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CALL FOR PROPOSALS AND PAPERS
European Journal of International Management (EJIM)
Pre-Publication Conference and Special Issue on Global Leadership
Guest Editors:
Martha Maznevski, IMD, Switzerland
Mark Mendenhall, University of Tennessee, Chattanooga
Günter K. Stahl, WU Vienna, Austria, and INSEAD, France and Singapore
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The construct of global leadership was born out of the needs of corporations in the 1990s to adopt global strategies, expand internationally, and compete in the global marketplace (Black, Morrison & Gregersen, 1999; Mendenhall, 2008; Osland et al., 2006). Corporations realized that their managerial cadres were not prepared to operate in a global business environment and that people with global capabilities were needed to develop and implement new strategic initiatives, and as a result, they created company-specific global leadership models to guide their management development efforts. Following firms’ needs, scholars began to conduct research in this area, and the rate of publication throughout the 1990s dramatically increased and this trend has continued to the present.
Since global leadership is a young field of study, no rigorous or collectively accepted definition of global leadership has yet emerged (Osland, 2008). Much progress has been made in the field, yet much research remains to be done. For example, there is a need to clarify the construct of global leadership, test existing models of global leadership empirically, and develop more robust measures of the various dimensions that constitute the multi-dimensional nature of the global leadership phenomenon. To influence the practice of global leadership, we must develop richer developmental models of global leadership, continue to capture insight from expert global leaders (“positive deviants”) and integrate more nuanced insights from these experts into current models. The field must also delineate the relationship between corporate responsibility and leadership in the global context, to address issues of overlapping constructs and ambiguity in these areas.
The aim of this special issue is to be a conduit for scholars who wish to explore the above and related issues in the field. The editors are especially interested in papers that apply unique perspectives and analyses to the phenomenon. Qualitative and quantitative approaches are encouraged as well as papers that integrate findings in other fields in the social sciences with various aspects of the phenomenon of global leadership.
Subject Coverage
Examples of topics appropriate to the theme of global leadership include:
· Definition, clarification, and operationalization of the construct of global leadership.
· Psychometric and qualitative assessment and measurement of global leadership.
· Global leadership competencies.
· The relationship between global leadership and global talent management.
· Global leadership needs analysis projections across nations, governments, and industries.
· Inductive methodologies aimed at surfacing global leadership knowledge from “expert” global leaders.
· Corporate social responsibility and its connection to global leadership: “responsible global leadership.”
· Theoretical, conceptual, and empirical investigations of the development process of global leadership expertise.
· The influence of corporate culture on global leadership within a firm’s managerial cadre.
· Analyses of best practices of global leadership development programs.
· Leading global teams.
· The role of global leaders in cross-border alliances, mergers and acquisitions.
· New theoretical models of global leadership or extensions of existing theories.
· Cross-national perceptions of global leadership.
· The role of higher education in developing global leaders.
· Effectiveness of external-to-firm programs in developing global leaders (Executive Education, Executive MBA, Custom-Programs).
Pre-Publication Conference and Proposals
In preparation for the special issue, a pre-publication conference will be held at IMD (Lausanne, Switzerland) on November 11-12, 2011. The editors invite you to submit proposals for papers for the special issue as a prerequisite for conference attendance.
The deadline for submitting paper proposals is May 20, 2011. See list of editors below for submission email addresses.
Paper proposals should not exceed 3,000 words and should be submitted to each of the editors as a .pdf or a .doc file. Paper proposals should explain the purpose of the paper, theoretical background, the research gap that is addressed, the approach taken, the methods of analysis (in empirical papers), main findings, and contributions. In addition, it is useful to clearly indicate how the paper links with the theme of this Special Issue. Notification of paper proposal acceptance for the conference is June 20, 2011. Once accepted, it is expected that authors will write the full paper draft, and submit a copy to each of the editors by October 1, 2011.
The purpose of the conference is to collectively explore the ideas of the full papers submitted for the conference in order to provide authors with useful ideas and guidance when fine tuning their papers for submission to the special issue. Global leaders from industry will also attend the conference to provide their perspective on our research efforts.
After the conference, authors will revise their papers, and submit their manuscripts to the editors as final paper submissions.
Full Paper Submissions
The final deadline for full manuscript submission for consideration in the special issue is February 15, 2012. It is not necessary to attend the conference in order to submit papers for the Special Issue. Authors who cannot attend the conference may submit full papers directly to the editors by the final submission deadline.
Notes for Authors
Submitted papers should not have been previously published nor be currently under consideration for publication elsewhere. All papers are refereed through a peer review process. A guide for authors, sample copies and other relevant information for submitting papers are available on the Author Guidelines page (http://www.inderscience.com/mapper.php?id=31).
Summary of Important Dates
Submission Process:
Post-submission review and publication:
Editors and Notes
For submissions of proposals (by May 20, 2011) and of final submissions (by February 15, 2012), please send one copy in the form of an MS Word or PDF file attached to an e-mail (details in Author Guidelines http://www.inderscience.com/mapper.php?id=31) to each of the editors:
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Martha Mazenvski |
Mark Mendenhall |
Günter K. Stahl
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Please also submit final manuscript submissions by February 15, 2012 to EJIM Editorial Team at :
EJIM Editorial Team
Email: [log in to unmask]&YY=48622&y5beta=yes&order=&sort=&pos=0" rel=nofollow target=_blank>[log in to unmask]
and
IEL Editorial Office
Email: [log in to unmask]&YY=48622&y5beta=yes&order=&sort=&pos=0" rel=nofollow target=_blank>[log in to unmask]
Please include in your email to EJIM the title of the Special Issue, the title of the Journal and the name of the Guest Editors.
References
Black, J.S., Morrison, A., & Gregersen, H.B. (1999). Global explorers: The next generation of leaders. New York: Routledge.
Mendenhall, M.E. (2008). Leadership and the birth of global leadership. In Mendenhall, M.E., Osland, J.S., Bird, A., Oddou, G.R., & Maznevski, M.L. (2008). Global leadership: Research, practice, and development. London: Routledge.
Osland, J.S. (2008) Overview of the global leadership literature. In Mendenhall, M.E., Osland, J.S., Bird, A., Oddou, G.R., & Maznevski, M.L. (2008). Global leadership: Research, practice, and development. London: Routledge, pp. 34-63.
Osland, J. S, Bird, A., Mendenhall, M.E., & Osland, A. (2006) Developing global leadership capabilities and global mindset: A review. In G. K. Stahl & I. Bjorkman (eds) Handbook of Research in International Human Resource Management. Cheltenham, UK: Edward Elgar, pp. 197-222.
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Vlad Vaiman, Ph.D. Professor of International Management Academic Director, Graduate Programs School of Business Reykjavik University __________________________________ Executive Editor, EJIM European Journal of Int´l Management |