Archiv der Kategorie: Konferenzen

84. Wissenschaftliche Jahrestagung des VHB (5.-8. März 2024) in Lüneburg

Entrepreneurship. Digitalisierung. Nachhaltigkeit.
BWL im Dreiklang der gesellschaftlichen Transformation

Das Streben nach „Impact“ ist und bleibt ein fester Teil der Betriebswirtschaftslehre. Welchen Beitrag kann und möchte die Betriebswirtschaftslehre als interdisziplinäres Feld zu gesellschaftlichen Transformationen leisten? Die VHB-Tagung 2024 legt einen Fokus auf die Kernthemen Entrepreneurship, Digitalisierung und Nachhaltigkeit, mit denen die BWL originäre Beiträge zu breiteren Debatten in Wirtschaft und Gesellschaft anstoßen kann. Aktuelle Fragestellungen beziehen sich beispielsweise darauf, wie sich die Transformation zu einer nachhaltigen Gesellschaft auf den Unternehmenszweck („Purpose“) auswirkt und wie das Erreichen von Nachhaltigkeitszielen durch Digitalisierung als Medium und Entrepreneurship als Veränderungsmechanismus beschleunigt oder erleichtert werden kann.

Wir laden die interessierte Fachcommunity dazu ein, an der VHB-Tagung 2024 teilzunehmen und diese durch ihre Beiträge zu diesen übergeordneten Themen und darüber hinaus mitzugestalten. Beiträge können in Form von Manuskripteinreichungen für die Programme der jeweiligen VHBWissenschaftskommissionen (WKs) erfolgen oder in Form von Vorschlägen für integrative Formate („IWK“), welche den interdisziplinären, WK-übergreifenden Austausch zum übergeordneten Tagungsthema und darüber hinaus auf innovative Weise ermöglichen sollen.

Zum vollständigen Call for Contributions.
Zur Konferenz-Homepage.
Zum Einreichungsportal.
Einreichungsschluss: 8. Oktober 2023.

CfP: 5th Human Resources International Conference, 10-12 January 2024 at the University of Otago, New Zealand

About the conference

We are delighted to welcome Human Resources (HR) scholars and practitioners, from throughout the world, to the 5th Human Resources International Conference (HRIC). This conference is hosted by the Department of Management at the University of Otago in Ōtepoti Dunedin, Aotearoa New Zealand, in conjunction with the HR Division of the Academy of Management.
The conference will take place from 10 to 12 January 2024 in the Otago Business School, with a series of presentations, professional development workshops and a doctorial consortium. Our theme is „Common Good HRM“.

Call for extended abstracts HRIC

The 5th HRIC offers an opportunity to advance the discussion on Human Resource Management’s (HRM) role in bringing about sustainability and common good within the workplace. Common Good is all about supporting “business leaders and employees in contributing to ecological and social progress in the world” (Aust, Matthews, and Muller-Camen, 2019), with Common Good HRM presenting a future-focused vision for HRM that supports practitioners who want to make a difference. Thus, there is a need for HRM to explore new approaches to practice.

Common good HRM emphasises how it can contribute to the United Nations Sustainable Development Goals (SDGs) by supporting organisations as they attempt to deal with the grand challenges faced by our society. The value of the Common Good approach is that it highlights the salient role HRM can play in dealing with society’s grand challenges, with all the SDGs linking to HRM policy and practice. For example, the goal of eliminating poverty (#1) is clearly linked to rewards, gender equality (#5) to diversity and inclusion, good health and wellbeing (goal #3) to health, safety, and social and psychological wellbeing, decent work and economic growth (goal #8) to recruitment, selection, rewards, training, development and performance management. Although less explicit, goals such as that of responsible consumption and production (#12) can also be addressed through training and performance management initiatives.

Therefore, the conference theme, among other things, seeks to develop our understanding about new HRM approaches which promote solutions to the grand challenges faced by society, and influence stakeholders such as employees, organisations, community, and the environment. This HRIC provides opportunities to share work-in-progress on any current related HRM issue. The conference also presents an opportunity to network with colleagues from academia, industry and government. We welcome paper, symposia, and professional development workshop submissions on a range of topics relevant to the shifting landscape of HRM, and therefore have the following tracks:

  1. Common good HRM
  2. Indigeneity in HRM
  3. International HRM (including cross-cultural perspectives)
  4. Employment Relations
  5. Human Resource Development (HRD)
  6. HR scholar/practitioner nexus
  7. General HRM
  8. Interdisciplinary/practitioner

Deadline for Submissions: 18 August 2023.
Decisions notified: by 22 September 2023.
Submission guidelines and more info on the Conference’s website.

