Call for papers

Special Issue
Innovation Management and Innovation Networks

Innovation is the creation and transformation of new knowledge into new products, processes, or services that meet market needs. As such, innovation creates new businesses and is the fundamental source of growth in business and industry and can be the key driver for the creation of more sustainable economies and company strategies.

The ability to generate and sustain innovation has become critical for companies as markets grow more global, open, and competitive, and as customer expectations grow more diverse and demanding.

This special issue wants to cover the current issues in innovation management and innovation networks and is interested in topics like:

• The impact of new sustainability requirements on the dynamic capabilities that a firm should develop and sustain to remain innovative and therewith competitive in turbulent environments. In particular, which new innovation capabilities are required to integrate environmental, social and financial objectives?
• How, and under what conditions, do entrepreneurs in developing countries innovate? And what can be done to support innovation by entrepreneurs in developing countries?
• Balancing capability building for radical and incremental innovations. Incremental innovation capabilities consist of skills and competences that refine existing products, while radical innovation capabilities are covering skills which are needed to significantly transform existing products or services. What kind of learning creates capabilities needed for the generation of incremental or of radical innovations? What kind of lessons can be taken respectively how to manage the process of developing capabilities in innovation management?
• Analysis of innovation networks: Economic operations and thus innovations are embedded in social relations and structures. Therefore, the organizational units that create innovation are not individual businesses, but usually networks. From a resource point of view, networks hold a variety of advantages for their members, such as access to material and immaterial resources, information and knowledge. How can the new role of intermediaries as an architect of collective exploration and creation of knowledge in open innovation be described? What are the key variables in the process of managing innovation networks? Any kind of discussions and analysis of innovation networks are welcome.

This is not an exhaustive list.

Deadline
Full papers for this special edition of ‚management revue‘ must be with the editors by July 31st, 2014. All submissions will be subject to a double blind review process. Please submit your papers electronically via the journal submission system at https://hermes.hsu-hh.de/mrev/ using ‚Innovation Management‘ as article section.

Looking forward to hearing from you!

Susanne Gretzinger, University of Southern Denmark, Sønderborg
Simon Fietze, University of Southern Denmark, Sønderborg
Wenzel Matiaske, Helmut-Schmidt-University Hamburg (Germany)

Call for Contributions

Clusters in the Context of Entrepreneurial Ecosystems, Smart Specialisation Strategies & Regional Development
Workshop, 15.-17.9.2014, Flensburg & Sønderborg

Clusters are still a hot topic for scholars from different disciplines. More recently, specific interest in the field was directed towards the establishment of entrepreneurial ecosystems, smart specialization strategies and regional development. Linking these topics into Public Policies and firm strategies in clusters is the central theme of this workshop. The organisers of the workshop will organise an edited book or a special issue of a journal on the topic of the workshop theme. Participants at the workshop will have the possibility to submit their papers for refereeing for inclusion in the publication.

We are particularly interested in developing new knowledge in the area of firm clusters with regard to a resource-oriented perspective on clusters bringing together a wide range of multidisciplinary and cross sectoral approaches. We invite papers from researchers and practitioners in the following topic areas:

• Smart specialisation strategies & clusters
• Entrepreneurial ecosystems in clusters
• Small business incubation in clusters
• Cross-border clusters
• The role of public policy in clusters
• Firm resources, strategy and clustering
• Cluster management and facilitation
• Cluster mapping and evaluation
• Best and worst practice cluster cases
• Innovation networks

Deadline for submission of abstracts is June 1st, 2014.

Further Information

Call for papers

Arbeitsmarkt und industrielle Beziehungen

Herausgeber: Christoph Kähler, Werner Sesselmeier & Olaf Struck

Schwerpunktheft der Industriellen Beziehungen
Zeitschrift für Arbeit, Organisation und Management

Ziel des Sonderbandes ist es, Analysen zum Zusammenhang von Arbeitsmärkten und industriellen Beziehungen vorzulegen. Konkret soll dabei das enge Wechselverhältnis zwischen den Bedingungen und Entwicklungen auf internen und externen Arbeitsmärkten und den verschiedenen Ebenen der industriellen Beziehungen in den Fokus der Analyse gerückt werden.

