Archiv der Kategorie: Allgemein

Buchvorstellung: Aktuelle Führungstheorien und -konzepte (Rybnikova, Lang)

Am 03. November 2022, 16:00-17:00 findet eine virtuelle Vorstellung des Lehrbuchs „Aktuelle Führungstheorien und -konzepte“ von Irma Rybnikova und Rainhart Lang, SpringerGabler Verlag, 2. Aufl., statt.

Zoom-Link: https://uni-regensburg.zoom.us/j/62032209449

An diesem Termin werden Sie die Autor:innen des Lehrbuchs treffen:

  • Irma Rybnikova, HS Hamm-Lippstadt
  • Rainhart Lang, TU Chemnitz
  • Peter Wald, HTWK Leipzig
  • Viktoria Menzel, HS Hamm-Lippstadt

… sowie ausgewählte Kapitel näher kennenlernen:

  • Implizite Führungstheorie
  • Führung und Frauen
  • Geteilte Führung
  • Virtuelle Führung

Die Veranstaltung moderiert Thomas Steger (Uni Regensburg).

Call for Applications: Ausschreibung der Schöller Fellowships für das Jahr 2023

Das Dr. Theo und Friedl Schöller Forschungszentrum für Wirtschaft und Gesellschaft vergibt jährlich Fellowships in den folgenden beiden Ketagorien:

  • Schöller Senior Fellow für international renommierte Wissenschaftlerinnen und Wissenschaftler
  • Schöller Fellow für aufstrebende Wissenschaftlerinnen und Wissenschaftler (auch Habilitierende, Post-Docs und herausragende Promovierende)

Das Forschungszentrum stellt seinen Fellows Mittel in Höhe von max. 50.000 € pro Schöller Senior Fellow, bzw. 20.000 € pro Schöller Fellow zur Durchführuzng eines Forschungsvorhabens zur Verfügung. Für die Bewerbung ist eine bereits vorhandene oder angestrebte Kollaboration mit den Professorinnen und Professoren des Fachbereichs Wirtschafts- und Sozialwissenschaften unumgänglich.

Bewerbungsfrist: 31. Dezember 2022.
Zur vollständigen Ausschreibung inkl. weiterer Infos, Kontakt und Fristen.
View the complete call for application in English here.

CfP for Special Issue GHRM: Achieving Sustainable Development Goals through a Common-Good HRM: Context, approach and practice

This Special Issue invites empirical and conceptual papers that examine and theorize the relationship between the United Nations’ (UN) Sustainable Development Goals (SDGs) (UN,
2015) and Human Resource Management (HRM). We welcome perspectives from HRM and
cognate fields such as employment relations and organizational psychology in dealing with
issues around people management, work and employment. There is growing interest in
management literature in exploring how HRM can reframe policies and practices in a more
sustainable way and thus contribute to achieving the UN’s SDG (c.f. Ghauri and Cooke, 2022),
as they contend with the consequences of past organizational actions, most notably global
heating. However, there is considerable variation in how organizations operating in different
parts of the world are confronting these challenges and how HRM can contribute to achieving
SDGs, which remains relatively under-investigated. The special issue seeks to bring together
new work in this area.

[…for more please view the complete CfP here…]

This Special Issue of the GHRM aims to spotlight the growing influence of the SDGs on HRM,
leadership and employment relations topics especially with regard to the challenge of how to
implement change for sustainable development in organisations. We welcome papers that will
challenge current mainstream business and HRM models and expect that new research will
cover and go beyond issues of the SDG-HRM relationship relating to congruence and
diversion, paradox and tensions and the strategic implications for HRM role, leadership and
workplace policies and practices (employment relations). For example, by asking demanding
questions not just about the emerging “Sustainable HRM” debate and the three main (CSR,
Green, Triple-Bottom-line) approaches developed, but which also more critically reflect on the
underlying concepts of Sustainability and Common-Good and the resulting broader role of
HRM in facilitating societal change as suggested, for example, in the new “Common-Good
HRM” model. Finally, we hope to enrich our knowledge of the influence of the SDGs as a
benchmark more generally, by discussing the implications for HRM concerning, for example,
HR role and purpose, strategic decision making, stakeholder engagement, talent
management, workplace participation, employee engagement, and workforce health and wellbeing. The journal’s tradition of theoretical pragmatism allows more space for novel theorizing than is typically associated with endeavours of this nature, and accordingly, we would welcome work that introduces, applies and extends new theoretical advances from other areas of the social sciences, and, indeed, across the broad domain of business and management studies.

Contributions could focus on one or more of the following questions – but are not limited to
these:

  • What are the strategic implications of the SDGs for HRM?
  • How do the SDGs enable or hinder the ability of HRM to address grand challenges?
  • To what extent can HRM policies and practices be redesigned to reduce social inequalities?
  • How do the SDGs as a benchmark change the role and purpose of HRM?
  • How do HR managers deal with the paradoxical tensions of sustainable change?
  • How do employees react to sustainability agendas at the workplace?
  • What are the implications for specific HR functions such as employee training, learning and
    knowledge transfer or performance assessment?
  • How can the SDGs be balanced with organizational performance goals?
  • What is the role of HRM leadership in the implementation of sustainability agendas?
  • What role does support from HR managers play in the acceptance of organisational transition and contribution to the SDGs?
  • How can the SDGs contribute to issues of workplace democracy and employee agency?
  • Are the concepts of Sustainability and the Common-Good still too theoretically vague?
  • What impact do investor agendas have on HRM and sustainability?
  • Building and applying new theory to better understand the links between HRM and sustainability.

Special Issue Editors:

  • Ina Aust, Université Catholique de Louvain LSM, Belgium.
  • Fang Lee Cooke, Monash University, Australia.
  • Michael Muller-Camen, WU-Vienna, Austria.
  • Geoffrey Wood, Western University, Canada.

View the compete CfP here.
Submission deadline (full papers): 30 November 2022.
Expected date of publication: 2023.

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.