Archiv der Kategorie: Call for Papers

CfP: Annual Leibniz ScienceCampus Conference (30 Nov & 01 Dec in Regensburg): Sustainability and firm performance in Europe and the Americas

The United Nations Sustainable Development Goals (SDGs) set a global roadmap for reducing inequality, improving institutions, and enhancing economic growth while tackling climate change. This brings both opportunities and challenges for firms worldwide, ranging from technological development and reorganization of value chains in response to the green energy transition to the implementation of environmental, social, and corporate governance (ESG). This conference will take a closer look at firm-level sustainable behavior, its drivers, costs, and benefits. Following the SDGs, we focus on different aspects of sustainability, including but not limited to institutional frameworks, inequality, and the environment. Our aim is to generate a better understanding of the role of sustainability in firm behavior and performance. We use a broader definition of „firms“ and their performance that includes looking at profits, employment, corporate social responsibility, and ethics issues while focusing on firms of all sizes from individual entrepreneurs and small and medium-sized enterprises (SMEs) to multinational corporations.

The conference topics include (but are not limited to) the following key questions:

  • Firm-level factors shaping the sustainable and energy-efficient behavior
  • The effects of sustainability on firm profitability, employment, and overall performance
  • Issues of corporate social responsibility
  • Governance and management of firms’ sustainable behavior in different industries
  • Non-financial reporting of companies and the related national and global standards
  • Firm-level perspectives on financing energy transition and green growth
  • The role of social, ethical, and institutional factors in firms’ sustainable behavior

We welcome applications, regardless of discipline, that address these or related topics using quantitative, qualitative, or mixed methods. Comparative perspectives between Europe and the Americas are particularly welcome.


  • Olga Popova, IOS (Leibniz Institute for East and Southeast European Studies)
  • Thomas Steger, Universität Regensburg

The conference language is English. There is no conference fee.
Accommodation in Regensburg for one author of each accepted paper will be provided by the organizers. Early career researchers and presenters with a lack of travel support from their own institution are also welcome to enquire about contributions towards travel costs.

Deadline for extended abstract submission: 01 May 2023.
Notification of acceptance: 01 June 2023.
Deadline for submission of full papers: 01 November 2023.
Conference homepage.
The complete CfP.


CfP: Employer, Employee, and Linked Datasets (LEE). Datasets ‒ Availability, Quality, Perspectives (Seminar & Special Issue)

Combining data from employees on the one hand and establishments on the other is considered a promising research basis from different perspectives. Such datasets ideally provide information from different sources, which can increase the validity of the data, and operationalise a multi-level design, which is called for by various theoretical approaches. Furthermore, such data are of interest to different disciplines. Examples from different disciplines are:

  • 1) occupational and organisational psychology use such data to study subjective stress and leadership style,
  • 2) personnel research is interested in turnover rates and how this relates to relations between employers and employees,
  • 3) situational research is interested in fluctuation rates and situational conditions of personnel management,
  • 4) sociology is interested in career paths in different work organisations and the social structure of society, and
  • 5) economics interested in labour market outcomes more generally.

Of course, from these perspectives survey design in terms of e.g. information in questionaire and time dimension with possible panel structure is of interest in assessing the research potential of LEE datasets. The construction of such surveys is costly and entails a series of aspects concerening design. Therefore, their subsequent use is desirable, which necessitates institutional archiving and, better still, institutional data production. Most importantly, an overview of available data sets and projects on LEE data would promote international research. This entails systematic archiving, documentation and methodological research on possible caveats in specific survey designs producing LEE datasets. The advantages and disadvantages of these practices and quality management are also of great interest. Furthermore, a great interest is associated with theoretical and methodological questions on survey designs as well as possible applications in different disciplines. Accordingly, this workshop brings together researchers on methods concerning survey designs of LEE datasets with researchers doing research using LEE datasets to promote the mutial understanding of potentials and caveats in different designs of LEE datasets. Examples of contributions could be:

  • Specific employer, employee, and in particular linked data sets and projects
  • Methodological difficulties and solutions in the context of data collection, archiving and re-use
  • Theoretical issues dealt with when using LEE datasets in different disciplines and what  dimensions on LEE datasets are essential in that respect
  • Aspects of quality assurance and solutions on such issues
  • Issues concerning weighting, non-response and attrition in different types of survey datasets
  • Types of LEE datasets based on registers or surveys and issues therein
  • Examples of using LEE datasets for research in different disciplines

Course Directors & Guest Editors

  • Chris Brewster, Henley Business School, University of Reading, UK
  • Wenzel Matiaske, Helmut-Schmidt-University/University of the Federal Armed Forces Hamburg (Germany)

Deadline for abstract submission for the seminar: 31 July 2023.
Seminar at the IUC Dubrovnik: 2-6 October 2023.
Deadline for submission of the full paper for the Special Issue: 30 November 2023.
Publication date: Issue 4/2024

View the complete Call here.