17th International Research Workshop – Methods for PhD

Registration for the 17th International Research Workshop (27 August – 1 September 2023) is open now. The workshop will take place at the Akademie Sankelmark (near Flensburg).

Workshop Fee (read more here)
559 EUR (with accommodation and meals)
359 EUR (without accommodation)

Would you mind registering for our Newsletter to receive updated information about the workshop and other Ph.D.-related activities?

Workshop Committee:

  • Wenzel Matiaske, Helmut Schmidt University
  • Simon Jebsen, University of Southern Denmark
  • Heiko Stüber, University of Applied Labour Studies

Lecturers & Programme.
Workshop poster.


CfP: Conference & Special Issue on Organisations and Social Sustainability at Work

Conference „Empirical Personnel and Organizational Research“ on 9 and 10 November 2023 at the University of Southern Denmark Sønderborg & Special Issue

With the thematic focus, this year’s annual meeting addresses the megatrends of social sustainability and new understandings of quality work for employees. Social sustainability means offering processes for creating successful places that promote well-being by understanding what people need from the places they live and work.

Social sustainability supports social and cultural life, social amenities, citizen and employee engagement opportunities, and space for people and places to evolve as belonging and identity. Social sustainability can be reached by aligning formal and informal processes; systems, structures, and relationships must allow current and future generations to create healthy and durable living. Socially sustainable communities are equitable, diverse, connected, and democratic and provide a good quality of life. The annual meeting organisers are interested in how organisations of all types can contribute to a social sustainability culture and how these cultures can be organised. Examples of problems, challenges, work practices and initiatives of interest to the conference and social sustainability paradigm are, among other things:

  • The reproduction and production of social closure and exclusion in organisations: starting from cultural and social bias in recruiting, over-performance and promotion management (meritocracy, the seniority principle) to self-exclusion of particular demographic groups, workplaces have the power to divide social groups further – or potentially mend this gap.
  • Private companies are increasingly interested in alternative work standards concerning technological progression: changes include agile, low-hierarchy digitalised workflows, and liberal group and project management, especially in IT and high-tech, but also in other domains.
  • Organisations are increasingly encouraging issues of employee identity, belonging, (mental) health and psychological safety, cultural struggles, and empowerment: such momentum can be explored and evaluated from different perspectives. While ethical considerations (e.g., overcoming racial discrimination) matter, managing employee demands resulting from their identity and belonging and integrating resulting practices in the business and management model (e.g., rewarding employee engagement appropriately) must be equally thought through.
  • The megatrends towards sustainability and new standards of good work have increased the „talk“ about such issues: Organisations have professionalised their public verbiage, installed public corporate persona and otherwise improved their image regarding corporate consciousness and engagement. Team building measures and a focus on good and friendly work milieus are ubiquitous – however, whether or not such measures benefit employees or merely the „new spirit of capitalism“ (Boltanski and Chiapello, 2007) is to be explored.

In addition, contributions that deal with other empirical personnel and organisational research topics beyond the conference topic are also welcome.

Conference dates:
Submission deadline: 30 September 2023.
Registration deadline: 15 October 2023.
Conference: 9 & 10 November 2023.
Conference’s website.
Special Issue dates:
Full paper submission deadline: 28 February 2024.
Publication planned for Issue 4/2024.
View the complete Call for Papers here.

St. Galler Leadership-Tag mit Nacht, 7. bis 8. Juni 2023

In komplexen und selten vorhersehbaren Zeiten ist ein modernes People Management mehr denn je gefordert, Arbeitsumfelder zu schaffen, in denen Mitarbeitende motiviert und befähigt werden, ihr volles Potenzial auszuschöpfen. Die Gestaltung von People Experience gewinnt in diesem Zug enorm an Bedeutung – doch wie kann die Gestaltung emotionaler und inspirierender Momente erfolgreich gelingen?

Gerade dieser Frage widmet sich der St.Galler Leadership-Tag mit Nacht vom 7. bis 8. Juni 2023 in St.Gallen unter dem Thema „People Experience – Zwischen Passion und Performancedruck“, zu dem wir Sie auf diesem Weg herzlich einladen möchten.

