*** apology for cross-postings ***
Journal of Occupational and Organizational Psychology
JOOP Special Section: Call for Submissions
Getting Diversity at Work to Work
Guest Editors: Yves R. F. Guillaume (
y.r.f.guillaume@aston.ac.uk), Aston
University, UK; Jeremy F. Dawson (
j.f.dawson@aston.ac.uk), Aston University,
UK; Stephen A. Woods (
s.a.woods@aston.ac.uk), Aston University, UK; Claudia
A. Sacramento (
c.a.sacramento@aston.ac.uk), Aston University, UK; Michael A.
West (
m.a.west@aston.ac.uk), Aston University, UK.
The Journal of Occupational and Organizational Psychology (JOOP) announces a
special section focusing on managing diversity in organizations. It is
anticipated that the special section will be published in the March 2013
issue of JOOP.
Issue Scope: Effective management of diversity in organizations which is
typically concerned with managing demographic differences of one sort or
another among employees (e.g., ethnicity/race/nationality, sex, age, tenure,
functional/educational background) remains an important challenge in the
contemporary world of work. Recent debates among academics, practitioners
and policy makers suggest that a greater recognition of such differences
between employees and diversity within groups can add value to an
organization when properly managed, and provide employees with more equal
opportunities to succeed at work. Underpinning this value-in-diversity
approach is the idea that diversity can be harnessed to achieve superior
business results when organizations embrace diversity, consider the special
needs of its diverse workforce, and create an inclusive workplace in which
everybody feels valued.
While some progress has been made in particular in the literatures on work
group diversity demonstrating that valuing and acknowledging differences
facilitates work group performance in demographically diverse work groups,
it remains unclear whether the proclaimed benefits of the
value-in-diversity approach generalize to other employee and organization
relevant outcomes. A more comprehensive understanding is therefore needed
about the conditions under, and the mechanisms by which demographic
diversity leads to favourable work related outcomes.
Papers will be considered that make a clear contribution toward advancing
research and theory on the consequences of demographic diversity in the
workplace, and informing practitioners how to manage diversity in
organizations by bringing into focus the relevance of the
value-in-diversity approach to investigate workplace diversity. Papers
will be considered that address, but are not necessarily restricted to, the
following topics:
Research that clarifies or explains the effects of demographic diversity
on work relevant outcomes (e.g., well-being, attitudes, job performance,
turnover, discrimination, inclusion, creativity, conflict, innovation, work
group and organizational performance, etc.) in new ways, or looks at
previously neglected outcomes (e.g., socially responsible or
counterproductive work behaviors, career success, organizational reputation,
customer satisfaction, etc.).
Studies looking at previously neglected mechanisms (e.g., emotion, trust,
stress, regulatory foci, social exchange, network structures, etc.) and
boundary conditions (e.g., personality, status, time, contact, diversity
mindsets, stressors, justice, job characteristics, leadership,
organizational structure and culture, HRM policies and practices, industry
setting, cultural and socio-economic differences between countries, economic
prosperity, etc.) explaining how and when demographic diversity affects work
related outcomes.
Studies conceptualizing and measuring demographic diversity in new ways,
looking at and across multiple levels of analysis individually or
simultaneously (e.g., individual, dyad, group, inter-group, organization,
country, etc.), or considering more sophisticated and innovative methodology
(e.g., multilevel, social networks, social relations modelling, diary
studies, longitudinal studies, field experiments, etc.) to explore
demographic diversity related effects.
The above list is meant to provide examples and is by no means exhaustive.
Other proposals for relevant papers looking at the conditions under, and the
mechanisms by which demographic diversity leads to favourable work related
outcomes are encouraged by the Guest Editors.
The deadline for submissions is February 1st , 2012. Manuscripts should be
submitted through JOOP's online review system, Editorial Manager.
Manuscripts should be clearly labeled as submissions intended for this
Special Section and follow the usual guidelines of JOOP. All submissions
received will be subjected to a double-blind review process.
Consistent with JOOPs editorial policy, papers based entirely on
non-working populations (e.g. student samples) will only be considered in
rather unusual circumstances. The Guest Editors retain discretion to publish
this kind of data, for instance where it is clearly demonstrated that the
data obtained can be generalized to working populations. Moreover, studies
conducted using only cross-sectional self-report data will be considered
only in exceptional circumstances. For example; if the sample is
exceptionally large, representative, or multiple. In all other cases,
cross-sectional self-report data should form part of a wider selection of
data, including other measures such as longitudinal or experimental
elements, corroborating or comparison data, third party records or
psycho-physiological data.
For more details please consult the journal's Publication Policy and
Information for Authors available via JOOPs website. Enquiries about the
special issue are encouraged and can be directed to Yves Guillaume
(
y.r.f.guillaume@aston.ac.uk).
Proposed Timeline
June 2011 Call for papers
February 1, 2012 Deadline for initial submissions May 1, 2012 First round of
reviews; feedback to authors September 1, 2012 Deadline revised submissions,
final acceptance decisions made March 2013 Publication
--
Claudia Sacramento, PhD
Lecturer
Work and Organisational Psychology
Aston Business School
8th Floor SW
B4 7ET Birmingham
Tel: +44 (0) 121 204 3272
Fax:+44 (0) 121 359 2919
http://www.abs.aston.ac.uk/newweb/staff/detail.asp/sfldStaffID=A0000765
c.a.sacramento@aston.ac.uk