Emerald journal news
Personnel Review sponsors Best Paper Award at Dutch HRM Network Conference, November 2009
“Capitalizing on Diversity in HRM Research”
6th International Conference of the Dutch HRM network
13 & 14 November 2009
VU University, The Netherlands
with keynote presentations from Luc Sels and Sharon Parker
Jointly organised by
Department of Organizational Behavior & Development, VU University, Amsterdam, The Netherlands
&
Department of Human Resource Management & Organization Behaviour, University of Amsterdam, Amsterdam, The Netherlands
On behalf of the Dutch HRM Network:
Prof. dr. Paul Jansen, VU University Amsterdam
Prof. dr. Deanne den Hartog, University of Amsterdam
Prof. dr. Jaap Paauwe, Tilburg University
Prof. dr. Jan Kees Looise, University of Twente
Prof. dr. Eric Molleman, University of Groningen
Prof. dr. Willem de Nijs, Radboud University Nijmegen
Prof. dr. Karin Sanders, University of Twente
Prof. dr. Luc Sels, Katholieke Universiteit Leuven, Belgium
Deadline for Proposals for Papers:
10th April 2009
Following the success of its first five international conferences, “Human Resource Management: confronting theory and reality” (Erasmus University Rotterdam, 1999), “Organisational Renewal: challenging human resource management” (University of Nijmegen, 2001), “Innovation HRM?” (University of Twente), “The value of HRM?!” (University of Twente, 2005), and “In Search of Balance: Managing the dualities of HRM” (Tilburg University), the Dutch HRM Network has the pleasure of announcing its 6th International Conference to be held at VU University on Friday 13th and Saturday 14th November 2009 with the title “Capitalizing on Diversity in HRM Research”.
Research in HRM is highly diverse in themes, levels, perspectives, methods, subjects and stakeholders. Research questions are guided by practice, but also theory-driven. Studies can be macro-, meso- or micro-oriented, with topics ranging from cross-national and industry based influences on HR policies to intra-individual motivational processes in the workplace. This immense diversity can be seen as one of the strengths of HRM research, but can also be considered a weakness: too little focus, no uniform paradigm, difficult to fit into an unequivocal academic tradition or discipline. This conference aims to highlight HRM research in its full diversity and build bridges between the many different perspectives. It aims to start conversations between HRM researchers from different
backgrounds and help leverage (or capitalize on) this diversity to spark new and groundbreaking ideas in our field that are of both academic and practical importance.
Amsterdam, capital of the Netherlands, has been witnessing a great increase in diversity from ethnic minorities as well as residents from Europe and abroad, ultimately contributing to its diverse and lively culture. At 45%, Amsterdam has a high proportion of ethnic minorities compared with the rest of Europe. The population register now contains over 150 different nationalities. In less than a decade, half the population will be of foreign origin. The City recognizes the value this diversity has on society and culture and has created policies to reinforce this. Therefore, the diverse capital of the Netherlands inspired the conference to focus on celebrating diversity and trying to maximize its potential benefits for HR research as our theme. You are welcome to join us in
Capitalizing on Diversity in HRM Research!
Some of the papers will be invited for a special issue of Personnel Review.
This conference is sponsored by Personnel Review and KPN.
A list of themes and possible topics is included below. The spread of proposals received across the themes will determine the final list. We hope that you will be inspired by these themes and topics, and we look forward to receiving your proposals for papers.
1. Diversity in careers
- Careers of different cultural, and professional groups
- Careers in different industries, and work contexts
- Careers of female and male employees
- Diversity of factors contributing to the individual career success (including personal differences, human capital and social capital)
- Diversity in career aspirations
Convenors: Paul Jansen (VU University Amsterdam) and Svetlana Khapova (VU University Amsterdam; ESMT – European School of Management and Technology, Germany)
2. Being diverse, perceiving diversity
- Diversity in dyads, teams, departments and/or organizations
- Diversity and HRM interventions and policies
- The consequences of diversity in socio-demographic attributes, attitudes, competencies and/or emotions
- Actual diversity versus perceived diversity
- The value of diversity and valuing diversity
- Diversity: surface or deep-level?
