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INBAM Network special issue

 

 Special Issue "Social Issues in Organizations" in Collaboration with the INBAM Conference

Guest Editors:

Shay Tzafrir: [email protected]

Emma Parry: [email protected]

Guy Enosh: [email protected]

 

This special issue will be published in collaboration with the 2013 Conference of the International Network of Business and Management Journals (INBAM). It is an association created in 2009 by the editors of various leading International journals, all of them indexed in the Social Science Citation Index (SSCI). The mission of INBAM is to enhance the dissemination of research-based knowledge to improve management and business practices worldwide. The INBAM Journals, as well as the annual conference organized by the association, are the key channels to achieve this objective. INBAM is a friendly professional environment where editors, authors, universities, enterprises and public organizations can meet to create value. Manuscripts must be submitted to the conference (www.inbam.2013.net) and the Journal of Managerial Psychology.

Individuals and organizations are facing numerous challenges in today’s world. For instance, the recent financial crisis has resulted in large job losses, and increased poverty levels among people in many nations. Similarly, the worldwide recession has created a crisis of confidence in corporate leaders, and prompted concerns about corporate ethics and social responsibility. Apart from these problems, organizations and their members are confronted with a host of new challenges created by dwindling natural resources, globalization, technology, and a rapidly changing workforce. Although these problems seem formidable, some researchers (Dunnette, 1991; Campbell, 1991) have argued that worldwide challenges have often been accompanied by some of the most significant research contributions in Applied Psychology.

For instance, World War I stimulated the increased use of psychological testing for selection and placement. Likewise, the labor-management conflict in the 1930's triggered the growth of the human relations movement in our field. World War II sparked an interest in the advancement of assessment and statistical techniques. The U. S. civil rights movement in the 1960's served as the inspiration for research on unfair discrimination, and organizational justice. In the 1990's the increased use of downsizing in organizations prompted concerns about the breach of psychological contracts and organizational support. Finally, globalization and the changing composition of the workforce (e.g., aging populations) in many countries have increased interest in diversity and cross-cultural issues in organizations.

Given these examples, it is clear that many significant contributions to research have flowed from an interest in the challenges that affect our lives. However, relatively little research in Applied Psychology has focused on social issues. For example, a recent review by Cascio and Aguinis (2008) revealed that 3.9 percent of articles in the Journal of Applied Psychology, and 6 percent of papers in Personnel Psychology focused on these topics. It merits emphasis that considerable research in Applied Psychology has examined organizational justice (e.g., Greenberg & Colquitt, 2005), unfair discrimination (e.g., Dipboye & Colella, 2005), health and stress in organizations (Bakker & Demerouti, Sonnentag & Frese, 2003; Tetrick, 2002), employee-employer relationships including perceived organizational support, psychological contracts, and social exchange (e.g., Shore, Coyle-Shapiro, & Tetrick, 2012).

However, additional research is needed on social issues especially those that consider the wellbeing or social inclusion of individuals in organizations. For example, some the growing concern about the ethics of our leaders might be used to expand current models of moral and ethical leadership. In addition, many societies underutilize the talents and skills that women, ethnic minorities, older workers, and people with disabilities bring to the workplace. Moreover, organizations of all kinds are compelled to deal with the daily phenomenon of customers' aggressive behavior against their employees. Such an annoying experience is both stressful for employees and harmful for the organization. Therefore, research is needed to develop and examine strategies that organizations might use to increase the inclusion of outgroup members (e.g., mentoring, new human resource policies and practices), and cope with various stakeholders (e.g. employees, customers, suppliers). Likewise, in view of the employment-related problems caused by the recent financial crisis, organizational researchers might pay more attention to issues associated with job loss, and the strategies that can be used to enhance the employment opportunities for people in world societies. In the 1970s researchers in this field published a series of articles on methods that might be used to help the "hard core unemployed" gain access to jobs (e.g., Friedlander, 1971; Goodale, 1973; Goodman & Salipante, 1976). In addition, a special issue of JMP focused on how our knowledge in Applied Psychology can be used to reduce poverty around the world (Burt & Carr, 2011).

The special issue of Journal of Managerial Psychology (JMP) will focus on "Social Issues in Organizations". Social issues would include, but not be limited to:

 

  1.  Helping individuals cope and overcome job loss.

  2. Increasing employment opportunities for outgroup members (e.g., ethnic and racial minorities, people with disabilities, those with accents, women, older workers) 

  3. Enhancing the inclusion of outgroup members (e.g., mentoring, training, holding managers accountable for decisions)

  4. Increasing employee well being

  5. Workplace aggression

  6. Emotional labour

  7. Human Resource practices that enhance work-family interfaces

  8. Decreasing stress and burnout

  9. Facilitating employee-employer relationships

     

Given the many challenges facing organizations and individuals today, this special issue addresses some of the social issues noted above. Manuscripts should be submitted first to INBAM conference web site (The INBAM general site is www.inbam.net and the specific Lisbon conference site is www.inbam.2013.net). Submission deadline is December 15 2012.

 

Please note that the submissions to JMP should be made through ScholarOne Manuscripts (http://mc.manuscriptcentral.com/jomp). Papers to be considered for this special issue should be submitted online via: (selecting "Special Issue Paper" (INBAM issue) as the Manuscript Type). Questions about submissions should be addressed to Kay Wilkinson, JMP Editorial Administrator, [email protected] or Guest Editor Shay Tzafrir at [email protected]


 

References

 

Demerouti, E., Bakker, A., & Fried, Y. (2012). Work Orientations in the Job Demands–Resources Model, Journal of Managerial Psychology, 27 (6).

Hershcovis, M. S. (2011). Incivility, social undermining, bullying…oh my!: A call to reconcile constructs within workplace aggression research. Journal of Organizational Behavior, 32, 499–519.

Hosoda, M., Nguyen, L. T. & Stone-Romero, E. F. (2012). The effect of Hispanic accents on employment decisions, Journal of Managerial Psychology, 27 (4), 347 – 364.

Lukaszewski, K. M. & Stone, D. L. (2012). Theory and research on social issues in organizations, Journal of Managerial Psychology, 27 (4), 324 – 329.

Shore, L. M., Coyle-Shapiro, J., & Tetrick, Lois E., (eds.) (2012). The employee-organization relationship: applications for the 21st century. Series in applied psychology . Routledge Academic, London, UK.

Xanthopoulou, D., Bakker, A. & Dollard, M., Demerouti, E. Schaufeli, W. Taris, T., & Schreurs, J. (2007). When do job demands particularly predict burnout?: The moderating role of job resources, Journal of Managerial Psychology, 22 (8), 766 – 786.

 Authors who present their papers at the INBAM conference will be asked to submit their manuscripts to JMP. However, acceptance at the conference does not guarantee that the manuscripts will be accepted for publication in the journal. All manuscripts submitted to JMP will be reviewed by two subject matter experts, and the guest editors.