CfP: Conference on Attendance Behavior, July 2023 in Tilburg

We are pleased to announce a call for papers for a conference named “Be There or Be Square? Theoretical and Empirical Advancements in Workplace Attendance Behavior Research” that will take place at Tilburg University (Netherlands) on the 20th and 21st of July 2023.

In a nutshell, we aim to bring together researchers from different fields interested in various aspects of Workplace Attendance Behavior (such as absenteeism and presenteeism) to discuss new projects, ideas, and to advance the field.

The submission deadline for extended abstracts to be reviewed is 3 April, 2023. Feel free to share this with interested colleagues and coauthors. If you have any questions about the conference or your potential submission, feel free to reach out.

View the complete Call here.

CfP: Stress and Strain at Work – Concepts, Methods, and Results of Survey Research (Seminar& Special Issue)

Work-related stress can harm an individual’s health, well-being, and satisfaction and is a common problem (not only) in European countries (Aumayr-Pintar et al., 2015). It impacts the private sphere of life and can also have economic consequences for the employer through reduced work performance, lower productive output or employee absenteeism. Over the past seven decades, researchers have been engaged in the study of stress (Väänänen et al., 2012), and the interest and relevance continue to grow (Rigó et al., 2021).

Based on different theoretical conceptualisations, the measurements of stress (and strain) in industrial psychology, organisational sociology, or labour research (Abbas et al., 2013) are complex and situational. Individual diagnostic measurement tools are too large for population surveys. Consequently, these extensive surveys and panel studies apply short versions of stress measures (e. g., Siegrist et al., 2009). However, results from these population surveys are necessary to classify, compare and validate study results. In addition to the measures‘ brevity, the measurement type is also relevant. Studies indicate that the type of measurement can have a decisive impact on the results (Tobsch et al., 2018). This could be shown in a stress-theoretical measurement setting when testing the internationally used and valid effort-reward imbalance model (Siegrist, 2016). Therefore, there is a need to address theoretical concepts, the methodology of stress measures in extensive surveys and panel studies, as well as empirical findings from these surveys and studies such as the International Labor Office’s (ILOs) Decent Work Survey Program (Anker et al., 2002), Eurofound’s European Working Conditions Survey (Eurofound, 2022) or national survey such as the German Socio-Economic Panel (Socio-Economic Panel (SOEP), 2021).

Seminar at the IUC Dubrovnik (15-20 May 2023) & Special Issue

Based on these brief reflections, the purpose of the seminar and the aim of the special issue of management revue – Socio-Economic Studies is to focus on the diverse theoretical models, measures and concepts of stress applied in surveys and panel studies, and investigate and discuss findings from these surveys and studies in the context of the mentioned methodological challenges:

  • Which stress concepts are implemented in surveys? How are these stress concepts adapted to meet the standards of survey methodology?
  • What are the advantages and disadvantages of having different (and competing) measures?
  • Which surveys and panel studies are suitable for stress measurements?
  • What variables and concepts are needed in surveys and panel studies besides stress measures?
  • How do the findings from different surveys differ?
  • These are just some ideas and not an exhaustive list. The seminar welcomes empirical studies and theoretical papers and provides sufficient time for discussion and reflection.

Course Directors & Guest Editors

  • Wenzel Matiaske, Helmut-Schmidt-University/University of the Federal Armed Forces Hamburg (Germany)
  • Mandy Müller, Helmut-Schmidt-University/University of the Federal Armed Forces Hamburg (Germany)
  • Simon Jebsen, University of Southern Denmark

Deadline for abstract submission for the seminar: 28 February 2023.
Deadline for submission of the full paper for the Special Issue: 30 August 2023.
Publication date: Issue 2/2024

View the complete Call here.

