Dear colleagues (apologies for cross-posting),
The purpose of this email is to provide you with an update of our current call for papers at Human Resource Management Journal (Wiley-Blackwell).
Details can be found in the attached documents and at the weblinks below. Please do promote these calls and consider submitting your best quality work to them. We are very excited about the potential impact these issues may have.
· Situating Human Resource Management Practices in their Political and Economic Context – CALL FOR PAPERS
Guest Editors: Prof. Steve Vincent, Prof. Greg J. Bamber, Prof. Rick Delbridge, Dr Virginia Doellgast, Dr Jo Grady, and Prof. Irena Grugulis
Submission Period: March 26 - April 30, 2018
The Call for papers is attached and can also be accessed by clicking here.
· The Role of HR Attributions in the Relationship Between HRM and Outcomes– CALL FOR PAPERS
Guest Editors: Prof. Karin Sanders, Prof. David Guest, and Prof. Ricardo Rodrigues
Submission Period: May 1 - May 31, 2018
The Call for papers is attached and can also be accessed by clicking here.
· Review and Provocation Section – CALL FOR PAPERS
We would like to invite authors to submit extended abstracts for our new Review & Provocation Section. We began the provocation series as part of our volume 21 and the invited series has been very successful. The objective of the provocation series was in stimulating debate in key areas of HRM. Details on all published provocation papers can be found by clicking here.
We will continue to invite such pieces but are now seeking to open the opportunity to others, so we are inviting extended 1,000 word abstracts from those interested to be submitted between June 1, 2017 and July 1, 2017 via HRMJ's online submission portal (please be sure to select Review/Provocation as the submission type).
In addition, we are also starting a new section on Reviews. We invited Professors John Delery and David Guest to start us off with both papers published in issue 1 of 2017 but are seeking to open this out. Consequently, we also are inviting extended 1,000 word abstracts to be submitted between June 1 and July 1 2017. We do not seek to impose a single structure on our reviews. There could be a number of ways of contributing conceptually – a systematic review (which could link to policy or practice issues), a conceptual review proposing new research questions/propositions, or thought pieces which foreshadow new directions.
The process for the Review and Provocation Section will be that the extended abstracts will be evaluated by the editors and those invited to submit full papers will be subject to standard editorial review. Full papers should be submitted within 6 months of the invitation.
Please note that proposals may not be submitted until June 1, 2017 and HRMJ will not be able to consider late submissions. Full details, including guidance on evaluation criteria and expectations of elements required in the extended abstracts, on the call for submissions to this new section can be found in the attachment.
HRMJ Overview
Human Resource Management Journal (HRMJ) is a scholarly journal, published by Wiley-Blackwell, which aims to promote the theory and practice of HRM, to provide an international forum for discussion and debate, and to stress the critical importance of people management to a wide range of economic, political and social concerns. HRMJ's focus lies in providing a critical link between high quality academic research and the practical implications for business practice. Over the last decade, HRMJ has broadened its editorial scope to become more globally orientated and has strengthened the international character of its Editorial Team and Board.
HRMJ seeks to publish well-written, well-researched and well-informed articles on any aspect of employment studies but especially those focused on issues related to the management of people at work. Articles should appeal both to practitioners and academics by virtue of their contribution to contemporary issues, the good use of theory and research and well-founded conclusions and practical implications. HRMJ is open to qualitative, quantitative and mixed methods approaches
HRMJ operates a minimum of double blind-review. Our review system seeks to provide constructive, critical and timely feedback (average days from submission to final decision is less than 90 days) on submissions.
HRMJ is accessed by almost 5,000 institutions and libraries worldwide. HRMJ articles average 130,000 annual downloads.
HRMJ's one-year ISI impact factor is currently 1.845, ranking us 6th out of 26 journals in the "industrial and labor relations" category, and 71st out of 192 journals in the "management" category.
The journal is ranked as a "4", reserved for journals that "publish the most original and best-executed research" in the current Association of Business Schools (ABS) Academic Journal Guide (UK). The journal is also ranked 'A' by the Australian Business Deans Council journal list.
HRMJ has changed its editorial team over the past 12 to 18 months to one in which there are now 4 (Co)Editors-in-Chief:
· Elaine Farndale, The Pennsylvania State University, USA [euf3@psu.edu] / Tilburg University, The Netherlands
· Anthony McDonnell, University College Cork, Ireland [anthony.mcdonnell@ucc.ie]
· Dora Scholarios, University of Strathclyde, UK [d.scholarios@strath.ac.uk]
· Adrian Wilkinson, Griffith University, Australia [Adrian.wilkinson@griffith.edu.au]
Best wishes,
Adrian, Anthony, Dora & Elaine (Co Editors-in-Chief)
ANTHONY MCDONNELL (PhD, BBS, MCIPD)
Professor of Management
Editor-in-Chief, Human Resource Management Journal
CORK UNIVERSITY BUSINESS SCHOOL
University College Cork, Ireland
T +353 (0)21 490 3735
anthony.mcdonnell@ucc.ie
Twitter: @amcdonnell_hrm
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