**** Apologies for any cross-postings ****

*Call for Papers: What Makes a Job Good or Bad? Standards of Good Work

*Guest Editors:*
Dorothea Alewell, University of Hamburg (Germany)
Simon Fietze, University of Southern Denmark
Wenzel Matiaske, Helmut-Schmidt-University/University of the Federal Armed
Forces Hamburg (Germany)

*Seminar at the IUC Dubrovnik (April 3-7, 2018) & Special Issue*

Standards of good work – in economics, law, sociology and industrial
psychology – are rooted in ideas of protecting labour against exploitation
and alienation. Certainly, these basic ideas have not lost their
importance. However, organisations as socio-technological systems have
radically changed during the last decades, which entails the need for
revision of the implications formulated in the 1960s. The front against
Taylorism and the bureaucratic phenomenon will prove fruitless in times of
the flexible organisation and subsequently flexible women and men. E. g.:

   - Technical progress may result not only in a reduction of workload but
   also in a devaluation of human capital which is bounded to persons,
   relatives and communities. New sourcing strategies of enterprises for
   example via crowd and clickwork platforms will change the structure of
   relevant labour markets.
   - Labour law may foster the unintended effect of building up a non-core
   workforce which is excluded from regulations which protect regular
   employees. The questions of how protection can be organised elsewhere, and
   whether monetary instruments as an unconditional minimum wage are a good
   remedy are still debated intensely.
   - The additional margin for manoeuvre intended as a resource enabling
   coping in models of work-related stress has converted to a stressor itself
   in flexible organisations.
   - Changes of value orientations, which are out of the perspective of
   social research since decades, may result in altered individual demands and
   hence on answers to the question what makes a good job.
   - The same is true for the change in the structure of the workforce, for
   example concerning age, gender, generation and religious orientation, on
   the collective level.

This is not an exhaustive list.

The seminar welcomes empirical studies as well as theoretical papers and
provides sufficient time for discussion and reflection.

Potential contributors to the *seminar at the IUC Dubrovnik* are encouraged
to submit an abstract of 5 pages *before February 28th, 2018*
electronically via the online submission system of *management revue –
Socio-Economic Studies* using ‘IUC Dubrovnik’ as article section:

All contributors to the seminar are invited to submit their paper for
the *special
issue *of *management revue – Socio-Economic Studies*. Full papers must be
submitted by July 31st, 2018. All contributions will be subject to a
double-blind review. Papers invited to a ‘revise and resubmit’ are due
October 31st, 2018.

*Hoping to hear from you!*
Dorothea Alewell <[log in to unmask]>
Simon Fietze <[log in to unmask]>
Wenzel Matiaske <[log in to unmask]>

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