Archiv der Kategorie: Call for Papers

CfP: New Work

Spätestens seit der Corona-Pandemie sind wir gezwungen, Arbeit neu zu denken. Viele nutzen mittlerweile die Optionen des Homeoffice und des flexiblen Arbeitens, Gleitzeitmodelle hatten starre Arbeitszeiten schon vorher abgelöst. Oft werden diese Entwicklungen als „New Work“ bezeichnet, ein Konzept, das bereits seit den 1970er Jahren diskutiert wird und mit dem Anspruch an eine „Arbeit, die man wirklich, wirklich will“ (Frithjof Bergmann) verbunden ist. Welche Auswirkungen hat die Restrukturierung von Arbeit auf die Work-Life-Balance oder auf zentrale gesellschaftliche Fragen wie Angestelltenrechte, den Gender-Pay-Gap, die Vereinbarkeit von Beruf und Familie oder auch ökologische Nachhaltigkeit? Wie bewerten jüngere Generationen den Sinn von Arbeit? Welche Vor- und Nachteile sind von der „schönen neuen Arbeitswelt“ zu erwarten? Während die Auswirkungen von „New Work“ weit über die individuelle Arbeit hinausgehen, entwickeln sich durch die fortschreitende Digitalisierung neue Branchen und Arbeitsformen, etwa die Plattformarbeit. Mit ihnen wird die Diskrepanz zwischen unterschiedlichen Arbeitsmodellen immer größer, denn sogenannte systemrelevante Branchen wie Pflege oder Landwirtschaft profitieren von solchen Neuerungen kaum.

Für die Ausgabe 46/2023 suchen wir Beiträge, die sich aus unterschiedlichen fachwissenschaftlichen Perspektiven mit dem Thema „New Work“ beschäftigen. Exposés mit einem Umfang von höchstens 4000 Zeichen (1–2 Seiten) können bis zum 12. Juni 2023 per E-Mail eingereicht werden. Aus den Exposés sollen die zugrunde liegenden Leitfragen und die Struktur des Beitrags klar hervorgehen. Bitte fügen Sie auch einen Kurzlebenslauf bei.

Vor der Auswahl der Autorinnen und Autoren durch die APuZ-Redaktion werden alle eingereichten Exposés anonymisiert. Bewertungskriterien sind Originalität, politische Relevanz und Wissenschaftlichkeit. Die Autorinnen und Autoren haben anschließend bis zum 25. September 2023 Zeit, ihre Beiträge im Umfang von etwa 27 000 Zeichen inkl. Leerzeichen und Fußnoten zu schreiben. Diese werden in der Print- wie auch in der Online-Ausgabe der APuZ veröffentlicht.

„Aus Politik und Zeitgeschichte“ – die Beilage zur Wochenzeitung „Das Parlament“ – wird von der Bundeszentrale für politische Bildung herausgegeben. Sie veröffentlicht wissenschaftlich fundierte, allgemein verständliche Beiträge zu zeitgeschichtlichen und sozialwissenschaftlichen Themen sowie zu aktuellen politischen Fragen. Die Zeitschrift ist ein Forum kontroverser Diskussion, führt in komplexe Wissensgebiete ein und bietet eine ausgewogene Mischung aus grundsätzlichen und aktuellen Analysen. Sie fungiert als Scharnier zwischen Wissenschaft, politischer Bildung und breiter Öffentlichkeit.

Deadline Exposé: 12. Juni 2023.
Deadline Beitrag: 25. September 2023.
Zum vollständigen Call for Papers.

CfP for Special Issue: Trust in Uncertain Times

Trust has become one of the most widely researched topics in organization studies (de Jong, et al., 2017). Often broadly understood as the willingness to make oneself vulnerable to the actions of another party (Mayer, et al., 1995; Rousseau, et al., 1998), trust plays a central role in virtually all intra- and inter-organizational interactions. Prior research suggests that trust can alleviate concerns of opportunism, which reduces inter-partner conflict and transaction costs (Anderson, et al., 2017; Zaheer, et al., 1998). Although the study of trust represents a long-standing area of inquiry in organization studies, several recent technological advancements and geopolitical developments have dramatically changed the landscape in which trust is embedded, pointing to the need for a re-examination and extension of earlier accounts.

