**** 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)

*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 click work 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 special issue welcomes empirical studies as well as theoretical papers.

Full papers for this special issue of *management revue – Socio-Economic
Studies* must be submitted *by August 31st, 2018*. All contributions will
be subject to double-blind review. Papers invited to a “revise and
resubmit” are due January 31th, 2019. The publication is scheduled for
issue 3/2019. Please submit your papers electronically via the online
submission system at using “SI Standards of Good
Work” as article section.

*Submission Guidelines*
Manuscript length should not exceed 8,000 words (excluding references) and
the norm should be 30 pages in double-spaced type with margins of about 3
cm (1 inch) on each side of the page. Further, please follow the guidelines
on the journal's website <> and submit
the papers electronically by sending a “blind” copy of your manuscript
(delete all author identification from this primary document).

*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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