Human Resource Management

Cover image for Vol. 56 Issue 4

Edited By: James C. Hayton

Impact Factor: 1.817

ISI Journal Citation Reports © Ranking: 2016: 37/80 (Psychology Applied); 90/194 (Management)

Online ISSN: 1099-050X


Author Guidelines


Online production tracking is available for your article through Wiley Author Services

Author Services enables authors to track their article – once it has been accepted – through the production process to publication online. Authors can check the status of their articles online and choose to receive automated e-mails at key stages of production, and, when published online access the article for free. Authors may also nominate up to 10 specialists to receive free access as well. The corresponding author will receive an e-mail with a unique link that enables them to register and have their article automatically added to the system. Please ensure that a complete e-mail address is provided when submitting the manuscript. Visit http://authorservices.wiley.com for more details on online production tracking and for a wealth of resources including FAQs and tips on article preparation, submission and more.



Author Guidelines


For additional tools visit Author Resources - an enhanced suite of online tools for Wiley Online Library journal authors, featuring Article Tracking, E-mail Publication Alerts and Customized Research Tools.

Early View Announcement

We are happy to announce that Human Resource Management is now part of Wiley’s Early View service. Articles will now be published on a regular basis online in advance of their appearance in a print issue. These articles are fully peer reviewed, edited and complete – they only lack page numbers and volume/issue details – and are considered fully published from the date they first appear online. This date is shown within the published article online. Because Early View articles are considered fully complete, please bear in mind that changes cannot be made to an article after the online publication date even if it is still yet to appear in print.

The articles are available as full text HTML or PDF and can be cited as references by using their Digital Object Identifier (DOI) numbers. For more information on DOIs, please see http://www.doi.org/faq.html.

To view all the articles currently available, please visit the journal homepage on http://onlinelibrary.wiley.com/ and simply click on the “Early View” area at the top of the list of issues available to view. On print publication, the article will be removed from the Early View area and will appear instead in the relevant online issue, complete with page numbers and volume/issue details. No other changes will be made.

The implementation of Early View for Human Resource Management represents our commitment to get manuscripts available to view to the academic community as quickly as possible, reducing time to publication considerably without sacrificing quality or completeness.

Submission Information

Manuscripts should be submitted electronically using the Journal’s Web-based submission and review Web site called Manuscript Central: http://mc.manuscriptcentral.com/hrm. Electronic submission through Manuscript Central is required. When submitting through Manuscript Central, please:

* Submit a “blind” copy of your manuscript by deleting author identification. Submit a separate document with information that would typically appear on the document’s title page (authors, addresses, contact information, etc.).

* If you answer “Yes” to the question regarding special issue submission, clearly label your submission for the special issue to which you are submitting using the textbox provided. In addition, include a paragraph in your cover letter specifically identifying how the paper fits within the special issue theme.

* Direct logistical questions about submitting your manuscript or correspondence about items under review to Managing Editor Heather Hinson at heather.hinson@mode2.co.uk.

Correspondence concerning proofs, subscriptions, and other matters should be sent to John Wiley & Sons, Inc., Journals Dept., 111 River Street, Hoboken, NJ 07030.

Human Resource Management no longer publishes book reviews.

A cover letter must accompany each submission indicating the name, address, telephone number, fax number, and e-mail address of the author to whom correspondence and proofs are to be sent. Submission of a manuscript to the Editor implies that the paper has not been published, that it is not being submitted for publication elsewhere, and that, if the work reported is officially sponsored, it has been released for publication.

Software and Electronic Format

Microsoft Word is preferred, although manuscripts prepared with any other microcomputer word processor are acceptable.

Do not submit manuscripts in pdf format.

Refrain from complex formatting; the Publisher will style your manuscript according to the Journal design specifications. Do not use desktop publishing software such as InDesign or Quark XPress. If you prepared your manuscript with one of these programs, export the text to a word processing format. Please make sure your word processing program’s “fast save” feature is turned off. Please do not deliver files that contain hidden text: for example, do not use your word processor’s automated features to create footnotes or reference lists.

Manuscript Formatting

All material should be typed, double-spaced, on one side only on standard 8-1/2 X 11 in. (21 X 28 cm) paper with 1 in. (2.5 cm) margins. Please do not use A-4 size. Any equations or special symbols should be typed wherever possible with all ambiguous symbols clearly identified (e.g., 1, 1; X, ). Your main document should include your title, abstract, manuscript text and figures and tables (at the end). If you prefer to include your figures and tables in a separate document, that is permissible as well. A supplemental document should include your title page with author names, contact information (postal address, phone number, and e-mail address) and short biographical sketches of each author.

Do not right justify. Use ragged right.