- How diversity affects identification and motivation
Convenors: Eric Molleman (University of Groningen) and Michelle Ryan (University of Exeter, UK)
3. Diversity in outcomes
- Best practices (universalist) versus best fit (contextualist)
- The value and effectiveness of HRM for different employee categories
- Productivity and well-being: competing or parallel outcomes
- Performance as a multi-dimensional construct: employee perspectives, employer’s interests and societal effects
Convenors: Jaap Paauwe (Tilburg University/Erasmus University Rotterdam) and Ricardo Peccei (Kings College London, UK)
4. Diversity in international perspectives
- Different effects of HRM: a cross cultural perspective
- Impact of different culture in the linkage HRM – performance
- Impact of HR for employees from different cultures within one organization
- HR practices in multinationals
Convenors: Karin Sanders (University of Twente) and Huadong Yang (University of Twente)
5. Diversity in (theoretical) perspectives
- How different theoretical perspectives inform research and practice in HRM
- Critical and dissensus-based views on HRM
- Different perspectives on the changing nature of the HR function and its effects
- HRM and employee subjectivity
Convenors: Anne Keegan (University of Amsterdam) and Helen Francis (Napier University, UK)
6. Diversity in actors within organizations
- Impact of consensus between line and HR within organizations
- Organization climate: shared perceptions among employees
- Different relationships between line and HR
- Division in tasks between line and HR
Convenors: Karin Sanders (University of Twente), Helen Shipton (Aston Business School, UK) and Peter Leisink (Utrecht University)
7. Diversity in organizational forms and employment relations
- New organizational forms
- Flexible contracts
- New psychological contracts
- The boundaryless organization
- Forms of employee voice
Convenor: Jan Kees Looise (University of Twente) and Stefan Zagelmeyer (Cologne Business School, Germany)
8. Diversity in HRM delivery channels
- Diversity in HR-roles
- Diversity in E-HRM
- HRM Shared Service Centers
- HR-strategy and HRIS
- HRIS implementation and development
Convenors: Tanya Bondarouk (University of Twente), Huub Ruel (University of Twente), and Stefan Strohmeier (University of Saarland, Germany)
9. Diversity in learning
- Individual learning during the lifespan
- Team and organizational learning
- Workplace learning / Learning potential of work
- Knowledge creation and sharing
- Expertise and competence development
- Leadership and management development, coaching and mentoring
Convenors: Rob Poell (Tilburg University), Beatrice van der Heijden (Maastricht School of Management, Open University of the Netherlands, University of Twente), and Marianne van Woerkom (Tilburg University)
10. Diversity in HRM accounting and measurement
- Added value of HR policies: indicators and ROI-measurement models. Do we measure the right way?
- HRM performance: towards new forms of accounting?
- Advances in Human Capital Accounting: concepts and data-availability
- Human Capital Planning in a tight labour market
- Limitations of HR Metrics: do we measure the right things?
Convenors: Willem de Nijs (Radboud University Nijmegen) and Gerard Evers (University of Tilburg)
11. Diversity in leadership
- How leaders affect important work outcomes, such as employee engagement, job performance, and well-being
- Relating leadership styles to proactive, cooperative and destructive employee behaviour
- The role of leaders in implementing different HR practices
- The role of context in enhancing or constraining leader effectiveness
- Leading others in diverse settings
- Leadership and effectiveness at different organizational levels
- Ethical and authentic leadership
Convenors: Deanne Den Hartog (University of Amsterdam) and Annebel de Hoogh (University of Amsterdam)
12. Diversity in levels
- Multilevel studies bridging ‘macro’ (e.g., institutional reforms), ‘meso’ (e.g., HR policy and strategy) and ‘micro’ (e.g., organizational behaviour) research domains
- Contributions integrating individual, group and/or organizational levels of analysis
- Theoretical approaches that facilitate multilevel empirical work in the HR domain
- Research designs and measurement techniques that have the potential to bridge micro, meso and/or macro research domains
Convenors: Luc Sels (Katholieke Universiteit Leuven, Belgium) and Anneleen Forrier (Lessius University College, Belgium)
Organisation and schedule
The conference has been designed as a two-day programme covering the specialised HRM themes mentioned above.
