions to societal needs. For many of us, however, engaging with industry partners, maintaining online social media accounts, and publishing in practitioner-oriented journals, are areas outside our ‚comfort zone‘. This webinar will host a panel of experts whose research is highly impactful. The panel members will share their experiences, insights, and best practices for translating IHRM research for practitioners and broader audiences.

Speakers

  • Helen De Cieri (Ph.D.) is a Professor of Management at Monash Business School, Monash University, Australia.
  • Betina Szkudlarek (Ph.D.) is an Associate Professor at the University of Sydney Business School.
  • Dr. Lauren Locklear (Ph.D.) is a Researcher and Assistant Professor of Management at Texas Tech University in the Rawls College of Business.
  • Paula Caligiuri (Ph.D.) is a distinguished Professor of International Business at Northeastern University.
  • Sebastian Reiche (Ph.D.) is Professor of People Management at IESE Business School in Barcelona, Spain.
  • This session will be moderated by Miguel Olivas-Lujan (Ph.D.), Professor of Management and Marketing at Pennsylvania Western University, USA.

Date: 19 October 2022.
Time: 4:00 p.m. – 5:00 p.m. CEST (Vienna, Berlin, Paris, Zagreb)
More information & free registration here. This event will be hosted virtually on Zoom. Event access links will be provided 24 hours prior to the event start.
Inquiries: beedie-events@sfu.ca

Previous installments of the IHRM Webinar Series are available online at our YouTube Channel.

 

The 16th International Human Resource Management conference will take place in London, June 28-30, 2023

Over the last three decades, IHRM Conferences were held every two years at different locations all around the world such as Singapore, Hong Kong, Ashridge House (United Kingdom), Gold Coast (Australia), San Diego (United States of America), Paderborn (Germany), Limerick (Ireland), Cairns (Australia), Tallinn (Estonia), Santa Fe-New Mexico (United States of America), Birmingham (United Kingdom), Gurgaon (India), Krakow (Poland); Victoria-British Columbia (Canada), and Madrid (Spain). Due to the COVID-19 pandemic the conference in Paris in 2020 had to be canceled. We are pleased to be able to continue the series again now. Theme:

IHRM in Action:
In Search of Organizational Resilience in Multinational Enterprises

The COVID-19 crisis adds to the long list of shock events in the 21st century that have included terrorism, corporate scandals, the global financial crisis, natural (e.g., the Indian Ocean tsunami in 2004; the Icelandic volcano eruption in 2010), and environmental disasters (e.g., the BP/Deepwater Horizon oil rig explosion off the US’s Gulf Coast) (Minbaeva & De Cieri, 2015). The global pandemic has highlighted some gaps in IHRM research regarding how HRM theory and practices could assist multinationals in handling environmental disasters: “answers to questions we wish we had in the academic literature but, to date, do not” (Caligiuri et al., 2020, p. 705). But most of all, the experience from the pandemic once again stressed the importance of understanding the role of IHRM in building organizational resilience.

Understanding the nature of organizational resilience and identifying its sources are challenging. The difficulty comes from the multifaceted and multilevel nature of resilience. It has been studied in various disciplines including psychology, war studies, team level research, strategic management, but there have not been enough conceptual attempts to integrate the insights generated in those various fields. For multinational enterprises and international organizations, the challenge is amplified by the variety of contexts MNEs are operating across (linguistic, cultural, institutional, etc.)

  • How can MNEs create and strengthen organizational capabilities to “bounce back” from shock events brought by environmental disasters?
  • What competencies should MNEs prioritise in their recruitment and selection practices?
  • Are there different configurations of the talent portfolio that should be emphasized in the context of global uncertainty?
  • Are there different types of human capital that could contribute differently to organizational resilience?
  • In crisis, how can MNEs support their employees and help them to cope with and bounce back from stress and adversity, and hopefully even grow through the experience?
  • How does the context in which a MNE operate shapes its ability to respond to and deal with environmental disasters?
  • Are there any MNE crisis-handling practices that can be transferred to the local context for the betterment of society?
  • Are there, and should there be, changes in the strategic reasons for expatriation and other forms of international work?
  • What are the implications and impact of digitization of work for MNEs? How does technology (including AI and ML) contribute to the building of organizational resilience?
  • Which MNE initiatives are more effective for supporting equality, diversity and inclusion in the context of global uncertainty?
  • Which IHRM practices or interventions will be most effective in creating mentally resilient workplaces?

These and many more questions will need to be examined during the conference’s panels;
roundtables with practitioners; competitive and interactive sessions.

