Dear colleague,
Please find attached and below a CfP for a Special Issue on "HRM and New Workforce".
Best regards
Stephan Kaiser
Call for Papers
Special Issue on the Topic:
Human Resource Management of a Highly Qualified
External Workforce
To be published in:
Zeitschrift für Betriebswirtschaft 1/2013
The Zeitschrift für Betriebswirtschaft (ZfB) is a traditional German Journal on Business
Studies. It was founded in 1924 by a group of well-known German professors and currently is
the leading German Journal on Business Studies. An increasing number of articles is
published in English language. The ZfB is a peer-reviewed journal publishing empirical work
as well as conceptual and theoretical papers. All contributions go through a double-blind,
peer-review process.
Editors:
Stephan Kaiser, Universität der Bundeswehr München
Ingrid Josephs, FernUniversität in Hagen
Stefan Süß, Heinrich-Heine-Universität Düsseldorf
Stefan Winter, Ruhr-Universität Bochum
Over the last two decades, management and organization scholars have paid consistent
attention to the concepts of contingent work (Barker/Christensen 1998; Hipple 1998; Burton-
Jones 1999) and boundaryless careers (Arthur 1994; Kanter 1989 and 1995; Arthur/Rousseau
1996; Gunz et al. 2000; Kunda et al. 2002). This reflects the growing relevance of contingent
work in practice. In particular, knowledge intensive firms in dynamic industries are
increasingly relying on an external contingent workforce, i.e. contractors, freelancers,
temporary workers, and employees of service firms (Matusik/Hill 1998; Purcell/Purcell 1998;
Mallon/Duberly 2000; Kunda et al. 2002). A growing proportion of this external workforce is
highly qualified (Storey et al. 2002: 5). Against the background of these developments, we
can even observe the emergence of a new industry that provides firms with an external
workforce and manages it for them.
It is widely accepted in human resource management research that human resource strategy
and practices need to be adapted to different types of workforce in order to be successful
(Lepak/Snell 2002). Therefore, one can argue that specific human resource management
practices and strategies should be deployed for an external workforce. Human resource
practitioners are also increasingly recognizing the relevance of implementing specific human
resource practices for external workforces (e.g. Bush 2009). However, there is still little
research on the phenomenon of a qualified external workforce, or the theoretical and
managerial challenges for human resource management that result from it.
The objective of this special issue is to enhance our knowledge about a highly qualified
external workforce from a human resource perspective. Therefore we want to draw together
scholars who are working at the forefront of this research domain. We invite empirical,
conceptual, and theoretical papers that make a clear contribution to the outlined area of
research. Our aim is to incorporate different levels of analysis, ranging from individual to
organizational issues, as well as different perspectives, such as from the fields of management
and psychology. Prospective papers may be directed at, but are not restricted to, the following
questions:
What are the conceptual and theoretical differences and similarities between human
resource management for internal and external workforces? How are these differences
reflected in human resource practices?
Should firms try to integrate the knowledge of an external workforce? How can the
internal and external workforce share implicit and explicit knowledge? Do firms
become dependent on the external workforce when deploying them in core processes?
What do we know about the human resource management of mixed internal-external
teams? How can human resource practices support the teambuilding phases for mixed
teams? What psychological phenomena are important in the cooperation between
internal and external workers?
How does being part of an external workforce affect individual work-life integration,
commitment, job satisfaction, well-being, and motivation? Which additional
psychological (e.g. coping strategies to deal with stress, perceived self-efficacy) and
social resources (e.g. networks) enable external workers to live a satisfactory life?
What is the role of age, especially with regard to older highly qualified workers, both
at the individual and organizational level?
Under which circumstances should firms invest in firm-specific or more general
training for external workers? How can external workers manage their own
employability and life-long learning? Is it possible to identify specific qualification
strategies for external workers?
What are the consequences of an external workforce for the institutional organization
of human resource management? How can human resource managers collaborate with
internal partners, e.g. procurement departments, or external partners, e.g. service
providers? Could this trigger new organizational forms of human resource
management?
Submissions
The submission process is competitive. Full papers are expected to be written in English. The
deadline for the full papers is August, 31st 2011. The papers will undergo a double-blind
review process. The authors will receive feedback by December, 31st 2011. Finalized papers
are due by May, 31st 2012. Submitted papers must represent original work that is unpublished
and not currently submitted or under review for possible publication in other journals.
Accepted papers will be published in a special issue of Zeitschrift für Betriebswirtschaft
Volume 83, No. 1 in 2013. Details about preparing and submitting the papers are available at
the homepage of the Zeitschrift für Betriebswirtschaft: http://www.zfbonline.
de/index.php?do=ah.
Please submit papers exclusively via Manuscript Central:
https://mc.manuscriptcentral.com/zfb.
For any requests please contact us by E-Mail:
Stephan Kaiser
Professor of Human Resource Management and Organization
Universität der Bundeswehr München
Germany
Stephan.Kaiser@unibw.de
Stefan Süß
Professor of Business Administration, in particular Organization and Human Resource
Management
Heinrich-Heine-Universität Düsseldorf
Germany
Stefan.Suess@uni-duesseldorf.de
References
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Journal of Organizational Behavior 15: 295-306
Arthur M, Rousseau D (1996) The boundaryless career: a new employment principle for a
new organizational era. Oxford University Press, New York
Barker K, Christensen K (1998) Contingent work: American employment relations in
transition. Cornell University Press, New York
Burton-Jones A (1999) Knowledge Capitalism: Business, Work, and Learning in the New
Economy. Oxford University Press, New York
Bush P (2009) Leading independent contractors. A parallel power model. Journal of
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Gunz H, Evans M, Jalland M (2000) Career boundaries in a 'boundaryless world'. In: Peiperl
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