Manuscript Length

HRM has definite page limits; manuscripts less than 15 pages generally do not fully build a coherent message, and manuscripts longer than 30 pages tend to either focus on multiple messages or lose their focus. Therefore, we encourage submitted manuscripts be no longer than 30–35 text pages long, not counting references, tables, and figures. Pages should be numbered consecutively, beginning with the title/abstract page. Research notes should be 15-20 pages long. Text pages should be double spaced, 12-point Time-Roman, with normal margins. Do not number the headings or the lines.

Tables/Figures/Specifications/References

We advocate use of figures and tables—ideas that can visually capture an argument or concept to help readers see and feel the ideas presented. Figures and/or tables can also be used to condense and focus information. References are helpful for two reasons. First, readers can place the ideas in an historical context of previous work. Second, references provide a starting point for readers who want more detail and depth about an idea. All figures should be cited in the text. Location of the actual figure should be marked in the text with these words: (Insert Figure __ about here). Figures with captions should be supplied on a separate sheet at the end of the manuscript. All figures and artwork must be submitted in camera-ready form. The publisher uses these actual figures and artwork for publishing purposes; therefore, quality must be excellent. Journal quality reproduction will require grayscale figures and tables at resolutions yielding approximately 300 dpi. Bitmapped line art should be submitted at resolutions yielding 600–1200 dpi. These resolutions refer to the output size of the file; if you anticipate that your images will be enlarged or reduced, resolutions should be adjusted accordingly.

All tables should be cited in the text. Location of actual tables should be marked in the text with these words: (Insert Table __ about here). All tables (each one on a separate page) should be placed at the end of the manuscript following the references and any figure captions.

Expository endnotes (footnotes) to the text are allowed but should be limited in use. These should be numbered consecutively throughout the manuscript. To indicate the position of a footnote, use superscript Arabic numerals. Number all endnotes to correspond with their numbers in the text. Double-space all endnotes on a separate sheet of paper entitled “Endnotes,” located at the end of the paper following references, figures, and tables. In no case should an endnote be used simply to indicate a literature citation.

Literature references should be indicated in text by the name of the author and the year of the publication; “Smith (1982) has indicated that this approach is feasible; however, other reports are not as sanguine (Corruthers, 1983; Smith & Wesson, 1981).” All literature references within the text are to be placed at the end of the manuscript in alphabetical order and should conform to the recommendations in the Publication Manual of the American Psychological Association, Sixth Edition, except for the use of italics.

Sample references for a journal article and a book follow:

Feldman, D. (1996). Managing careers in downsizing firms. Human Resource Management, 35, 145–162.

Ulrich, D., & Lake, D. (1990). Organizational capability. New York: Wiley.

Article Acceptance and Review of Edited Manuscript and Proof

Authors whose work is accepted will work with the Managing Editor to process the paper for publication. This will include technical editing and final proofing. Proofs must be corrected and returned within 48 hours. NO new material may be inserted in the text at the proofreading stage.

Copyright

If your paper is accepted, the author identified as the formal corresponding author for the paper will receive an email prompting them to login into Author Services; where via the Wiley Author Licensing Service (WALS) they will be able to complete the license agreement on behalf of all authors on the paper.

For authors signing the copyright transfer agreement

The corresponding author will be presented with the copyright transfer agreement (CTA) to sign. The terms and conditions of the CTA can be previewed in the samples associated with the Copyright FAQs below:

CTA Terms and Conditions: http://exchanges.wiley.com/authors/copyright-and-permissions_333.html.

Note to Contributors on Deposit of Accepted Version

Authors are permitted to self-archive the peer-reviewed (but not final) version of the Contribution on the Contributor’s personal website, in the Contributor’s company/institutional repository or archive, and in certain not for profit subject-based repositories such as PubMed Central as listed at the following website: http://olabout.wiley.com/WileyCDA/Section/id-820227.html , subject to an embargo period of 12 months for scientific, technical and medical (STM) journals and 24 months for social science and humanities (SSH) journals following publication of the final Contribution.

Funder arrangements (e.g. Wellcome Trust, RCUK, Austrian Science Fund and others)

There are separate arrangements with certain funding agencies governing reuse of this version as set forth at the following website: http://www.wiley.com/go/funderstatement.
The Contributor may not update the accepted version or replace it with the published Contribution.

Publishing Cues

Overview

Human Resource Management (HRM) is the premier journal for thoughtful human resource leaders. We seek thought-provoking and rigorous articles that lead to new ways of approaching the human resource management field and HR leadership. As such, we are looking for papers presenting new research, innovative theoretical approaches, changes in management paradigms, and action (both examples of successes and failures as long as there are important lessons to be learned) from leading scholars and practitioners. Articles generally fall into two broad categories: (1) those grounded in theory and/or papers using scientific research methods (e.g., reports of original empirical studies, ethnographic studies, critical reviews of existing empirical research, theory pieces that clearly extend current thinking); and (2) those focusing on innovative HR approaches that are based on well reasoned-extensions of existing research, experiential knowledge, or exemplary cases (e.g., thought pieces, case studies, top executive interviews).