Herbstworkshop 2023: Deadlines & Call for Papers

Wichtige Deadlines

  • Deadline Einreichung von Beiträgen: 28. April 2023.
  • Deadline Einreichung von Gutachten: 22. Juni 2023.
  • Mitteilung über Annahme: 05. Juli 2023.


  • 19. September 2023: PhD Workshop (digital)
  • 20. September 2023: Habilitand*innen-Workshop an der ESCP & abendliches Get-together im Harnack-Haus
  • 21. September 2023: Konferenz-Dinner
  • 21. & 22. September 2023: Hauptvortrags-Programm im Harnack-Haus

Call for Papers

Hiermit laden wir zur Einreichung von Aufsätzen und Kurzbeiträgen für den kommenden Herbstworkshop der Wissenschaftlichen Kommission Personal ein. Eine Vielfalt an Themen, Theorien und Methoden ist erwünscht. Neben Forschungsergebnissen können auch Projekte in einem frühen Stadium präsentiert werden (Kurzbeiträge). Entsprechend sind zwei Formen von Beiträgen möglich:

  • Aufsatz: Bitte reichen Sie einen vollständigen Aufsatz in Deutsch oder Englisch mit 8.000 bis 10.000 Wörtern (exklusive Literaturverzeichnis) ein.
  • Kurzbeitrag: Bitte reichen Sie eine ausführliche Zusammenfassung Ihres Projektes mit etwa 1.500 bis 2.000 Wörtern (exklusive Literaturverzeichnis) ein.

Zum vollständigen Call for Papers.

CfP: Special Issue on Pay Disclosure: Implications for HRM

Due to pressures from different stakeholders aimed at alleviating societal inequities related to
pay and income, organizations are increasingly being confronted with the need to open up
about pay. For example, New York City recently became the largest U.S. city to require private
employers to disclose salary ranges in job ads, the Austrian government’s “transparency act”
mandates all employers to state the minimum salaries and overpayment options in job ads,
and employees in Germany have the right to request information on the average salaries of
coworkers in the same job category. However, recent literature has demonstrated that the
consequences/outcomes of pay transparency are complex and not universally positive, and
asked for much more research on this topic (Arnold and Fulmer, 2018; Bamberger, 2021;
Brown, Nyberg, Weller et al., 2022; Lam, Cheng, Bamberger et al., 2022; Marasi and Bennett,
In this Special Issue we aim to expand existing research by focusing attention on contributions
addressing the implications of pay information disclosure for human resource management.
We seek to stimulate the field of HRM to develop knowledge on managing pay information
disclosure that is both rigorous and relevant. We welcome contributions from different fields
and perspectives on HRM and related disciplines, and invite empirical as well as
conceptual/theoretical papers.

Contributions could address the following or similar questions – but are not limited to these:

  • When are organizations more likely to disclose which kind of pay information?
  • What is the role of different actors – employees, HR professionals and line managers
    – in pay disclosure processes?
  • What are the outcomes of pay disclosure for employees and organizations (e.g.
    regarding satisfaction, pay dispersion, performance)?
  • When are positive or negative outcomes of pay disclosure on the employee, team
    and organizational level more likely?
  • How are changes in pay disclosure managed by HR professionals or managers, and
    how do employees respond to pay disclosure in the short and/or long-term?

Guest editors

  • David G. Allen is the Luther A. Henderson University Chair in Management and Leadership at TCU (U.S.) and Distinguished Research Environment Professor at the University of Warwick (UK).
  • Julia Brandl is Professor of HRM and Employment Relations at the University of Innsbruck, Austria.
  • Christian Grund is Professor of HRM and Personnel Economics at RWTH Aachen University.
  • Anna Sender is a Senior Researcher and Lecturer in Strategic HRM at the University of Lucerne and Lucerne University of Applied Sciences and Arts, Switzerland.

Submission Deadline: 30 September 2023.
Publication date: Issue 1/2025 (accepted manuscripts available online first).
View the complete Call here.