Perhaps most notably, the ongoing Fourth Industrial Revolution (Schwab, 2017) is fundamentally altering both economic transactions and social exchange (Meyer & Quattrone, 2021). Supported by unprecedented degrees of connectivity and processing of vast amounts of data (Hanelt, et al., 2021), digital technologies provide significant opportunities to re-design work and develop more open, flexible, and scalable organizing; however, their fast development and complexity also create considerable uncertainty for organizations. Digital technologies are transforming the nature of human interactions (Iansiti & Lakhani, 2020), with profound impacts on organizations, organizing, and the organized (Alaimo, forthcoming). Specifically, there are reasons to believe that digital technologies may cause trust to become more institution-based (Lumineau, et al., 2020), with formal mechanisms substituting for a history of interpersonal exchange as the source of trust. For instance, digital platforms facilitate trust between strangers (Abrahao, et al., 2017; Kuwabara, 2015; Mikołajewska-Zając, et al., forthcoming), blockchains can automate agreements with unknown partners (Hsieh, et al., 2018; Lumineau, et al., 2021), and artificial intelligence (AI) helps in assessing partners’ trustworthiness (Liu, et al., 2014). As a result, trust may become comparatively less personal (Seidel, 2018; Vanhala, et al., 2011) and more embedded in the institutional environment (Bachmann & Inkpen, 2011).

These technological developments come amidst unprecedented levels of geopolitical uncertainty and an accelerated decline of trust in institutions (Citrin & Stoker, 2018). Thought of as a relic from the past, a new cold war seems to be possible again. The Russian invasion of Ukraine exemplifies how key tenets of the economic world order—such as globalisation, free trade, and democracy—are more fragile than many assumed. What is more, China has emerged as a new superpower that is increasingly demanding its share of the global system of power and influence, leading to tensions and new challenges. The world has been massively shaken by a pandemic that has demonstrated the instability of trust in the absence of strong institutions (Fancourt, et al., 2020) while highlighting the critical need for various forms of trust in times of distress (Schilke, et al., 2021). In parallel, climate change will force humanity to completely rethink our energy sourcing, with a substantial impact on almost every industry, transportation, and private consumption, and trust in reliable institutions may represent a critical mechanism supporting proenvironmental behaviour that could address this challenge (Smith & Mayer, 2018).

Our theories of trust in organizations and processes of organizing need to reflect these transformative changes. Against this background, we believe it is both important and timely to
reassess the role of trust in intra- and inter-organizational settings to better understand how
relevant contemporary developments affect and are affected by trust. The ongoing disruptive
technological, political, and societal changes that are affecting organizations call for revisiting
the very concept of trust, along with its consequences and the processes that underly its
development, maintenance, and repair.

Objectives

The objective of this Special Issue is to serve as a focal point for theory development on and
empirical insights into the various ways in which trust and uncertainty intersect, with a special
emphasis on the role of institutions in explaining the interface between the two.

Scope

The Special Issue invites submissions that make substantial contributions to our understanding of trust in organized settings. We embrace a wide variety of theoretical and methodological approaches. The range of theoretical orientations may include institutional, structurationist, ethnomethodological, sociomaterial, phenomenological, and beyond. Diverse methodological approaches are welcome, including case studies, experiments, secondary data analyses, and surveys. Purely conceptual papers, empirical investigations, and combinations of theoretical and empirical research will also be considered. Our interest is directed toward trust at various analytical levels (i.e., micro, meso, and macrolevels), as long as organizations or organizing have a central place in the analysis. At the micro level, for instance, we find it worthwhile to revisit the role of ‘facework’ (Giddens, 1990), boundary work (Weber, et al., forthcoming), and rituals (Collins, 2004; Krishnan, et al., 2021) in organizational settings, as such analyses will be clearly geared toward a better understanding of the relationship between trust and institutional arrangements in uncertain contexts.

