In February of each year HRM issues a call for special issue (SI) proposals and this year we received numerous excellent submissions. Of those, the following three were selected. HRM uses special issues to promote thought leadership on emerging and important topics. If your research is relevant to any of these topics, please consider submitting your manuscripts within the appropriate submission windows and, if you have an idea for a SI, look for next year's call for proposals in February. Best regards, - Howard
Total Compensation in a Post-Pandemic World
The purpose of this special issue is to organize a collection of papers that address the question: How can compensation be used to manage human resources in the post-pandemic world?
Submission window: 1- 31 January, 2025
Scaling Up: Exploring the Role of Human Resource Management in Exponential Growth Contexts
This special issue calls for theoretical and empirical papers that are specifically focused on the interface between scaling and HRM. We expect papers to draw upon theories and models from HRM, entrepreneurship, growth, strategy, organizational behavior and psychology.
Submission window: 1-28 February, 2025
The Ripple Effect: HRM and Social Cohesion Beyond the Workplace
This special issue aims to broaden the way in which we conceptualize the role of businesses as the drivers of social cohesion. Taking HRM's expertise in DEI initiatives as a starting point, we aim to broaden the potential impact of corporate practices and expand it beyond the organizational boundaries.
Submission window: 1-30 April, 2025
In addition, the following SI, selected last year, is still accepting submissions:
The Disquiet of Quiet Quitting: Understanding and Applications of a Popular Trend in HRM Scholarship & Practice
This Special Issue will be of significant interest for both scholars and managers and provide the impetus to stimulate future research with the overarching purpose of a) exploring the attitudes and behaviors involved in quiet quitting, b) understanding the antecedents and the consequences of this phenomenon, and c) providing recommendations for HRM practice to effectively manage it.
Submission window: 1 April - 31 May 2024
------------------------------
Howard J. Klein
Professor of Management and Human Resources
CoEditor-in-Chief, Human Resource Management
The Ohio State University
https://fisher.osu.edu/people/klein.12------------------------------