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**** Apologies for any cross-postings **** *Special Issue of Management Revue (MREV)* *Digital Working Life* *Guest Editors:* Mikael Ottosson, Lund University (Sweden) Calle Rosengren, Lund University (Sweden) Doris Holtmann, Helmut-Schmidt-University Hamburg (Germany) Wenzel Matiaske, Helmut Schmidt University Hamburg (Germany) Working life is undergoing a radical change in which new digital technologies are changing the nature of labour and its organizational forms in a pervasive manner, regardless of whether it concerns qualified professionals or labourers. The framework, which previously regulated the content of work, as well as when, where and how it would be conducted is being reconsidered. A process that presents both challenges and possibilities. One fundamental aspect of ICT is that it can make employees more accessible to others and allow work to become more available to the employee. Easy access to ICT functions (e.g., email, text and voice messages), for example, enable employees to continue working after leaving the office for the day. This ease of access may have both positive and negative effects. Although much of the research focus to date has concentrated on how ICT may act as demands, stressors or certain characteristics of ICT can enhance work-life balance, employee satisfaction, well-being and productivity. Another aspect of new digital technologies concerns the manner in which the work process is monitored and controlled. Surveillance in the workplace is not a novelty. Nor is it unreasonable to expect that employers have both rights and reasons to do so. To a certain extent, of course. However, increasing availability of relatively inexpensive and easy to use technology, for example software monitoring programs, enables employers to expand the range and scope of their control over their employees’ activities. The increase in potential methods to track and monitor employee behaviour poses questions that concern where the borders for personal integrity are drawn. Who has the right to personal details, and at what point? In what way does this monitoring affect the social relations between employer and employee in terms of control, autonomy and trust? Digital technology, in computers, phones or in the “Internet of things” also provides tools that enable the standardization of work on a completely different level than previously. For some workers, we see a degradation and depletion of work, and also that the control of work is increasing; a development that is usually described using the concept of “Digital Taylorism.” How does this development affect the working man or the working class? In the special issue we would like to discuss our topic in an appropriately broad and interdisciplinary manner. We are particularly interested in questions such as: - Virtual work and stress - Digital technologies and work-family boundaries - Virtual teams and E-leadership - Digital Taylorism - Virtual work and trust - Digital surveillance This is not an exhaustive list. *Deadline* Full papers for this *Special Issue of Management Revue* must be submitted by *September 30th, 2016*. All contributions will be subject to a double-blind review. Papers invited to a ‘revise and resubmit’ are due *January 31st, 2017*. Please submit your papers electronically via the online submission system at http://www.management-revue.org/submission/ using ‘SI Digital Working Life’ as article section. Looking forward to hearing from you! Mikael Ottosson <[log in to unmask]> Calle Rosengren <[log in to unmask]> Doris Holtmann <[log in to unmask]> Wenzel Matiaske <[log in to unmask]> Med venlig hilsen/Kind regards *Simon Fietze* Adjunkt/Assistant Professor T +45 6550 1748 [log in to unmask] www.sdu.dk/ansat/simonf/ Syddansk Universitet/University of Southern Denmark Institut for Marketing og Management/Department of Marketing and Management Alsion 2, A2 6400 Sønderborg Danmark <http://www.sdu.dk/> ____ AIB-L is brought to you by the Academy of International Business. For information: http://aib.msu.edu/community/aib-l.asp To post message: [log in to unmask] For assistance: [log in to unmask] AIB-L is a moderated list.