*Apologies for cross-posting*

Dear colleagues,

We would like to draw your attention to the following call for papers
on *Research
Paradigms in International Human Resource Management *and invite you to
send us your ideas and submissions. We look forward to hearing from you.

Kind regards,

Jaime Bonache and Marion Festing

(formerly *Zeitschrift für Personalforschung*)

Call for Papers

*Special Issue:*

*Research Paradigms in International Human Resource Management*

*Special Issue Editors: *

*Jaime Bonache*, Universidad Carlos III de Madrid (Spain), Department of
Business Administration

*Marion Festing*, ESCP Europe, Chair of Human Resource Management and
Intercultural Leadership, Berlin (Germany)

*Submission deadline (extended abstracts): October 31st, 2018*

*Expected date of publication: February 2020*

This Special Issue of the *German Journal of Human Resource Management
(GHRM)* sets out to clarify accepted research methods in the field of
interna­tional human resource management (IHRM). Over the past 30 years
this field has become increasingly significant in human resource management
(HRM) (Dowling et al., 2017; Schuler et al., 2002; Stahl et al., 2012).
This is largely because of the impact of globali­zation on busi­ness,
requiring many firms to deal with countless global human resources problems
(Sparrow et al., 2017), such as management of employees’ global mobility
(Caligiuri and Bonache, 2016; McNulty and Brewster, 2017) and the local
adaptation and global integration of personnel policies in multinational
organizations (Festing and Eidems, 2011; Taylor et al., 1996). Partly
associated with this discussion are also the mecha­nisms for transferring
HRM practices and knowledge through a firm’s international network
(Björkman and Lervik, 2007; Kostova and Roth, 2002; Morris et al., 2006),
comparative HRM (Brewster et al., 2018) and the (inter-)cultural dimension
of HRM (Gerhart and Fang, 2005). Abundant research has produced numerous
handbooks, higher education courses and dedicated journals. So it is
surprising how difficult it is to find studies that shed light on, or even
simply address, the different research para­digms that may be adopted in
the field of IHRM.

We use the term “research paradigm” according to the meaning given it by
Thomas Kuhn (1962). It refers to the fundamental assumptions that members
of a given scien­tific community share at a given time regarding a number
of key research issues, including which problems are most pertinent, what
the appropriate methods are, what an acceptable solution of the problems
would look like and so on. Understood like this, we then have different
options to classify research paradigms. We might speak of a nominalist
paradigm as opposed to an essentialist one (Popper, 1944), a mathematical
thought or paradigm compared to another conceptual one (Heidegger, 1954,
1968) or the positivist paradigm versus the interpretive one (Lee, 1991).
This last pair of opposing paradigms is the most widespread in management
studies (Mantere and Ketokivi, 2013) which could make it the easiest one to
apply to IHRM.

For this Special Issue of the *GHRM* we call for papers from scholars that
illustrate or reflect upon the roles played by research paradigms in IHRM:
the type of research questions asked, the role of theory, methods for
gathering and analyzing data and other more pragmatic aspects that
influence scholars’ professional careers (e.g. impact, citations and
difficulties in publishing).

We are particularly interested in submissions that focus on two key
topics: *studies
on the various ways of conducting research in IHRM along with the
conceptual and methodological challenges faced*, and *papers that
illustrate the application of a specific research paradigm* (e.g. a
positivist, interpretive or critical view). We would therefore welcome
submissions that are conceptual, empirical (quantitative or qualita­tive,
or both, and if qualitative, positivist or interpretive) or methodological
in nature. So the focus of the papers may include, but not be limited to,
the following:

   - *Research strategies and methodological and conceptual challenges in
   IHRM.* Which epistemological positions and research methods are the most
   widely applied and most representative of IHRM? What are the strengths and
   challenges inherent in choosing these epistemological positions and
   research methods? What topics and questions are the most (and least)
   studied? What issues do researchers face when designing studies as well as
   gathering and analyzing data? What skills are required? How can the quality
   of contributions be assessed? What role do citations play? What impact does
   the choice of a certain research paradigm have on an academic career?
   - *Theoretical frameworks in IHRM.* What is understood by theory in
   IHRM? Does the notion of theory vary depending on the epistemological
   framework and the research paradigm? What theoretical perspectives exist
   within this ambit, and what influence do they have? Which areas are most in
   need of a theoretical framework?
   - *Exemplary applications in IHRM research.* Examples of how research is
   to be designed, structured and justified according to the research paradigm
   used. This may include positivist quantitative studies, qualitative
   examples or both, as well as interpretive studies of the qualitative

The aim of this Special Issue of the *GHRM* is to clarify the different
ways of conducting research in IHRM, and to introduce frameworks to enable
students and researchers to find their bearings in what up until now has
been unexplored territory.


In order to be considered for publication in this Special Issue of the
*GHRM*, an extended abstract of 1,500-1,800 words (or a preliminary paper)
should be submitted by *October 31st, 2018*. The editors will decide on
invitations for full papers, sending feedback to the authors by *December
18th, 2018*. Full manuscripts (max. 10,000 words) must be submitted by *April
30th, 2019*. The manuscripts will undergo a double-blind review process.
Feed­back from the editors, based on the reviews, can be expected by *July
15th, 2019*.

