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Call for Papers: New Work Arrangements - A Review of Concepts and Theories

Guest Editors:
Ralph Kattenbach, International School of Management, Hamburg
Johannes Moskaliuk, International School of Management, Stuttgart
Barbara Kump, WU Wien

Special Issue
Much has occurred since Frithjof Bergmann's seminal thoughts on New Work (1994; 2004; 2019): Smartphones, virtual communication, and virtual cooperation have entered the business world. Digitalization has brought forth a completely new economy, agile work processes, AI services, a digital start-up culture, cloud work, new employment relationships, leadership styles, co-working tools and an enhanced spatial and temporal flexibility. These changes in the work context and job characteristics, summarized as New Work Arrangements call for a revision of work-related concepts and theories. However, even in top management research outlets, the pervasive presence of technology in organizational work has been neglected (Orlikowski & Scott, 2017).

With this special issue on "New Work Arrangements", we would like to provide comprehensive insights into the many ways in which digitalization influences how we organize, manage and learn work. We also aim to present approaches from various disciplines to incorporate characteristics of New Work Arrangements in existing theories, models, and concepts. In an attempt to categorize the various faces of New Work Arrangements and to provide a guideline for contributions to our special issue, we focus on three central aspects that are influenced by digitalization:

New Organization
Digital technologies enable new business models and strategies; however, they also come with numerous behavioral and organizational challenges for firms: For instance, online markets for talent and labor allow firms to outsource complex tasks but may have implications for knowledge management and human resource management. The adoption of digital technologies may require complementary investments in rare skills to bring about the intended productivity improvements in full (Leiponen et al., 2016). Furthermore, through the advent of digital technologies, virtual work has become the new normal: Staff members work from dispersed locations and interact through their smartphones or other mobile devices (Raghuram et al., 2019). This situation poses a number of new, interesting research questions, for example:

  *   What effects have agile work processes, ubiquitous working and virtual teams on an individual and organizational level?
  *   What influence do digitalization and artificial intelligence solutions have on work and job characteristics as well as work engagement, performance, and perceived autonomy?
  *   What is the role of organizational culture and team norms in explaining the impact of New Work Arrangements?
  *   Which business models are successful from both an economic (e.g. increased profit) and a psychological (e.g. meaningful work) perspective?

New Leadership
New technologies enable arrangements that offer work-life flexibility. However, studies have shown that such arrangements do not necessarily benefit all groups of workers equally and may come with new challenges, such as promotion and pay schemes (Kossek & Lautsch, 2017). Moreover, such new work arrangements may require new forms of leadership (Banks et al., 2019; Sheniger, 2019). In addition, leaders may have to deal with changes in organizational identity, practice, and knowledge that need to be overcome when organizations become more and more digitalized (Kump, 2019). Possible questions for this special issue include:

  *   How are leadership and communication in the workplace affected by digitalization?
  *   How can we base trends like mindful leadership, holacracy or agile project management on solid research?
  *   What are appropriate competencies, tools, styles or mindsets for leaders facing New Work Arrangements?
  *   How can we use digital tools and methods to transfer knowledge, support self-reflection, and foster creativity?

New Learning
Digital devices, virtual reality, and other innovative technologies offer new learning opportunities for workers at their workplaces (Noe, Clarke & Klein, 2014). At the same time, managers may need dynamic managerial capabilities in order to keep up to date with constant change (Helfat & Martin, 2014). These new situations require new management skills and may benefit from novel educational settings. Accordingly, new work arrangements come with manifold research questions regarding learning, for example:

  *   Which influences have digitalization on learning and development in the workplace?
  *   How can digital be used media to provide self-organized learning on the job?
  *   How can we foster self-responsible learning competencies and a growth-oriented mindset?
  *   What effects do concepts like micro-learning, nudging, and gamification have on learning motivation and learning success?

For the special issue, we invite contributions that consider the above mentioned or related topics of New Work Arrangements, both from a theoretical and an empirical point of view. Qualitative and quantitative research contributions are welcome. We also invite survey articles, best practice cases, didactical designs, and book reviews.

Full papers for this special issue of management revue - Socio-Economic Studies must be submitted by May 31, 2020. All contributions will be subject to a double-blind review. Papers invited to a 'revise and resubmit' are due November 30, 2020. The publication is scheduled for the issue 3/2021. Please submit your papers electronically via the online submission system<> using 'SI New Work Arrangements' as the article section.

Submission Guidelines
Manuscript length should not exceed 10,000 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<>.

Hoping to hear from you!
Ralph Kattenbach<mailto:[log in to unmask]>
Johannes Moskaliuk<mailto:[log in to unmask]>
Barbara Kump<mailto:[log in to unmask]>

Med 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
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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. Special 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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