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

*Call for Papers: **Paternalistic Work Regimes. Historical and Contemporary

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

*Special Issue*

Since several decades, researchers are giving more attention to
organizational culture – or more precisely the values, rituals, symbols and
heroes of the organizations. This is a development that has been
accelerated by the trend towards flexible organizations and men in the era
of new decentralization. This development is recently reinforced by the
digitization of working life. In relation to these concepts, we see a
renewed interest in the concept of (industrial) paternalism.

In organizational studies, a frequent interpretation of paternalism is the
analysis of the use of different social welfare benefits. This is also a
phenomenon with historical roots. In early industrial rural contexts, it
was common for workers to have access to corporate-owned housing, food
supply, healthcare etc. According to the research, these paternalistic
benefits – or management techniques – aimed to stabilize the workforce and
create an internal labour market. But many scholars in the field give the
term paternalism a significantly broader meaning that includes a moral
relationship between the employee and the employer. This position implies
that the organization is given a different meaning, in the sense that it is
based on a wider social relationship than a strict economic between the
employee and the employer. The social conditions of the paternalistic
organization are often compared to those in a family. The owner of the
company (represented by the director or manager) is analysed in terms of to
be the father – or the head – and the employees are like the children – or
the body of the organization.

Within the framework of an essentially social-historical discussion, the
British historian E. P. Thompson once noted that paternalism is a
problematic concept. Central to his criticism was that it is a loose,
unclear and descriptive term. Furthermore, he argued that using the concept
implies the risk of identifying patterns of consensus rather than patterns
of conflict in the social relations of production. This does not mean that
researchers should avoid the term in historical and socio-economic
analysis, but rather that the concept is needed to be filled with content
and discussed theoretically as well as empirically.

Paternalism, in some contexts termed welfare capitalism, is a term used in
various academic disciplines, such as anthropology, history, sociology and
economics. The purpose of this seminar and the special issue of management
revue – Socio-Economic Studies is to highlight the historical and
contemporary relevance of the concept in cross-disciplinary discussions.
Some context to discuss in order to clarify the concept of paternalism are
listed below:

   - paternalism as a historical phenomenon
   - moral economy
   - management practices
   - labour market relations
   - the welfare state
   - paternalism in an international comparison

These are just some ideas and not an exhaustive list. The seminar welcomes
empirical studies as well as theoretical papers and provides sufficient
time for discussion and reflection.

Full papers for this *special issue of management revue – Socio-Economic
Studies* must be submitted *by August 31st, 2019*. All contributions will
be subject to double-blind review. Papers invited to a 'revise and
resubmit' are due *January 31th, 2020*. The publication is scheduled for
issue 3/2020. Please submit your papers electronically via the online
submission system at using 'SI Paternalism' 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!*
Mikael Ottosson <[log in to unmask]>
Simon Fietze <[log in to unmask]>
Wenzel Matiaske <[log in to unmask]>

Venlig hilsen/Kind regards
*Simon Fietze*
Associate Professor
Editor-in-Chief of management revue - Socio-Economic Studies
<> (listed in ESCI, Scopus, ABS 2018)
Programme Responsible for the Bachelor "Global Business Relationship"
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T +45 6550 1748
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Syddansk Universitet/University of Southern Denmark
Institut for Entreprenørskab og Relationsledelse/Department of
Entrepreneurship and Relationship Management
Alsion 2, A2
6400 Sønderborg

*Latest publications:*

   - Kattenbach, R., & Fietze, S. (2018). Entrepreneurial orientation and
   the job demands-resources model. *Personnel Review, 47*(3), 745-764.
   DOI: 10.1108/PR-08-2016-0194
   - Gretzinger, S., Fietze, S., Brem, A., & Ogbonna, T. (2018).
   Small-scale entrepreneurship – understanding behaviors of aspiring
   entrepreneurs in a rural area. *Competitiveness Review: An International
   Business Journal*,* 28*(1), 22-42. DOI: 10.1108/CR-05-2017-0034
   - Matiaske, W., & Fietze, S. (Eds.) (2017). *Human Resources, Labour
   Relations and Organizations. A European Perspective.
   Edition of management revue - Socio-Economic Studies. Baden-Baden: Nomos
   Verlagsgesellschaft mbH & Co. KG.
   - Fietze, S., & Boyd, B. (2017). Entrepreneurial intention of Danish
   students: A correspondence analysis. *International Journal of
   Entrepreneurial Behavior & Research*, 23(4). DOI:
   10.1108/IJEBR-08-2016-0241 <>

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