Finalised papers will be due on *September 30th, 2019*. The Special Issue’s
expected publication date is *February 2020*.

Abstracts and full papers should be written in English and submitted via The submission guidelines of the
*GHRM* can be found on Submitted
papers must be unpublished and not submitted to other journals.

*The German Journal of Human Resource Management (GHRM)*

The* GHRM* is an international journal concerned with advancing the study
of HRM. It has a strong reputation as a dedicated academic journal open to
high-quality research on all aspects of HRM. The journal is available via
its publisher SAGE worldwide and has a
high download usage and short production cycles. The *GHRM* is ranked in
category 2 by the ABS journal quality list.

*Editors of the Special Issue *

*Jaime Bonache* is Professor of Management at Carlos III University of
Madrid (Spain). He holds a PhD in Management from UAM (Madrid, Spain) and
an MA in Philosophy from Carleton University (Ottawa, Canada). He has also
been Full Professor of Inter­national Human Resource Management at
Cranfield School of Management (United Kingdom). His research interests
include expatriation and global mobility, international compensation and
epistemology and research methods. His work has been published in a number
of journals, including *Journal of World Business, Journal of
Organizational Behavior, International Journal of Human Resource
Management, Organization Studies, Human Resource Management, Journal of
Business Ethics *and *Human Resource Management Review*.

*Marion Festing* (PhD, University of Paderborn, Germany) is Professor of
Human Resource Management and Intercultural Leadership at ESCP Europe
(Germany). Her research interest is in IHRM with a special emphasis on
careers, rewards and talent management in various institutional and
cultural contexts. Her work has been published in international journals,
including the *German Journal of Human Resource Manage­ment, Human Resource
Management, International Journal of Human Resource Management, Human
Resource Management Review, Academy of Management Perspectives, Journal of
World Business* and* Management International Review. *She has coauthored a
textbook on *International Human Resource Management* (7th edn, Andover
2017) together with P.J. Dowling and A.D. Engle.


Björkman I and Lervik JE (2007) Transferring HR practices within
multinational corpo­rations. *Human Resource Management Journal* 17(4):

Dowling PJ, Festing M and Engle AD (2017) *International Human Resource
Manage­ment*, 7th edn. Andover, UK: Cengage Learning EMEA.

Brewster C, Farndale E, Mayrhofer W and Farndale E (eds) (2018) *Handbook
of Research on Compara­tive Human Resource Management,* 2nd edn.
Cheltenham: Edward Elgar.

Caligiuri P and Bonache JA (2016). Evolving and enduring challenges of
global mobility. *Journal of World Business,* 51 (1): 127-141.

Festing M and Eidems J (2011) A process perspective on transnational HRM
systems – A dynamic capability-based analysis. *Human Resource Management
Review* 21(3): 162–173.

Gerhart B and Fang M (2005) National culture and human resource management:
Assumptions and evidence. *International Journal of Human Resource
Management* 16(6): 971−986.

Heidegger M (1968) *What Is Called Thinking? A Translation of Wieck FD and
Gray JG (1954) Was heißt Denken?* New York: Harper.

Kostova T and Roth K (2002) Adoption of an organizational practice by
subsidiaries of multina­tional corporations: Institutional and relational
effects. *Academy of Management Journal* 45(1): 215−233.

Kuhn TS (1962) *The Structure of Scientific Revolutions.* Chicago:
University of Chicago Press.

Lee AS (1991) Integrating positivist and interpretive approaches to
organizational research. *Organization Science* 2(4): 342−365.

McNulty Y and Brewster C (2017) Theorizing the meaning(s) of expatriate:
Establishing boundary conditions for business expatriates
*International Journal of Human Resource Management* 28(1): 27−61.

Morris SS, Snell SA and Wright PM (2006) A resource-based view of
international human resources: Toward a framework of integrative and
creative capabilities. In: Stahl GK and Björkman I (eds) *Handbook of
Research in International Human Resource Manage­ment.* Cheltenham: Edward
Elgar, 433−448.

Popper K (1944) The poverty of historicism I. Economica 11(42): 86−103.

Mantere S and Ketokivi M (2013) Reasoning in organization science. *Academy
of Management Review* 38(1): 70−89.

Schuler RS, Budhwar PS and Florkowski GW (2002) International human
resource manage­ment: Review and critique. *International Journal of
Management Reviews *4(1): 41−70.

Sparrow P, Brewster C and Chung C (2017) *Globalizing Human Resource
Manage­ment,* 2nd edn. London, New York: Routledge.

Stahl GK, Björkman I and Morris S (eds) (2012) *Handbook of Research in
International Human Resource Management.* Cheltenham: Edward Elgar.

Taylor S, Beechler S and Napier N (1996) Toward an integrative model of
strategic international human resource management. *Academy of Management
Review *21(4): 959−985.

*Prof. Dr. Marion Festing*
Chair of Human Resource Management and Intercultural Leadership
Renault Chair of Intercultural Management
Academic Director of the Talent Management Institute (TMI)
Academic Director of the Excellence Centre for Intercultural Management
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