Friday 13th November 2009
10.30-11.00 Welcome and coffee
11.00-11.15 Opening of Conference and Introduction to the Conference Proceedings
11.15-12.15 Keynote speaker and discussion - Professor Luc Sels, Professor of Human Resource Studies, Katholieke Universiteit Leuven, Belgium
12.15-13.00 Buffet lunch
13.00-15.30 First round of parallel sessions
15.30-16.00 Coffee/tea break
16.00-18:30 Second round of parallel sessions
19.00-23.00 Conference dinner (including presentation of best dissertation and presentation of best article)
Saturday 14th November 2009
08.30-11.00 Third round of parallel sessions
11.00-11.30 Coffee/tea break
11.30-12.30 Concluding plenary session; Keynote speaker and discussion - Professor Sharon Parker, Professor of Work Psychology,
University of Sheffield, UK
12.30-12.45 Presentation of the HRM Award
12.45-13.45 Buffet Lunch
Participation and costs
To ensure adequate time for the discussion of the papers, and the debate on key issues, we are limiting the event to a maximum of 120 papers. The maximum number of participants will be about 200 ensuring the ability to fully participate in the proceedings.
The conference fee is €310. This includes two lunches, conference dinner, coffee, tea, drinks, and the conference proceedings. For Ph.D. students there is a reduced fee of €215.
Local hotel costs vary from around €80 to €200 per night and are not included in the conference fee. More information about registration procedures and a detailed list of available hotels in the area will be provided on the conference website: www.hrmnetwork.nl.
Please book your hotel on time (September 2009 at the latest). Venue and travel VU University is located on the Zuidas in Amsterdam. The university can be reached by train from Amsterdam (Schiphol), Eindhoven airport, and Brussels airports.
Procedure for submitting papers
Contributors are asked to submit an abstract of their proposed paper (one page of A4, 300 words) before 10th April 2009 via the conference website: www.hrm-network.nl.
The proposal should contain:
- a statement concerning the theoretical concepts;
- the type of research design and the nature of empirical data (where relevant);
- a short summary of the main conclusions.
For those interested in presenting a paper and submitting a proposal before 10th April 2009, the following guidelines apply:
1. The selection committee will use the following criteria when reviewing papers:
- quality
- relationship to the themes of the parallel sessions
- choice of theoretical approach
- methods used to collect empirical data.
2. Contributors will be informed whether their paper has been selected by 15th May 2009.
3. Final papers must then be submitted by 1st October 2009.
Please adhere to the following format when writing your final paper:
- front page, including title, name of the author, institution and all relevant correspondence details;
- executive summary, on a single A4 page, which can also be distributed to participants in advance;
- the paper itself, which should be between 15 and 20 A4 pages;
- a list of references should be included at the end.
Further instruction regarding submission will be sent once proposals have been accepted.
4. All registered participants will receive the executive summaries and a detailed conference programme at least one week in advance of the conference.
5. The full papers will be made available on the day of the conference and are included in the conference fee.
6. Some of the papers will be invited for a special issue of Personnel Review.
Best paper and best dissertation awards
To compete for the best paper award full papers must be submitted to the convenor before 1st October 2009.
To compete for the best dissertation award the following criteria apply:
· the topic of the dissertation should be HRM or a related topic;
· the dissertation should be defended between 2 August 2007 and 1 August 2009;
· the dissertation should be defended at a Dutch or Belgian (Flemish) University;
· the full dissertation should be sent to the organising committee before the 1st October 2009.
HRM Award
The HRM Award is presented by the Dutch HRM Network to an individual who has made an outstanding contribution to the HRM field. Previous recipients of the Award are David Guest (King’s College, London), Keith Sisson (Warwick University), John Purcell
(Bath University), Jaap Paauwe (Tilburg University) and Patrick Wright (Cornell University).
Organising Committee:
- Professor Paul Jansen (VU University)
- Professor Deanne den Hartog (University of Amsterdam)
- Dorien Kooij (VU University)
Secretary to the Dutch HRM network:
Dorien Kooij
VU University
Department of Organizational Behavior & Development
De Boelelaan 1105, 1081 HV Amsterdam, The Netherlands
Tel: +31 (0)20 598 6187
Fax: +31 (0)13 466 3002
Website: www.hrm-network.nl
E-mail: hrmconference2009@feweb.vu.nl