HRM Is a “Bridge” Journal

HRM is a journal that both adheres to high scholarly standards and provides useful information to HR professionals and business leaders. HRM strives to create a bridge between academic work (research and theory) and real-world practices, allowing academicians to learn from practitioners and allowing practitioners to apply leading-edge research and theory to their day-to-day operations. By publishing manuscripts grounded in scholarly principles that also address relevant HRM issues, the Journal truly bridges the worlds of practice and theory—and does so to the benefit of executives and academics alike.

Content and Review Methods

HR Science Forum articles are scientifically based, and they go through a double-blind, peer review process. These papers adhere to high academic standards, while focusing on topics of interest to the overall readership (in other words, these articles have to be interesting and relevant). Following an initial prescreening that generally assesses a manuscript’s appropriateness for HRM, manuscripts are typically sent to two to four reviewers with expertise in the paper’s topic or methodology. Authors receive reviewer comments with their decision letter. Authors who are using accepted scientific methods for their research, whether the data are quantitative, qualitative, or primarily contributions to theory, should submit their papers to the HR Science Forum.

HRM also publishes case studies and research notes.

Subject Matter

“Human resources” for HRM includes a broad spectrum of organization and management issues facing HR professionals as well as the domains of leadership, organization behavior, organization development, or strategy when the focus is on HR issues and employee management. Topics can range from change management, employee commitment and attitude, organization structure and design, and human resource tools (staffing, development, appraisal, rewards, communication) to diversity, measurement, quality, culture, and leadership. While all articles falling within this broad domain will be considered, we are currently encouraging articles addressing the following specific themes:

• HR’s role in corporate governance and ethics
• Change management
• Breaking barriers and diversity
• HR leadership and HR strategy
• Corporate governance
• HR outsourcing
• Executive coaching
• The future of consulting
• HR metrics and measurement
• Work-life balance

What the Editors and Reviewers Look for

Introduction/Purpose

The most scrutinized section of the manuscript is the introduction. The introduction should lay out for the reader what the manuscript will do, the questions or issues, why they are important, and how they will be addressed. Long, obtuse, or unfocused introductions indicate a manuscript needs work. After the introduction, the reader should want to read the rest of your paper.

Innovation

We seek manuscripts that extend current thinking—addressing the “next practice,” not necessarily just the “best practice.” Manuscripts are less interesting if they only provide a review of “what has been done” (e.g., the “last ten years of human resource information systems”). Also, very narrow, technical manuscripts (e.g., an empirical assessment of legal decisions on EEO) are less relevant for our audience.

Research Methods

While we are open to a variety of research methods, because we seek papers that will be significant for both executives and researchers, experiments using student samples have low probability of success at HRM. Also, theoretical papers on topics that have no application to the HR practitioner would not fare well at HRM.

Interest

We adhere to a broad definition of what is considered “interesting.” When we review the manuscript, the questions we often ask are:

• If the ideas in this manuscript were presented to a group of senior HR leaders (HR executives, consultants, or CEOs), what would they say? Would they be excited, informed, challenged, or helped by the ideas in the manuscript? Would the presentation spark debate, conversations and ideas for actions?

• If the ideas in the manuscript were presented at a professional association meeting such as the Academy of Management or Society for Industrial and Organizational Psychology session, would people come? Would the ideas be consistent with other academic presentations in terms of rigor and appropriateness for the audience?

We are particularly interested in “ideas with impact”—on either practice or research. In practice, this means developing manuscripts that are engaging, lively, challenging, and stimulating.

Implications

A large part of our audience is connected to the human resource profession. We require authors to address “implications” in their manuscript, either implications for research (if the article is primarily practitioner- oriented) or implications for practice (if the article is primarily theoretical). This section may contain more prescriptions and conjecture than would be found in other journals. We encourage authors to find other ways to “bridge” audiences with their paper. Consider sections that interpret the work for the “other” audience, or write examples that may help explain a method.

The Basics

Tone

We have received manuscripts with a range of tones from too light to too heavy. Manuscripts too light in tone use inflammatory language (e.g., “managers need to wake up to the call for quality”), which may be more appropriate for a newspaper or magazine. Manuscripts too heavy in tone may be more appropriate for purely scientific journals (e.g., extensive discussion of the “latest” statistical technique).

Mastery of the English Language—Clear, Concise, and Compelling Writing

We are sensitive to, and appreciate, the fact that English is not the first language of all submitting authors. However, the Journal is published in English, and any editing that improves the flow and readability of the manuscript will improve our ability to assess its quality and contribution. Following the Journal’s standard formatting guidelines (see “Information for Contributors”) will increase the likelihood that your manuscript will make a favorable impression on reviewers if your work is sent out for peer review.

Please see “Information for Authors” (above) for additional details on submitting your manuscript.

Editorial Team and Contact Information

James C. Hayton, Editor-in-Chief

Heather Hinson, Managing Editor

Submissions: : http://mc.manuscriptcentral.com/HRM

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