Call for Abstracts: CHIMSPAS 2023 (International Conference on Challenges in Managing Smart Products and Services (24 & 25 August 2023, Bielefeld, Germany)

Smart products and services are about to transform both markets and companies. Since 2019, scientists discuss corresponding managerial issues during the Conference on Challenges in Managing Smart Products and Services (CHIMSPAS, see videos from the first event and the last one). CHIMSPAS 2023 will take place on-site in Bielefeld, a lovely town in the center of East Westphalia. In these past years, a vivid community of researchers with various backgrounds, especially from the fields of service management, innovation management, and business information systems, emerged. Again, we cordially invite researchers and practitioners from these and other management fields as well as from other disciplines such as engineering, psychology, or law to join us for another CHIMSPAS event. We welcome conceptual, empirical, and analytical works to be presented at CHIMSPAS. Possible contributions should be submitted as extended abstracts. Both completed research and work in progress are eligible. Awards for the most influential conference contributions will be presented during the conference.

Topics of Interest: Conference contributions need to be related to challenges in managing smart products and services, which might arise in diverse fields such as those listed in the following:

  • Business Information Systems Engineering (e.g., establishing smart service platforms)
  • Entrepreneurship (e.g., collaboration with startups in developing smart products)
  • Human Resource Management (e.g., new skills required, new working styles or cultural norms)
  • Innovation and Technology Management (e.g., barriers to smart product adoption and diffusion, acquisition of required technologies)
  • Logistics (e.g., continuous tracking of products w.r.t. location, current condition, environment)
  • Marketing (e.g., finer customer segmentation, better after-sale service, novel pricing strategies)
  • Organization (e.g., new organizational structures to coordinate units more closely)
  • Production (e.g., predictive analytics enabling service innovation in manufacturing, industry 4.0)
  • Services Management (e.g., smart service systems)
  • Strategic Management (e.g., new business model, importance of data, open or closed system)

Conference Co-Chairs

  • Prof. Nicola Bilstein, University of Bayreuth
  • Prof. Christian Stummer, Bielefeld University

Submission Deadline: 03 April 2023.
Conference:  24-25 August 2023.
Conference Website: here.
View the complete Call here.

CfP: Human-Centered AI at Work – Common Ground in Theories and Methods

Research can face artificial intelligence (AI) as an issue of technology development but also as an issue of enacted technology at work. Human-centered design of AI gives emphasis to the expertise and needs of human beings as a starting point of technology development or as an outcome of AI-based work settings. This is an important goal, as expressed, for example, by the international labor organization’s call for a „human-centered agenda“ for the future of AI and automation collaboration. This Research Topic raises the question of what human-centricity means, i.e. what are the criteria and indicators of human-centered AI and how can they be considered and implemented?

The aim of this Research Topic is to open a floor for an interdisciplinary discourse elaborating on theoretical concepts and methods in use that specify the human-centricity of AI work settings. A common ground for theory development and discourse on empirical results is necessary as human-centered AI is being theorized, investigated, and developed in various disciplines. The range of disciplines is from information science, machine learning, engineering and robotics, medicine up to ergonomics/work science, psychology, sociology, philosophy, business studies, law and labor relations just to mention the core disciplines involved in the current debate. These disciplines provide different basic understandings of what human-centered AI at work exactly means. Basic assumptions are not necessarily routed in explicit theories but also result from theories in use leading to a set of methods and instruments applied in R&D projects and transferred to practice. As different perspectives co-exist and are currently not well integrated there is a need to further specify and systemize what human-centered AI in the workplace exactly means and what the underlying criteria are. Based on that, we can gain an overview, search for a common ground and distinguish between communities that move forward the discourse in parallel.

We invite a wide range of empirical and theoretical contributions that investigate:

  • Work settings making use of AI
  • The connection and loops between AI development and AI use fields
  • Regulations for AI implementation
  • Issues of decision making with and/or about AI at work

We equally appreciate theoretical or empirical work on how to specify human-centricity as a (normative) input factor, as a throughput in process descriptions and/or as an measurable output of AI-based work settings. Invited research contributions might contribute from different starting points:

  1. Theoretical outlines giving emphasis to concepts for specifying the normative basis of human-centered AI at work
  2. Methods, instruments, and standards in terms of theories in use of what human-centricity means
  3. Empirical studies investigating the antecedents and/ or outcomes of human-centered AI use at work and mediating or moderating mechanisms;
  4. Case study analysis representing practices of human-centered AI where qualitative field work allows to specify criteria in an inductive manner

Topic Editors:

  • Annette Kluge (Ruhr University Bochum)
  • Corinna Pfeifer (University of Lübeck)
  • Uta Wilkens (Institute of Work Science, Ruhr University Bochum)
  • Verena Nitsch (Institute of Industrial Engineering and Ergonomics, Faculty of Mechanical Engineering, RWTH Aachen University)

Submission Deadline for Abstract: 06 February 2023.
Submission Deadline for Manuscript: 06 July 2023.