In den Beiträgen können industrielle Beziehungen jeweils mit unterschiedlichen Schwerpunkten betrachtet werden. Beiträge können sich auf die innerbetrieblichen Beziehungen zwischen Eigentümer und Management eines Unternehmens und dessen Arbeitnehmer ebenso beziehen wie auf Beziehungen zwischen Arbeitgeberverbänden und Gewerkschaften, wobei sie auch Staats-, Wirtschafts-, Rechts- und Sozialsysteme berücksichtigen sollen. Auch hinsichtlich der Analyse von Arbeitsmärkten können unterschiedliche Schwerpunkte gesetzt werden, seien es innerbetriebliche Karrierepfade oder Bewegungen auf externen Arbeitsmärkten in Deutschland oder in anderen Ländern. Gewünscht werden aktuelle, empirisch und theoretisch orientierte Beiträge.

Einsendefrist für Abstracts ist der 1.4.2014.

Weitere Informationen

Call for papers – Special Issue on the Topic:

Paradoxes and tensions in HRM:
Exploring the field and moving ahead

to be published in Zeitschrift für Personalforschung
(German Journal of Research in Human Resource Management)

Paradoxes and tensions are inherent aspects of organizational life generally and HRM in particular. Since Karen Legge (1978) characterized HR managers as ‘victims of ambiguity’ caught in ‘vicious cycles’, scholars have explored different types of tensions and their consequences for HR practitioners. More recently, it has also become clear that other HR actors encounter tensions in relation to their HR roles including line managers.

The identification and naming of such tensions is an interesting development and counters some of the problems of unitarism and managerialism that dominated work on HRM for many years. However, while the terms duality, paradox, ambiguity and tension are widely used in contemporary HRM research, the underlying concepts and theoretical assumptions are rarely explored systematically as is common in broader management and organization theory. Research has focused largely on describing tensions, their effects on actors, and resulting negative consequences (e.g., stress, dissatisfaction, helplessness, work-related health problems or inertia in decision-making). HR and general managers as well as employees easily become framed as passive ‘victims of ambiguity’.

With this call for papers we invite work from scholars who draw on and develop conceptual approaches to paradox, tension and ambiguity in HRM.

In order to be considered for publication in this Special Issue, an extended abstract of approx. 1500 words should be sent to the editors by March 31th, 2014. The deadline for the full papers is August 31th, 2014.

Further Information

Call for papers –EURAM 2014 (Track 06_06):

Realizing competitiveness and sustainability through human factors and human resource management

Organizational strategies that rely on technology to gain competitive advantage are dependent upon successfully integrating humans into the solution. Moreover, long-term success requires organizational stewardship of human, natural and environmental resources. Human Factors (HF) and Human Resource Management (HRM) professionals have begun pioneering work on harmonizing human, social, ecological, and economic resources to realize competitive and sustainable success. Papers with new theoretical perspectives on and/or empirical insights into HF/HRM and Sustainable Development are welcome. Topics of interest include but are not limited to:

• Sustainable Human Resource Management: Concepts and Strategies
• Theoretical and empirical Impacts on Sustainable Human Resourc Management
• Theoretical Perspectives on Human Factors and Sustainable Development
• Sustainability and Human Factors in Global Value Creation
• Human Factors and Design for Sustainability
• Sustainability and Risk Management from a Human Factors Perspective

Final date for full papers is January 16th, 2014.