Below, we list a total of nine exemplary research topics that we believe will provide useful springboards for contributions that fit the scope of the special issue. However, submissions do not have to be limited to these themes.

Potential Research Topics [more details of each of them in the full Call for Papers]

  • Uncertainty and trust
  • A broader understanding of institution-based trust
  • Platform-enabled institutions and trust
  • Micro-level mechanisms of the trust and institutions nexus
  • Trust of meso-level institutions
  • Macro-level institutions and trust
  • Institutionalisation of trust
  • Erosion of trust in institutions
  • Digital technologies and trust

Guest Editors:

  • Oliver Schilke
  • Reinhard Bachmann
  • Kirsimarja Blomqvist
  • Rekha Krishnan
  • Jörg Sydow

Deadline for submission: 30 June 2023.
View the complete Call here.

CfP: Minitrack on “Digitalization of Work“ at the 57th Hawaii International Conference on System Sciences 2024

We cordially invite you to submit your work to the Minitrack (it will be our third time) on the “Digitalization of Work“ at the 57th Hawaii International Conference on System Sciences 2024, planned to take place at the beautiful island of Maui in January 2024!

We anticipate submissions including (but not limited to) the following topics:

Employee Relations

  • Motivating the future digital workforce
  • Work-life-balance, work-life separation, and work-life-blending
  • Dealing with mental health issues in digitized work
  • Dealing with social isolation in digitized work
  • Dealing with the digital divide from a temporal and spatial perspective
  • Temporary groups (pick-up groups) transforming into long-term team
  • Intercultural communication and intercultural challenges

Human Resource Management

  • Distant leadership and management of the digitalized workforce
  • The implications of AI and algorithmic leadership
  • Leadership for cloud-worker, click-worker, crowd-worker, and digital nomads
  • Gamification of performance measurements in digital work
  • Balancing self-leadership and intrinsic motivation with self-exploitation
  • Empowerment and motivation of the employees digitally
  • Skill development, learning, and talent identification in the digital environment
  • The design of virtual recruiting (e.g., gamified assessment center, virtual onboarding)
  • Establishing human automation resource management in the organization

Digital Work

  • Digital professions and practices
  • Balancing trust and surveillance in digital work and remote work
  • Augmentation of the work interface
  • Utilization of big data to empowering the digital employees
  • Platformization of digital work
  • Digitalized professions and work forms

Virtual and borderless organization

  • Foster (open) innovation and intrapreneurship
  • Fostering an organizational culture, work climate, commitment, and retention in a virtual organization
  • Dissolution of company borders into the borderless organization
  • Employee participation, collaboration, workers councils, and unions in a global digital world
  • Avoiding the digital Taylorism and tackling the power shift in the new work forms
  • Establishing employee-focused strategies and creating a sustainable business model
  • Professionalization of a hybrid workplace
  • Juridical and regulatory issues concerning remote and digitalized work
  • The role of the HR department in this digital world

There are several mini-tracks related to this call, and we all coordinate. They include Games & Gaming (in Digital and Social Media), Gamification (in Decision Analytics and Service Science), Streaming Media in Entertainment (in Digital and Social Media), Esports (in Internet and the Digital Economy), Game-based Learning (in Knowledge Innovation and Entrepreneurial Systems), and the Metaverse (in Organizational Systems and Technology).

Organizers

  • Tobias Scholz, University of Siegen
  • Juho Hamari, Tampere University
  • Stephanie Orme, Emmanuel College
  • Brian McCauley, Jönköping University

View the detailed Call for papers here.
View the guide for authors here.
Deadline for submission of papers: 15 June 2023.
Conference date: 03 to 06 January 2024.

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.

Organizers

  • 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.

Rahmendaten

  • 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,
2016).
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.