View the complete CfP here.

Call for Submissions: 10th Austrian Early Scholars Workshop in Management (AESW) in Graz

The Tenth Austrian Early Scholars Workshop in Management (AESW) will be held at the University of Graz. Organized by Robert Bauer (JKU Linz), Giuseppe Delmestri (WU Wien) and Renate Ortlieb (Uni Graz), the AESW invites early career scholars who intend to pursue an academic career in the fields of organization and management, human resource management, strategy, innovation, entrepreneurship, organizational behavior, international management or public management. Given faculty members’ extensive expertise in institutional theory as well as in organizational change, innovation and the grand societal challenges, the AESW provides an environment particularly conducive to research in these areas. The AESW is open to academics in early stages of their academic careers and PhD students who have already completed a substantial part of their dissertation projects.

Fee: There are no participation fees for accepted early scholars.
Submission deadline: 21 February 2023.
Date of the AESW: 4 & 5 May 2023
View the complete Call for Submissions here

CfP: Online Conference “Striving for Impact: Sustainable HRM for the Common-Good”, 14/15 March 2023

Embedded in a background of multi-level crises (e.g. Covid-19, violent-conflict, inflation, climate-change, growing social inequalities), and growing threats to the commons (democratic freedom, human rights, ecological integrity), our call can be considered a response to an urgency for business and HRM to adopt a more societal role and to critically reflect on the impact of HR policies, strategies and practices on wider societal and ecological shared “Common-Good” interests.

While scholarly concepts of and approaches to sustainable HRM are diverse (e.g. Aust et al., 2020), our aim of this conference is to offer an opportunity for international scholars to present and discuss how and when our research can have a real-life impact by making contributions to today’s sustainability challenges as framed through the United Nations’ Sustainable Development Goals (SDGs) and beyond.

We welcome high-quality contributions and work-in-progress submissions across diverse research fields and theoretical backgrounds that could help advance our understanding of how to develop, initiate, implement and sustain a “Common-Good HRM” within the workplace from a broad range of complementary perspectives, e.g. Socio-Economics, Business-Ethics, Organizational studies and Sustainable HRM.

Potential areas of interest include, but are not limited to:

  • Defining the purpose and boundaries of different conceptual and empirical manifestations of Sustainable HRM
  • Exploring the intended (‘bright side’) and unintended (‘dark side’) of Sustainable HRM
  • Exploring the gap between greater sustainability challenges (SDGs) and HRM or employment relations practices
  • Contributions of “Common-Good HRM” practices to grand sustainability challenges such as climate change, social inequalities etc.
  • Responses to challenges to a “Common-Good HRM” paradigm that materialize in tensions,
    contradictions or paradoxes of shareholder and stakeholder, business and society interests.
  • Mixed-methods approaches to investigating workplace “Common-Good HRM” policy and practices and in capturing respective antecedents and outcomes
  • Comparative research into the process and outcomes of determining key issues and policies for “Common-Good HRM” within and between both alternative “purpose-driven” companies and more mainstream organizations.
  • How different national and industrial contexts may shape sustainable HRM policy and practice.

Scientific Committee:

  • Prof. Ina Aust (LouRIM at UCLouvain, Belgium)
  • Prof. Julia Brandl (Universität Innsbruck, Austria)
  • Prof. Michael Brookes (SDU, DK)
  • Prof. Fang Lee Cooke (Monash University, Australia)
  • Prof. Marco Guerci (Università Delgi Studi Di Milano, Italy)
  • Prof. Michael Müller-Camen (WU Vienna, Austria)
  • Prof. Shuang Ren (Queen’s Management School, UK)
  • Prof. Douglas Renwick (Nottingham Trent University, UK)
  • Prof. Judith Semeijn (Open Universiteit, NL)
  • Prof. Philip Yang (Universität Tübingen, Germany)
  • Prof. Geoffrey Wood (Western University, Canada)

Date: 14 & 15 March 2023.
Venue: Online. The online access details will be sent to your email address a few days prior to the event.
Paper Submission: 2 to 31 January 2023.
View the complete CfP here.