The conference will have a dedicated teaching track showcasing excellence in IHRM teaching practice. The teaching track is designed to help participants who have a passion for teaching improve their teaching practices in an open forum of shared experience. We welcome both papers engaged with teaching research, from IHRM scholars and beyond, as well as practical sessions on teaching practice and innovation. The teaching track is organised to support and meet the teaching-related needs of IHRM members and seeks to benefit from interdisciplinary knowledge sharing and debate. In conjunction with the conference, there will be a PhD consortium as well as Publishing Workshop for junior scholars.

Conference committee:

  • Dana Minbaeva, King’s College London, dana.minbaeva@kcl.ac.uk
  • Ian Hill, King’s College London, ian.j.hill@kcl.ac.uk
  • Hyun-Jung Lee, LSE, h.lee@lse.ac.uk

Timeline
Extended abstract (max 2,000 words) submission deadline: 20 February 2023.
Decisions of acceptance: 3 April 2023.
Application for the PhD consortium: 10 April 2023.
Application for the Publishing Workshop: 8 May 2023.
Venue: King’s College London.

Stellenausschreibung: Research Position (Postdoc)

Your Tasks

  • research at the intersection of two or more of the following fields: corporate governance,
    human resource management, family businesses, or finance – a focus on ethical, environmental, and/or social issues in management and governance is mandatory (65%)
  • teaching courses in business administration and/or research methods in our bachelor and
    master programs, 4 LVS, including grading assistance and supervision of seminars and
    theses (25 %)
  • administrative duties and support in the organization of research projects (10 %)
  • Employment is conducive to scientific qualification.

We offer

  • salary according to Remuneration level 13 TV-L
  • fixed-term (limited to 3 years) (§ 2 (1) sentence 2 of the WissZeitVG; in accordance with the provisions of the WissZeitVG and the Agreement on Satisfactory Conditions of Employment, the length of contract may differ in individual cases)
  • fulltime
  • internal and external training opportunities variety of health, consulting and prevention
    services
  • reconcilability of family and work
  • flexible working hours
  • job ticket for regional public transport network
  • supplementary company pension
  • collegial working environment
  • open and pleasant working atmosphere
  • exciting, varied tasks

Your Profile: We expect…

  • PhD degree in management/business administration, economics, psychology, or
    business mathematics
  • genuine interest in research on ethical, environmental, and/or social issues in
    management / corporate social responsibility
  • a track record of research excellence or a strong pipeline (papers in progress and under review) that is commensurate with academic age that demonstrates potential for publication in international journals in one or more of the related fields
  • In-depth knowledge of quantitative research methods (e.g., achival data, experiments, field surveys)
  • a strong commitment to, and record of, teaching excellence at both the Bachelor’s and
    Master’s levels and an ability to teach both in English and German language
  • ability to work in teams

Preferred experience and skills

  • excellent proficiency in English and writing skills
  • strong interest in pursuing an academic career

Application Deadline: 21 October 2022.
More details / Zur vollständigen Ausschreibung inkl. weiterer Infos, Kontakt und Fristen.

Stellenausschreibung: Post-Doc position in the Department of Management

Kozminski University, Poland is currently recruiting for the position of a post-doc in the research project “Humans in Digital Logistics”, carried out within the framework of the CHANSE Programme, coordinated by National Science Centre and co-funded by the European Union’s Horizon 2020 Framework Programme.

Deadline (Bewerbungsfrist): 14 October 2022.
Zur vollständigen Ausschreibung inkl. weiterer Infos, Kontakt und Fristen.

PhD and Junior Faculty Workshop: Designing Surveys and Experiments for Top Tier Publishing

A methods seminar for behaviorally-oriented management disciplines: Four packed days, including a live session with AMJ editor in chief, Marc Gruber.
Registration: Places fill up quickly and we strictly follow a first come, first serve rule.

A certificate over 5 ECTS will be handed out to each participant who attended all four days.
If participants additionally require a grade, they will need to hand in a write-up of their in-class experiment/ survey (deadline: tba.).

Date: 12-15 December 2022.
Location: KLU, Hamburg.
More details here.

Stellenausschreibung: Post-Doc Gebiet Leadership & Organizational Behavior

Für unser Team am Institut für Führung und Personalmanagement der Universität St.Gallen (I.FPM) suchen wir für eine mehrjährige Post-Doc-Stelle eine/n Kollegin/Kollegen für Forschung und praktische Arbeit zu den Themen Leadership, Engagement und New Work oder künstliche Intelligenz in innovativen Arbeitskontexten. Diese Themen werden am Institut mit dem Konstrukt Führung verbunden, das sich im Zeitalter des digitalen Wandels und neuer Arbeits- und Unternehmensformen stark verändert.

