征稿期刊

Human Resource Management

期刊级别

SSCI (JCR 2023)

IF 6.0

Q1 (MANAGEMENT 63/407)

Q1 (PSYCHOLOGY, APPLIED 11/113)

征稿主题

The Ripple Effect: HRM and Social Cohesion Beyond the Workplace

细分领域

The Conceptualization and Operationalization of Social Cohesion in HRM Scholarship

What are the key areas where HRM, as both a scholarly discipline and a field of practice, can impact social inclusion?

How could social cohesion be conceptualized and measured in the context of HRM?

How can the impact of HR practices on social cohesion outside of organizational boundaries be measured in quantitative and/or qualitative studies? What are the best practices for measuring the external social impact of HRM and DEI initiatives on community cohesion?

What innovative methodologies could be used to assess the impact of HRM on social cohesion (e.g. co-creation of research with community, indigenous research methods, action research)?

What areas of HRM activity represent the highest potential for impact in advancing social cohesion (e.g. recruitment, training, volunteerism, mentoring, outreach initiatives, etc), and how?

Impact of DEI and HRM Initiatives on Social Cohesion Outside the Workplace

Can HRM initiatives designed to support DEI within organizations also play a role in fostering unity and reducing divisions outside of the workplace? What are the opportunities for impact?

How can DEI initiatives within organizations influence the reduction of societal polarization more broadly?

How can HRM ensure equitable engagement and access to opportunities for underrepresented groups in a way that reduces societal divides?

What is the role and opportunity for HRM to support depolarization of attitudes around political, socio-economic, ethnic, religious and many other divides?

How do DEI initiatives (e.g., inclusive behavior training; flexible work arrangements) enhance the quality of social relations outside the workplace?

How effective are internal HR strategies in combating polarization and discrimination outside organizational contexts?

To what extent do organizational HR policies contribute to or mitigate systemic inequalities within the wider society?

How can employee engagement initiatives be structured to not only support DEI within organizations but also promote social cohesion externally?

What is the relationship between CSR initiatives, DEI efforts, and the promotion of social cohesion outside the organization?

What is the adverse effect of the HRM and DEI activities on social cohesion outside the workplace? Can badly implemented practices lead to further societal polarization?

What are the unintended consequences of the HRM and DEI activities on social cohesion outside the workplace?

What is the alignment between the corporation’s internal actions and its public-facing agenda regarding social impact?

How do the internal HRM and DEI practices, especially those undermining human rights and social cohesion, contrast with the publicly stated values and commitments to advancing positive societal outcomes?Technological Transformation in HRM and the Impact on Social Cohesion Outside the Workplace

In what ways does technology (e.g., generative AI, social media) facilitate or hinder the extension of HRM efforts from organizations to the broader community?

In what ways can technological advancements used by organizations facilitate (de-) polarization in the wider community?

How has the shift towards remote work impacted organizational contributions to social cohesion in the communities where they operate?

Does technological innovation and flexible working arrangement facilitate or hinder social cohesion (e.g. access to meaningful employment and opportunities for all)?

Cross-Sector and Cross-Industry Collaborations in HRM and Implications for Social Cohesion

How can cross-industry collaboration enhance HRM efforts and contribute to social cohesion in the broader community? What are the best practices in this domain?

What is the role of cross-sector partnerships in advancing social cohesion? What are the best practices in this domain?

What is the role of external stakeholders, such as government and unions, in advancing social cohesion? How do they improve or hinder social cohesion through organizational practices?

What are the public policy constraints of HRM's impact outside the organization?

How can HR managers work with policy makers on initiatives that advance social cohesion efforts locally and globally?

Seeing the abundance of resources and reputational assets, how can multinational corporations (MNCs) lead global efforts in advancing social cohesion?

What are the unique opportunities and challenges in advancing social cohesion for small and medium organizations?

How does the wider societal context impact the implementation of HRM and DEI initiatives with a focus on advancing social cohesion outside the workplace?

重要时间

Submission Deadline: 30 April 2025