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> *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 methodology. > > > > 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. > > *Submissions* > > 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 > https://mc.manuscriptcentral.com/ghrm. The submission guidelines of the > *GHRM* can be found on http://journals.sagepub.com/home/GJH. 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 http://journals.sagepub.com/home/GJH 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. > > *References* > > Björkman I and Lervik JE (2007) Transferring HR practices within > multinational corporations. *Human Resource Management Journal* 17(4): > 320–335. > > 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. > <http://myesade.esade.edu/gd/facultybio/privados/1452177920598_Evolving_and_eduring_challenges_in_global_mobility.pdf> > > 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 > <https://www.researchgate.net/publication/308693067_Theorizing_the_meanings_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 > (CIM) > ----------------- > [log in to unmask] | Chair > <http://www.escpeurope.eu/de/campus/berlin/lehrstuehle-escp-europe-campus-berlin/personalmanagement-und-interkulturelle-fuehrung/willkommen-personalmanagement-und-interkulturelle-fuehrung-prof-dr-marion-festing-escp-europe/> | > Renault Chair > <http://www.escpeurope.eu/faculty-research/chairs-and-institutes-escp-europe/chair-in-intercultural-management-renault-group/> > | TMI <http://escpeurope-talentmanagementinstitut.de/> | CIM > <http://escpeurope-centreinterculturalmanagement.eu/> | ResearchGate > <https://www.researchgate.net/profile/Marion_Festing>| LinkedIn > <https://www.linkedin.com/in/marion-festing-7774b755/> > T +49 (30) 32 007-153 - F +49 (30) 32 007-109 > Personal Assistant: Michael Volk <[log in to unmask]> | T +49 (30) 32 > 007-171 > ESCP Europe Berlin Campus, Heubnerweg 8-10, 14059 Berlin, Germany > > ____ AIB-L is brought to you by the Academy of International Business. 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