Wir bieten Ihnen:

  • Möglichkeit zu anspruchsvoller wissenschaftlicher Arbeit im interdisziplinären Team
  • Präsentation der Forschung auf internationalen Konferenzen
  • Arbeit mit Unternehmen zu Trendthemen im Bereich Leadership & New Work
  • Möglichkeiten in universitären und praxisbezogenen Programmen zu unterrichten (Ba-
    chelor-, Master- oder Führungskräfte-Programme)

Folgendes bringen Sie mit:

  • (Baldige) Promotion im Bereich Leadership, Organizational Behavior oder Arbeits- und
    Organisationspsychologie
  • Exzellenz in quantitativen Forschungsmethoden
  • Potenzial, in internationalen Journals zu veröffentlichen
  • Freude an Forschung und Lehre in einem interdisziplinären Team

Zur vollständigen Ausschreibung inkl. weiterer Infos, Kontakt und Fristen.

Stellenausschreibung: Wissenschaftliche/r Mitarbeiter/in (Doktorand/in)

Für unser Team am Institut für Führung und Personalmanagement der Universität St.Gallen
(I.FPM) suchen wir eine/n wissenschaftliche/n Mitarbeiter/in für die Forschung und praktische
Arbeit auf dem Gebiet Leadership. Im Zentrum der empirischen Studien stehen die Themen
New Work, Energie und Hochleistung in innovativen Kontexten.

Wir bieten Ihnen:

  • Wissenschaftliche Arbeit in einem interdisziplinären Team
  • Erfahrung im Seminarmanagement und der universitären Lehre
  • Die Möglichkeit empirische Forschung in internationalen Journals zu publizieren
  • Praktische Arbeit mit Unternehmen zu Trendthemen im Bereich New Leadership & Work
  • Herausfordernde und abwechslungsreiche Aufgabenstellungen sowie die Möglichkeit zur Umsetzung wissenschaftlicher Erkenntnisse in die Unternehmenspraxis
  • Partnerschaftliche Arbeitsatmosphäre in einem dynamischen und ambitionierten Team

Folgendes bringen Sie mit:

  • Interesse an innovativer Forschung
  • Sehr gute methodische und statistische Kenntnisse
  • Hohe Energie und Leidenschaft für Leadershipthemen
  • Freude an der Übernahme von Verantwortung, Organisationstalent sowie ein hohes Mass
    an Eigeninitiative und Flexibilität
  • Sehr guter Masterabschluss in BWL, Psychologie, Verwaltungswissenschaft oder einer
    verwandten Disziplin

Zur vollständigen Ausschreibung inkl. weiterer Infos, Kontakt und Fristen.

Call for Papers: EURAM 2023 & MREV: Sustainability at Work – HRM Practices and Their Impact on Employees and Firm Outcomes

Companies, employees, and scholars alike have taken a growing interest in sustainable HRM  (Ehnert et al., 2016; Stahl et al., 2020), especially in the face of current trends in the workplace – like remote working and digitalisation – in the post-COVID-19 era (McKinsey Global Institute, 2021). Since HRM practices affect not only employees but also the human, social, and environmental firm context (Rothenberg et al., 2017), developing more sustainable HRM systems can enhance social sustainability (Ehnert, 2009; Pfeffer, 2010) and help organisations reach their corporate sustainability goals (Taylor et al., 2012).

To achieve these organisational goals, however, the response of employees, work teams, and managers to sustainable HRM practices is crucial, as they hold a primary role in the success of sustainable HRM (Paulet et al., 2021). The common view is that sustainable HRM will positively affect employees (Aust et al., 2020), therefore assuming favourable responses at the individual level and consequently positive outcomes at the organisational level.

The growing embracement of sustainable HRM in today’s changing workplace provides excellent research opportunities to study its multifaceted, under-explored outcomes and to contribute to “Transforming Business for Good”. This track explores the impact of sustainable HRM on employee attitudes and behaviours, the interplay of sustainable HRM with other corporate initiatives and changing work practices, and its ultimate link to organisational-level outcomes.

Possible themes include but are not limited to:

  1. The impact of different sustainable HRM practices on shaping employee attitudes and behaviours at the individual and group level. Empirical evidence of both positive (e.g., employee well-being, engagement) and adverse outcomes for employees (e.g., burden requirements, unethical behaviours) are welcome.
  2. Organisational value creation and outcomes of using sustainable HRM (e.g., sustainable employment, innovation, performance)
  3. Possible synergies or redundancies stemming from the combination of sustainable HRM and other corporate sustainability initiatives and their effect on individual and organisational level outcomes
  4. The interplay between sustainable HRM and current trends in the workplace, such as remote work and digitalisation, and their effect on individual employee attitudes, behaviour, and performance.

We look forward to receiving your contributions.

Guest Editors

  • Konstantina Tzini, CUNEF University Madrid, Spain
  • Sylvia Rohlfer, CUNEF University Madrid, Spain
  • Abderrahman Hassi, Al Akhawayn University Ifrane, Morocco
  • Simon Jebsen, University of Southern Denmark

This call for papers is related to a European Academy of Management (EURAM) track (SIG 09 Organisational Behaviour Track 09). We encourage interested colleagues to submit and present their research at the conference. However, it can contribute to the special issue without joining the conference. 