Further Information

Ever since the beginning of industrialization the fight for the reduction of working hours was considered the way out of the „kingdom of necessity“. It was only in the 1980s, in the course of a decentralized organization in worldwide networks, that the paradigm changed to more flexible forms of working time management. This is no longer an issue of the collective actors alone but also of the individuals who have to cope with the increasing time flexibility in a socio-structurally differentiated way. From trust-based working hours to on-call duty, from the core workforce with a 35-hour week to temporary work: the contemporary organization of working time took since long already various forms. In addition, the ongoing economic crisis leads in many European countries to forced over-employment and under-employment at the same time.

At the same time the topics are changing under which the problems of the „flexible character“ in balancing different aspects of life are discussed in (human resource) management, psychology and sociology. Role conflicts, the balance of work, free time and family or burnout as a possible consequence are keywords which show that work and work time cannot be separated from life time.

In the special issue and the corresponding seminar (IUC Dubrovnik, 23 – 27 April 2014), we would like to discuss our topic in an adequately broad and interdisciplinary way. We are particularly interested in questions such as:

• Disparities of working time and desired working hours in the course of time
• Quantitative and qualitative working-time regimes
• Time-related stress and wealth in time
• Balancing life domain work conflict
• Models of labour time re-distribution
• Externalities of problematic working time arrangements, e.g. influences on family life, happiness, fertility etc.

This is not an exhaustive list.

Deadline

Potential contributors to the seminar at the IUC Dubrovnik are encouraged to contact the guest editors directly with an abstract of 1-2 pages before January, 31st 2014. A limited amount of travel grants for scholars from German universities are available.

Full papers for a special issue of management revue (http://www.management-revue.org/) must be with the editors by July 31st 2014. All contributions will be subject to a double-blind review. Papers invited to a „revise and resubmit“ are due October 31st 2014. Please submit your papers electronically to Wenzel Matiaske at using as subject „IUC Dubrovnik: Working Time“.

Hoping to hear from you!

Wenzel Matiaske
Simon Fietze
Gerd Grözinger
Doris Holtmann

Call for papers – DBW-Themenheft:

Experimental Research on Governance, Risk, Compliance, and Taxation

Die Zielsetzung des Themenhefts besteht darin, die Entwicklung in der experimentellen Forschung in den Bereichen Governance, Risk, and Compliance und Steuerwirkungen durch qualitativ hochwertige Beiträge weiter voranzubringen.
Die Arbeiten sollten methodisch dem Bereich der experimentellen Forschung zuzuordnen sein. Dabei kann es sich sowohl um Laborstudien als auch um Feldstudien handeln. Der methodische Ansatz kann ökonomisch oder psychologisch fundiert sein. Auch allgemeine Methodenbeiträge zur Anwendung der experimentellen Methode zum Forschungsgegenstand des Themenheftes sind willkommen. Mit den Beiträgen gelingt es idealerweise aufzuzeigen, welche experimentellen Ansätze sich für die Forschung zu diesen Themengebieten eignen, welchen Standards diese Forschung folgen sollte, inwiefern bislang offene Fragen beantwortet werden und somit welche neuen Erkenntnisse gewonnen werden können.

Die Beiträge müssen bis zum 31.05.2014 eingelangt sein.

Weitere Informationen

Call for papers – Special Issue on the Topic:

Human Resources Management in Professional Service Firms

to be published in Zeitschrift für Personalforschung
(German Journal of Research in Human Resource Management)

In recent years, knowledge has been recognized as the main resource for the creation of competitive advantage of organizations and businesses have therefore become much more knowledge-intensive. ,Professional service firms’ (PSFs) such as accounting, law firms, business or technical consulting, architecture firms, advertising agencies, and investment banks offering services mainly based on knowledge have emerged as focal point within these developments.

Despite these developments and the distinct characteristics of HRM in professional service firms it has been discussed in research only to a limited extend.

In order to be considered for publication in this Special Issue, an abstract of two pages should be sent to the editors by February 28th, 2014. The deadline for the full papers is June 30th, 2014.

Further Information