Human Resource Management

Cover image for Vol. 55 Issue 1

Edited By: James C. Hayton

Impact Factor: 1.293

ISI Journal Citation Reports © Ranking: 2014: 34/76 (Psychology Applied); 86/185 (Management)

Online ISSN: 1099-050X

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Call for Papers

Women’s Career Equality and Leadership in Organizations:
Creating Evidence-based Positive Change

Guest Editor: Ellen Ernst Kossek

Although in recent years, women have increased their representation in the labor market, they remain under-leveraged as a source of talent and leadership in in employing organizations in nearly every country around the globe. For example women only constitute 4.6% of CEO positions and 19.2% of board directors at S&P 500 companies (Catalyst, 2015). They hold only about one fifth of seats in Congress, Senate and House of Representatives (Center for the American Woman and Politics, 2015). Despite their competence or experience, women are also under-utilized as a source of talent in many well-paid growing industries and occupations. For example, they comprise only 11% of Silicon Valley executives and only 20% of software developers. Empirical studies show that men are much more likely to find a job in STEM (Science Technology, Engineering and Math) fields compared with women with the same mathematical reasoning ability (Lubinski, Benbow, & Kell, 2014); they are also less likely to turnover, and more likely to advance in their careers. Even educational institutions seem to have a glass ceiling, as only 26% of the college presidents in the U.S. are women while more than 57% of the students in colleges and universities are women (Forbes, 2014).

One of the most critical issues is the persistent research to practice gap. Most of the research on gender equality does a better job at describing problems in human resources practices and organizational structures and climates than in coming up with evidence- based understanding regarding how to develop solutions to address womens’ underutilization at the top of organizations and across occupations and professional roles.

The goal of this special issue of Human Resource Management is to showcase the most up to date knowledge, bridging interdisciplinary multi-level and evidence-based research and practice to foster positive change to advance women’s career equality and leadership in employing organizations. Our focus is on the research that takes an employer and organizational view; or is multi-level bridging individual and organizational perspectives on the employment relationship.

We encourage authors to submit conceptual, empirical, and/or case-based research papers which employ a variety of theoretical and methodological approaches. We are especially interested in papers with data that take a multi-level perspective to evaluate change, and inclusive of employee and employer views within and across employment and cultural and occupational contexts. Workplace intervention studies are also most needed.

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Call for Papers: Special Issue

Research Methods in HRM

Call for Papers

Human Resource Management is soliciting and accepting papers for a special section of the Journal. This section will focus on research methods in HRM. We would like to invite papers for this section, which will be part of the HR Science Forum. Below are more details.

We are interested in receiving papers that help researchers in HRM understand the best practice application of specific research methods, research tools, and research designs.

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