European Academy of Management (EURAM)

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 various research management themes and traditions. EURAM 2023 is from 14 to 16 June 2023 at Trinity Business School in Dublin, Ireland.

Submission deadline (full papers): 10 January 2023.
Notification of acceptance: mid-March.
Further information about the deadlines and important other dates can 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 advance the study of management, organisation, and industrial relations. The journal publishes articles contributing to theory from several disciplines, including business and public administration, organisational behaviour, economics, sociology, and psychology. Reviews of books relevant to management and organisation studies are a regular feature.

Submission Guidelines: here.
Submission deadline (full papers): 30 September 2023.
Expected publication: Issue 3/2024.

IHRM Webinar Series: Questioning Elitism in International Human Resource Management Studies

This event is part of an IHRM Webinar Series, organized by the Centre for Global Workforce Strategy at Simon Fraser University (Canada), the Center for International Human Resource Studies at the Pennsylvania State University (USA), Pennsylvania Western University (USA), ESCP Business School and RIT Croatia (Europe).

About this event

I will argue that IHRM (like business and management studies in general and human resource management studies specifically) has operated from an elitist base: that has not only led to a distortion in our research but has led to some unwanted, negative and even nefarious outcomes. This has been caused by our focus on the interests of owners of businesses (when the vast majority of people are not owners); on large international organizations (when 95% of people work in small local ones); on managers and executives (when 80% of people are neither); on talent management (when 95% of people are not classed as talent); on western organizations (when most of the world does not fit into that category); on employed people (when increasing proportions of workers are outside employment); on indigenous populations (when increasing numbers are migrants); etc. What this means is that we have largely ignored the problems and issues of most people in the world. I will suggest that focusing on the non-elite will avoid contributing further to the negative impact our work has created so far and positively address some of the Grand Challenges that the world is facing.

Speakers

  • Chris Brewster is Professor of International Human Resource Management at Henley Business School, University of Reading, UK.
  • This session will be moderated by Maja Vidovic, Senior Lecturer of the Faculty of Economics and Business at RIT Croatia.

Date: 15 September 2022.
Time: 5:30 p.m. – 6:30 p.m. CEST (Vienna, Berlin, Paris, Zagreb)
More information & free registration here. This event will be hosted virtually on Zoom. Event access links will be provided 24 hours prior to the event start.
Inquiries: beedie-events@sfu.ca

Previous installments of the IHRM Webinar Series are available online at our YouTube Channel.

Stellenausschreibung: Wissenschaftliche*r Mitarbeiter*in (m/w/d)

Stelle an der Wirtschaftswissenschaftlichen Fakultät, Lehrstuhl für BWL, insb. Arbeit, Personal und Organisation, 75,00 %, EG 13 TV-L.

Ihre Aufgaben:

  • eigenverantwortliche Übernahme von Lehrveranstaltungen sowie Betreuung von Projekt- und Abschlussarbeiten
  • Mitwirkung an (drittmittelgeförderten) Forschungsprojekten des Lehrstuhls
  • kreative Mitgestaltung der Forschungsprozesse und enge Einbindung in die empirische Forschung
  • Mitarbeit an Publikationsvorhaben des Lehrstuhls
  • Möglichkeit zur Arbeit an einer Promotion

Unsere Anforderungen:

  • überdurchschnittlich abgeschlossenes wiss. Hochschulstudium (M.Sc. / M.A. / Diplom / Magister) der Fachrichtung Wirtschaftswissenschaften, Sozialwissenschaften/Soziologie oder Psychologie jeweils mit Studienschwerpunkt in den Bereichen Arbeit, Personal, Organisation oder Management oder
  • überdurchschnittlicher Bachelorabschluss und kurz vor Beendigung des Masterstudiums ebenfalls mit den o.g. Fachrichtungen und Schwerpunkten
  • hohes Interesse an und erste Erfahrungen in der quantitativen oder qualitativen empirischen Forschung
  • gute Englisch- und MS-Office-Kenntnisse
  • sehr gute Kommunikationsfähigkeit, überdurchschnittliches Engagement und Belastbarkeit sowie die Fähigkeit zu selbstständiger wissenschaftlicher Arbeit

Wir bieten Ihnen u.a.:

  • Arbeit in einem interdisziplinären, engagierten und leistungsstarken Team mit offener, konstruktiver Atmosphäre
  • Möglichkeit der Teilnahme an internationalen Konferenzen

Bewerbungsfrist: 05. Oktober 2022
Start: 01. Januar 2023; zunächst befristet für die Dauer von 33 Monaten mit der Option auf Verlängerung.
Zur vollständigen Ausschreibung inkl. weiterer Infos, Kontakt und Fristen.