Revisiting Theoretical Pillars of HRM in the Age of Uncertainty: Contributions for Performance
DETAILS
Call for Papers
Revisiting Theoretical Pillars of HRM in the Age of Uncertainty: Contributions for Performance
Journal: Journal of Organizational Effectiveness: People and Performance
Publisher: Emerald Publishing
Full Manuscript Deadline: 30 June 2027
The Journal of Organizational Effectiveness: People and Performance invites researchers to contribute to a Special Issue that critically revisits the theoretical foundations of Human Resource Management (HRM) and examines their relevance for performance in an era of uncertainty, digital transformation, and rapidly changing work environments.
About the Special Issue
Organizations are increasingly navigating technological change, artificial intelligence, sustainability pressures, demographic shifts, evolving employment relationships, and heightened concerns around employee well-being.
Against this backdrop, the Special Issue encourages scholars to “go back to basics” and critically reconsider the concepts, assumptions, and theoretical models that have traditionally shaped HRM research. It seeks research that questions established perspectives and develops stronger explanations of how HRM influences individual, organizational, social, and sustainable performance.
Submissions may revisit established HRM theories, challenge dominant strategic HRM assumptions, clarify foundational concepts, or propose new approaches for understanding the HRM–performance relationship under conditions of uncertainty.
Key Research Areas
Theoretical foundations of HRM in contexts of uncertainty
HRM theory and organizational performance
Critical reassessment of the HRM–performance relationship
Strategic HRM assumptions and contemporary challenges
HRM, organizational resilience, and adaptation to change
Employee performance in uncertain and complex environments
Sustainable HRM, Green HRM, and long-term performance
Employee well-being, happiness, engagement, and inclusion
Careers and diversity management
HRM, knowledge management, innovation, and creativity
HRM and technological and digital transformation
Professional reskilling and changing workforce requirements
Work intensification, stress, and unintended HRM consequences
Organizational culture and competing performance outcomes
Leadership and communication
Performance management and appraisal
Competency and talent management
Ethics and work-life balance
New approaches to work, careers, employability, and work-life integration
Types of Contributions
The Special Issue welcomes original empirical research articles, conceptual papers, and literature reviews. Contributions should be theoretically well grounded, methodologically rigorous, and offer a clear contribution to the renewal and advancement of HRM research.
Key Deadlines
Abstract Submission Deadline: 31 March 2027
Manuscript Submissions Open: 31 March 2027
Full Manuscript Submission Deadline: 30 June 2027
Submission Information
Submissions must be made through ScholarOne Manuscripts. Authors should select the relevant Special Issue title during the submission process and strictly follow the journal's author guidelines.
Submit via ScholarOne
Journal & Author Guidelines
Guest Editors: Tiago Rodrigues Gonçalves, Carla Curado, Helena Mateus Jerónimo, Paulo Lopes Henriques
Email for Submissions: tgoncalves@iseg.ulisboa.pt
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