Der St.Galler Leadership-Tag mit Nacht ist eine einzigarte Plattform, die Leadership-Interessierten die Gelegenheit bietet, sich über praktische Erfahrungen führender Unternehmen, neuste Forschungserkenntnisse und künftige Trends im Bereich Leadership und New Work zu informieren und auszutauschen. Die Zielgruppe umfasst obere Führungskräfte, höhere HR-Verantwortliche ebenso wie Forschende und junge Talente aus der HR-Community. Sie erwarten auch in diesem Jahr spannende und abwechslungsreiche Vorträge, neben dem Eröffnungsvortrag von Prof. Dr. Heike Bruch, u.a. auch von Cawa Younosi (Global Head of People Experience, SAP), Celia Pelaz (Chief Strategy Officerin, Hensoldt), André Krause (CEO Sunrise GmbH) oder Frank & Patrik Riklin (freischaffende Künstler, Atelier für Sonderaufgaben, St.Gallen).

Unser Leadership-Tag ist insbesondere auch ein Ort des Wiedersehens und Austauschs in einem ungezwungenen und familiären Rahmen. Auch 2023 wird der Leadership-Tag deshalb von der Leadership-Nacht mit entspanntem Networking und kulinarischen Highlights in der einzigartigen Atmosphäre des SQUARE at HSG begleitet. Ein besonderes Highlight der Leadership-Nacht ist die Verleihung des St.Galler Leadership Award, bei dem Ihre Meinung bei der Auszeichnung innovativer und vorbildhafter Führungsinitiativen gefragt ist.

Weitere Informationen und den Flyer zur Veranstaltung finden Sie auf unserer Website.

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).


  • 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.


  • 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.

Striving for Impact: Sustainable HRM for the Common-Good, 14/15 March, online & free of charge

This conference hosted by the Institute for Human Resource Management, WU Vienna, Austria and the Louvain Research Institute in Management and Organizations (LouRIM) at UCLouvain, Belgium, focuses on the task of taking stock of the impact of Sustainable HRM theories and practices on the Common Good. 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.

Scientific Committee:

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

Format: Online.
Participation: free of charge. Register here and receive Zoom-link by e-mail. The registration is open up to the conference day.
Workshop program.

Governance in Wissenschaftsorganisationen – Konstruktiver Umgang mit Konflikten und Vorwürfen,16./17. März in Wuppertal

Veranstalter: Bergische Universität Wuppertal, die Universität Passau und das Bayerische Staatsinstitut für Hochschulforschung und Hochschulplanung  (IHF)  in Kooperation mit  dem Deutschen Hochschulverband (DHV) und der Hochschulrektorenkonferenz (HRK)

Am ersten Tag werden wir die Herausforderungen und Probleme kennenlernen, die bei der Etablierung und Umsetzung von Verfahren an Wissenschaftseinrichtungen auftreten. Wir werden diskutieren, welche Folgen dies für Einzelne und das System hat. Wir freuen uns auf Beiträge von Professor Bernhard Kempen (DHV) und Professor Oliver Günther (HRK), Professor Dr. Nicole Boivin (MPG), Michael Balter (Freier Journalist; ehem. Korrespondent f. SCIENCE Paris), Dr. Heide Ahrens (Generalsekretärin DFG), Professor Ulrike Beisiegel (Universität Göttingen) und Professor Thomas Krieg (Leopoldina). Gespannt erwarten wir fundierte Hintergründe über die rechtlichen Kontexte von Professor Sascha Herms (HTW Berlin), sowie Einblicke in interne Verfahren von Inge Bell (Bell Consulting), Professor Ursula Keller (ETH Zürich) und Professor Eric Steinhauer (Sprecher des Gremiums „Ombudsman für die Wissenschaft“).

Am zweiten Tag stehen Lösungsansätze und notwendige Veränderungen im Vordergrund. Hierzu erhalten wir empirische Einblicke in Wissenschaftshierarchien und Perspektiven von außen auf Governance im Wissenschaftssystem von Dr. Nicholas Russell (MPG), Thomas Sattelberger, Parlamentarischer Staatssekretär a.D aus der Politik, Hauke Paasch, CEO des Unternehmens Vorwerk aus der Wirtschaft und Kristin Haug (SPIEGEL) aus der Medienperspektive. Lösungen und nächste Schritte diskutieren wir mit Kerstin Dübner-Gee (Personalentwicklung & Chancen, MPG), Dr. Norbert Sack (Leadership Advisors for Academia), Prof. Dr. Ulrike Beisiegel (Univ. Göttingen) und Alina Fahrenwaldt (MPG).

Zur Konferenz-Website.
Zum Tagungsprogramm.
Teilnahmegebühr: 35 € (für Studierende 10 €)
Zur Anmeldung.